INTERNSHIP REPORT

AT
INFOWIZ SOFTWARE SOLUTIONS

Name- Ishika Kumari

Registration no.- 11913656

Section- Q1905

Course code – MGN350

OFFER LETTER
Certificate of completion
 ACKNOWLEDGEMENT

I would like to express my special gratitude to Mr. Manish Sir for helping me throughout my
internship journey and providing me the opportunity to work with the HR department at
Infowiz Company. I am also grateful to the employees of the HR department for their
acceptance and cordial behaviour. Mr. Manish helped me a lot throughout my HR practice,
helped me in completing my task on time. Infowiz software solution has provided me a great
platform to learn and work Under the guidance of senior HR executive managers. I it was a
great opportunity for me to know about the practical experience of HR department at Infowiz
software solution. They have provided me with the most helpful environment in their office
and also special thanks to all my colleagues who help me to cope up with the office work.

Also I would like to thank my parents for their constant support and helping me to move out
in different city for my internship work. Also a great thanks to all my friends and well wisher,
who have provided their wholehearted support to me in this exercise. I believe that this in the
world has prepared me for taking up new challenging opportunities in future.

I think, this report will motivate me in my future to take more initiative and gain more
experience in life by working on different projects with different organisations to improve my
self knowledge and experience. I have completed such a big project in a very efficient
manner and have given my best to my internship project.

Through this report I will be providing with all the content I have practised and learnt during
my internship project at Infowiz software solutions, Chandigarh.
TABLE OF CONTENT

Chapter 1. Introductory part

1.1 introduction
1.2 Background of the report
1.3 Objective of the report
1.4 Scope of report
1.5 Limitations

Chapter 2. Organisation Profile

2.1 About the organisation
2.2 Human resource practice at organisation
2.3 Mission
2.4 Vision
2.5 Services at Organisation
2.6 Objectives of organisation

Chapter 3. Overview of HR division

3.1 human resource management
3.2 HR functions
3.3 Units of HR Division
3.4 HR Staffing
3.5 HR operations

3.5.1Recruitment and selection

3.5.2
Training and development
3.5.3Performance appraisal
3.5.4Compensation
3.5.5Employer relations

Chapter 4. Internship at Infowiz software solution

4.1 Description of job

Chapter 5. Recommendations / Conclusions

 CHAPTER 1 ( INTRODUCTORY PART)

Introduction:

Human resource management is the emerging activity and the human resource department is
the emerging sector in the new era of corporate world. Previously HRM was ignored by big
organisations but today the situation has changed, most of the organisations are emphasising
on HRM practice. The main reason is, the organisation runs by the people of human
resources not by the machine. So, it is important to maintain the human resources of the
organisation in order to run in the long term and to improve organisational work and maintain
the efficiency. Infowiz software solution also emphasises a lot on the HR practice. During my
internship, my main motive was to learn about the HR management and activities of HR. So,
I have chosen the topic of this report as “Human resource management and workings of HR”.
I tried to integrate my practical knowledge of HR and combine it with the practical examples
as observed during my internship. Also, I have tried to cover all the major functions of human
resource management that is recruitment, selection, compensation, training and development
and can be my understanding of the different functions of HR management through this
project. At the end of this report I have also prepared analysis of the company followed by
the recommendations based on my knowledge and the conclusion which I gather during my
internship.

Background of the report :

Lovely professional University is a supreme and a huge learning institution which provides
its students with various options to study and to learn at different levels to meet the
challenges and opportunities of the career. As a part of my graduation degree i.e, BBA
( Bachelor’s Of Business Administration), it requires the students to complete a summer
internship program. After the completion of the internship programme, the students are
required to prepare a report on the topic which is relevant to the work they were assigned
during the internship and provide all the details regarding their learnings, experiences and
work at the organisation.
An intern has to Join the organisation and practice their chosen field for consecutive 45 days.
So this internship was started on the 1 June 2021 and ended on 15 July 2021. After the
completion of the internship practice we are required to prepare a report on the basis of work.
This internship report really helps us the students to recall their skills and experiences and
also helps to develop the mindset of the students. This will allow the students to be prepared
for the upcoming corporate challenges by experiencing a real-time working environment at
any organisation.
So after the signing of internship project I shows Infowiz software solution, Chandigarh as
my organisation to practise my summer internship with the HR department and I learned the
workings of HR and management of HR at any organisation. Infowiz Software Solutions is a
well known software company in Chandigarh. Also, they prepared the is students to face the
challenges of real corporate arena. Infowiz has gained a sound and reasonable market share
and has emerged as giants and pioneer in the education in just three by top notch six-week
industrial training in Chandigarh.

Objective of Report:

 The major objective of this internship report was to accomplish new set of knowledge
and practice in the Corporate world and to bring myself some glory of knowledge.
Apart from this, the objectives of the internship were to learn more about HRM
 Practices of HR Manager
 Divisions of HR
 How to Recruit an employee
 To understand the challenges faced by the HR department
 Learning different types of training provided to the employees
 To gain some ideas or knowledge from Senior Managers
 Get to know my abilities and my Status of knowledge
 To practice my theoretical knowledge in the field of work and check my accuracy
level.
 Professional or Self Development

Scope of report:

The report examines HRM practise from both a theoretical and practical standpoint,
encompassing HRP, recruiting and selection, training and development, pay management,
employee relations and separation, and so on. The study will teach you about HRM concerns,
their importance, and the latest strategies and models that have been applied to make it more
efficient. The research will assist in learning the practical processes used by prominent firms.
Furthermore, the research will aid in distinguishing between practise and theories in order to
determine how an organisations HRM practise and process can be improved.

Limitations of report:

This dissertation report is my first practical work outside of a course curriculum. I am a BBA
student who is just one stage away from completing my formal studies. Practical performance
in the formal levels becomes challenging before completing the institutional experience. As a
result, my lack of sufficient practical understanding has a significant impact on this report's
performance. Aside from the aforementioned constraints, there are a few others to consider:
 Time is a major constraint that would prevent a thorough investigation of the chosen
issue.
 HRD kept a number of secret matters, forms, and reports from me.
 Some business and operational tactics were restricted.
 Lack of practices in Human Resource Management.
 Confidentiality
 CHAPTER 2 - ORGANISATIONAL PROFILE

About INFOWIZ SOFTWARE SOLUTIONS:

INFOWIZ is a 15-year-old ISO-certified company that has been working in the field of IT,
Embedded Systems, and offering superior quality in Web Design, Web Development, and
SEO services to its clients. Their clients include small, medium, and big businesses as well as
individuals. They also provide excellent and fast Web and SEO services to offshore
organisations in the United States, the United Kingdom, France, Ireland, Canada, and
Australia. INFOWIZ is a company that specialises in web development (PHP and.NET),
JAVA (Core and Advance), iPhone and Android apps, embedded systems (AVR, PIC, and
ARM), robotics, and networking ( MCSE, CCNA & RHSE). INFOWIZ is a website that
provides information on a wide range of topics.

