Acknowledgement

The internship opportunity I had with Talentserve Private Limited. was a

great chance for learning and professional development. Therefore, I
consider myself as a very lucky individual as I was provided with an
opportunity to be a part of it. I am also grateful for having a chance to meet
so many wonderful people and professionals who led me though this
internship period.

Bearing in mind previous I am using this opportunity to express my deepest

gratitude and special thanks to Ms. Niharika who in spite of being
extraordinarily busy with her duties, took time out to hear, guide and keep
me on the correct path and allowing me to carry out my project at their
esteemed organization and extending during the training.

I express my deepest thanks to Ms. Megha woraahh, Marketing Manager

for taking part in useful decision & giving necessary advices and guidance
and arranged all facilities to make life easier. I choose this moment to
acknowledge his contribution gratefully.
EXECUTIVE SUMMARY

During my internship, I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the
organization at all levels by ensuring right numbers of people are available at the right time to
do the right job. That I have also not only gained insight into the working culture of the
organization and observed how TALENTSERVE PVT. LTD. handles its employees with value and
empowerment to ensure they are motivated to give their best to the organization. The report
starts with the introduction of topics which is overview of HR Diversion where I have covered
basic meaning of human resource management, function of human resource and the literature
of review which shows the previous case study or research paper. In the next topic I have cover
an organizational background where I mentioned about the basic information about the
company, their customers, their products and services and competitors of TALENTSERVE PVT.
LTD. In chapter- 3, I have covered the research methods and the objective of research where I
mentioned the mode of data collection, research design. After that, in chapter- 4 I have
collected data from 100 employees from different companies and interpreted it. After that in
chapter – 5, there are some findings of the study in which I have done some positive and
negative findings, suggestions for the company, which I have observed during my internship
required and conclusion of the project report.
TABLE OF CONTENTS

S.NO. CONTENT PAGE NO.

I. CERTIFICATE 2

II. ACKNOWLEDGEMENT 3

III. EXECUTIVE SUMMARY 4

IV. TABLE OF CONTENT 5

1. CHAPTER- 1: INTRODUCTION TO THE TOPIC 6- 14

2. CHAPTER- 2: INTRODUCTION OF THE 16- 20

COMPANY

3. CHAPTER- 3: OBJECTIVE AND 22- 26

METHODOLOGY

4. CHAPTER- 4: DATA INTREPRETATION 28- 37

5. CHAPTER- 5: FINDING, SUGGESTION AND 39- 41

CONCLUSION

V. ANNEXURE 42- 43

VI. REFERENCE 45
INTRODUCTION
 HUMAN RESOURCE MANAGEMENT
 Human resource management involves all management decisions and practices that
directly affect or influence the people, or human resources, who work for the
organization. In modern years, amplified concentration has been devoted to how
organizations manage Human Resources. This augmented focus comes from the
comprehension that an organization’s employees facilitate an organization to attain its
goals and the management of these human resources is vital to an organization’s
success.

 Human Resource Management is a management function concerned with hiring,

motivating, and maintaining the workforce in an organization. Human resource
management deals with issues related to employees such as hiring, training,
development, compensation, motivation, communication, and administration. Human
resource management ensures the satisfaction of employees and a maximum
contribution of employees to the achievement of organizational objectives.

 Human resource management (HRM) is the process of employing people, training them,
compensating them, developing policies relating to them, and developing strategies to
retain them. As a field, HRM has undergone many changes over the last twenty years,
giving it an even more important role in today’s organizations. In the past, HRM meant
processing payroll, sending birthday gifts to employees, arranging company outings, and
making sure forms were filled out correctly—in other words, more of an administrative
role rather than a strategic role crucial to the success of the organization. Jack Welch,
former CEO of General Electric and management guru, sums up the new role of HRM:
“Get out of the parties and birthdays and enrollment forms.… Remember, HR is
important in good times, HR is defined in hard times” (Frasch, et. al., 2010).
 It’s necessary to point out here, at the very beginning of this text, that every manager has
some role relating to human resource management. Just because we do not have the title
of HR manager doesn’t mean we won’t perform all or at least some of the HRM tasks.
For example, most managers deal with compensation, motivation, and retention of
employees—making these aspects not only part of HRM but also part of management. As
a result, this book is equally important to someone who wants to be an HR manager and
to someone who will manage a business.
 The Role of HRM
Keep in mind that many functions of HRM are also tasks other department managers perform,
which is what makes this information important, despite the career path taken. Most experts
agree on seven main roles that HRM plays in organizations. These are described in the following
sections.

