SUMMER TRAINING PROJECT REPORT

On

“Human Resources Management”

In partial fulfillment of the award of the degree

Of

BACHELOR OF BUSINESS ADMINISTRATION

Under The Guidance Of: Submitted By:

DR. VIKAS CHAURAIYA Akshita Soni

(Associate professor) Roll No.215901005005

Dept. of Business Administration BBA- 3rd year/ 5th sem

TO

Department of Business Administration

SR College of Professional Studies, SRGI, Jhansi

Bundelkhand University, Jhansi, UP

Session 2024-25
 Declaration

I Akshita Soni, hereby declare that the project

entitled Management “Study Of Human Resources
at Espinho, India ”. This project work is submitted in
partial fulfillment of the requirement for the award
of the Degree of Bachelor of Business
Administration. It is a record of original work done
by me under the guidance of Dr. Vikash Churasiya.

Akshita Soni
 Acknowledgement

First and foremost, I would like to thank my respected

parents, who always encouraged me and taught me to
think and work out innovatively what so ever be the
field of life. I sincerely thank
Dr. Vikash Churasiya (Project Guide), Assistant
Professor, Department of Management Studies for
his prodigious guidance, persuasion, painstaking
attitude, and reformative and prudential suggestions
throughout my training schedule.
Akshita Soni

Roll No- 215901005005

 PREFACE

As a matter of fact every management student has to

undergo through practical experience of project
preparation from an approved business organization on
a given topic under the guidance of professional and
academic guide for preparing and awaring of the real
life business situation and its environment.
 About the Company

Trademark Information

Application ID 4392007

Status Registered

Date of 28 December 2019

Application

Class(es) 20

Type Device

Registration Maharashtra
State

Country India

Published Journal 1937

Details [CLASS : 20] All Furniture-s, decor items made from steel, brass, wood, fiber
glass, plastics or other materials, cork, reed, cane, wicker, horn, bone, ivory,
shell, amber, mother-of-pearl, meerschaum and substitutes for all these
materials, or of plastics. Besides other items these include cupboard,
wardrobes; dining tables; mirrors; picture frames; armchairs, showcases;
sofas & beds; stool; tables; table tops; wickerwork; woven timber blinds;
desk
Image (DEVICE)

Proprietor
M/S. Ocean International

Attorney
Rital Jain

Documents
Examination Report 2020-01-07
 INDEX

NO Name of the topic Page no

1 Introduction
2 Objectives of study
3 Scope of the study
4 Research methodology
5 Use and importance of the study
6 Analysis of data collected
7 Limitations of the study
8 Conclusions
9 Bibliography
 Introduction

Human Resources department is the emerging sector in the

new era of corporate world.
Previously HRM was ignored by big organizations. Today the
situation has changed, most of the
organizations are emphasizing on HRM practice. The main
reason is, the organization runs by
the people or human resources not by the machine. So, it is
important to maintain these human
resources in order to gain long term success in Business. It also
gives emphasis on HRM practice.

In my Internship Report, my main target is to identify the area

of HR practices of Espinho.
 Background of the report

There is no doubt that the world of work is rapidly changing.

As part of an organization then, HRM must be equipped to
deal with the effects of the changing world of work. For them
this means understanding the implications of globalization,
technology changes, workforce diversity.
Changing skill requirements, continuous improvement
initiatives contingent workforce, decentralized work sites and
employee involvement are the issue for confront. Now it is a
big challenge for the HRM to support the organization by
providing the best personnel for the suitable position in
shortest possible time. Starting with recognizing the
vacancies and planning for them is a great task. Moreover
selecting attracting the suitable candidates and selecting the
best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning
and formulate those plan is the task that require more focus
and improvement. Equal opportunity and sourcing is also a
vital part. Realizing this need we tried to find the difference
and similarities between theoretical aspects with the
practical steps taken by the company. We took an attempt to
demonstrate the feature for the further improvement.
 Objectives of the study

The objectives of the proposed study “Overall HR Practices of

Espinho Ltd.” are as follow:

i. To understand the process of recruitment.