Their trained team of professionals ensures that the product is developed in accordance with
the customer's requirements, as well as keeping the customer updated on the progress of their
project on a regular basis. They believe in not only generating an appealing solution for our
clients, but also in giving a practical answer. INFOWIZ provides research-based Search
Engine Marketing products to help customers gain a better understanding of their online
business. SEO tools for SEM specialists are available through their Research & Development
division. Sagitech solutions Panchkula, Jarc infotech Mohali, Infonet Solution, Delhi, and
other software companies rely on INFOWIZ for technical support and consulting.

Human Resource Practices:

With job designations of HR executive and HR manager, Infowiz software solutions practises
HR majorly in its field. Human Resource Planning (HRP) is the process of anticipating an
organisations future human resource requirements and deciding how the organisations
existing human resource capacity might be used to meet those requirements. As a result, it
focuses on the fundamental economic notion of demand and supply in relation to the
organisations human resource capacity.
Outsourcing
External constraints on today's organisations are immense: exponentially rising technical
developments, increased globalisation, increasing competitiveness, and complex shifting
rules. Internal problems include shifting employee demographics and a changing workplace
as a result of organisational evolution through partnerships, mergers and acquisitions, and
new structures and hierarchies. HR is expected to play a more active role in strengthening the
organisations competitive edge, not just by navigating through these issues, but also by
strategically empowering the business to develop the organisation for the future.

At Infowiz's Human Resource Outsourcing (HRO) practise, they help worldwide clients' HR
divisions make the transition from enabling function to strategic partner, thereby improving
their real and perceived value. They also provide business process management services for
your HR departments, as well as a variety of artificial intelligence (AI), analytics, and
robotics process automation (RPA) based solutions to aid with this transformation.

MISSION:

Their mission at INFOWIZ is to establish the best educational standards possible through
improving quality and practical skills. The fundamental goal of INFOWIZ is to close the gap
between actual industry requirements and the abilities that are currently taught.

VISION:

The sole vision of INFOWIZ is to impart cutting-edge practical skills to trainees, allowing
them to effectively cope with and adapt to rapidly evolving technologies in the corporate
arena.

Services at Organisation:

Infowiz provides various services at its place such as;

Social Media Marketing- social media marketing use the social media and social networks
to market a company‘s products and services. It also allows the company is to engage with
their customers and reach new ones as the promote the culture mission or two. Sites like
Facebook, Twitter, Instagram, telegram a commonly used to execute social media marketing.
It has change the baby function as the society, the including the baby connect with the one
another. Social media websites in all marketers to employ a broad range of tactics and
strategies to promote content and have people engage with it.

Digital Marketing Specialization- Master strategic marketing concepts and stories to

address brand communication with the word is digital marketing specialisation.
Specialisation explore several expects of the new digital marketing environment, including
topics such as search engine optimisation, media marketing, 3-D marketing and marketing
analytics.

HR Management- Management is a strategic approach to the most effective and efficient

management of people in any company or organisation so that they help their business gain a
competitive advantage. The human resource manager of a leading direct the routine functions
of the HR department including hiring and interviewing staff, administrating pay, benefits,
and leave, and in forcing, company policies and practices.

Web Designing- Web design is a multidisciplinary job, where you would needed not only
knowledge and design typography, colour theory but also skills in developing a website that
is HTML, CSS, JavaScript. Some web designers are also involved in interaction design when
the code for animations and interactions using CSS or JavaScript. It might seem simple in the
beginning because you can learn the basics of ST email and CSS in a few months but in this
industry, you may find it more challenging. But if you are interested in building are you
might be easy for you.

OBJECTIVES OF ORGANISATIONS:

 The main aim at Infowiz is to impart among the students the practical and technical
skills required to leave a legacy at your workplace.
 To develop skills from to the application to a practical work situation.
 To import the techniques and skills directly related to their career field.
 To enhance the creative skills and induce a sense of coordination amongst the
employees.
 Work effectively can collectively as an individual or team player.
 Recognise the need to lifelong learning.
 CHAPTER 3- Overview Of HR Division

Human resources (HR) professionals conduct a wide variety of tasks within an organisational
structure. A brief review of the core functions of human resource departments will be useful
in framing the more common activities a human resource professional will conduct. The core
functions can be summarised as:

Some of the activities performed by me during the training process are:

APPOINTMENT LETTER
Date – 6/07/2021
Riya Anand

Infowiz Software Solutions

Chandigarh, 160104

Subject- Letter of Appointment for the post of HR

Dear Riya,

We have referred to your resume and received your application for the post of HR and are
pleased to inform you that you have been selected for the interview at Infowiz Software
Solution. Hereby you are invited for the interview which is scheduled on Wednesday
between (9am-11am).

You are requested to be prepared to discuss your resume in some depth. In case if you will
not be there inform us priorly, the timings will not get rescheduled.

All the best!!

Thanking You

Regards

Infowiz Software Solution

 EXPERIENCE LETTER
Date-6/7/2021

Riya Anand

Infowiz Software Solutions

A company experience letter is a formal document issued by a current or former employer

that confirms the length of time a person worked for the company as well as the knowledge,
abilities, and experience they earned during that time. A company experience letter is used to
back up assertions made in a resume, cover letter, or curriculum vitae about a job candidate's
skills and expertise (CV). This is one of the most important documents to have in one's
professional portfolio. Before you agree to an employee's request to create a company
experience letter, make sure you check the following:

 You have firsthand knowledge of the employee's work history and abilities.
 You can give favourable feedback about it if you want to.
 INCREMENT LETTER
Date-6/7/2021

Riya Anand

Employee Code-132456

Infowiz Software Solutions

Subject- Letter of Increment

Dear Riya,

In recognition of your previous performance we are glad to inform you that the company has
decided to give you an increment of Rs. 15000 and your restructured salary will be Rs.30000.
We would like to express our appreciation for your contribution towards the organisation
and hope that you will continue to strive for better results. We hope that you will continue to
do your work with full dedication and sincerity.

Congratulations!!

Regards

Infowiz Software Solutions

OFFER LETTER
Date- 6/07/2021

Riya Anand

Infowiz Software Solutions

Chandigarh, 160104

Subject- Offer letter for the post of HR

Dear Riya,

We are pleased to inform you that you have been selected for the post of HR in our
company. By conducting your interview we feel confident that you will offer your skills and
experience towards the growth of the organisation. You can start joining from next Monday
(12/07/2021). Office hours are from 9am-5pm.

