A Report on Nominee Updation

For employee benefits in the

HCM Portal - TCPL

Presented By:
Name: Pratham Varma
Course: Bachelors in Business Administration
College: Centurion University.
ACKNOWLEDGEMENT

I would want to take time to recognize and thank all of whom were essential to the accomplishment of the goals
I had set during the course of internship as a result of assistance and guidance they provided. This chance strikes
me as a significant juncture in the progression of my professional life and I believe it to be a game changer.

My sincere gratitude goes out to everyone here, who’s considerate and perspective instruction facilitated my
academic and professional growth in a multitude of different ways.

Words cannot express my gratitude and indebtedness to my guide and company mentor Mrs. Veena Sharma for
her constant help and encouragement during my time in the organization.
INDEX

SL. No. TOPIC Pg. No.

1 Internship Details 1
2 Preface 2
3 Company Profile 3
4 Cummins Engine 4
5 Vision Mission Values 5
6 Employee Benefits 6
7 Plan of action 8
8 Challenges and Strategies 9
9 Snapshots 10
10 Outcome 11
11 Conclusion 12
INTERNSHIP DETAILS

• Start Date: 15th June 2023

• End Date: 15th August 2023
• Position: Intern
• Department: Human Resource
• Mentor: Mrs. Veena Sharma
PREFACE
This is a handbook developed by me for Tata Cummins Private Limited to assist the employees with an
overview of human resource information to better understand the components of compensation and choices
available while reviewing policies and practices. Employee compensation which covers all forms of pay or
rewards which has become complex in recent years. Compensation will only have a desired impact on
attitude and behaviour when employees understand the pay and benefit options that apply to them and the
associated policies and procedures.

In order to update the nominee detail of the employees, each employee has a separate WWID and a password
to it, which helps to maintain their record systematically. These records are updated accordingly as and when
the new documents are required. These records are also maintained online at the HCM portal. Likewise,
records are maintained two ways which helps in keeping track of employee’s personal details, Mediclaim,
Life Insurance, Personal Accident Policy, and retiral plans such as Superannuation, PF and Gratuity, etc.

All these claims cover one set of parents, two children and spouse of the employee.
COMPANY PROFILE

With cutting-edge product technology, fit-for-market solutions, and products that meet or exceed consumer
expectations and abide by existing regulations, Tata Cummins Private Ltd. is the first company to market in
India. It produces cutting-edge, fuel-efficient, and clean diesel engines. Their solutions cover a wide range of
industry verticals, from the automotive and industrial to the power generation and distribution business, and
are suitable for both on- and off-highway applications. They run their operations out of three cutting-edge,
resource-conserving facilities, one in Jamshedpur, Jharkhand, and two in Phaltan, Maharashtra. The facility's
fully air-conditioned building with a cutting-edge PLC-controlled fire detection and suppression system is
what makes it special. High levels of safety and low carbon footprint are guaranteed by the skylights and
energy-efficient building management system.

By receiving the "Green Building Award" for the second facility at Phaltan within a year, the company's
commitment to going "green" was recognized on a global scale. It employs 58000 people worldwide. On
Newsweek's list of the most ethical businesses in America, Cummins comes in at number 24.
CUMMINS ENGINES
Tata Cummins, a joint venture between Tata Motors and Cummins Inc., primarily focuses on manufacturing engines for
various applications. While the specific engine models and offerings may vary over time, here are some of the different types
of engines that Tata Cummins has produced:
1. Diesel Truck Engines: Tata Cummins manufactures diesel engines for trucks and commercial vehicles. These engines
are designed to provide power, reliability, and fuel efficiency for heavy-duty transportation applications.

2. Industrial Engines: Tata Cummins produces industrial engines that are used in various non-automotive applications,
such as power generation, construction equipment, mining machinery, and agricultural machinery. These engines are
designed to deliver consistent performance and durability in demanding environments.

3. Generator Set Engines: Tata Cummins manufactures engines specifically for generator sets used in standby power and
prime power applications. These engines are designed to provide reliable and efficient power generation.

4. Marine Engines: Tata Cummins also produces marine engines used in boats, ships, and other marine vessels. These
engines are designed to withstand the challenges of marine environments and provide power for propulsion or auxiliary
systems.

5. Rail Engines: Tata Cummins has developed engines for rail applications, including locomotives and railcars. These
engines are designed to meet the specific requirements of the rail industry in terms of power, emissions, and efficiency.
MISSION VISION AND VALUES

MISSION:
Making people’s lives better by powering a more prosperous world.
VISION:
Innovating for their customers to power their success.
VALUES:
INTEGRITY: Doing what you say you will do and doing what is right.
DIVERSITY AND INCLUSION: Valuing and including our differences in decision making is our competitive
advantage.
CARING: Demonstrating awareness and consideration for the wellbeing of others.
EXCELLENCE: Always delivering superior results.
TEAMWORK: Collaborating across teams, functions, businesses and borders to deliver the best work
EMPLOYEE BENEFITS

RETIRAL PLANS

1.Provident Fund (PF): It is a retiral benefit to ensure financial protection and maintenance of a comfortable
lifestyle after retirement. It is a deduction under the Employees Provident Fund and Miscellaneous Provisions
Act 1952, and benefits under this act are extended to all employees from their date of joining.

Rate of Contribution:

Employee’s contribution: Minimum 12% of basic pay per month. Employer’s contribution: 12% of
basic pay per month.