Ij

ii. To know the sources of recruitment at various levels and various jobs.

iii. To critically analyze the functioning of recruitment procedures.

iv. To identify the probable area of improvement to make recruitment

procedure more effective.

v. To know the managerial satisfaction level as well as to know the yield

ratio.

vi. To search or headhunt people whose, skill fits into the company‟s
values.
 Scope

The report deals with the HRM practice including HRP,

recruitment and selection process, training & development
process, compensation management, employee relation &
separation, etc. in terms of theoretical point of view and the
practical use. The study will allow learning about the HRM
issues, importance, modern techniques and models used to
make it more efficient. The study will help to learn the
practical procedures followed by the leading organizations.
Moreover the study will help to differentiate between the
practice and the theories that direct to realize how the
organization can improve their HRM practice & process.
 Human Resource Management
and
Human Resource Development

Definition:

HRM is the process of managing people in organizations in a

structured and thorough manner. This covers the fields of
staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change
management and taking care of exits from the company to
round off the activities. This is the traditional definition of
HRM which leads some experts to define it as a modern
version of the Personnel Management function that
was used earlier. We have chosen the term “art and science”
as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science
as well because of the precision and rigorous application of
theory that is required.

Human Resource Development (HRD) means to develop

available manpower through suitable methods such as
training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained,
efficient and capable managers and subordinates. Such team
constitutes an important asset of an enterprise. One
organisation is different from another mainly because of the
people (employees) working there in. According to
Peter F. Drucker, "The prosperity, if not the survival of any business
depends on the performance of its managers of tomorrow." The
human resource should be nurtured and used for the benefit
of the organisation.

Uses of Human Resource Management in an organization:

Human Resource Management (HRM) is the function within

an organization that focuses on recruitment of, management
of, and providing direction for the people who work in the
organization. It can also be performed by line managers.
Human Resource Management is the organizational
function that deals with issues related to people such as
compensation, hiring, performance management,
organization development, safety, wellness, benefits,
employee motivation, communication,
administration, and training.

HRM is also a strategic and comprehensive approach to managing

people and the workplace culture and environment. Effective HRM
enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the
organization's goals and objectives.

Human Resource Management is moving away from traditional

personnel, administration, and transactional roles, which are
increasingly outsourced. HRM is now expected to add value to the
strategic utilization of employees and that employee programs
impact the business in measurable ways. The new role of HRM
involves strategic direction and HRM metrics and measurements to
demonstrate value.

The Human Resource Management (HRM) function includes a

variety of activities, and key among them is responsibility for human
resources -- for deciding what staffing needs you have and whether
to use independent contractors or hire employees to fill these
needs, recruiting and training the best employees, ensuring they are
high performers, dealing with performance issues, and ensuring
your personnel and management practices confirm to various
regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and
personnel policies. Usually small businesses (for-profit or nonprofit)
have to carry out these activities themselves because they can't yet
afford part- or full-time help. However, they should always ensure
that employees have -- and are aware of -- personnel policies which
conform to current regulations. These policies are often in the form

of employee manuals, which all employees have .

HRM is widening with every passing day. It covers but is not
limited to HR planning, hiring (recruitment and selection),
training and development, payroll management,
rewards and recognitions, Industrial relations, grievance
handling, legal procedures etc.

In other words, we can say that it‟s about developing and

managing harmonious relationships at workplace and striking a
balance between organizational goals and individual goals.
 Advantages / Importance of HR:

Meeting manpower needs: Every Organisation needs

adequate and properly qualified staff for the conduct of
regular business activities. Imaginative HRP is needed in order
to meet the growing and changing human resource needs of
an organisation. Replacement of manpower: The existing
manpower in an Organisation is affected due to
various reasons such as retirement and removal of employees
and labour turnover. HRP is needed to estimate the shortfall
in the manpower requirement and also for making
suitable arrangements for the recruitment and appointment
of new staff.
Meeting growing manpower needs: The expansion or
modernisation programme may be undertaken by the
enterprise. Manpower planning is needed in order to forecast
and meet additional manpower requirement due to
expansion and growth needs through recruitment and
suitable training programs. Meeting challenges of
technological environment: HRP is helpful in effective use of
technological progress. To meet the challenge of new
technology existing employees need to be retrained and new
employees may be recruited.