Please confirm your acceptance of this offer by signing and returning a copy of this offer
letter.
Staffing :

Recruiting new full-time or part-time employees, hiring contractors, and ending employee
contracts are all examples of this.

The following are examples of staffing activities:

 Identifying and addressing talent shortages (through recruitment, primarily).

 Using a variety of recruitment technologies to attract a large number of applications
(and to filter based on experience).
 Contract termination when necessary
 Keeping ethical recruiting processes in place and adhering to statutory requirements.
 Negotiating salaries and perks with employees and writing employee contracts.

Development :

HR is responsible for maintaining a developmental approach to existing human resources,

including onboarding new employees and providing resources for continuous development.

The following are some examples of development activities:

 Educating and training new hires for their jobs

 Providing options for employees to receive training (internal training, educational
programmes, conferences, etc.) to stay current in their industries.
 Getting ready for managing and giving feedback to employees and supervisors

Safety and Health :

In order to achieve best practises in many businesses, employees' safety and health must be
carefully considered.

The following are some examples of safety and health activities:

 Assuring compliance with legislative requirements for safety measures based on job
function (i.e. hard hats in construction, available counselling for law enforcement,
appropriate safety equipment for chemists, etc.)
 When laws in a particular industry change, new safety measures must be
implemented.
 Consult with relevant government departments on safety and compliance.
 Meeting with unions to discuss safety and compliance

Employee and labour relationship:

A core HR job includes defending employee rights, cooperating with unions, and mediating
conflicts between the corporation and its human resources.
The following are examples of employee and labour relations activities:

 resolving conflicts between employees and their bosses

 Employee-to-employee conflicts are resolved through mediation.
 When it comes to charges of harassment and other forms of workplace abuse,
 Employee rights are being discussed with unions, management, and other parties.
 When it comes to broader organisational concerns including employee welfare, acting
as the voice of the organisation and/or the voice of the employees is essential.

Human resource development:

Human resource development combines training and career development to increase an

individual's, group's, and organisation’s effectiveness.

Human resources refers to the group of people who make up an organisation’s, business
sector's, or economy's workforce. Although “human capital” and “human resources” are
frequently used interchangeably, human capital usually refers to a narrower perspective of
human resources (i.e., the knowledge the individuals embody and can contribute to an
organisation ). Other phrases that are commonly used are "manpower," "talent," "work," or
simply "people."

As a theory, human resources development (HRD) is a framework for increasing human

capital inside an organisation through developing both the organisation and the individual in
order to improve performance. “The capacities of individuals,” writes Adam Smith.
The combined use of training, organisation, and career development activities to increase
individual, group, and corporate effectiveness is known as human resource development.
Through organised learning activities, HRD develops critical competences that enable
individuals in businesses to execute current and future roles. HRD is used by groups within
organisations to initiate and manage change. HRD also guarantees that individual and
organisational needs are met.

HRD is a process that takes place within organisations and encompasses:

 Training and development (TD) is the process of developing human knowledge with
the goal of enhancing performance.
 Organisation development (OD) is the process of equipping an organisation to take
advantage of new opportunities.

.
HR Intern - The intern is the unpaid or compensated assistant who handles everything from
fetching coffee to setting up meetings at the bottom of the HR ladder. They frequently
perform the mundane administrative jobs that the higher-ups avoid because they are
laborious, time-consuming, and dull. Interns are usually temporary employment that last a
year or less and are there to get knowledge and insight into the HR department.

HR Assistant – The HR Assistant function is comparable to that of an intern, with the

exception that it is compensated and long-term. An assistant usually works directly with
someone higher up in the HR ladder, handling day-to-day administrative chores but not as
much as an intern. It's the lowest rung on the HR ladder, and it's expected that instead of
leaving for higher education or other pastures, they'll stay and progress within the company.

HR Trainee — Trainees are HR employees who are being prepared for mid-level positions
by shadowing or one-on-one time with the person they will either work with or replace.
Trainees are new to the field, however they may have worked as a general assistant or intern
in the past.

HR Associate – Like the assistant, the associate may have certain connotations of a long-
term role at the entry-level, as opposed to the assistant's swift mobility. Associates are the
rank and file, generalists who take on whatever tasks are assigned to them but do not make
managerial choices.
HR Coordinator — “HR Coordinator” is a role that is rarely seen; instead, coordinators are
administrative assistants who handle HR-related activities. Coordinators assist with filing
employee documentation, performing employee actions, sending employee notifications, and
preparing materials for meetings, as well as assisting with filing employee documentation,
performing employee actions, sending employee notices, and preparing materials for
meetings.

Recruiter — Recruiters are in charge of the company's day-to-day recruiting efforts. They
read and filter resumes and applications, maintain job ads, organise interviews, and reach out
to passive applicants via cold calls. They're the first line of defence for the recruiters who
make the final hiring decisions higher up the chain.

Analyst - As an information broker, analysts play an intriguing function. They work with
data and high-level reasoning and analysis, but they may not have the authority to make
judgments based on that data. They study firm data, especially as it pertains to people, to
create reports for higher-level employees and directors to review. Analysts are found at all
levels, while upper-level analysts are more often external consultants than internal officers.

Staff Coordinator – Staff coordinators are the top of the HR department's low-level
personnel. They're on their way to becoming mid-level managers and may be in charge of
interns, trainees, and employees in the HR department. They assist with recruiting, screening,
and new hire orientation, but they are still responsible for a lot of the day-to-day tasks that
upper-level jobs might delegate.
Human Resource Staffing:

Employee recruitment, screening, and selection are all functions of staffing that are
undertaken within an organisation or business to fill job positions. Orientation, training,
retention, and termination are all areas of employment that a staffing department can handle.
Contractors are sometimes used at various levels of the staffing process to undertake this
function outside of a company. Small businesses may handle staffing on a case-by-case basis,
but larger businesses may have numerous staffing cycles in a single year. Staffing can be
used by businesses of any size to hire temporary or permanent employees. Human resources,
personnel, and marketing are some of the terms and departments that are associated.

With the boom years behind them, HR managers have been able to relax in recent years
because they no longer have to rush around attempting to achieve recruitment goals. The
present issue for HR managers is, of course, to manage the downturn and smooth out the
downsizing that is occurring in many firms. In order to achieve these goals in these difficult
economic times, HR managers are turning to passive measures as a first line of defence,
informing staff that they are on PIPs, or Performance Improvement Plans, which normally
results in natural attrition. Instead of downsizing, HR managers are lowering recruitment so
that they do not have to terminate employees, and instead, these employees are rehired.

