Pg. No.

AN INTERNSHIP TRAINING REPORT

ON

“HUMAN RESOURCE MANAGEMENT IN EDUCATION SECTOR”

A Report Submitted in partial fulfillment of the Bachelor’s Degree in Commerce.

(KARUNYA INSTITUTE OF TECHNOLOGY AND SCIENCES)

By

EVE FRANKLIN

UNDER THE GUIDENCE OF

DR. V. PALANI SINGH

REGISTER NO. URK18COM027 SESSION: 2018-2021

COMMERCE AND INTERNATIONAL TRADE

KARUNYA NAGAR, COIMBATORE: 641114

TAMIL NADU
 Pg. No.2

DECLARATION CERTIFICATE

I, EVE FRANKLIN hereby declare that the Mini project report entitled ‘HUMAN
RESOURCE IN EDUCATION SECTOR’ is a bonafide record of the original research
work carried out by me in the Department of Commerce and International Trade, Karunya
Institute of Technology and Sciences and that it has not been submitted earlier elsewhere
for the award of any Degree, Diploma or Fellowship.

 I understand that KITS shall hold the copyrights of all these projects / dissertations
submitted to the University.
 I will republish the entire thesis / extracts of the report only with the permission of LITS
and I am liable to pay 40% of royalty to KITS.
 If I engage in documenting any research findings with an intention of publishing it for
commercial purpose, I shall obtain a NOC from the office of the registrar prior to engaging
in such activities.

Place: DURG, CHHATTISGARH

Date:

Signature of the Candidate

 Pg. No.3

ACKNOWLEDGEMENT

This satisfaction and sense of accomplishment that accompanies the successful completion of the
work would be incomplete unless I mention whose constant guidance and encouragement served as
a beacon of light.

First of all, I would like to thanks to Dr. V Palani Singh, Assistant Professor, and Dr. C Samuel
Joseph (Head of the Department), Department of Commerce and International Trade in Karunya
Institute of Technology & Sciences, Coimbatore, for providing their beneficial guidance,
constructive proposals, positive and encouragement without which it would have not been possible
to complete the project.

My sincere thanks to Mrs. Rahila Imran Ali, Head of Training Placement Department, Bharti Group
of College, Durg, for providing me with an opportunity to undergo my internship in the
organization.

I extend my sincere thanks to Mr. Prabhjot Singh Bhuie (Vice President & COO), and all members
of Training Placement Department. Last but not the least Mr. Vikas Verma (HR Manager), Human
Resources executive for their excellent guidance, encouragement and patience that has made
possible the successful completion of this project.
 Pg. No.4

CERTIFICATE OF APPROVAL
The foregoing project entitled “HUMAN RESOURCE MANAGEMENT IN EDUCATION
SECTOR” at BHARTI GROUP OF COLLEGE, DURG (C.G.) is hereby approved as a creditable
study of research presented in a satisfactory manner to warrant its acceptance as prerequisite to the
degree for which it has been submitted.

It is further understood that by this approval, the under-signed do not necessarily endorse any
conclusion drawn or opinion expressed their in.

---------------------- --------------

Internal Examiner External Examiner

 Pg. No.5

INDEX _____

S. No. Topics Page No.

1. College Profile 7- 12

 About Bharti Group

 Ownership
 About College
 College Accessibility
 Branches and Offices
 No. of Department and Seats
 Motto
 Vision
 Mission

2. Topic of Project 13

3. Introduction of HR in Education sector 14

4. Importance of HRM 15- 20

5. Advantages of HRM 21- 22

6. Process of HRM in Education sector 23- 44

7. Work Life Balance 45- 47

8. Reference 48

9. Conclusion 49- 50

10. Questionnaire 50- 51

 Pg. No.6

ABOUT
BHARTI GROUP
OF
COLLEGE
 Pg. No.7

COLLEGE PROFILE

BHARTI GROUP OF COLLEGE

The Bharti College (BIIT), situated in the Durg district of Chhattisgarh was founded in the year
1997. The founder of Bharti group is Mr. Sushil Chandrakar (M.D.). They’re deeply committed
to provide quality education and all-around development to their students, their commitment is
entirely based on our prior experience, great infrastructure and qualified staff. Bharti group
culture is based on hard working ability, proper communication, high level of responsibility and
emphasis on great team work. The motto of Bharti Group is “Defining Knowledge… Creating
Values…”
 Pg. No.8

1.1 ABOUT BHARTI GROUP

Bharti Group of College situates in Durg, Chhattisgarh. Mr. Sushil Chandrakar (M.D.) started his
Journey in the field of Education in 1997 with an aim to produce world class Professionals who
can compete at any challenge in the world. Even they’re running Sun Public School (CBSE and
CG state Board) which is founded in the year 2011.

1.2 OWNERSHIP

Bharti Group of College, Durg is owned by Mr. Sushil Chandrakar (Managing Director). The
panel of owner of the group is Mr. Jay Chandrakar (Secretary). Mr. Prabhjot Singh Bhuie (Vice
President & Chief Operating Officer).

1.3 ABOUT THE COLLEGE

Bharti Group of College, Durg is a group have a different department like Engineering, Medical,
Pharmacy, Agriculture and Commerce. They provide hostel facilities, 24*7 Wi-Fi enabled
campus, Gym facilities, state of the art health club and conferencing facilities.

1.4 COLLEGE ACCESSIBILITY

The College is:

1. 5.9 km from Durg Junction

2. 60 km from Swami Vivekananda International (Naya Raipur) Airport.
3. 4.2 km from Durg bus terminal.

1.5 Branches and offices

1. Bharti Ayurved Medical College & Hospital- (Pulgaon, Durg, Chhattisgarh)
2. Bharti College of Nursing- (Pulgaon, Durg, Chhattisgarh)
3. Bharti College of Engineering & Technology- (Pulgaon, Durg, Chhattisgarh)
4. Bharti Organization of Pharmacy- (Pulgaon, Durg, Chhattisgarh), (Chandkhuri, C.G.)
5. Bhartiya College of Agriculture- (Pulgaon, Durg, Chhattisgarh)
6. Bhartiya College of Agriculture of Engineering- (Pulgaon, Durg, Chhattisgarh)
7. Bharti College (Bharti School of Education & Research (BIIT))- (Pulgaon, Durg,
Chhattisgarh)
8. Sun Public (Industrial Training Organization)- (Chandkhuri, C.G.)
9. Sun Public School- (Chandkhuri, C.G.)
 Pg. No.9

1.6 No. of Department and Seats

1. Bachelor of Ayurveda, Medicine, and Surgery (B.A.M.S.)- 100 Seat
2. B.SC. (Nursing)- 40 Seat
3. Bachelor of Engineering (B.E.)/ Polytechnic- 100 seat
 Mechanical
 Civil
 Electrical
 Computer Science
 Electronic & Telecommunication
4. Masters of Technology (MTech)- 100 seat
 Computer science