Coping with change: HRP enables an enterprise to cope with

changes in competitive forces, markets, products, and
technology and government regulations. Such changes
generate changes in job content, skill, number and type of
personals. Increasing investment in HR: An employee who
picks up skills and abilities becomes a valuable resource
because an organisation makes investments in its manpower
either through direct training or job assignment.

Adjusting manpower requirements: A situation may develop in;

an organisation when there will be surplus staff in one
department and shortage of staff in some other department.
Transfers and promotions are made for meeting such
situations.

Recruitment and selection of employees: HRP suggests the

type of manpower required in an organisation with necessary
details. This facilitates recruitment and selection of suitable
personnel for jobs in the Organisation. Introduction of
appropriate selection tests and procedures is also possible as
per the manpower requirements.

Placement of manpower: HRP is needed as it facilitates

placement of newly selected persons in different departments
as per the qualifications and also as per the need of different
departments. Surplus or shortage of manpower is avoided and
this ensures optimum utilization of manpower.

Placement of manpower: HRP is needed as it facilitates placement

of newly selected persons in different departments as per the
qualifications and also as per the need of different departments.
Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.

Training of manpower: HRP is helpful in selection and training

activities. It ensures that adequate numbers of persons are trained
to fill up the future vacancies in the Organisation.
HR TOPICS - FUNCTIONS
Recruitment and Selection Process

Complete Recruitment life cycle

*Levels of Companies

*Technologies and Domineer

*Portal Explanation

*Explanation of Job Description and Analyzing of Requirement

*Sourcing of Profiles from Portals

*Screening of profiles as per the requirement

*Calling the Candidates

*Formatting of profiles and Tracker‟s Preparation

*Maintenance of Database
Training and Development

*Concept of Training and Development

*Training Needs Identification Process

*Designing Annual Training Plans

*Training Execution

*Designing Employee Development Initiatives

*Designing Supervisory Development Programs

*Designing Management Development Programs

*What is Training ROI and how to Calculate

*Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

*How to Design Induction Programs and Execution

*How to Design on the Job Training Programs and Monitoring

*How to evaluate effectiveness of Induction and on the Job Training Programs

*Probation Confirmation and HR Role

Team Management Skills

*Understanding What is a Team

*Understanding Team Development Stages

*What is your Team Membership Orientation

*How to improve your effectiveness as Team Member

*What is Team Leadership

*Understanding my Orientation
The HR Role in Recruitment changed and HRM:

*Decides about the design of the recruitment processes and about the split of
roles and responsibilities between Human Resources and the Hiring Manager

*Decide on the right profile for the candidate.

*Decide about the sources of candidates.

*Decide about the measures to be monitored to measure the success of the

process.
A Traditional Role of HR in Recruitment

Recruitment was an administrative part of the whole process. The

HRM was responsible for maintaining the vacancies advertised and monitored, but
the real impact of HRM on the performance of the whole recruitment process was
minimal.

But as the role of Human Resources in the business was increasing, the HR
Strategy was changed. From making the process work to the real management of
HR Processes the Recruitment Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on

the development of the recruitment process and to make the process very
competitive on the market. As the job market gets more and more competitive,
the clearly defined HR Role in Recruitment
will be growing quickly. HRM is not a function to conduct all the interviews today,
the main role of Human Resources is to make the recruitment process more
attractive and competitive in the job market.
HR Recruitment:
According to Edwin Flippo, "Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the Organisation."
Recruitment is a continuous process whereby the firm attempts to develop a pool
of qualified applicants for future human resources needs even though specific
vacancies do not exist.

Usually, the recruitment process starts when a manager initiates an employee

requisition for a specific vacancy or an anticipated vacancy.
It is the process of discovering sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower
in adequate numbers to facilitate the effective selection of an efficient working
force.

Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organization so that the
management can select the right candidate
for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.

Recruitment is almost central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect on
its profitability and inappropriate levels of staffing or skills. Inadequate
recruitment can lead to labor shortages or problems in management
decision-making making and the recruitment process could itself be
improved by following management theories.