Staffing Functions

1. The primary and most important role of staffing is to find qualified people for various
positions inside the company.
2. Staffing ensures that the proper people are hired for the correct tasks, resulting in
increased production and performance.
3. It promotes the most efficient use of human resources in a variety of ways.
4. Workers' job satisfaction and morale improve as a result of the suitable person being
hired.
5. Staffing aids in the efficient use of human resources.
6. Through development managers, it ensures the organisations continuity and progress.

The Importance of Personnel :

 Other Functions Are Performed More Efficiently - Staffing is essential for the proper
performance of other management duties. Because an organisation cannot
successfully perform management duties such as planning, organising, and controlling
if it does not have competent staff.

 Use of Technology and Other Resources Effectively - What is the relationship

between staffing and technology? The human aspect, after all, is crucial in making the
most use of the latest technology, capital, and materials. By completing the staffing
function, management can guarantee that the correct people are hired.

 Human Resource Employee Motivation - Individual behaviour in an organisation is

influenced by a variety of elements such as education level, needs, socio-cultural
influences, and so on. As a result, the human parts of the organisation have become
increasingly essential, and workers can be motivated by both financial and non-
 financial incentives to execute their jobs efficiently and help the organisation achieve
its goals.

Staffing Characteristics :

People-Centered

Staffing can be seen of as a people-centered function that applies to all types of businesses. It
is concerned with people categories at all levels of the organisation.

 Workers in blue collar jobs (those who operate on machinery and do things like
loading and unloading) and white collar jobs (i.e., clerical employees).
 Personnel in managerial and non-managerial positions.
 Those who are experts (eg.- Chartered Accountant, Company Secretary).

Human Capabilities :

Because the staffing function is primarily involved with various sorts of human resource
training and development, managers should employ human relation skills when offering
direction and training to their subordinates. Human interactions in the organisation will be
friendly and mutually performed in an ordered manner if the staffing function is correctly
performed.

Continual Service :

The staffing function must be carried out on a constant basis, which is critical for both new
and established businesses. Because staff must be recruited, selected, and trained in a freshly
founded organisation. When we look at the organisation that is already a success, When we
compare that to a company that is already operational, we can see that each manager is
involved in numerous staffing operations.

As a result, he is in charge of overseeing all employees to ensure that work is completed in

order to meet the organisations overall goals.
Recruitment and Selection Process:

One of the most significant parts of human resource planning is recruitment and selection.
Human resource planning guarantees that the correct kind and quality of personnel are hired
to meet the company's objectives.

“Recruitment is a process of searching for prospective employees and encouraging them to

apply for jobs,” says Edward Flippo.

Recruitment is the process of identifying potential sources of manpower to meet the staffing
schedule's requirements and putting in place effective strategies to attract that workforce in
sufficient numbers to allow for the effective selection of an efficient work force.”Recruitment
is the process of finding qualified people and enticing them to apply for open positions in an
organisation. It is the initial step in the process of selecting and appointing the best staff for
the company. The organisation advertises employment openings in newspapers, online job
portals, and consulting services, among other methods.

Recruitment aids in the creation of a pool of qualified and interested job applicants, from
whom a select number are chosen for further consideration. As a result, it serves as a
foundation for the selection process. If the recruitment process is done correctly, it will aid in
the hiring of employees who are suited to the organisations needs. Candidate selection begins
where their recruitment stops. In other words, the selection process begins only after a
sufficient number of applications have been received from various sources of recruitment -
internal or external.

The following are the various processes that are involved:

The first step is to fill out an application form.

The application form is intended to include extensive information on the applicants. It also
aids in comparing the applicants' qualifications.

Some or all of the following information will be required on the application form:

The position for which you have applied.

I. Personal information, such as name, address, phone number, age, sex, marital status,
children, nationality, and relatives.

II. Education - schools, colleges, and universities attended, degrees/diplomas gained,

year of completion, courses offered, and grade or division received.

III. Qualification as a professional (s).

IV. Reading, writing, and speaking skills are all known languages.

V. Work history, including dates from and to, employer's name, address, and sort of
business, position and responsibilities held, and reasons for leaving.
VI. Personal circumstances; when called upon, whether or not to serve anyplace, and so
on.

VII. Medical history, including a brief description of any serious sickness, disability, major
procedure, or other significant event.

Interview Process:

An interview is the candidate's initial face-to-face meeting with corporate officials. It is a

necessity for applicants who pass the initial screening as likely candidates who meet all of the
fundamental requirements. The purpose of a selection interview is to gather information
about a candidate's motivations and behaviour, to analyse personality, to double-check the
candidate's factual information, and to inform him about the position and the firm. The
interview might be conducted in two stages: preliminary and final, or in a single step. A
preliminary interview could aid in the selection of the most likely applicants for the final
interview. It must be ductile.

Companies may conduct sequential interviews, in which the same candidate is interviewed by
one or more interviewers one after the other. The panel or board interviews, on the other
hand, are more common. A panel of experts may be small, whereas a board may contain a
higher number of specialists. The interview can be structured or unstructured. A series of
questions is already prepared for a patterned interview. The interviewers are able to gather
information about the prospect in a methodical and consistent manner. The interviewers
should also look at the candidate's basic qualities and motivations before making a decision.
In a non-patterned or open interview, interviewers ask questions that they believe will expose
the candidate's thoughts and strengths and weaknesses.

Technical interviews may be held to examine candidates' competency in their own unique
domains when recruiting technical and highly skilled workers. The candidate's strengths and
weaknesses should be appropriately assessed by the technical expert on the selection board.

Interviewers frequently make the following mistakes:

i. The halo effect: awarding high marks to candidates whose preferences and dislikes are
similar to his own.

ii. The logical blunder: judging by the wrong standard

iii. The leniency errors—assisting the candidate in coming out for something he or she cannot
handle.

iv. The contrast error, which penalises candidates who have opposing beliefs or inclinations.

According to John Munro Fraser, an objective appraisal of a candidate's performance

would necessitate the interviewer's unbiased assessment of the following qualities:

i. Physical appearance and first impressions

ii. Requirements
iii. The mind and its capacities

iv. Persuasions

v. Modifications

Employment Tests:

Employment tests are the exception rather than the rule when it comes to selecting methods.
They could be used to supplement the data gathered through the application forms and
interviews. The results of tests specifically intended for this purpose can be used to forecast a
candidate's future performance in a given field to some extent. The use of aptitude and
potential tests can help to avoid the disappointment that comes with failures and dropouts in
training and later on the job.

The following are the five primary types of psychological tests:

I. Intelligence evaluations:

Intelligence tests are especially useful in evaluating candidates for jobs that require problem-
solving skills or extensive training. For candidates of various ages, many types of IQ tests are
utilised.