5. Pharmacy
 B. Pharma- 60 Seat
 D. Pharma- 60 Seat
6. B.SC. (Agriculture)- 59 Seat
7. B.Tech. (Agriculture)- 59 Seat
8. Masters of Education (M. ED.)- 50 Seat
9. Bachelor of Education (B.ED.)
 (BIIT)- 100 Seat
 (BSER)- 100 Seat
10. Diploma of Elementary Education (D. EL. ED.)- 50 Seat
11. Bachelor of Computer Application (B.C.A.)- 25 Seat
12. Postgraduate Diploma in Computer Application (P.G.D.C.A.)- 30 Seat
13. Diploma in Computer Application (D.C.A.) – 30 Seat
14. B. SC. – 60 Seat
 Microbiology
 Biotech
 Biology
 Math’s
 Computer Science
15. Bachelor of Arts (B.A.)- 30 Seats
16. Bachelor of Commerce (B.COM.) (Computer Science)- 30 Seat
 Pg. No.10

1.7 Demand of Courses

a) In this graph it shows that the demand of Engineering in Bharti Group is
decreasing from 2002 to 2020.

Demand of Engineering
16
14
12
10
8
6
4
2
0
2002 2010 2015 2020

B.E. B. Tech. Poly

b) As you can see in this pie chart it shows the Demand of B.A.M.S. from 2016 to
2021.
In every two years of gap the seats are increasing.

Seats of B.A.M.S.

2016 2018 2019 2021

 Pg. No.11

c) As you can see in the pie chart it shows the seats of B.ED. from 2010 to 2021.
The seats are increasing in every 2- 5 years.

Seats of B.ED.

2010 2015 2018 2021

1.8 MOTTO OF BHARTI GROUP

“Defining Knowledge… Creating Values…”

1.9 VISION & MISSION

 VISION
The Vision of Bharti College of Engineering and Technology is to inspire the students to
chase their dreams and their ambitions with clear and decisive mindset, to make them
responsible citizen and asset for the nation and to provide atmosphere of creative learning
and innovation to empower the creativity of young mind.

 MISSION
Our mission is to working towards being the best by incorporating the principles of total
quality management (TQM) and excellence. Adopting IT based knowledge management to
meet global challenges, to keep our students inspired to follow their ambitions and chase
their dreams fearlessly, to make them responsible future citizens and to build an atmosphere
of kind and creative learning to empower the newness of the young mind because this is what
keeps them restless to chase their dreams.
 Pg. No.12

HUMAN
RESOURCE
MANAGEMENT
IN
EDUCATION
SECTOR
 Pg. No.13

Introduction of Topic

What is Human Resource?

Human resources (HR) are the division of a business that is charged with finding, screening,
recruiting, and training job applicants, as well as administering employee-benefit programs. HR
plays a key role in helping companies deal with a fast-changing business environment and a
greater demand for quality employees in the 21st century. John R. Commons, an American
institutional economist, first coined the term "human resource" in his book "The Distribution of
Wealth," published in 1893. However, it was not until the 19th century that HR
departments were formerly developed and tasked with addressing misunderstandings between
employees and their employers.

Additional human resources responsibilities include compensation and benefits, recruitment,

firing, and keeping up to date with any laws that may affect the organization and its employees.

Special Considerations
Since the start of the 20th century, some companies have started outsourcing some of the more
traditional administrative, transactional HR functions in an effort to free the department to
recommend and implement more meaningful, value-adding programs that impact the business in
positive ways. Functions that may be outsourced in this process include payroll administration,
employee benefits, recruitment, background checks, exit interviews, risk management, dispute
resolution, safety inspection, and office policies.
 Pg. No.14

Importance of Human Resource

The practice of HRM must be viewed through the prism of overall strategic goals for the
organization instead of a standalone tint that takes a unit based or a micro approach. Then idea
here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal
strategies and the HRM policy enmeshes itself fully with those of the organization goals. For
instance, if the training needs of the employees are simply met with perfunctory trainings on
omnibus topics, the firm stands to lose not only from the time that the employees spend in
training but also a loss of direction. Hence, the organization that takes its HRM policies seriously
will ensure that training is based on focused and topical methods.

Importance of HR manager in an Organization

 Strategy management:

This is an important aspect of Bharti Group and plays a vital role in human resource
management. HR managers manage strategies to ensure the organisation reaches its
business goals, as well as contributing significantly to the corporate decision-making
process, which includes assessments for current employees and predictions for future
ones based on business demands.

 Benefits analysis:
HR managers work towards reducing costs, such as with recruitment and retention. HR
professionals are trained to conduct efficient negotiations with potential and existing
employees, as well as being well-versed with employee benefits that are likely to attract
quality candidates and retaining the existing workforce.

 Training and development:

Since HR managers contribute significantly to training and development programmes,
they also play a pivotal role in strengthening employer-employee relationships. This
contributes to the growth of employees within the organization, hence enhancing
employee satisfaction and productivity.

 Interactivity within employees:

HR managers are responsible for conducting activities, events and celebrations in the
organisation which gives way to team building opportunities. Moreover, it enhances
interactivity within employees and instils a sense of trust and respect among peers.
 Pg. No.15

 Conflict management:
The department to go to when any kind of professional conflict arises between employees
is HR. They ensure that issues and conflicts are resolved effectively, approaching the
problem with an unbiased attitude and encouraging effective communication to reach a
solution. In addition, they help employees understand various ways of developing
effective work relationships and the importance of not letting personal judgement affect
their behaviour.

 Establishing a healthy work culture:

A healthy work culture is pivotal in bringing out the best in employees. HR managers
contribute significantly in setting up a healthy and friendly work culture, which further
translates into better productivity among employees.

 Compliance:

HR professionals work towards making the organisation compliant with employment

laws, as well as maintaining records of hiring processes and applicants’ logs.

Importance of HRM in Organization

Human Resource Management in education essentially is concerned with three

major issues namely.

 Assessing the need for staff

 Satisfying the need for staff and
 Maintaining and improving the staff services.

Goals and Role of Human Resource Management in Education

The goals of human resource management in education are to develop the workers and to
contribute to goal achievement. Human resource management has some specific roles to play.
These are strategic and operational roles.

Strategic Role:

Human resources are critical for effective educational functioning. Humanresources

were once relegated to second-class status, but its importance has grown dramatically in
the last two decades. Again, its new importance stem from adequately recruited, selected
and supervised, inducted and adequately rewarded, provided for, properly develop,
appraised and promoted on the job. They will be committed to the job, remain dedicated
 Pg. No.16

and productive in the education system. It also represents a significant investment of the
educational efforts. If managedwell, human resources can be a source of competitive
strength for the education. Strategically, human resources must be viewed in the same
context as the financial, technological and other resources that are managed in any
organization (Ohan, 2008).