The recruitment process could be improved in sophistication with Rodgers seven

point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems
for different professions and specializations have been given. A new national
selection system for psychiatrists, anesthetists and dental surgeons has been
proposed within the UK health sector.
Selection process chart
 Need for Recruitment
The need for recruitment may be due to the following reasons / situations
Vacancies: due to promotions, transfers, retirement, termination, permanent
disability, death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of

business activities of an enterprise.

In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires
many resources and time. A general recruitment process is as follow:
Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
*Preparing the job description and person specification.
*Locating and developing the sources of required number and type of employees
(Advertising etc).
*Short-listing and identifying the prospective employee with required
characteristics.
*Arranging the interviews with the selected candidates.
*Conducting the interview and decision making
Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in

the demand of their services, both by the employers and the job seekers. With an
already saturated job market, the recruitment intermediaries have gained a vital
position acting as a link between the job seekers and the employers. But at the
same time, one of the major threats faced by this industry is the growing
popularity of e-recruitment.

With the changing demand, technologies and the penetration and increasing use
of internet, the recruitment consultancies or the intermediaries are facing tough
competition. To retain and maintain their position in the recruitment market, the
recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating
various changes in terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the
growing influence of technology and the Internet on the recruitment processes.
70 per cent of employers reported the use of application portal on their
company‟s official website. Apart from that, the emerging
popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their
expert services, economies of scale, up to 40 percent savings in the recruitment
costs, knowledge of the market, the candidates, understanding of the
requirements, and most importantly, the assess to the suitable and talented
candidates and the structured recruitment processes. The recruitment
intermediaries save the organisations from the tedious of weeding out unsuitable
resumes, co- coordinating interviews, posting vacancies etc. give them an edge
over the other sources of recruitment.

To retain their position as the service providers in the recruitment market, the
recruitment intermediaries are providing vale added services to the organisations.
They are incorporating the use of internet and job portals, making their services
more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated
future.

Recruitment Management System :

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organisation. It is one of the technological tools
facilitated by the information management systems to the HR of organisations.
Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment
processes and effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management
system are explained below:

*Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

*Helps to reduce the time-per-hire and cost-per-hire

*Recruitment management system helps to incorporate and integrate the various

links like the application system on the official website of the company, the
unsolicited applications, outsourcing recruitment, the final decision making to the
main recruitment process.

*Recruitment management system maintains an automated active database of

the applicants facilitating the talent management and increasing the efficiency of
the recruitment processes.
*Recruitment management system provides and a flexible, automated and
interactive interface between the online application system, the recruitment
department of the company and the job seeker.

*Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.

*Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process.

*The Recruitment Management System (RMS) is an innovative information system

tool which helps to sane the time and costs of the recruiters and improving the
recruitment processes.
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organisation. The HR professionals –
handling the recruitment function of the organisation- are constantly facing new
challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in
terms of technologies, sources of recruitment, competition in the market etc. In
an already saturated job market, where the practices like poaching and raiding are
gaining momentum, HR professionals are constantly facing new challenges in one
of their most important function- recruitment. They have to face and conquer
various challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

Adaptability to globalization – The HR professionals are expected and required to

keep in tune with the changing times, i.e. the changes taking place across the
globe. HR should maintain the timeliness of the process.

Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked
for recruiting the right employees and performers.

Process analysis – The immediacy and speed of the recruitment process are the
main concerns of the HR in recruitment. The process should be flexible, adaptive
and responsive to the immediate requirements. The recruitment process should
also be cost effective.

Strategic prioritization – The emerging new systems are both an opportunity as

well as a challenge for the HR professionals. Therefore, reviewing staffing needs
and prioritizing the tasks to meet the changes in the market has become a
challenge for the recruitment professionals.
 Staffing in HRM