II. Attainment evaluations:

Attainment examinations assess a person's ability to learn new knowledge or skills. For
spelling, vocabulary, arithmetic, mechanical information, and a variety of other subjects,
knowledge tests have been designed.

III. Aptitude examinations:

Aptitude tests determine a person's intrinsic fit for specific sorts of work and can help
determine whether a guy is better suited to one form of employment over another. Tests such
as "sales aptitude," "managerial aptitude," "mechanical aptitude," and others are used to
determine a candidate's ability in a specific field. The General Aptitude Test Battery assesses
a candidate's abilities in areas such as verbal comprehension, numeracy, motor coordination,
manual dexterity, and general intelligence.

IV.Interest tests, number four:

Interest assessments can help identify which parts of a candidate's life are most likely to settle
down and be content. Interest tests can be used to determine whether a candidate prefers
indoor or outdoor jobs, routine or creative labour, and solo or group duties.

V. Personality evaluations:

Personality tests are used to determine how much an individual possesses attributes like
drive/persuasion, self-confidence, stability, and so on. The situational test, such as the
leaderless group discussion, is the most promising type of test for shedding light on the
personality area.

There are certain limitations to psychological exams. These tests cannot guarantee that the
predictions made will be correct 100 percent of the time. Furthermore, when these
examinations are utilised as the primary metric for determining their abilities, levels of
maturity, and other characteristics, applicants from impoverished households, as well as those
from rural and backward regions, may be at a disadvantage compared to those from affluent
urban families. Experts should create and deliver the tests in a professional manner. They
should be used in conjunction with other techniques.

References:

After the selection has been made, references should be sought. These can either be written
down or checked over the phone. If references are requested prior to the interview, the
members of the selection board's thinking may be skewed. The reliability of past employers'
and other people referred by the candidate's opinions is only as good as the individual giving
them. References may be useful in verifying information provided by the candidate on the
application form.

Medical Exam:

Medical examinations are performed on the chosen candidates by the company's doctor or
other licensed medical practitioners. Depending on the nature of the employment, medical
testing can range from comprehensive to minimal. To avoid infection, detect disorders, and
diagnose difficult diseases, manual tasks may necessitate extensive medical testing.
Order of Appointment:

After the selection board's recommendations have been approved by the company's
competent authority, letters of appointment are issued to the selected candidates. The board
of directors must approve appointments to senior positions such as chief executives, general
managers, financial advisers, and so on. In the case of other positions, the chief executive
may be the authorising authority.

The post offered, compensation and benefits, service conditions, duration of the post
(permanent, temporary, contractual), reporting authority, time limit for communicating
acceptance and entering the post, and so on are all listed in an appointment order. The
employing authority signs it and it becomes official.

Personnel Analysis:

These days, the goal of recruitment is not only to hire a talented worker, but also to sustain a
motivated workforce, as this reduces conflict. A personnel manager must rely on accurate
data kept in his own organisation, research conducted by other bodies/research organisations,
or hire consultants to examine a certain subject and provide advise.

An independent study conducted by a consultant or research organisation lends credibility to

the findings and suggestions, as follows:

I. In general, it is objective and free of subjectiveness and personal preconceptions.

II. It is methodical and accurately identifies the problem, its scope, and a scientific study
strategy.

III. It is purposeful since the problem is clearly stated, and the information gathered is
intended to dissect the problem and find solutions to it.

IV. It is based on facts. It identifies methodologies, tools, approaches, and procedures to

understand/solve the problem by being systematic and purposeful.

V. It is generalisable. Extraneous influences and irrelevant topics are not allowed to

impact the study because it is controlled for specified reasons, and clear conclusions
that can be generalised are easy to draw.

Personnel research is the process of gathering and analysing data in order to solve personnel
issues and establish principles/laws that govern their resolution. It is required for predicting
probable personnel problems, analysing present policies, and changes in policies and
procedures, and predicting employees' reactions to changes (be it machinery, change of work,
promotion policies, staggering holidays, performance appraisals, welfare measures, etc.)

Since research involves the collection of information in specific areas and the search for
trends that may aid in the solution of issues, it can take many forms or be a combination of
several, such as specific case studies, historical studies, opinion surveys, and elicitation of
data.
The contents of research reports vary based on the study type, however they should
primarily include the following:

i. The study's title

ii. The study's objective

iii. A clear and explicit statement of the problem

iv. The scope of the issue

v. The study's methodology and techniques

vi. The study's limitations, if any

vii. Problem deliberations and analysis

viii. How the conclusion and inference were reached

ix. Research areas for future studies and research

x. Bibliography

The following are examples of areas where statistics are collected and maintained on a
regular basis:

i. Employee Records - Age, sex, duration of service, area, occupation, family size, education,
training, salary range, and other factors are compared with similar enterprises on occasion.
Exchange of statistics reports with companies in comparable industries is a good idea as long
as the data is kept confidential.

ii. Transfers - Reasons for transfers; if requested or made by management; relationship of

expertise with department; nature of work; age; sex; duration of service; pay; occupational
dangers, and so on.

iii. Absenteeism - Absenteeism causes. Season, age, sex, occupation, department, duration of
service, health, and other factors all play a role.

iv. Health - The cause of sickness and whether it is linked to working circumstances, age, sex,
family size, and other factors.

v. Accident Proneness - Examine accident statistics by department, working environment,

age, gender, season/shift, and accident type. Compare the accident rate and severity trend.

vi. Grievance and Resignation - Examine the cause, the subject, the department of work, the
frequency, the level of education, the gender, the rank, and so on.
vii. Manpower Productivity and Standards - Number of employees; time standards; output
records; productivity and value added per person by department, age, sex, credentials,
working settings, and other factors in comparison to similar sectors.

Personal Appraisal Reports - For promotion, transfer, training needs, changes before and after
training, future development prospects, and other uses.

ix. Recruitment and Training Expenses — Qualifications, age, and sex for comparison with
similar enterprises by department and trade.

x. Payroll Data and Control of Overtime – According to trade, department, age, sex, accident,
health, etc.

xi. Suggestion Records – Suggestions received, reviewed, accepted and rewarded, savings
effected, classifying them according to qualifications, department, age, sex, salary, etc.

xii. Service and Welfare Records – How the employees are making use of canteens,
cafeterias, libraries, recreation and sports facilities to examine the trends.

The data collected, analysed and tabulated should not be merely for the sake of records. It
should be periodically analysed and made use of for the good of the company.