Staffing
You need people to perform tasks and get work done in the organization. Even
with the most sophisticated machines, humans are still needed. Because of this, one
of the major tasks in HRM is staffing. Staffing involves the entire hiring process
from posting a job to negotiating a salary package. Within the staffing function,
there are four main steps:

1. Development of a staffing plan. This plan allows HRM to see how many people
they should hire based on revenue expectations.
2. Development of policies to encourage multiculturalism at
work. Multiculturalism in the workplace is becoming more and more important, as
we have many more people from a variety of backgrounds in the workforce.
3. Recruitment. This involves finding people to fill the open positions.
4. Selection. In this stage, people will be interviewed and selected, and a proper
compensation package will be negotiated. This step is followed by training,
retention, and motivation.

Development of Workplace Policies

Every organization has policies to ensure fairness and continuity within the
organization. One of the jobs of HRM is to develop the verbiage surrounding these
policies. In the development of policies, HRM, management, and executives are
involved in the process. For example, the HRM professional will likely recognize
the need for a policy or a change of policy, seek opinions on the policy, write the
policy, and then communicate that policy to employees. It is key to note here that
HR departments do not and cannot work alone. Everything they do needs to
involve all other departments in the organization. Some examples of workplace
policies might be the following:

 Discipline process policy

 Vacation time policy
 Dress code
 Ethics policy
 Internet usage policy

These topics are addressed further in Chapter 6 “Compensation and

Benefits”, Chapter 7 “Retention and Motivation”, Chapter 8 “Training and
Development”, and Chapter 9 “Successful Employee Communication”.

Compensation and Benefits Administration

HRM professionals need to determine that compensation is fair, meets industry
standards, and is high enough to entice people to work for the
organization. Compensation includes anything the employee receives for his or her
work. In addition, HRM professionals need to make sure the pay is comparable to
what other people performing similar jobs are being paid. This involves setting up
pay systems that take into consideration the number of years with the organization,
years of experience, education, and similar aspects. Examples of employee
compensation include the following:

 Pay
 Health benefits
 401(k) (retirement plans)
 Stock purchase plans
 Vacation time
 Sick leave
 Bonuses
 Tuition reimbursement

Since this is not an exhaustive list, compensation is discussed further in Chapter 6

“Compensation and Benefits”.

Retention
 Retention involves keeping and motivating employees to stay with the
organization. Compensation is a major factor in employee retention, but there are
other factors as well. Ninety percent of employees leave a company for the
following reasons:

1. Issues around the job they are performing

2. Challenges with their manager
3. Poor fit with organizational culture
4. Poor workplace environment

Despite this, 90 percent of managers think employees leave as a result of pay

(Rivenbark, 2010). As a result, managers often try to change their compensation
packages to keep people from leaving, when compensation isn’t the reason they are
leaving at all. Chapter 7 “Retention and Motivation” and Chapter 11 “Employee
Assessment” discuss some strategies to retain the best employees based on these
four factors.

Training and Development

Once we have spent the time to hire new employees, we want to make sure they
not only are trained to do the job but also continue to grow and develop new skills
in their job. This results in higher productivity for the organization. Training is also
a key component in employee motivation. Employees who feel they are developing
their skills tend to be happier in their jobs, which results in increased employee
retention. Examples of training programs might include the following:

 Job skills training, such as how to run a particular computer program

 Training on communication
 Team-building activities
 Policy and legal training, such as sexual harassment training and ethics training

We address each of these types of training and more in detail in Chapter 8

“Training and Development”.

Dealing with Laws Affecting Employment

 Human resource people must be aware of all the laws that affect the workplace. An
HRM professional might work with some of these laws:

 Discrimination laws
 Health-care requirements
 Compensation requirements such as the minimum wage
 Worker safety laws
 Labor laws

The legal environment of HRM is always changing, so HRM must always be

aware of changes taking place and then communicate those changes to the entire
management organization. Rather than presenting a chapter focused on HRM laws,
we will address these laws in each relevant chapter.

