About Us History

The Shipra Group was incorporated in 1987 by Business Entrepreneur, Shri Harpal Singh.
Having successfully established its credentials in the hospitality industry with a chain of fine
hotels in Delhi, Dehradun, Mussorie, Ghaziabad and Noida, the Shipra Group forayed into Real
Estate in 1996 with the Shipra apartments. With a dream to provide the ultimate housing
facilities to the common man and to establish Shipra amongst the top real estate developers,
the Group has emerged as a pioneering force in the world of real estate. The successful streak
in real estate continued with the Shipra’s Riviera project, which was delivered in 1998. The
third project was flagship Shipra Sun City – the symbol of Shipra’s meteoric rise in the real
estate world and without doubt the finest address in NCR.

Today, the Group under the dynamic leadership of the Managing Director, Mr. Mohit Singh has
accomplished Shri Harpal Singh’s dream with the Empire’s turnover reaching in excess of $36
million. Apart from the existing projects in the construction arena, Shipra has taken on to
classifying the properties at different levels for providing better services. Shipra focuses on
enhancing its presence in the hospitality industry along with repositioning and upgrading
properties in each class. With the successful establishment of Centrestage mall and Wave
Shipra Cinemas in Noida and Kaushambi as magical crowd pullers, Shipra entered into a new
sector. This continued with the grand launch of one of the biggest and finest malls of India- The
Shipra Mall. Presently Shipra is coming up with 5-Star hotel projects, out of which one next to
Shipra Sun City is under progress and scheduled to be launched by the end of 2007.

With over 20 years of experience and professional approach of the organization, Shipra Group
has a turnover in excess of US$ 38 million, net worth of US$ 73 million with an asset base of
US$ 713 million. Shipra’s flagship business has always been real-estate development in
northern India, but today we also have substantial footprints in hospitality and entertainment
industries.

The vision is…

Embracing excellence in
diverse business with professionalism,
technology & ethics, enabling innovation
& customer delight.
 Students work profile (role and responsibilities)

 Manpower Planning
 Recruitment
 Staffing
 Induction to new joinees
 Training
 Performance Appraisal
 Promotions,Transfers and Demotions
 Retirement,apart from these policies,welfare to employees,
 icebreakers,fun at work, etc.
Responsibilities of the HR:
Recruitment to Retirement process of the employee's is the
responsibilities of HR.

Role of the HR:

HR function as two types they are, Managerial and Operation.

Managerial:
Planning, Organizing, Staffing, Budgeting, coordinating,
Controlling, Implementing.

Operation:
Recruitment, Manpower Planning, Staffing, Selection &
Induction, Training, Performance Appraisal, Compensation,
Promotions, welfare to employee's, Recreation to employee's,
Retirement.

• Employee Recruitment
• Leave Records
• Talent management / talent planning.
• Employee Retention
• Employee motivation, reward & recognition programs
• Career development planning
• Organization design / resource deployment / onsite
deputation planning
• Change management, teambuilding, compensation and
employee relations
• Provide organization effectiveness, guidance /
support for employees
• Provide and co-coordinating training programs
(project specific, technology specific)
• Lead and / or contribute to initiatives designed to
foster a global culture of innovation
• Recommend process improvements for internal HR
processes / CMM process
• Special project assignments as needed
• Conducting and coordinating interview for profiles
technically short listed candidates.
Hi,PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM Strategic perspective
Organisation design Change management Corporate Wellness management PEOPLE
ACQUISITION AND DEVELOPMENT Staffing the organization Training & development Career
Management Performance Management ADMINISTRATION OF POLICIES , PROGRAMMES &
PRACTICES Compensation management Information management Administrative
management Financial managementROLES The roles listed above are now described in
terms of broad functions, activities and outcomes to illustrate more or less what the
descriptions will look like once the Standard Generating Groups begin to work with each role
in detail. PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM STRATEGIC
PERSPECTIVE 1. Develop Human Resource plans and strategies aligned to the organisation’s
strategic direction. and business strategy. Provide tools and tactics to enhance execution of
these strategies 4. Manage the interface between HRM processes and systems. 5. Formulate
and communicate HRM policies. 6. Act as the conscience of employer with respect to people
issues. 8. Assess the long-term impact of short-term decisions on people. 9. Manage people
related issues accompanying mergers, alliances and acquisitions. ORGANISATIONAL
DESIGN 1. Analyse work processes and recommend improvements where necessary. 2.
Recommend options for organisational design & structure. CHANGE MANAGEMENT 1. Advise
management on implications of change for employees. 2. Co-ordinate & facilitate the
change process. 3. Facilitate changed relationships. 4. Provide support structures for
employees during change. 5. Deliberate and proactive management of the changing
environment and its implications for work and the organisation. CORPORATE WELLNESS
MANAGEMENT > Develop and communicate policies and procedures with regard to the
management of wellbeing > Manage occupational health and safety > Manage wellbeing
(Employee Assistance programs & Health Promotion programs) TRAINING & DEVELOPMENT
> Develop a training & development strategy according to the requirements of legislation
and with the improvement of productivity and delivery as outcome. > Conduct a training
needs-assessment including the assessment of prior learning and write training &
development objectives based on the outcome thereof. > Conduct training & development.
> Evaluate training & development with regard to the return on investment. > Promote
training & development in the organisation.

The following are job Responsibilities of HR Executive -

Recruitment -
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .
Operations -

1. Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
8. Exit-Interviews
9. Full and Final Settlement
Employee Relation -

1)Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance,
and Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to
employees.
3) They are expected to stop all type of rumours and misleading communications.
4) They should motivate the employees on day-to-day basis.

Nowadays, the HRM has to deliver even more. The HR Roles and Responsibilities have to take
the high level recognition of the organization and they need to be adjusted to make a full fit.

The HR Roles have to be adjusted to:

 keep HRM Function focused on tracking and implementing new trends in the industry
 keep HRM Function focused on helping the line management to implement
improvements
 keep HRM Function focused on operational excellence
 keep HRM Function responsible for developing the Human Capital potential in the
organization

The HR Responsibilities have to be adjusted to:

 demonstrate the Line Management the will to keep the responsibility for the Human
Capital costs
 keep the competitive advantage on the market (and not just the job market)
 demonstrate the will to drive the main HR Processes to keep the organization in the
excellent health
 keep HRM Function supporting the Business Strategy to reach the business initiatives
 keep HRM responsible for the tasks resulting from the Business Strategy
 Student’s contribution in to the organization.
 Challenges faced and live experiences.
 Self SWOT Analysis.
 Summary of learning experiences.