Data collected should be compared to data from a similar industry on a regular basis in
order to:

i. Reducing - absenteeism, resignation, accidents, health risks, reprimands, grievances,

disagreements, inequities, work stoppages, and so on.

ii. Improving employee effectiveness, efficiency, output, productivity, value added per
person, time standards, and job security.

iii. Improving – working conditions; welfare measures; morale and motivation; suggestion
programmes; a sense of belonging and pride in one's work; community/labor connections;
industrial peace and safety.

HRM Recruiting and Selection Process - Key Steps in the Recruiting and Selection
Process

Recruitment is a series of operations that include advertising, making preliminary

connections, and doing preliminary screening in order to build a qualified pool of
employment candidates for an organisation. The process of selection entails selecting the best
candidate or candidates from a pool of applicants (formed through the recruitment process).

Hire a temp or a permanent employee.

The first step in the hiring and selecting process is to establish if the position should be filled
with a temporary or permanent employee. When an employee leaves the business
unexpectedly, leaving a vacancy that must be filled immediately, it is usually preferable to
locate a temporary employee to fill the position in order to enable sufficient time for official
selection and recruitment of a permanent employee. In other cases, a work may be seasonal in
nature, in which case temporary staff might be better suited for the task. For example, during
the festival seasons of Deepawali, Christmas, and Eid, retail establishments typically hire
more personnel to accommodate the high volume of customers. Many of these workers are
seasonal and will be laid off once the season is finished.Temporary employment is often
easier to manage because they are short-term contracts and the employee is aware from the
start that the job will end once the term is over.

Step 2-Conduct a job analysis and develop a job description:

A good understanding of the components of a job is required for successful staff selection. To
determine job duties and responsibilities, a job analysis is used. This can be done by
gathering information about the job, interviewing employees, supervisors, and other
employers, and monitoring current workers. The job description and specifications are the
end outcome of the job analysis.

Purpose of Job:

The Program Director creates and implements learning programmes that will help Novartis'
present and future executives improve their skills and competencies around the world. These
initiatives are developed in close collaboration with members of the Executive Committee
and are supported by them. This job is headquartered in Novartis' global headquarters in
Basel, Switzerland, and reports to the Head of Learning.

Major Responsibilities:

i. In collaboration with the Head of Learning, serves as an expert in the design, development,
implementation, and ongoing updates of specialised learning programmes.

ii. Serves as the first point of contact for business partners and determines development
requirements.

iii. In the design and development process, deals directly with all potential providers.

iv. Participates in key learning programmes personally, interacts with internal senior faculty
and senior business school officials, and consults with consultants.

v. Contributes to the company's overall learning plan.

Key Performance Indicators (KPIs) include:

i. Specific programme feedback/ratings

ii. Positive feedback from partners in upper management

Dimensions of the job:

i. The number of colleagues required for Administrative Support is determined by the extent
of the project.
ii. Financial accountability: 5 to 10 million CHF

Background Information—Education and Work Experience:

i. Bachelor's degree with an MBA preferred

ii. Excellent business sense

iv. Outstanding interpersonal and communication abilities

iv. 6-10 years of experience working for a multinational corporation

Choose a Recruitment Strategy:

The second stage entails contacting the target audience and informing them that a position in
the organisation has become available. The goal is to have as many applicants as possible for
the job opening so that the employer has a wide selection of candidates to choose from when
hiring. The corporate website, current employees, prior applicants, trade publications,
newspapers, vocational schools, universities, and job agencies are all good places to publicise
the vacancy.
Many times, people arrive looking for job when there are no openings in the organisation at
the time. It's a good idea to have them fill out a brief form (requiring only the most basic
information) so that they can be contacted if a suitable position becomes available. A
database like this comes in helpful when it comes to quickly extending the application pool
for a job opening.

Determine the tools to be used for selection and the order in which they should be used:

Various instruments are available to assess applicants' talents, knowledge, and skills.
Preliminary screening (for example, through group discussions), application forms/resumes,
written examinations, personal interviews, reference checks, letters of recommendation,
physical examination, and so on. In some ways, some tools are superior to others. As a result,
it's advisable to employ a mix of them in a set order.

During the interview, factors indicating worker motivation, such as punctuality and
attendance, may be elicited, but contacting prior employers may provide more trustworthy
information.

Attempt to verify proof of specific skills, knowledge, and talents at many points during the
selection process if at all practicable. Using a table, it is useful to define specific techniques
that would be used for testing various skills, knowledge, or ability.

The questions and scenarios that will be utilised in the various methods employed in the
selection process must be finalised ahead of time, taking into account the many traits that will
be assessed in the applicant. When there are a high number of applicants, some tools such as
preliminary screening and application forms may be utilised to exclude a percentage of them.
The order of the stumbling blocks (in the form of a selecting tool). A description of the steps
in the process, their sequencing, and any required applicant preparation can all be included in
the invitation to participate. The order of the hurdles could be programmed to save time and
money for both the candidates and the business. A preliminary phone interview with
applicants who live far away could save time and money by avoiding unnecessary travel.
Written tests can sometimes be mailed to applicants provided they are administered by a
reputable, qualified third party.

Orient yourself ahead of time for the interview:

Potential applicants benefit greatly from a pre-interview orientation. This orientation should
give them an overview of the company's history, operations, and future prospects. It allows
candidates to ask questions to clear any uncertainties they may have regarding the position
and the firm. It also aids in piquing potential candidates' interest in applying for a position
with the organisation.

Preliminary Examination:

When there are a high number of applicants for a job, preliminary screening might be used to
weed out the less qualified people. Candidates seeking managerial roles have been found to
benefit from group talks. Through group discussions, the candidates' communication skills,
listening skills, teamwork skills, and leadership abilities are assessed. To weed out
candidates, some businesses choose to use objective-type examinations.

Examine resumes and application forms:

Candidates' academic and work histories can be captured more easily with well-written
application forms. Resumes and curriculum vitae (CV) are also useful in this situation. The
advantage of a standard application form over a resume is that it allows for easy comparison
of two or more candidates' profiles on various parameters—gaps in employment, too short
stints with previous organisations, etc.—evident in the application form, giving the selection
committee the opportunity to seek clarifications later during the personal interview stage.

Conduct a written examination:

The next step in the selection process is to take written tests. Tests to assess knowledge,
ability, skills, aptitude, attitude, honesty, and personality are available in a variety of formats.
These include power tests (to assess knowledge and analytical abilities), speed tests (to assess
the ability to do repetitive activities in a certain amount of time), open-book-open-web exams
(in which applicants have access to study materials as well as the Internet), and so on.

Multiple-choice, short-answer, fill-in-the-blank, and long-answer or essay questions are all

possible exam forms. Naturally, essay questions take longer to answer during evaluations
than other types of inquiries.