Operational Role:
According to Mathis and Jackson (1997). Operational activities are both tactical and
administrative in nature. Griffin (1997) sees operational role from the legal perspective
because some have regulated various aspects of employee-employer relations. Human
resources management is therefore, interested in compliance with equal employment
opportunities and observation of labor laws; examples; applicants must be oriented to the
organizations, supervisorsmust be trained, safety problems must be resolved; wages and
salaries must be administered. A wide range of activities typically associated with the
day-to-day management of people as provided by laws and regulations must be
performed efficiently. It is this collection of activities that has often been referred to as
the personnel function, and the newer strategic focus of human resources management
has not eliminated. In summary, it is difficult to produce one general interpretation of
what human resource management means today.

Functions of Human Resources Management in Education

Human resource management in education is a set of practices and methods of
integrating and maintaining the teaching staff in the school so that the school can achieve
their purpose and as wellas meet the goals for which they were established. It is the
motivation and co-ordination of the activities and effort of the teachers in school in order
to obtain maximum output from them and consequently achieve the goals of education
optimally. The functions include the following:

 Staff maintenance
 Staff relations
 Staff development
 Procurement of staff
 Job performance reward

Staff Maintenance

This concern making the work environment conducive for workers, pertinent practices include;
promotion and transfer, motivation, staff safety, security and health services. It is pertinent that
educational establishments have sound policies in respect of staff transfer and promotion to ensure
that justice and fairness prevail in dealing with staff. As work to be performed in the school is
 Pg. No.17

important, the mood of the man to perform the job is equally important. For maximum and
productive goal attainment, the school head must ensure the comfort and happiness of the workers.
That can be done through prompt payment of salary, and ensuring a safe and healthy working
environment.

Staff Relations
There must be a good communication network in the school to enable workers to be constantly
informed of the progress being made in the school. Workers should be encouraged to participate
in planning and decision making in the school. Workers should be encouraging by recognizing
the staff as human beings with feelings, interest, needs and emotions and treating them as such
with fairness and respect.

Staff Development
This is the process of appraising staff performances and identifying their key skills and
competencethat need development or training to improve their skills for better performance. It
involves providing development programmer and training courses that are suitable for the
programmer. Thesuccess of educational organization hinges on the strength and quality of the
staff members. There is need to change through training and to improve and grow in competence.
This can be done through in-service training, conference, workshop and seminars.

Procurement of Staff
Human resource management functions start with the process of recruitment and selection by
which educational institutions get the best personnel to interpret and implement the curriculum
programmers. Staffing of schools is a job performed by the ministry of education through its
agencies in the federal and state government. Procurement of staff in education deals with
obtaining people with appropriate and necessary skills, abilities, knowledge and experience to
fillthe vacant teaching posts in schools.

Job Performance Rewards

This involves the design and administration of rewards for jobs performed. It is very important
that management, ministry of education and its agencies take the issue of reward system very
seriously. Staff performance would increase substantially if they are adequately compensated
according to the quality and quantity of work done.
 Pg. No.18

Challenges of Human Resource Management in Education Sector

Human resource management has become notably complex in the sense that as human beings,
theyare not reliable for doing one thing over and over in exactly the same way. They can be
expensivedepending on their cadres, qualification and skills. Their productivity is highly
dependent on the person’s ability to instruct. The same content cannot be delivered every time.
A number of factorshave contributed in this complexity. They Include the following are: -

Poor Working Condition

It is not out of way if staff expects to be paid finance rewards commensurate with the services
performed. The ideal thing is to have a systematic producer for establishing a sound reward system
and structure. A good remuneration tends to reduce inequalities between staff earnings, raise their
individual morale, motivate them to work for pay increase and promotions, reduces inter group
friction and employee grievances. Teachers’ salaries are not paid alongside with other civil
servantsand in some cases, teachers are owned many months of salary areas.

Problems of Staffing
The problem of staffing is enormous. There is problem on the quality and quantity of staff
recruited for the education of our citizens. The reason is from poor staff recruitment and selection
process. Politicians and God fathers has taken the upper hand. Some staff rarely stay in the
remote areas where the management wants their services. They use to stay in the urban areas for
self-convenience. The verification exercise carried out by Universal Basic Education
Commission (2000), Shows that an additional 275 to 462 teachers were needed to teach in
primary schools in Nigeria.

Current Call for the Use of ICT in Education

As the 21st century world is undergoing rapid changes, there is urgency for few educational needs
such as the call for use of ICT in education. Current call for ICT usage in education is worthy
but, its implementation in the nation is in the toddling stage. Nwufo (2009), evidently noted that
ICT penetration and usage remain very low and so the need to train many teachers at all levels in
ICT to equip them for reengineering the society through the skills (Offerman, 2009); ICT
provides the most expensive means of rapid dissemination of information and imparting
knowledge, decentralization of work, expansion of work force and with ICT, the teacher becomes
a facilitator,supervisor and a guide for classroom instruction. However, compulsory acquisition
of ICT skill by teachers should be given priority attention despite the fact that most teachers
cannot buy the computer set or laptop because of poor salary. Other challenges of human
resource management that have direct effect on the achievement of our predetermined
educational objectives include;

 High rate of students and staff indiscipline

 Funding issues
 Poor recruitment process
 Little or no induction of human resources
 Poor supervision/appraisal of staff
 Poor personnel commitment to work and
 Incessant transfer of teachers
 Pg. No.19

Advantages of HRM in Education sector

Human resource management is the procedure of linking the function of human resource with the
goals of the firm so as to drive and improve productivity. In simple terms, management of human
resources involves hiring, recruiting, and managing employees. A human resource that is
successful requires many pieces of the company, involving the administration of safety and
health and the organizational culture. When you understand every element of human resource
management, you can structure your business processes effectively.

Organizational culture

Organizational culture involves bringing together values, company vision, belief and traditions,
and working rules that a firm has adopted over time. The human resource system plays a crucial
role of influencing the organizational culture within the business premises. Establishing company
standards, procedures, and guidelines allows the employees to know and learn acceptable
behaviours and practices at workplace premises. For instance, a policy may be in place stating
that punctuality if vital within the firm to promote time management skills among employees.

The human resource team may also come up with a flexible time management policy that will
value the freedom of employees to manage their schedules. Therefore, the culture of the
organization will affect how people will function on their duties.

Planning for change

The business world is changing at a very fast rate. Technology is changing and it is updating
constantly, finances of businesses keep changing over time, and employees come and go. It the
sole responsibility of the human resource development team to help the company to stabilize the
firm for continuous change. Planning for change involves helping employees understand their
functions by taking into account the perspective of the firm.

