UNIVERSITY OF PUNE

PROJECT REPORT ON
BEEHIVE HRM WITH REFERENCE TO ALIGN HRM STRATEGIC
SOLUTIONS PVT. LTD.

Submitted
In partial fulfilment of the requirements
For the Award of the Degree of
Bachelor of Business Administration

By
Roshan Thakur

Project Guide
Prof. Natali Sakharkar
Bachelor of Business Administration
Semester VI
(2021-22)

SURYADATTA COLLEGE OF MANAGEMENT INFORMATION

RESEARCH & TECHNOLOGY
BAVDHAN, PUNE 411021

1
 DECLERATION

I ROSHAN THAKUR student of BBA – Semester 6 (2021-

22) hereby declare that I have completed this project
report on BEEHIVE HRM AT ALIGN HRM STRATEGIC
SOLUTIONS PVT. LTD. Bhosari (Pune).

The information submitted is true & original to the best

of my knowledge.

Student’s Signature

Name of Student
Roshan Thakur

2
 ACKNOWLEDGEMENT

With the great pleasure I would like to take this

opportunity to acknowledge all the people who have
assisted me in the completion of the project.

First of all I would like to thank my project guide Prof.

NATALI SAKHARKAR for helping me gather information
and for guiding me with valuable inputs at crucial stage
of my project.

Finally I would like to thank MISS SAPANA SHARMA

the Director - HRM Strategy for giving me his loop time
& supplying me with necessary matter in respect of the
Align Company for bringing this project report.

3
 CERTIFICATE
This is to certify that Mr. / Ms. Roshan Thakur a student of Bachelors of
Business Administration (BBA-VI Semester) has successfully completed his /
her Beehive HRM in his / her elective HRM specialization as a part of the
requirement of the Savitribai Phule Pune University Syllabus for the course.
The field work study & the enclosed report are completed as per the
requirement & to the satisfaction of the Project Guide.

This project is the record of authentic work carried out during the academic
year 2021-22 .

Project Guide Course Coordinate Principal

Internal Examiner External Examiner

Place : PUNE
Date :

4
 INDEX

CHAPTER TOPIC PG NO.

NO.
1 INTRODUCATION 6-11
2 OBJECTIVE, SCOPE & PURPOSE 12-18
3 RESEARCH METHODOLOGY 19-21
4 SWOT ANALYSIS 22-24
5 FINDING & CONCLUSION 25-32
6 BIBLOGRAPHY 33-34
7 ANNEXURE 35-40

5
 CHAPTER 1

INTRODUCTION

6
 Introduction of Company
ALIGN HRM
Aligning human resource management (HRM) with an organizational
strategy ensures policies in place support employees in carrying out
the overall goals of leadership. Learn about the value of aligning
strategic HRM techniques with organizational goals and the
differences between external and internal alignment.

MISSION, VISSION & VALUES

Beehive with its clear focus and vision will distinguish itself as a
global leader in providing quality and innovative solutions in the
space of human capital management.

MISSION
The mission statement defines an organization’s purpose or reason for being. It
guides the day-to-day operations of the organization, communicates to
external stakeholders the core solutions the organization provides in society
and motivates employees toward a common near-to-medium term goal. In
short, the mission statement paints a picture of who the company is and what
the company does.

When writing a mission statement, consider the following questions:

• What do we do today?

7
 • Who do we serve?
• What impact do we want to achieve?

VISION
The vision statement describes the future of the organization. It reveals
what the company aspires to be or hopes to achieve in the long-term.
The vision statement is inspirational and motivational but also provides
direction, mapping out where the organization is headed. In this regard, it
serves as a guide for choosing current and future courses of action .

When writing a vision statement, consider these questions:

• Where are we going moving forward?
• What do we want to achieve in the future?
• What kind of future society do we envision?

VALUES
A values statement should be memorable, actionable and timeless.
The format of the values statement depends on the organizations;
some organizations use one, two or three words to describe their
core values while others provide a short phrase.

When drafting a values statement, some questions to consider

include:
• What do we stand for?
• How will we conduct our activities to achieve our mission and
vision?
• How do we treat members of our own organization and
community?

8
Features
• Asset Management

• Attendance management

• Bonus, Loan & Advances Management

• Document Management

• Email Integration

• Employee Self Service Management

• Exit Management & Seperation Management

• Expense Management

• Help Desk

• HR & Payroll

• Mobile Support

• Multi User login & Roll-based access

• Payroll Management

• Performance Management

• Project Management

9
Defination
Human resource management is the strategic approach to the
effective and efficient management of people in a company or
organization such that they help their business gain a
competitive advantage. It is designed to maximize employee
performance in service of an employer's strategic objectives.