Conduct an individual interview:

Candidates who pass the written exam are invited to a personal interview. The personal
interview allows the selection committee to assess the candidate's personality, knowledge,
verbal communication skills, etiquette, clothing sense, and capacity to respond to impromptu
situations. The questions and their order must be chosen before to the interview in structured
interviews. When comparing the performance of two or more candidates, a structured format
is beneficial.
Check your references:

If the candidate is deemed worthy at the personal interview stage, it is critical to conduct
reference checks. It gives you a lot of information about the candidate's personality,
academics, and work history. In most cases, the candidate is asked for the names and contact
information of the persons who will be contacted for referencing in the application
form/resume.

Current employers should not be contacted unless the candidate provides permission, as this
may create unnecessarily difficult situations for the candidate. Email or phone calls can be
used to do reference checks.

Make an employment offer:

If the candidate's references come back with positive feedback, offer letters will be sent to
them. It is customary to send a formal rejection letter if this is not the case. It is not
uncommon for a few candidates to decline an organisations final offer of employment.

If the candidate does not respond or if the candidate responds negatively to the offer, the
candidate's information is archived for future use, as per company policy. Some
organisations' policies prevent such an applicant from applying for a job again, while others
have a more lenient and open policy that allows the candidate to apply again. Following
consultation with the candidate, the offer letter should include a joining date. Normally, the
candidate must give his current employer a notice period ranging from one month to three
months before leaving. If the chosen candidate is required to relocate to a new location, some
time should be allowed for transitioning and settling in. The employer is usually responsible
for relocation costs, and all of the details should be included in the offer letter.

Examine your health:

A post-offer pre-employment medical examination (of the candidate and dependent family
members) is required, particularly if the company must provide medical insurance to the
candidate and his dependent family members. The employer is responsible for the cost of
such a medical examination.

Orientation and Induction:

When it comes to change in their careers, new employees are most receptive when they start
a new job. As a result, formal induction and orientation of employees aids their understanding
of the organisation’s various aspects. Employees should be informed about unwritten rules,
traditions, and unofficial perks during the orientation period. The first day on the job is
always memorable for everyone. As a result, proper preparations must be made prior to the
employee's start date. A suitable workstation/room, stationary, computer hardware/software,
and a welcoming gathering are all included (as per the traditions of the organisation).

Training and Development:

In any organisation, one of the most important functions of Human Resource management is
training and development. The goal of this training is to improve employees' skills,
behaviour, and expertise by requiring them to learn new work techniques.

Employee training and development helps to keep employees' skills and knowledge up to
date for performing a job, which in turn helps to increase their work efficiency and an
organisations productivity. It ensures that employees' oddness or eccentricity is minimised,
and that learning or behavioural change occurs in a very structured manner. Training and
development, also known as learning and development, is an ongoing educational process.
The employee-related activities Training & Development is designed to encourage employees
to do a better job in their current position, as well as to motivate them to give their all so that,
when it comes time for a performance review, they can demonstrate their eligibility for
advancement and a raise in pay. It is a source of additional information and instruction
required to improve the quality of performance, and it refers to the skill and knowledge
enhancing bustle. HR Training and Development are two distinct activities that work together
to improve an employee's overall performance. Training is a short-term and reactive process
that is used for operational purposes, whereas the long-term process is a proactive process.

What are the Benefits of Investing in Training and Development?

1. When a company revises its objectives and goals to adapt to changing market
conditions, training and development is required.
2. Companies frequently support training and development programmes in order to
improve employee performance.
3. HR training and development is required to establish a performance benchmark that
employees are expected to meet over the course of a fiscal year.
4. Training and development efforts to teach employees new skills such as team
management, communication management, and leadership behaviour are always
needed.
5. Training and development is also used to try out new ways to boost productivity in
the workplace.

What Role Does Training and Development Play in Organisational Success?

1. When it comes to Human Resource Management (HRM), training and development is

crucial if a company wants to get the most out of its employees.
2. Training and development is critical for the organisation’s succession planning
because it aids in the development of skills such as team management and leadership.
3. HR Training and development activities are critical for motivating and increasing
employee productivity.
4. Training and development in HRM is an important part of fostering a sense of
belonging in the workplace.
5. Training and development programmes are also important from a safety standpoint
because they teach employees how to perform their jobs properly and safely.

Training and Development Types :

The following are some of the most important types of HRM training:
 1. Technical training is a type of instruction in which new employees are taught about
the technological aspects of their jobs.
2. In a manufacturing environment, quality training is the process of familiarising
personnel with the methods for preventing, identifying, and removing non-quality
goods.
3. The next type of training is skill training, which focuses on honing the ability to
perform the job.
4. Soft skills training is a type of training that focuses on improving an employee's
personality traits, social graces, communication skills, and personal routines, all of
which are used to define interpersonal relationships.

What are the advantages of HRM training and development?

1. Investing in employee development and training improves job satisfaction and

morale.
2. There is a decrease in employee turnover.
3. Encourages employees to put in more effort.
4. Improves the efficiency of the process, resulting in a financial gain.
5. Assists with the implementation of new technology and procedures.
6. Increases product and strategy innovation

Performance Appraisal:

The systematic evaluation of employee performance and understanding of a person's abilities

for future growth and development is known as performance appraisal. The following are
some of the most common methods for evaluating performance:

 Employee pay is measured and compared to targets and plans by supervisors.

 The supervisor examines the factors that influence employee performance at work.
 Employers are in a position to assist employees in improving their performance.

Performance Appraisal Objectives-

With the following goals in mind, a performance appraisal can be completed:

1. To keep records in order to figure out compensation packages, wage structures, and
salary raises, among other things.
2. Identifying employees' strengths and weaknesses in order to place the right men in the
right jobs.
3. To maintain and evaluate a person's potential for future growth and development.
4. To provide employees with feedback on their performance and related status.
5. To provide employees with feedback on their performance and related status.
6. It serves as a foundation for influencing employees' working habits.
7. The promotional and other training programmes will be reviewed and retained.

Performance Appraisal Benefits :

It is said that performance appraisal is a business investment that can be justified by the
following benefits:

1. Promotion: Performance appraisals assist supervisors in devising promotion plans for

productive employees. In this regard, inefficient employees may be fired or demoted
if necessary.
2. Employee Development: A systematic performance appraisal procedure aids
supervisors in developing training policies and programmes. It aids in the analysis of
employees' strengths and weaknesses so that new jobs can be designed for efficient
workers. It also aids in the formulation of future development plans.
3. Performance appraisal can be used to motivate employees. If a person's efficiency can
be determined by evaluating their performance, the targets can be met. This
effectively motivates a person to do a better job and aids in future performance
improvement.
4. Effective communication between employees and employers is critical for an
organisations success. Communication can be sought in the following ways through
performance appraisal:

 Employers can understand and accept subordinates' skills through performance

appraisal.
 Subordinates can also comprehend and develop a sense of trust and confidence in
their superiors.
 It also aids in the maintenance of a friendly and cooperative labor-management
relationship.