It involves constructing bridges between managers and departments and get people to start
talking about certain circumstances. The human resource team uses this info to develop a
management plan for changes in work flow, disasters, and for reassuring employees in times of
alarming change or disaster.

Training and development

Nearly all employees, including the ones with skills and qualities, require training at a particular
point because each organization differs with the other. Procedures and policies need to be
conveyed firmly to all employees as a procedure of on-boarding. This procedure will ensure that
all employees are on the same wavelength. The human resource management system takes the
responsibility of the ongoing employee development. this continuous education keeps the skills
of employees up to date for them to bring modern and original ideas to the firm.
 Pg. No.20

Management of conflicts

There are those moments when there may arise a conflict between the employee and the
employer. No one can avoid a conflict from taking place. However, you can just try to manage
them. The human resource team will bear the role of the mediator or counsellor to sort these
differences effectively. They take the right course of action to ensure that nothing gets out of
hand.

Health and safety

According to the founder of a web design company, Kenneth, the Human resource management
system plays the role of safety and health in the workplace. You can achieve this through
policies and procedures, but the function of the human resource goes a further step to ensure that
employees understand the risk of carrying out particular activities. For instance, if there are
heavy machines in the office, this team will have to make posters and warning signs and relevant
steps in case there is an emergency. These posts minimize the possibility of an accident
occurring and helps to eliminate subsequent legal action that might face the company.

Recruitment and retention

While recruitment and retention seem to be a function of the human resource team, it remains the
main hub of all policies and systems of human resource departments. Acquiring qualified
employees, retaining them in the company, giving them the right training to complete their jobs
and encouraging them to further their education, skills, and awarding them with compensation
and benefits will drive your organization to success.

Development of good relations

The human resource department has the basic function of ensuring that it grows good working
relations among employees. They possess the responsibility of seminars, meetings, and other
official gatherings for the management. This department also lends a helping hand when drafting
marketing and business plans.

Implementing and developing the right human resource system for your firm is vital. While it
may seem possible to handle these functions manually, using an automated system will give
enough time to the human resource team to maintain and develop the data that gets into the
system. You need to remember that each company requires its human resource management
system because companies differ in size.
 Pg. No.21

Process of Human Resource

Human resources are undoubtedly the key resources in an organization, the easiest and the most
difficult to manage! The objectives of the HRM span right from the manpower needs assessment
to management and retention of the same. Human resource management is responsible for
effective designing and implementation of various policies, procedures and programs. It is all
about developing and managing knowledge, skills, creativity, aptitude and talent and using them
optimally.

The Process of HRM refers to all the activities that come under the banner of HRM. The
activities are as follows

1. Human resources planning: –

Human resource planning is a process by which the Institute to identify the number of
jobs vacant, whether the Institute has excess staff or shortage of staff and to deal with this
excess or shortage. Human resources planning ensures the best fit between employees
and jobs while avoiding manpower shortages or surpluses. We consider Human Resource
Planning as the process of people forecasting. It also involves the processes of
Evaluation, Promotion and Layoff.

 Recruitment

What is Recruitment?

Recruitment is a process of finding and attracting the potential resources for filling up the vacant
positions in an organization. It sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.
Recruitment process is a process of identifying the jobs vacancy, analysing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate.
 Pg. No.22

Process of Recruitment

Recruitment Planning

Recruiting Strategy

Searching

Screening

Evaluation & Control

Recruitment Planning: -

Recruitment planning is the first step of the recruitment process, where the vacant
positions are analyzed and described, which includes job specifications and its nature,
experience, qualifications and skills required for the job, etc.

a) Identifying Vacancy: -

The first process of Recruitment planning in the education sector is Identifying Vacancy.
In which HR see that how much employees they want. In this process begins with
receiving the requisition for recruitments from different department of the organization to
the HR Department, which contains

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment. Proper identifying, planning
and evaluating leads to hiring of the right resource for the team and the organization.
 Pg. No.23

b) Job Analysis: -

Job analysis is the second process of recruitment planning. It is the process to

identifying, analyzing, and determining the duties, responsibilities, skills, abilities,
and work environment of a specific job.
It helps in identifying what a job demands and what an employee must possess in
performing a job productively, understanding what tasks are important and how to
perform them. Its purpose is to establish and document the job relatedness of
employment procedures such as selection, training, compensation, and
performance appraisal. The steps of Job analysis are as follows: -

 Recording and collecting job information

 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the
job

c) Job Description

Job description is the third process of recruitment planning. Job description is a

broad, general, and written statement of a specific job, based on the findings of
a job analysis. It generally includes duties, purpose, responsibilities, scope, and
working conditions of a job along with the job's title, and the name or designation
of the person to whom the employee reports.
Job description is an important document, which is descriptive in nature and
contains the final statement of the job analysis. This description is very important
for a successful recruitment process.

 The following processes of Job description is generated for fulfilling are-

 Classification and ranking of jobs

 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
 A job description provides information on the following elements are-

 Job Title / Job Identification / Organization Position

 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision
 Pg. No.24

 Working Conditions
 Health Hazards

d) Job specification: -
A Job Specification defines the knowledge, skills and abilities that are required to
perform a job in an organization. The first step in job specification is preparing the list
of all jobs in the organization and its locations. The second step is to generate the
information of each job.
 This information about each job in an organization is as follows −

 Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioural specifications
 A Job Specification document provides information on the following elements –

 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career

e) Job Evaluation: -

Job evaluation is a comparative process of analysing, assessing, and determining

the relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyse and determine which job
commands how much pay. There are several methods such as job grading, job
classifications, job ranking, etc., which are involved in job evaluation. Job
evaluation forms the basis for salary and wage negotiations.
Methods of Job Evaluation are as follows: -

 Job Ranking
 Job Classification
 Factor Comparison
 Point Method
 Pg. No.25

Recruiting Strategy: -
Recruitment strategy is the second step of the recruitment process, where a strategy is
prepared for hiring the resources. After completing the preparation of job descriptions
and job specifications, the next step is to decide which strategy to adopt for recruiting the
potential candidates for the organization.

 While preparing a recruitment strategy, the HR team considers the following points-

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources

 The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include −

 Setting up a board team

 Analysing HR strategy
 Collection of available data
 Analysing the collected data
 Setting the recruitment strategy

Searching: -

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will be
initialized. This process consists of two steps −
 Source activation –
Once the line manager verifies and permits the existence of the vacancy, the search for
candidates starts.
 Selling –
Here, the organization selects the media through which the communication of vacancies
reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources.
Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through −
 Pg. No.26

 Promotions
 Transfers
 Former Employees
 Internal Advertisements (Job Posting)
 Employee Referrals
 Previous Applicants
External Sources
External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth

Screening: -

Screening starts after completion of the process of sourcing the candidates and the
process of filtering the applications of the candidates for further selection process.
Screening is a process used to determine a job applicant’s qualifications and potential job
fit for a position to which they have applied.

Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates. The screening process of recruitment consists of three steps are: -

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience, and
overall background matching the requirement of the job.

While reviewing the resumes, an HR executive must keep the following points in mind,
to ensure better screening of the potential candidates -

 Reason for change of job

 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
 Pg. No.27

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video by
the hiring manager. This screening process has two outcomes -
 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.
Identifying the top candidates
Identifying the top candidates is the final step of screening the resumes/candidates. In this process,
the top layer of resumes is shortlisted, which makes it easy for the hiring manager to take a
decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate

Evaluation & Control: -

Evaluation and control are the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process; hence it is important that the performance of the recruitment process is
thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −

 Salaries to the Recruiters

 Advertisement’s cost and other costs incurred in recruitment methods, i.e., agency fees.

 Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews
 Pg. No.28

Types of Recruitment: -

Recruitment is broadly classified into two different categories –

o Internal Sources
o External Sources

Internal Recruitment –

It is a recruitment which takes place within the concern or organization. Internal sources of
recruitment are readily available to an organization. Internal sources of recruitment refer to
hiring employees within the organization internally. In other words, applicants seeking for the
different positions are those who are currently employed with the same organization.

At the time recruitment of employees, the initial consideration should be given to those
employees who are currently working within the organization. This is an important source of
recruitment, which provides the opportunities for the development and utilization of the existing
resources within the organization. Internal sources of recruitment are the best and the easiest way
of selecting resources as performance of their work is already known to the organization.
 Pg. No.29

Promotions
Promotion refers to upgrading the cadre of the employees by evaluating their performance in the
organization. It is the process of shifting an employee from a lower position to a higher position
with more responsibilities, remuneration, facilities, and status. Many organizations fill the higher
vacant positions with the process of promotions, internally.
Transfers
Transfer refers to the process of interchanging from one job to another without any change in the
rank and responsibilities. It can also be the shifting of employees from one department to another
department or one location to another location, depending upon the requirement of the position.
(For example, assume there is a Bank called IDBI bank. Having two branches, Branch-A in
Mumbai and Branch-B in Delhi, and an employee from Mumbai resigned from his job
responsibilities. Hence, this position has to be filled for the continuation of the project in Mumbai.
In this scenario, instead of searching or sourcing new candidates, which is time consuming and
expensive, there is a possibility of shifting an employee from Delhi to Mumbai, depending upon
the project requirements and the capabilities of that respective employee. This internal shifting of
an employee from one branch to another branch is Known as Transfer.)
Internal Advertisements
Internal Advertisements is also known as Job Posting. It is a process of posting/advertising jobs
within the organization. This job posting is an open invitation to all the employees inside the
organization, where they can apply for the vacant positions. It provides equal opportunities to all
the employees working in the organization. Hence, the recruitment will be done from within the
organization and it saves a lot of cost.
Former Employees
Former employees are a process of internal sources of recruitment, wherein the ex- employees
are called back depending upon the requirement of the position. This process is cost effective and
saves plenty of time. The other major benefit of recruiting former employees is that they are very
well versed with the roles and responsibilities of the job and the organization needs to spend less
on their training and development.
Previous Applicants
The hiring team checks the profiles of previous applicants from the organizational recruitment
database. These applicants are those who have applied for jobs in the past. These resources can
be easily approached and the response will be positive in most of the cases. It is also an
inexpensive way of filling up the vacant positions.
 Pg. No.30

Employee Referrals
Employee referrals is an effective way of sourcing the right candidates at a low cost. It is the
process of hiring new resources through the references of employees, who are currently working
with the organization. In this process, the present employees can refer their friends and relatives
for filling up the vacant positions.
Organizations encourage employee referrals, because it is cost effective and saves time as
compared to hiring candidates from external sources. Most organizations, in order to motivate
their employees, go ahead and reward them with a referral bonus for a successful hire.

Pros and Cons of Internal Sources of Recruitment

 Internal sources of recruitment, i.e., hiring employees within the organization. The
advantages are as follows -

 It is simple, easy, quick, and cost effective.

 No need of induction and training, as the candidates already know their job and
responsibilities.
 It motivates the employees to work hard, and increases the work relationship within the
organization.
 It helps in developing employee loyalty towards the organization.

 The drawbacks of hiring candidates through internal sources are as follows -

 It prevents new hiring of potential resources. Sometimes, new resources bring innovative
ideas and new thinking onto the table.
 It has limited scope because all the vacant positions cannot be filled.
 There could be issues in between the employees, who are promoted and who are not.
 If an internal resource is promoted or transferred, then that position will remain vacant.
 Employees, who are not promoted, may end up being unhappy and demotivated.
 Pg. No.31

External Sources of Recruitment

External sources of recruitment refer to hiring employees outside the organization externally. In
other words, the applicants seeking job opportunities in this case are those who are external to the
organization. External employees bring innovativeness and fresh thoughts to the organization.
Although hiring through external sources is a bit expensive and tough, it has tremendous potential
of driving the organization forward in achieving its goals.

Direct Recruitment
Direct recruitment refers to the external source of recruitment where the recruitment of qualified
candidates is done by placing a notice of vacancy on the notice board in the organization. This
method of sourcing is also called as factory gate recruitment.
Employment Agencies
Employment agencies are a good external source of recruitment. Employment agencies are run
by various sectors like private, public, or government. It provides unskilled, semi-skilled and
skilled resources as per the requirements of the organization. These agencies hold a database of
qualified candidates and organizations can use their services at a cost.

Employment Exchanges
As per the law, for certain job vacancies, it is mandatory that the organization provides details to
the employment exchange. Employment exchange is a government entity, where the details of
the job seekers are stored and given to the employers for filling the vacant positions. This external
recruitment is helpful in hiring for unskilled, semi-skilled, and skilled workers.
Professional Associations
Professional associations can help an organization in hiring professional, technical, and
managerial personnel, however they specialize in sourcing mid-level and top-level resources.
There are many professional associations that act as a bridge between the organizations and the
job-seekers
Advertisements
Advertisements are the most popular and very much preferred source of external source of
recruitment. The job vacancy is announced through various print and electronic media with a
specific job description and specifications of the requirements. Using advertisements is the best
way to source candidates in a short span and it offers an efficient way of screening the candidates’
specific requirements.
Campus Recruitment
Campus recruitment is an external source of recruitment, where the educational institutions such
as colleges and universities offer opportunities for hiring students. In this process, the
organizations visit technical, management, and professional institutions for recruiting students
directly for the new positions.
 Pg. No.32

Word of Mouth Advertising

Word of mouth is an intangible way of sourcing the candidates for filling up the vacant positions.
There are many reputed organizations with good image in the market. Such organizations only
need a word-of-mouth advertising regarding a job vacancy to attract a large number of candidates.
Pros and Cons of External Sources of Recruitment
 External sources of recruitment, i.e., hiring employees outside an organization. The
benefits are as follows -

 It encourages new opportunities for job seekers.