Human Resource Management System is what you need to be at the

top of your game. Beehive helps you to manage your HR efficiently
through a unified platform which helps automate your routine tasks,
with strategic tools that enhance your organisational processes by
pushing you to stay ahead of the competition.

HR Managers should do the following things to ensure

success

Use workforce skills and abilities in order to exploit environmental

opportunities and neutralize threats. Employ innovative reward plans that
recognize employee contributions and grant enhancements. Indulge in
continuous quality improvement through TQM and HR contributions like
training, development, counseling, etc Utilize people with distinctive

10
capabilities to create unsurpassed competence in an area, e.g. Xerox in
photocopiers, 3M in adhesives, Telco in trucks etc. Decentralize operations and
rely on self-managed teams to deliver goods in difficult times e.g. Motorola is
famous for short product development cycles. It has quickly commercialized
ideas from its research labs. Lay off workers in a smooth way explaining facts
to unions, workers and other affected groups e.g. IBM , Kodak, Xerox, etc

HR Managers today are focusing attention on the following-

Policies- HR policies based on trust, openness, equity and consensus.
Motivation- Create conditions in which people are willing to work with zeal,
initiative and enthusiasm; make people feel like winners.
Relations- Fair treatment of people and prompt redress of grievances would
pave the way for healthy work-place relations.
Change agent- Prepare workers to accept technological changes by clarifying
doubts.
Quality Consciousness- Commitment to quality in all aspects of personnel
administration will ensure success.

Due to the new trends in HR, in a nutshell the HR manager should treat people
as resources, reward them equitably, and integrate their aspirations with
corporate goals through suitable HR policies.

11
 CAHPTER 2

OBJECTIVE, SCOPE
AND
PURPOSE

12
 OBJECTIVE

To find the relation and effect of Human Resources Management with

organization effectiveness.

1. To study the Beehive HRM software used in the company.

2. To understand the Recruitment & Selection process.
3. To study various reports are generated by using Beehive HRM
software.
4. To understand JD & fill the open job position effectively.
5. To do pre-screening of candidates suitable for open job position.
6. To co-ordinate for Recruitment & Selection of candidates.

13
 SCOPE
The scope of the research is very vast; however the total time period
available was very limited for the purpose of the study observation, analysis
and conclusion. Second important thing is on account of ethical and moral
obligation of a manager disclosure of all pertained and particular policies
has got limitation because of his positional accountability and
responsibility,

Studying “organization effectiveness through Human Resources

Management” of the employee as specialized subject restrict a training,
recruitment and selection, job analysis, performance appraisal for entering
into Human Resources Management of different parameter as well as view
of the company. The finding of the study can be refried to as a reference for
entire organizational policies, parameter and particles.

14
 PURPOSE
The responsibilities of a human resource manager fall into three major
areas: staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is to maximize
the productivity of an organization by optimizing the effectiveness of its
employees.

HR Essentials
• Centralized HR information system with 200+ master fields
• Maker checker facility for instant updates
• Complete org structure and configuration
• Employee and HR related document tracker
• Intelligent alerts and notification

15
Travel Management
• Easy travel requisition and approval process
• Set up eligibilities and entitlements as per company policy
• Mobile Travel desk ensures high accessibility and comfort to
employee
• Easy access to travel arrangements, tickets through mobile app
• Reporting and mapping workflow for domestic and international
travel

16
Expense Management
• Monitor and control the limits and eligibility automatically
• Expense submission and workflow available on Mobile
• Automated expense reporting and workflow ensure quicker
processing
• Ready expense accounting and JV available for leading ERP
solutions
• Custom workflow for exceptional approvals

17
Timesheet
• Align business goals to Employees
• Collaboration platform for project teams
• Simple Project and Task Allocation to teams
• Quick availability of resource data
• Direct and Indirect resource cost analysis

18
 CHAPTER 3

RESEARCH
METHODOLOGY

19
In order to cope up with the emerging challenges due to tough global
competitions, the way out for this is to produce quality products at reasonable
prices. This is possible only through an organization culture of quality
consciousness and enhanced productivity. Optimal utilization of resources
especially the human resources are one sure way of meeting this objective.
That’s why proper induction of an employee is very important.

STATEMENT OF THE PROBLEM

The topic selected for the study is “Human Resources Management” The
Introduction of beehive HRIS software main theme of the project is the
analysis and interpretation of practices of the employees using Human
Resources as a tool.

It is prepared to know whether the company is preparing well or not;

performance of the company and about its competitiveness by the analysis
and interpretation of the Human Resources Management Process.
The problem lies in identifying relationship, mutual understanding between
the management and the employees.

The Human Resources Management system provides detailed information

about person so that the management can take appropriate steps to improve
and achieve the organization goals and help to maintain the smooth
relationship between them.