Activities in HRM concerned with seeking and hiring qualified employees is

Staffing. A company needs a well-defined reason for needing individuals who
posses specific skills, knowledge and abilities to specify the job. Employee referrals
can produce the best applicants for two reasons. First, current employees screen
applicants before referring them. Second, current employees believe that their
reputations with the firm will be reflected in the candidates that they recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating,
identifying, and attracting capable employees. Many companies are finding new
employees on the World Wide Web. The source that is used should reflect the
local labor market, the type or level of position, and the size of the organization.
Now the second step of Staffing, that is Strategic HR planning. For that a company
plans strategically. They set goals and objectives, these goals and objectives may
lead to the structural changes in the company. Third step is Selection. This process
is attracting qualified applicators and discouraging the unqualified applicants. By
this a company can get its desired employees of requirement. It has dual focus,
attempting thin out the large set of applications that arrived during the recruiting
phase and to select an applicant who will be successful on the job. To achieve this
goal, companies can use a variety of steps. The employees who are able to do all
the steps and ensure good performance they get the job. HRM must communicate
a variety of information to the applicants, such as the organization culture.

Under the selection process there are some steps:

The company can use these steps to select the employees. With this process their Staffing job
is done. The completed selection process ends the staffing functions.
Training and Development:

Training is one of the important activities of human resource management. In the

training process companies try to motivate and train the employees in a manner
so that they can work more effectively in the future. Under the training process
there are some steps they are given below:

Employee Orientation:
Employee orientation provides new employees with the basic background
information they need to perform their jobs satisfactorily. Companies arrange an
orientation program for the employees. In an orientation program the employees
should feel- feel welcome understand the organization in a broad sense be clear
about what the firm expects in terms of work and behavior begin the process of
socialization.

Employee Training:
There is some process, method and techniques of employee training. A company
follows the all the steps of training to provide the employees a good look on their
work.

Career Development:
The career development stage is given below

Pre transition: Is simply looking for a job and preparing oneself for a career.
Transition: An individual is already having a job and developing oneself for
future career or moving to another career.
 Preferred area: An individual prefers a specific sector of the career.
Early stage: First 1-5 years of career is called early career.
Mid career: 5-20 years after the career starts.
Late career: Late career starts after 20 years of job life.
Retirement: And finally after completing the stages of career and individual
decides to retired.
Motivation in HRM

Motivation is to inspire people to work, individuals in such as to produce best

results. It is the willingness to exert high level of effort towards organizational
goals, conditioned by the efforts and ability to satisfy some individual needs. An
important part of the retention of staff, reducing staff turnover and minimizing
absenteeism at work is ensuring that staff are properly motivated. The wage
should be increased, the facilities should be insured and social security should be
confirmed. These are the types of common motivational ways. Staff motivation is
the cornerstone of open, flexible and caring management culture, which the
Government aims to establish through HRM. To put it into practice, “open” means
not only to listen to staff suggestions and opinions, but also to empower staff,
accept their constructive criticisms and use their suggestions. To be “flexible”, we
may need to change the traditional ways of doing things. As far as staff motivation
is concerned, the biggest challenge perhaps is to stop focusing on problems and
the guilty party (police behavior) and start looking for those responsible for things
gone right (coach behavior). “Caring” calls for a human leader who would give
emotional support to individuals and at the same time attend to the overall
emotional needs of team members – which include treating them all in a fair and
impartial manner. Today’s employees want a respect that can be seen as
involvedness in decision that will affect them. Listening to the employees is a way
of Motivation. All the motivation functions focus on one primary goal, to have
some competent and adapted employees with up-to-date skills, knowledge and
abilities, exerting high energy levels.
 Maintenance of employees

To maintain the employees of a company must look after the employee

Health and Safety: For employees health and safety there HR policy need to
be very clear to all staff so that they feel safe to work here. They can put their
attention and productivity properly towards the task.

Communication:The communication between the employees and top level

management should be clear and transparent. There should no gap between top
level management and low level management.

Employee’s relation: Employees should be committed to their companies

and the companies also should understand the needs and wants of the
employees. In some companies employees and labors create labor union for
better relationship among the workers and employees.
 Research Methodology

RESEARCH is a careful investigation or inquiry especially through

search for new facts in any branch of knowledge.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated

problem, formulated hypothesis, collected facts of data, analyzed facts
and proposed conclusions in form of recommendations.The data has
been collected from both the sources primary and secondary sources.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing

questionaies to employees.The questionnaires were carefully designed
by taking into account the parameters of my study.
Secondary Data:

Data was collected from web sites, going through the records of the organisation,
etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Or in other words we
can say that secondary data is the data used previously for the analysis and the
results are undertaken for the next process.