 Organization branding increases through external sources.
 There will be no biasing or partiality between the employees.
 The scope for selecting the right candidate is more, because of the large number
candidates appearing.
 The disadvantages of recruiting through external sources are as follows -

 This process consumes more time, as the selection process is very lengthy.
 The cost incurred is very high when compared to recruiting through internal sources.
 External candidates demand more remuneration and benefits

Recruitment Interview in Education sector

An interview is a purposeful exchange of ideas, the answering of questions and communication

between two or more persons. Generally, an interview is a process of private meeting
conversation between people, where questions are asked and answered, for obtaining information
about qualities, attitudes, prospectus etc.
An interview refers to a conversation with one or more persons acting as the role of
an interviewer who ask questions and the person who answers the questions acts as the role of
an interviewee.
The primary purpose of an interview is to transfer information from interviewee to interviewer.
Interviews can be either formal or informal, structured or unstructured. Interviews can be carried
out one-to-one or in groups; they can be conducted over telephone or via video conferencing.
There are different meanings of the word “interview”, as different scholars defined the term
differently. However, interviews have some basic objectives, which are as follows−
 Through interviews, recruiters can verify the information obtained through application
forms and tests.
 Recruiters can obtain additional information about the candidates which are not mentioned
in the application forms or resumes.
 Pg. No.33

 Interviews provides an applicant the information and the necessary facts about the job and
the organization.
 Interviews establish a mutual understanding between the applicant and the organization.

How to Interview?
Various researches have proved that organizations that spend more time on recruitment have
benefitted greatly in long term. An important thing to do, when you are planning for an interview
is to think, whom you are interviewing and what kind of information you want from that person.
Hence, you should prepare a list of questions, which you want to ask, prior to conducting an
interview.
Interviewing is both an art and a science. Hence, how to interview is a technique that every HR
professional should learn and try to implement.
 5 Ps of Interview
 Prepare –
Preparation is the first step of conducting an interview. Prior to interview, the interviewer
should make sure that he/she understands the key elements of the job. And the interviewer
should go through the resume of the candidate for understanding his/her qualities and
efficiencies.
 Purpose –
The interviewer should have knowledge about the purpose of the interview, why he/she is
conducting it. The interviewer should project the organization as the best place to work to
the interviewee, which helps in selecting the right candidate.
 Performance –
An interviewer must identify the attitude, attributes, knowledge and skills of the
applicants, who are needed for the success of the organization. If the requirement is about
special education and technical skills, then hiring high-performing applicants plays an
important role.
 People Skills –
The applicant, who comes for an interview, will not be completely transparent. Hence, it
is the job of an interviewer to un-mask the applicant and discover the inner qualities and
skills during the interview. This good practice of hiring will help in selecting the right
candidate for the organization.
 Process –
Every interviewer should follow a structured interview process to get better results. A
structured process of interview avoids bias and gives equal and fair chance to all the
 Pg. No.34

applicants. The best way for accomplishing this process is by using the behavioural based
questions and situational questions

Importance of Interview in Education sector

 The following points explain the importance of conducting interviews -
 Interviews help in selecting the right candidate from a group of applicants, who applied
for a job.
 Interviews are a medium to help collect useful information about potential candidates.

 Information given in the application form or resume is very less. Recruiters can ask the
candidates to provide an elaborate explanation during the interview.
 A good interviewer gives good impression about the organization, which in turn increases
the goodwill of the organization.
 Interviews also help in promotions and transfers of the candidates, as per the requirements
of the organization.

Process of Interview in Education sector

 An ideal interview process for selecting the right candidates is as follows -
 Determine the requirements of the job. Conduct a thorough job analysis.

 Prepare a specific job description and a job specification.

 Make a plan − how and where to find qualified candidates.

 Collect and review applications and resumes and from them, select the most potential and
qualified candidates for further proceedings.
 Interview the shortlisted candidates based upon the job description and specification.

 Verify the candidates’ background with the references provided by them.

 Pg. No.35

 Selection

Selection is the process of picking or choosing the right candidate, who is most suitable
for a vacant job position in an organization. In others words, selection can also be
explained as the process of interviewing the candidates and evaluating their qualities,
which are required for a specific job and then choosing the suitable candidate for the
position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

Selection Process: -

Employment Interview

Checking References

Medical Examination

Final Selection

a) Employment Interview –
Employment interview is a process in which one-on-one session in conducted with
the applicant to know a candidate better. It helps the interviewer to discover the
inner qualities of the applicant and helps in taking a right decision.
b) Checking References –
Reference checking is a process of verifying the applicant’s qualifications and
experiences with the references provided by him. These reference checks help the
interviewer understand the conduct, the attitude, and the behaviour of the candidate
as an individual and also as a professional
 Pg. No.36

c) Medical Examination –
Medical examination is a process, in which the physical and the mental fitness of
the applicants are checked to ensure that the candidates are capable of performing
a job or not. This examination helps the organization in choosing the right
candidates who are physically and mentally fit.
d) Final Selection –
The final selection is the final process which proves that the applicant has qualified in
all the rounds of the selection process and will be issued an appointment letter.

 Hiring: -
Hiring process refers to the process of finding, selecting and hiring new employees to an
Institute. Deciding upon the final candidate who gets the job.

 Training and Placement: –

Every employee goes under training program which helps him to put up a better
performance on the job. Training program is also conducted for existing staff that have a
lot of experience. This is called refresher training. Training and placement are one area
where the institutions spend a huge amount. Training programs boost employee
satisfaction and improve employee retention. Employees appreciate being able to build
new skills, improve their job performance and potentially evolve towards more
challenging roles.

 The Training & Placement cell of Bharti college is committed to providing all possible assistance
to the students in their efforts to find employment and internships.
 Training and Placement department is an integral part of the institution.
 It trains, develops, grooms and makes student ready for final Placement.
 The department invites various industries and reputed firms for campus recruitment.
 The department coordinates with the corporate sector and provides well-developed infrastructure
to facilitate the campus selection programs.
 The placement department works together with other departments as a team in mouldings the
students to the requirements of various industries
 We organize number of campus drives throughout the year for placement of our students.
 Pg. No.37

2. Employee Remuneration and Benefits Administration: -

 What is Employee Remuneration?