RESEARCH DESIGN
Research design means a specified framework for controlling the data
collection. The research is of descriptive in nature, which could provide an
accurate picture of induction procedure conducted in the organization.
Descriptive research includes surveys and fact-finding inquiries of different
kinds. The research is of Ex post facto nature in which researcher no control
over the variables has. Statistical method lay stress on objectivity rather
20
 than rely on intuition and judgment and average & percentages can easily
be calculated.

MODE OF DATA COLLECTION

The statically method needs the collection of data in two forms
1. Primary data

2. Secondary data

1. PRIMARY DATA
The primary data are those, which are collected afresh and for the first time,
and thus happen to be original in character. The data on the required
information is collected from actual persons using the product/ services.
This data is more suited for the objectives of the project.

2. SECONDARY DATA
The data which have already been collected by someone else or taken from
published or unpublished sources and which have been already been passed
through the statistical process.

The study is based on Primary & Secondary data which includes:-

Primary Data will be gathered from online sites on Human Resources
Management, data available in different online sectors. The data is collected
from online experience.

Secondary Data will be gathered from books and journals on Human

Resources Management, data available in different-2 companies’ websites, and
other HRM websites. The data collected from manager of Align HRM.

21
 CHAPTER 4

SWOT
ANALYSIS

22
SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis is a
framework used to evaluate company’s competitive position and to develop
strategic planning. SWOT analysis assesses internal and external factors, as
well as current and future potential.

A SWOT analysis is designed to facilitate a realistic, fact-based, data-driven

look at the strengths and weaknesses of an organization, initiatives, or within
its industry. The organization needs to keep the analysis accurate by avoiding
pre-conceived beliefs or gray areas and instead focusing on real-life contexts.
Companies should use it as a guide and not necessarily as a prescription.

23
KEY
• SWOT analysis is a strategic planning technique that provides
assessment tools.
• Identifying core strengths, weaknesses, opportunities, and threats
leads to fact-based analysis, fresh perspectives, and new ideas.
• SWOT analysis works best when diverse groups or voices within an
organization are free to provide realistic data points rather than
prescribed messaging.

24
 CHAPTER 5

FINDING
AND
CONCLUSION

25
 FINDING
The findings during the work carried out by me can be categorized into two-

POSITIVE FINDING
• A majority of employees feel that recruitment process carried out
in their companies are satisfactory.
• Management is also satisfied with the process of recruitment to some
extent.

• Superiors are very supportive and helps their sub-ordinates in achieving

their objectives.

• The management has understood the importance of systematic

appraisal system & they are taking every effort to implement it
properly.

NEGATIVE FINDING
1. Some employees were moderately or not much satisfied with the process
of recruitment.

2. Since rules and regulations are very dynamic, so most of the

employees face difficulty to adjust with them.

3. Most of the candidates do not turn up when they are called up for the
interview.

4. Regional behaviour and language influence is higher during training

and even after delivering their language; the desired effects are not seen.

26
SUGGESTION
As in the competitive world where the need for every organization to prove
itself the best and make an outstanding and remarkable progress is the need,
no fact could be left ignored. Every organization must know the
shortcomings and must try to go for building up the shortcomings. An
ethical practice in any organization could only be achieved if the
organization works for the well-being of its employees. Every organization
must possess a basic structure and the organization must be capable enough
to reward its outstanding performers and must appreciate the initiative
works.

RECOMMENDATIONS
• For all the programs the organization must follow feedback method to
understand the effectiveness of any practice in a better way.
• Practice of providing a brief presentation of the company and a booklet
for rules and regulations of company must be maintained so that the
employee could go through it whenever required.

• Continuous training module should be conducted, personality

development training should be provided.
• To motivate the employees

• Performance awards could be given every year.

• Incentives could be paid.

27
HOW SOFTWARE BENEFIT RECRUITMENT PROCESS

Leave Management
• Manage leave in few clicks
• 100+ configurable leave rules and validations
• Complete seamless integration with payroll and calculation
• Dashboard for Employee, Manager and Management
• Custom escalation and approval workflows ensure pure automation

28
Attendance Management
• Unlimited shifts and roster configuration
• Integration with Biometric and access control devices
• System based overtime and shift planning
• Easy geo location tagging / tracking
• Mobile based access for Employees and Managers

29
Payroll Management
• Flexible, scalable and secure payroll engine ensure high availability
• Updated with most recent payroll related statutory compliance
• Complete calculation and workflow on IT Declaration and approval
• Pay slip and IT computation sheer available on mobile app
• Reports and analytics available at all the levels

30
Exit Management
• Separation application and approval workflow
• No dues clearance process and configurable exit checklist
• Integrated full and final calculation and processing
• Supporting document generation to formalize the reliving process
• More streamlined exit workflow for smoother employment handover
and exit

31
 CONCLUSION
At last I want to say that while recruitment and selection identify acceptable
candidate, the process still continue with induction program for the new employee,
we can further fine tune the fit between the candidate’s qualities and the
organization’s desire. Then to make the employees more skilled behavioral training
may be provided.

