1.

1 Introduction
I have select the topic of this report is “Human Resource Management
of LITZ TECH INDIA PRIVATE LIMITED”. I tried to integrate my
theoretical knowledge of HR and combine it with practical examples as
observed during my internship. I have tried to cover all the major functions of
Human Resource Management- recruitment, selection, compensation and
benefits, training and development and convey my understandings of the
different functions of Human Resource Management through this project. I
have also tried to provide some recommendations based on my knowledge
followed by the conclusion which I gathered during my internship.

1.2 Scope of the Report

This report has been prepared through extensive discussion with
company employees. Prospectus provided by the asset management company
also helped in preparing the report. At the time of preparing the report, I had a
great opportunity to have an in depth knowledge of all the investment activities
practiced by the LITZ TECH INDIA PRIVATE LIMITED.

1.3 Objective of the Report

There have been some objectives set forward in doing this report so
that it can be determined what tasks have to be done. The objectives of the
report are:
 To familiarize with the LITZ TECH INDIA PRIVATE LIMITED, its
operation and activities, management style and endeavor to realized the gap
between the theoretical knowledge with the real business world.
 Analyze the current performance appraisal format & compensation.
  Identifying inherent problems associated with the format.
 Propose changes mainly in the guidelines, format and management
philosophy by keeping relevance with other processes.
 Employee Personnel practice.
 Developing Employees practices.

2.1. Strategic Management

HR improves the company's bottom line with its knowledge of how
human capital affects organizational success. Leaders with expertise in HR
strategic management participate in corporate decision-making that underlies
current staffing assessments and projections for future workforce needs based on
business demand.

2.2. Wages and Salaries

HR compensation specialists develop realistic compensation structures
that set company wages competitive with other businesses in the area, in the same
industry or companies competing for employees with similar skills. They conduct
extensive wage and salary surveys to maintain compensation costs in line with the
organization's current financial status and projected revenue.

2.3. Analyzing Benefits

Benefits specialists can reduce the company’s costs associated with
turnover, attrition and hiring replacement workers. They are important to the
organization because they have the skills and expertise necessary to negotiate
group benefit packages for employees, within the organization's budget and
consistent with economic conditions. They also are familiar with employee
benefits most likely to attract and retain workers. This can reduce the company’s
costs associated with turnover, attrition and hiring replacement workers.
2.4. Safety and Risk Management
Employers have an obligation to provide safe working conditions.
Workplace safety and risk management specialists from the HR area manage
compliance with U.S. Occupational Safety and Health Administration regulations
through maintaining accurate work logs and records, and developing programs that
reduce the number of workplace injuries and fatalities. Workplace safety
specialists also engage employees in promoting awareness and safe handling of
dangerous equipment and hazardous chemicals.

2.5. Liability Issues

HR employee relations specialists minimize the organization's exposure
and liability related to allegations of unfair employment practices. They identify,
investigate and resolve workplace issues that, left unattended, could spiral out of
control and embroil the organization in legal matters pertaining to federal and state
anti-discrimination and harassment laws.

2.6. Training and Development

HR training and development specialists coordinate new employee
orientation, an essential step in forging a strong employer-employee relationship.
The training and development area of HR also provides training that supports the
company's fair employment practices and employee development to prepare
aspiring leaders for supervisory and management roles.
Employee Satisfaction
Employee relations specialists in HR help the organization achieve high
performance, morale and satisfaction levels throughout the workforce, by creating
ways to strengthen the employer-employee relationship. They administer employee
opinion surveys, conduct focus groups and seek employee input regarding job
satisfaction and ways the employer can sustain good working relationships.

2.7. Recruitment and Onboarding

HR recruiters manage the employment process from screening resumes to
scheduling interviews to processing new employees. Typically, they determine the
most effective methods for recruiting applicants, including assessing which
applicant tracking systems are best suited for the organization's needs.

2.8. Hiring Processes

HR professionals work closely with hiring managers to effect good hiring
decisions, according to the organization's workforce needs. They provide guidance
to managers who aren't familiar with HR or standard hiring processes to ensure that
the company extends offers to suitable candidates.

2.9. Maintaining Compliance

HR workers ensure that the organization complies with federal state
employment laws. They complete paperwork necessary for documenting that the
company's employees are eligible to work onsite projects. They also monitor
compliance with applicable laws for organizations that receive federal or state
government contracts, through maintaining applicant flow logs, written affirmative
action plans and disparate impact analyses.
3. Conclusion
From the above discussion it can conclude such a way that since human
resource management is a continuously practicing issue so it plays a significant
role on organizations overall performance. If an organization wants to gain full
benefit from human resource management it should follow all the sections of
HRM. But it will expand soon or later and then the number of HR employee may
not be enough to run the company. Committed and trustworthy employees are the
most significant factors to becoming an employer of choice, it is no surprise that
companies and organizations face significant challenges in developing energized
and engaged workforces. However, there is abundance of research to demonstrate
that increased employee commitment and trust in leadership can positively impact
the company’s bottom line. In fact, the true potential of an organization can only
be realized when the productivity level of all individuals and teams are fully
aligned, committed and energized to successfully accomplish the goals of the
organization. Thus, the objective of every company should be to improve the
desire of employees to stay in the relationship they have with the company.