Employee Remuneration refers to the reward or compensation given to the employees for
their work performances. Remuneration provides basic attraction to an employee to
perform job efficiently and effectively.
Remuneration leads to employee motivation. Salaries constitutes an important source of
income for employees and determine their standard of living. Salaries effect the
employee’s productivity and work performance. Thus, the amount and method of
remuneration are very important for both management and employees. There are mainly
two types of Employee Remuneration: -

Types of Employee
Remuneration

Time Rate Piece Rate

Method Method

a) Time Rate Method: -

b) Piece Rate Method: -

 What is Employee Benefits Administration?

Employee benefits administration means determining and managing of benefits offered to
the employees in Bharti Group. Benefit administration systems generally determine
which benefits employees qualify for, including health, dental, disability, retirement
accounts, vacations and paid time off, sick leave, and parental leave. The benefits
administration process is typically the responsibility of an organization’s human
resources department.

Effective benefits administration can serve as a competitive advantage for many

organizations in attracting, hiring, and retaining top talent, as well as cutting operational
costs. When an organization analyzes the needs of its employees and chooses benefits to
meet those needs, employees often feel heard and appreciated, which can increase
employee engagement.
 Pg. No.38

3. Performance Management: -

What is Performance Management

Performance management is a corporate management tool that helps managers monitor

and evaluate employees' work. Performance management's goal is to create an
environment where people can perform to the best of their abilities to produce the
highest-quality work most efficiently and effectively.

 Performance management tools help people to perform to the best of their abilities to
produce the highest-quality work most efficiently and effectively.
 The precept of performance management is to view individuals in the context of the
broader workplace system.
 Performance management focuses on accountability, transparency, and fosters a clear
understanding of expectations

4. Employee Relation: -

What is Employee Relation: -

The definition of employee relations refers to an organization’s efforts to create and

maintain a positive relationship with its employees. By maintaining positive, constructive
employee relations, organizations hope to keep employees loyal and more engaged in
their work. Typically, an organization’s human resources department manages employee
relations efforts; however, some organizations may have a dedicated employee relations
manager role.
Typical responsibilities of an employee relations manager include acting as a liaison or
intermediary between employees and managers, and either creating or advising on the
creation of policies around employee issues like fair compensation, useful benefits,
proper work-life balance, reasonable working hours, and others. When it comes to
employee relations, an HR department has two primary functions-

a. HR helps prevent and resolve problems or disputes between employees and

management.
b. assist in creating and enforcing policies that are fair and consistent for everyone in
the workplace.
 Pg. No.39

 What are the four Pillars of Employee Relation?

a. Open Communication

If you notice that something is wrong then they have to communication with each other.
In any relationship, communication is the key, but in the work relationship, it gives employees
the transparency that they need, it can help them understand their role in the organization better,
and make them feel like you trust them. It is necessary to communicate and clear all your doubts.
It helps to keep healthy relationship between HR and employee.

b. Show Gratitude
I’ve seen so many leaders make the mistake of not saying please and thank you enough.
Those simple words really do mean a lot to employees, and it reinforces their good work. When
an employee finishes a project on time and on budget, you should really celebrate it, and reward
them properly.

c. Consistent Feedback
Make sure that you’re always touch in with the employees, and giving them feedback on how
they can improve or how much they have to develop their selves.
Make them understand that you’re trying to help them grow as a person, which is exactly what
they want.
Employees crave feedback, so don’t be shy about giving it to them very frequently.

d. Invest in Your Employees

Show employees that you care about them, and that you want them to be better people, both
personally and professionally.
The truth is, more and more we’re realizing that if an employee is happy in their personal life,
they’ll be much more productive at work.
You should find out what would make your employees happier, and then invest in them. Allow
them to pursue side projects, or other things, it honestly doesn’t matter.
What matters is that you’re investing in their growth.
 Pg. No.40

5. Job Satisfaction: -

What is Job satisfaction?

It is also known as Employee satisfaction. Job satisfaction can be defined as the positive
feelings or attitude of individual towards their job which acts as a motivation to work.
Money is not always the main cause of job satisfaction its job security, work life balance,
etc. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the
job. It is a work attitude
An attitude has three components: -
 Cognition
Thoughts, beliefs, opinions about something
 Affect
Feeling and emotions about something
 Conation or Behavior
An inclination to take action about something

Three Factors of Job Satisfaction

a) Personal factor
b) Factors inheriting in Job
c) Factors controlled by Management

Importance of Job Satisfaction

 Increased productivity level

 It improves physical and mental health
 Positive work environment
 Retain quality and expert employees
 Supportive working condition
 Decrease Absenteeism
 Decrease employee turnover
 Increase Job satisfaction
 Increased profit
 Loyalty
 Pg. No.41

6. Employee Retention: -

What is Employee Retention?

Employee retention is a process in which the employees are encouraged to remain with
the organization for the maximum period of time or until the completion of the project.
Employee retention is beneficial for the organization as well as the employee. Employees
today are different. They are not the ones who don’t have good opportunities in hand. As
soon as they feel dissatisfied with the current employer or the job, they switch over to the
next job. It is the responsibility of the employer to retain their best employees. If they
don’t, they would be left with no good employees. A good employer should know how to
attract and retain its employees. Retention involves five major things: Compensation,
Support, Relationship, Environment, Growth etc.

Retention involves 5 Major things-

a) COMPENSATION:
Compensation constitutes the largest part of the employee retention process. The employees
always have high expectations regarding their compensation packages. Compensation packages
vary from industry to industry. So, an attractive compensation package plays a critical role in
retaining the employees. Compensations includes salary and wages, bonuses, benefits,
prerequisites, stock options, bonuses, vacations, etc.

b) GROWTH:
Growth and development are the integral part of every individual’s career. If an employee can
not foresee his path of career development in his current organization, there are chances that he’ll
leave the organization as soon as he gets an opportunity. The important factors in employee
growth that an employee looks for himself are: Work profile: The work profile on which the
employee is working should be in sync with his capabilities.

c) ENVIRONMENT:

It is not about managing retention. It is about managing people. If an organization manages

people well, employee retention will take care of itself. Organizations should focus on managing
the work environment to make better use of the available human assets. People want to work for
an organization which provides

 Appreciation for the work done.

 Ample opportunities to grow.
 A friendly and cooperative environment.
 Pg. No.42

d) Relationship:
Sometimes the relationship with the management and the peers becomes the reason for an
employee to leave the organization. The management is sometimes not able to provide an
employee a supportive work culture and environment in terms of personal or professional
relationships. There are times when an employee starts feeling bitterness towards the
management or peers. This bitterness could be due to many reasons. This decreases employee’s
interest and he’ll become de-motivated. It leads to less satisfaction and eventually attrition.

e) SUPPORT:
Lack of support from management can sometimes serve as a reason for employee retention.
Supervisor should support his subordinates in a way so that each one of them is a success.
Management should try to focus on its employees and support them not only in their difficult
times at work but also through the times of personal crisis. Management can support employees
by providing them recognition and appreciation. Employers can also provide valuable feedback
to employees and make them feel valued to the organization.
 Pg. No.43

Work Life Balance

 What is Work Life Balance?