KIND OF RESEARCH:

The research done by

EXPLORATORY RESEARCH

This kind of research has the primary objective of development of insights

into the problem. It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.

Sample Design:

A complete interaction and enumeration of all the employees was not

possible so a sample was chosen that consisted of 25 employees. The
research was taken by necessary steps to avoid any biased while collecting
the data.
 Use and Importance of the Study

1. Acquire a Universal Skillset

Every organisation needs strong HR professionals with in-depth

understanding and knowledge of what they are expected to do and
how they are going to do it. This is why you should study human
resource management. It can help you gain exposure to every aspect
of HRM along with the challenges you’ll face and how to overcome
them. The skills and knowledge you’ll acquire while studying human
resource management will be relevant across every business type
and sector.

2. Job Diversity

HRM is a domain that encompasses several smaller disciplines. For

instance, while scouting for a job, you can look for a role of a recruiter,
an HR BP manager, relations management, employee engagement,
learning and development, etc. Moreover, you can land a job in any
industry or domain as every organisation needs to hire an HR
professional. So anything ranging from finance, sales, marketing,
manufacturing to IT and media comes under the purview of HR job
opportunities.

3. Job Satisfaction

There may be a hundred different things you expect from your

career, but job satisfaction is the one common thread that binds
every employee in the world.

Satisfaction with work is the most vital factor for employees while
choosing a job, and there is plenty of it in the HR domain.
Of course, it depends on the organisation you are working in, but
most HR professionals are valued no matter what the market
scenario may seem. Even in a junior-level position, you’ll sense
satisfaction in terms of compensation, flexible working hours, and
timely promotion. In addition, you’ll be able to witness the direct
results of your efforts and measure them to showcase the significant
impact you’ve made on the workplace.

4. Stay Up to Date with the Current Developments in HR

HR is a rapidly evolving domain focusing on shifting from

administrative tasks to strategic input and having a seat at the
management table. This is facilitated by the progressing needs of
current organisations and technology, enabling efficient processing
and onboarding of employees, budgets, and other HR activities.

Apart from HRM, professionals aspiring to thrive in this domain also

need to understand business strategy. They need to understand
what drives an organisation towards success, what that success looks
like, and how to engage and motivate employees so they can adapt
to the constantly changing business environment.

5. Plethora of Opportunities

The global HRM market size is expected to grow at 10.4% and reach
$30 billion by 2025.
These stats clearly show the need and importance of human
resource management professionals. And experts are anticipating
that this demand will only grow in the coming years as organisations
will need more HR managers, considering the complexity of today’s
workforce.
HR managers will also be required to oversee complex employment
laws, adhere to the safety and health compliances laid down by the
government in the wake of Covid-19, ensure equal employment
opportunity, healthcare, wages, retirement plans, etc. And these
tasks are performed by trained professionals, which means while
studying human resource management, you must prefer to
specialise in any one of these areas.
This, combined with the escalating need for managing a diverse
workforce, will fuel the HR market growth, leading to increased job
opportunities.

6. Master the Art of Conflict Resolution

Conflicts in the workplace are inevitable. They may arise due to

differences in opinion, personalities, work ethics, lifestyle, culture, etc.
However, as an HR professional, it will be your responsibility to resolve
them with all involved parties satisfied.
While pursuing an HR online certification course, you’ll learn how to
handle conflict in the workplace and resolve it. You’ll also learn how
to handle the situation as professionally and effectively as possible. It
doesn’t matter whether the conflict arises between two colleagues or
with the management; as an HR professional, you must be able to
assist both parties impartially and not choose sides.
 7. Learn How to Improve Employee Turnover

As an HR professional, no matter the level you are at, an essential

part of the job will be to improve employee turnover. You’ll be
responsible for motivating, inspiring, and engaging the employees to
work towards the common goal of the organisation. If not done right,
the attrition or employee turnover will hurt the company’s bottom
line.

It costs 2X as much as the current employee’s salary to recruit and

train a new hire.