Employees may choose to enhance their rate of contribution to Provident Fund in a Voluntary Provident
Fund however employer’s contribution will remain fixed at 12% of a monthly basic pay.

2.Gratuity: An amount equal to 4.81% of basic pay is kept aside from CTC to be paid with full and final
settlement under the head of “Ex-gratia Salary”.
LIFE AND ACCIDENTAL INSURANCE PLANS

3.Group Insurance: Group insurance is provided by an employer to his employee. This insurance plan
provides coverage to the employees in an event of death. It is a single policy that provides coverage to a
group of people.

4.Accident Insurance: Accident insurance provides complete financial protection to the insured members
against uncertainties such as accidental death, accidental bodily injuries, permanent as well as temporary
disabilities resulting from the accident. In case of accidental death of the policyholder, the nominee gets
100% compensation from the insurer.
PLAN OF ACTION

Making a plan increases your chances of success, and after you've done so, you'll be fully aware of what needs to
be done and how it has to be done in order to be successful. The final actionable strategy was as follows:

1.To know about the structure of the plant. There are a total of 18 departments in the plant.

2.The second step was to know who the leaders were, so as to easily get in touch with the team members.

3.Now that we know the leaders, it was also important to know the count of employees in each department.

4. Since there are three shifts per day, it was decided to concentrate outreach efforts on morning and day shift
workers during the first week. The following week was to be devoted to focusing on those who worked the night
shift so that they would be available during the daytime shift rotation.
5.The next step was to completely understand the process of updating records.

6. After understanding the procedure, it was intended to get in touch with at least 30 employees in advance so they
could learn more about their nominees and save time.

7.A daily record of the number of nominees updated were made so that there is a clear picture of the situation.
CHALLENGES AND STRATEGIES
• The unique ID and password that were given to each employee were the first things needed in order to begin updating the
information on nominees. There were some employees had not used their passwords for a long time or had forgotten them.
Employees experiencing password issues were assisted by giving them access to the IT Help Desk's toll-free number. After
answering a few security questions, individuals were given the opportunity to reset their passwords.

• There were few systems installed in the shop floor since those working there did not have their own systems. To update
their nominee information, these personnel had to be brought to the systems individually in various locations.

• The relationship date and the nominee's birthdate were necessary information to finish the process. The process took longer
to finish due to some challenging errors. To resolve this, the information needed to finish the process was sent to the
employees in advance in order to save time.

• Initially it was very difficult to reach employees individually, but gradually it became easier because everybody was then
aware and known to the benefits that apply to them as an employee.

• The PLT were approached and with their support it was possible to reach maximum pool of employees. In very less time
more than 80% of the target was achieved.
Snapshots Of the HCM Portal
ACTIVITIES DONE ON A DAILY BASIS

A complete database of the number of employees were maintained. Every department was dealt separately
contacting individual department heads. MIS was maintained daily for updating the number of benefits enrolled
on a daily basis. A separate file was maintained for the employees who were facing issues while updating their
nominees in the portal was maintained both manually and also in the system in order to maintain the accuracy of
the data. The employees were in kept in touch in order to resolve their issues. Comparison and Data Analysis
was done on a daily basic with the original head count.
 OUTCOME

Count of WWID Column Labels

Row Labels COMPLETED NOT COMPLETED Problem Legal Case Grand Total
ATP 218 3 3 6 230
Camshaft 26 1 27 250
Con Rod 43 3 46
finance 8 8
GR,SEC & Admin 1 1 200
HEALTH AND SAFETY 1 1
HUMAN RESOURCES 1 1
150
INDIRECT PURCHASE 5 5
IT 2 2
MATERIALS 92 3 2 97 COMPLETED
100
NOT COMPLETED
PE CPE & Lab Ops 8 8
Problem
PLANT MANAGER 1 1 Legal Case
PRODUCT 4 4 50
QUALITY 75 1 76
Service 15 2 17 0
SHOP OPERATIONS 4 4 P ft d e in Y S E IT LS ps ER CT TY ice NS U U U gg ng E
AT sha Ro anc dm F ET RCE HAS A O I v B B B n li M
CRBU 61 2 63 m on fin A A U C E R I ab NAG ODU UAL S er TIO CR CB CH t E too
Ca C & S O R AT & L MA PR Q ER
A an g
CBBU 84 1 4 89 E C ND RES PU M E P Pl ng
,S H A N CT T e
CP N O
CHBU 50 1 51 GR ALT MA IRE PE PLA
HOP
D S
Plant Engg 12 12 HE HU IN
engg tooling 40 1 41
ME 8 8
Grand Total 759 11 16 6 792
*Data as on 25-07-23
CONCLUSION

In a nutshell, this internship has been fantastic and fulfilling. I can say with certainty that working at Tata
Cummins Private Ltd. taught me a great deal. As a person without corporate experience, I think the time I
invested in researching and learning about it here was well worth it. Finding out how the corporate world
actually operates was very interesting. The advantages that an employee receives also astounded me in terms of
how well a firm takes care of its employees and their dependents. My time spent working here has also taught
me how to interact effectively with a variety of people. It also aided me in good time management.
Nevertheless, I believe there were several areas of the job that I might have improved upon and that I still need
to improve. But altogether, it was a good experience, and everything I learnt will be helpful for me in the future.
THANK YOU