Work-life balance is a term used for the idea that you need time for both work and other aspects
of life, whether those are family-related or personal interests.

Work-life balance is not a new concept. It simply means carving out appropriate time for your
professional and personal life. But lately it’s become a trend, with small businesses and start up
using it to attract young talent, which has to lead defining exactly what it means for their
employees. Often times, it comes down to how a growing Institute can achieve maximum
productivity at a reasonable cost to their employees’ time and well-being.

 How employees balance their work life and personal life (Work from home)
during lockdown.
As we know that India is facing Covid-19 since 2020, so how they are managing their
work from home.

1) If the women can work from home, it’s not easy to manage the family and the work,
it gives stress to handle both the things.
2) He/ She has to make schedule for working time n personal time. For ex-If the official
time of the office is 9a.m. so they have to complete their personal work before 9.
3) We all know that in work from home the employees become lazy. So, in some of I.T.
sectors or other sectors keeps some of online activities like- Contest, online games,
etc. It is just for an enjoyment that employee can do the work without any stress and
they enjoy the work.

4) They’ll manage some of their personal work in a break time.

5) If the employee has 9 hours of work time per day, they can complete all the office
work at that time. After the 9 hours they have their personal time so, they can do
whatever they want to do.
6) As a student it is also difficult to manage studies and job both.
 Pg. No.44

 Benefits of Work- Life Balance-

a) Set Boundaries with Your Clients
b) Offer flexible scheduling.
c) Foster a healthy work environment.
d) Train your managers to help.
e) Create a family-friendly work environment.

 The 6 Components of Work- Life Balance

1) Self-management
Sufficiently managing yourself can be challenging, particularly in getting proper sleep, exercise
and nutrition. Self-management is recognition that effectively using the spaces in our lives is
vital, and that available resources, time and life are finite. It means becoming captains of our
own ships. No one is coming to steer for you.

2) Time management

Effective time management involves making optimal use of your day and the supporting
resources that can be summoned. You keep pace when your resources match your challenges.
Time management is enhanced by setting appropriate goals and discerning what is both
important and urgent, versus important or urgent. It means knowing what you do best and when,
and assembling the appropriate tools to accomplish specific tasks.

3) Stress management

By nature, societies tend to become more complex over time. In the face of increasing
complexity, stress is inevitable. More people, distractions and noise require each of us to become
adept at maintaining tranquillity and working ourselves out of pressure-filled situations. Most
forms of multitasking ultimately increase our stress. Focusing on one thing at a time should be
your goal.
 Pg. No.45

4) Managing change

In our fast-paced world, change is the only constant. Continually adopting new methods and re-
adapting others is vital to a successful career and happy home life. Effective change management
involves making periodic and concerted efforts to ensure that the volume and rate of change at
work and at home does not overwhelm or defeat you.

5) Managing technology

Make sure that technology serves you, rather than abuses you. Technology has always been with
us, since the first walking stick, flint, spear and wheel. Often There is no choice but to keep up
with the technological Joneses, but you must rule technology, not vice versa.

6) Managing leisure time

This is the most overlooked element of the work-life balance. Rest and relaxation are important
and shouldn’t be short-changed. Time off is a vital component of the human experience.
Curiously, too much of the same leisure activity, however enjoyable, can lead to monotony.
Thus, effective leisure management requires varying your activities.

 Objectives of Work/ Life Balance

a) Personal Life

b) Relationship

c) Safe condition of work

d) Human Resource development

 Principles of Work/ Life Balance

a) Safety

b) Healthy

c) Social Integration

d) Security and Growth

e) Total Life Span

 Pg. No.46

References
 R. Anbu Ranjith Kumar Research Scholar, Department of Management Studies,
Karpagam University, Coimbatore, India- A STUDY ON EMPLOYEE RETENTION IN
ORGANIZATION IN INDIA. Page no. 2

 Dr. (Mrs) Chinyere A. Omebe Department of Science Education Ebonyi State

University, Abakaliki- HUMAN RESOURCE MANAGEMENT IN EDUCATION:
ISSUES AND CHALLENGES. Page no. 27- 30

 Jeff Davidson’s book, Simpler Living, Article- Work Life Balance

 YOGENDER YADAV, Role of HRD practices in Employee Retention in ARBRO

PHARMACEUTICAL INDUSTRY
 Pg. No.47

Conclusion
The data collected with the questionnaire was analysed in detail and summary is presented
below: The state of the facility is analysed on the basis of percentage of satisfied employees.

 Strongly Agree- (100%- 75%)

 Agree- (74%- 60%)
 Neutral-(59%- 50%)
 Disagree-(49%- 40%)
 Strongly Disagree- (Less than 40%)

1) From how many years you are working in Bharti Group?

Ans-( 76%) More than 2 year

2) House, furniture, computer and multipurpose advances given to employees are

satisfactory?
Ans- (75%) Strongly Agree

3) Does the Institute provide both maternity/ paternities leave to the Employees?
Ans-(100%) Strongly Agree

4) You are satisfied with the benefits like leave, travel, children education concession etc.
given to employees?
Ans- (90%) Strongly Agree

5) How do you rate the medical benefits provided by the Organization for the employees
& their families?
Ans- (75%) Strongly Agree

6) How do you rate the Working Environment of the Organization?

Ans-(70%) Agree

7) Do you think employee welfare activities of the Organization give a feeling of safety
and improves your performance?
Ans-(100%) Strongly Agree

8) Do you see yourself growing and developing your career at Bharti Group?
Ans- (70%) Agree

9) You are equipped with latest technique to work at the workplace?

Ans- (73%) Agree
 Pg. No.48

10) Are you satisfied with your job responsibilities?

Ans- (89%) Strongly Agree
 Pg. No.49

Questionnaire
1. From how many years you are working in Bharti Group?

o Less than 6 Month

o 6 Month
o 1 Year
o Year
o More than 2 year

2. House, furniture, computer and multipurpose advances given to employees are

satisfactory?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

3. Does the Institute provide both maternity/ paternities leave to the Employees?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

4. You are satisfied with the benefits like leave, travel, children education
concession etc. given to employees?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
5. How do you rate the medical benefits provided by the Organization for the
employees & their families?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
 Pg. No.50

6. How do you rate the Working Environment of the Organization?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

7. Do you think employee welfare activities of the Organization give a feeling of

safety and improves your performance?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

8. Do you see yourself growing and developing your career at Bharti Group?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

9. You are equipped with latest technique to work at the workplace?

o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

10. Are you satisfied with your job responsibilities?

o Strongly Agree
o Agree
o Neutral
 Pg. No.51

o Disagree
o Strongly Disagree