So as an HR professional, you must know how to hire the right

people, to begin with. Interview candidates carefully, screen them
based on the skill set and not their age, gender, or ethnicity. Also,
check whether they’ll be able to fit into the company’s culture. You
must highlight the compensation and benefits your organisation will
offer.

8. Be Better Equipped to Budget and Control

Not just for recruitment, HR professionals also need to define the

budget for other specific tasks like annual pay, appraisals, employee
welfare/engagement, training, reward and recognition, etc. Apart
from this, you’ll also be required to closely study the labour market
and analyse current trends based on job functions.

Performing these jobs and thriving while doing it needs an advanced

skill set, which you can gain by studying HRM. A course in HRM can
help you develop a strategic approach to recruitment, training,
analysis, and every other intricacy of HR. Moreover, you’ll gain
exposure to the design, process, and execution of such strategies in a
global scenario, so that’s another one of the benefits of studying
human resource management.
Analysis of Data Collected

To understand the new recruitment & selection practices and concepts

followed in the IT organization

TABLE-1 Sources of Recruitment

Sources Actual Percentage

Internal 1 10%

External 7 70%

Both 2 20%

Total 10 100%

Recruitment plays an important role whenever an organization wants to

Recruitment plays an important role whenever an organization wants to
hire people, and the sources through which these people are hired also is
important. 70% of the respondent use External sources of recruitment. 20%
of the respondents consider both the internal and external sources for
recruitment, while 10% of them only opt for the internal source of
recruitment. Inference: External source of recruitment is most frequently
used source to get in people into the organization. Organizations can opt
for both the sources, ie., internal as well as the external sources in case
required.

TABLE-2
Method of Recruitment
Method Actual Percentage

Employee referrals 10 24%

Advertisements 10 24%
Professional association 3 7%
Consultant 2 5%
Internet 8 19%
College recruitment 5 12%
Executive search firms 3 7%
Tele-recruiting 1 2%
Others 0 0%
Total 42 100%
24% of the organizations today use Employee Referrals and Advertisement
methods to recruit people. While 19% of the respondents are into use of the
internet i.e., www, which they consider to be an easy and cost saving technique to
recruit. Campus recruitment, executive search firms and Tele-recruiting and also
used today more often to choose the right candidate.
Inference:
Many of organization are using employee referrals and advertisement method
to recruit because employ referral gives the organizations the confidence
regarding the candidate and advertisement helps them to find candidates from around the
world. Internet can also be use more frequently because it save time and
cost.
 Limitations

* Limitation of employment personal.

*Lack of practices in human resource management.

*Human resources department was hesitant to provide information, because

of difficulty in accessing sensitive data and information.

* Non-availability of some previous statistical data.

*The term of the internship period is brief time whereas Human Resources
Division is a vast area, after doing the regular office works from 9:30 AM to
5:30 PM it is difficult to go through in depth within this short duration of time.

* The secondary source of information was not enough to complete the

report.

*Confidentiality
 Recommendations

The organization should practice proper Alliance Capital guideline. The

purpose of Human Resource Management is to improve the productive
contribution of people. To get effective and efficient employee, the
organization should arrange proper training and development programs. The
entire HR department should be well informed regarding the employment
personal. The organization should provide well direct compensation as well as
direct to its staffs. The management should have job evaluated salary
structure, which is most competitive than other organizations in the country.
To evaluate employee’s performance; the management should follow
promotion policy properly. In order to get competitive advantage and to
deliver quality service, top management should try to modify the services.
Periodical performance appraisal and giving recognition and rewards to the
qualified employees to keep motivating them. Proper training needed for
ensuring efficient performance of the employees. Alliance Capital Asset
Management should hire specialist for each individual sector. The
management should create customers database and continuously informing
the investors about the available facilities or opportunities which will work to
achieve twin goal at a time; one is direct marketing and another is large pool
of customers database.
 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. As a small AMC few persons are recruited for its operations and
performances. 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.
 Bibliography

Website:

*www.wikipedia.com

*www.hrmguide.com

*www.google.com

Magzines:

● “India Today” 2016

● “Business World” 2015