Compensation or Remuneration:

The remuneration that an employee receives in exchange for his or her services to the
organisation is referred to as compensation. Compensation management is an important
component of human resource management because it aids in employee motivation and
organisational effectiveness. Determining monetary compensation rates is by far the most
difficult function of human resource management in organisations. It's not only complicated,
but it's also important to the company and its employees. Employee compensation decisions
are critical to a company's success. Because of the existence of employee compensation,
effective management of it is critical from a cost standpoint.

Compensation consists of the following elements:

1) Basic remuneration.

2) Payments for incentives.

3) Services and benefits

4) Wages, salaries, allowances, benefits, and services are all included in compensation,
which is a broad term that encompasses everything an employee receives in exchange
for his or her work. Although there is no fundamental difference between the terms
"wages" and "salaries," the term "salary" is generally used to refer to compensation
for white-collar employees, whereas "wages" refers to payments made to blue-collar
 workers. Another distinction is that salaries are paid monthly, whereas wages are paid
hourly or daily.

Employee Relations:

Employee relations is defined as an organisations efforts to establish and maintain positive

relationships with its employees. Organisations hope to keep employees loyal and engaged in
their work by maintaining positive, constructive workplace relationships. Employee relations
efforts are typically managed by an organisations human resources department; however,
some organisations may have a dedicated employee relations manager role. Acting as a
liaison or intermediary between employees and managers, and either creating or advising on
the creation of policies around employee issues such as fair compensation, useful benefits,
and so on are typical responsibilities of an employee relations manager.

On a Strong Employer-Employee Relationship Is Critical

The entire company benefits when employees have a strong, healthy relationship with their
bosses. Employees who have mutually respectful relationships with their bosses are more
likely to be happy, loyal, and productive in the long run, according to studies. Unfortunately,
developing such a relationship is easier said than done, and if you're thinking about revisiting
your relationship with your employees, here are some reasons to do so.

 Retain Loyal Workers -It can be devastating to lose an employee to a competitor,

but unfortunately, employees who have a strained relationship with their boss are
more likely to do so.
 There are fewer workplace conflicts- Let's face it: if a person enjoys working with
his or her boss and coworkers, he or she is less likely to seek out conflicts. A peaceful
workplace is just one of the many advantages of strong employee-employer
relationships, and if your workplace has recently been the site of a conflict, you may
want to reconsider your relationship with your employees. Conflicts lower
productivity and increase disharmony, and the time and energy spent resolving them
could be better spent working.
 Productivity Improvements - As previously stated, a productive employee is one
who has a positive relationship with their boss, and the more productive your
employees are, the more revenue your company can generate. When an employee
enjoys working for you, they are more likely to give it their all and take a personal
interest in the projects they work on.

CHAPTER 4 – Internship at Infowiz software solutions

Job Description:
I have got the opportunity to work at Infowiz software solutions as an intern for 45 days
follow-up from June 1 to July 15, 2021. It was a part of my catchment program to practise in
any of the field of my choice and do an internship practice. As my major is human resource
management, I worked in human resource department as an intern where I have learnt several
human resource practices of Infowiz software solutions.

Add Infowiz, I came across a variety of task that the HR department handles and also I was
introduced to the duties of an HR professional and worked with my senior colleague. There
were various types of jobs that I was introduced to, some of which were permanent and other
ones were temporary.
The following jobs were assigned to me on a regular basis
 Preparing offer letters
 Scheduling the interviews
 Short listing candidates
 Calling for interviews
 Checking employs profile, and collecting the data.
 Maintaining attendance sheet
 Preparing the salary slips

 Preparing offer letters

 When my senior colleagues have selected the candidates for the organisation, I was
asked to prepare offer letters to them mentioning that they are the candidates we want
for our organisation based on their skills and abilities and through the offer letter we
are offering them position at any level of their ability in our organisation and mail this
offer letter to the candidates.
 Scheduling the interviews
 After receiving the details of the candidates I was supposed to choose the right
candidates for the position at any of the levels. After shortlisting the actual candidates
I was asked to schedule interviews for them as interviewing them was most important
thing to do so that we could know more about the candidates and questioned them
regarding their abilities and work and check if they are suitable or not.
 Shortlisting the candidates
 After receiving the list of candidates who have applied for the position in the HR
department by the organisation., shortlisting the candidates was the toughest job as
there were huge number of candidates who have applied for the same positions and I
was asked to look at their abilities which we require in our organisation and if it
matches then I was supposed to choose them and shortlist for the next screening at the
organisation.
 Calling for interviews
 This was a very simple task which I performed. After shortlisting the candidates and
scheduling their interviews, was required to make calls to let them know that they
have been called for the interviews at the organisation.
 Checking employee profile and collecting data
 As we know that in every organisation when there are vacancies many of the
candidates apply for the position. So, as per the abilities of the organisations and
requirements of the organisations, we were asked to look at the candidates skills and
to know if they are the suitable ones for the organisation by checking their profiles on
 social media is and checking the data they have provided at the organisation for their
selection.

 Maintaining attendance sheet

 Maintaining attendance sheet was nothing less than taking attendance at the
organisation to check the number of days and hours employees have given at the
organisation.

 Preparing the salary slips was nothing but mentioning all the entries of the candidate
of the employees in the salary slip and providing them the salary offered by the
organisation.

CHAPTER 5 - RECOMMENDATIONS

Issue of Training and Development: A more intensive training programme should be

implemented in order to improve employee performance to its maximum potential. Certain
provisions regarding repurposed and modern training could be included in the HR policy.

•HR counselling cell: This system has the potential to improve the employer-employee
relationship. All employees will come here and tell their problems to authorised HR
personnel. HR personnel will then take the appropriate actions.
•Continuous revision and modernisation:
As the world becomes more diversified, modernisation and revision of HR policies and
strategies are essential for any organisation. The HR director should keep a close eye on the
situation.

Conclusions:

Based on the findings of this study, it is suggested that Infowiz management continue to
ensure that the HR policy, which is a result of the corporate strategy to use human resources,
among other things, to achieve outstanding performance every year, is followed.
Additionally, copies of the HR policy should be made available to all employees in order to
ensure that the policies are widely disseminated and implemented. Management should
continue to ensure that the recruitment and selection process is fair, both in practise and in
appearance. Since effective recruitment and selection practises rely on adhering to the
company's standards and policies, there should be measures in place to ensure that all
recruitment and selection practises adhere to the company's standards and policies.