It makes the positive impact of any organization, but it needs a lot of money, time,
attention and guidance. It is just like only taking, not giving or taking the starting
benefits and when the time comes for returning back you just quit the job. So it is not
always fruitful.

The employee motivation is needed to be built up through constant attempts of the

organization. The organization may adopt various methods for motivating the
employees. It may be by providing recreational activities such as tours, picnics,
family outings, annual days, sport days, functions, and parties. The organization must
consider its employees as its family members and must provide some profit sharing
policy such as ESOPs , bonus, and shares. the organization may provide fringe
benefits.

Last but not the least rewards are the main motivational activity, which may be
monetary and non-monetary rewards.

At last to conclude, I would like to say that with enthusiasm that it was a great
experience working with many experienced people working at senior positions.
Interacting and spending time with the people rich in learning experience.

It was great of learning so much about HR practices and implementing them. I’m
really thankful for all the senior members who explain me the working strategies and
methodologies of organizations.

32
 CHAPTER 6

BIBLIOGRAPHY

33
BIBLOGRAPHY
❖ HUMAN RESOURCE MANAGEMENT

 GARY DESSLER

❖ PERSONNEL/ HUMAN RESOURCE MANAGEMENT

 ROBERT L MATHIS
 JOHN H. JACKSON

❖ HUMAN RESOURCE MANAGEMENT

 DEEPAK BHATTACHARYA

❖ PERSONNEL / HUMAN RESOURCE MANAGEMENT

 DECENZO & ROBBINS

Websites: -

http://en.wikipedia.org/wiki/Human_resource_m

anagement

www.cityhr.com

34
 CHAPTER 7

ANNEXURE

35
ANNEXURE - I
LOGSHEET
LOG SHEET OF WORK PERFORMED DURING INTERNSHIP

1. Name of the student - ROSHAN THAKUR

2. Name of the college - SCMIRT (BBA TY)
3. Division & roll no. – 75 ( PRN : 1011924211)
4. Address - PUNE, MAHARASHTRA
5. Contact No. - 6202984857
6. Email ID - rt5298920@gmail.com
7. Special Subject - HR
8. Internship Start Date - 1st Feb 2022
9. Internship End Date - 30th April 2022

LOG SHEET OF WORK PERFORMED DURING INTERNSHIP

Date Time To. Details of work done Signature Signature

From To hours of officer of student

36
37
Total Hours

Certified that ROSHAN THAKUR has satisfactorily completed the internship

programme assigned to him.

Crossroads, 406, Bhumkar Square,

Pune - 411057, Maharashtra, India

SAPANA SHARMA
Director – HRM Strategy

38
ANNEXURE – II
Power Point Presetation (PPT)

39
ANNEXURE – III
Questionnaire
Q1. In your organization which department is mainly practise?
Ans- HRM (Human Resources Management)

Q2. Who is the responsible for planning the HRM in your organization?
Ans- The Director Sapana Sharma is responsible for planning the HRM in
our organizations.

Q3. In the recruitment process what kind of sources is used by your

organization?
Ans- (Internal & External) Both of sources are used.

Q4. For recruitment the employee which things is followed by your

organization?
Ans- Campus Recruiting, Online Sites, and soon

Q5. In case of selection: How your organization select the best candidate
among the available candidate?
Ans- By looking their work experience, by looking the company budget, by
interview and soon

Q6. Since how many months have been doing internship with the
organization?
Ans- 3 months

Q7. How’s your experience?

Ans- Good. (I learned a lot from Align HRM)

40
 WHAT THEY SAYS

Ever since we’ve started using Beehive software for our

employees, we found it to be even more useful than
expected and it has the best applications required for an
HR solution. For an organization that aspires for a
paperless office, I feel the use of Beehive will be a great
advantage

Factors You Should Consider Before Making A Choice On HR Software

-
Visit: https://www.beehivehrms.in/
-
#hrms #Beehivesoftware #HCM #HRIS #HumanResource #Covid19 #HRLeaders
#MobileHR #HrTech #SmartHR #workfromhome #HRsoftware #HRsoftwareIndia

ADDRESS

Karma Stambh, FC-1&2, First Floor, C Wing, Vikhroli West, LBS Rd, near 24*7
Corporate Park, Vikhroli West, Mumbai, Maharashtra 400083

41
42