Worker Protection
Safety is a major consideration in all organizations. Oftentimes new laws are
created with the goal of setting federal or state standards to ensure worker safety.
Unions and union contracts can also impact the requirements for worker safety in a
workplace. It is up to the human resource manager to be aware of worker
protection requirements and ensure the workplace is meeting both federal and
union standards. Worker protection issues might include the following:

 Chemical hazards
 Heating and ventilation requirements
 Use of “no fragrance” zones
 Protection of private employee information

Awareness of External Factors

In addition to managing internal factors, the HR manager needs to consider the outside forces at
play that may affect the organization. Outside forces, or external factors, are those things the
company has no direct control over; however, they may be things that could positively or
negatively impact human resources. External factors might include the following:

1. Globalization and offshoring

2. Changes to employment law
3. Health-care costs
4. Employee expectations
5. Diversity of the workforce
6. Changing demographics of the workforce
7. A more highly educated workforce
8. Layoffs and downsizing
9. Technology used, such as HR databases
10. Increased use of social networking to distribute information to
employees

For example, the recent trend in flexible work schedules (allowing

employees to set their own schedules) and telecommuting (allowing
employees to work from home or a remote location for a specified period of
time, such as one day per week) are external factors that have affected
HR. HRM has to be aware of these outside issues, so they can develop
policies that meet not only the needs of the company but also the needs of
the individuals. Another example is the Patient Protection and Affordable
Care Act, signed into law in 2010. Compliance with this bill has huge
implications for HR. For example, a company with more than fifty
employees must provide health-care coverage or pay a penalty. Currently,
it is estimated that 60 percent of employers offer health-care insurance to
their employees (Cappelli, 2010). Because health-care insurance will be
mandatory, cost concerns as well as using health benefits as a recruitment
strategy are big external challenges. Any manager operating without
considering outside forces will likely alienate employees, resulting in
unmotivated, unhappy workers. Not understanding the external factors can
also mean breaking the law, which has a concerning set of implications as
well.
 An understanding of key external factors is important to the successful HR professional. This allows him or her to be able to
make strategic decisions based on changes in the external environment. To develop this understanding, reading various
publications is necessary.

One way managers can be aware of the outside forces is to attend

conferences and read various articles on the web. For example, the
website of the Society for Human Resource Management, SHRM Online 1,
not only has job postings in the field but discusses many contemporary
human resource issues that may help the manager make better decisions
when it comes to people management. In Section 1.3 “Today’s HRM
Challenges”, we go into more depth about some recent external issues that
are affecting human resource management roles. In Section 1.1.2 “The
Role of HRM”, we discuss some of the skills needed to be successful in
HRM.
Human Resource Management deals with the management functions like planning, organizing,
directing and controlling

 It deals with procurement of human resource , training & development and

maintenance of human resource.
 It helps to achieve individual, organizational and social objectives
Human Resource Management is a multidisciplinary subject.

 It includes the study of management, psychology, communication, economics

and sociology.
 It also deals with building team spirit and team work.
 It is a continuous process.
 ABOUT THE COMPANY
Talent serve India Private Limited is a 3 years 2 months old Private Company incorporated on 16
Jul 2019. Its registered office is in Mumbai, Maharashtra, India.
The Company's status is Active, and it has filed its Annual Returns and Financial Statements up
to 31 Mar 2021 (FY 2020-2021). It's a company limited by shares having an authorized capital of
Rs 1.00 lakh and a paid-up capital of Rs 1.00 lakh as per MCA.
2 Directors are associated with the organization. Dilip Worah and Megha Worah are presently
associated as directors. As an organization, we want to help career seekers and working
professionals develop their future. With high-speed internet in your pockets, we give you a 360-
degree solution for all your educational, work and corporate needs. We are IIT, IIM and
Symbiosis alumni, engaging with millions of students around the world to develop their skills so
that they can remain competitive in the future. Talentserve India Private Limited is an unlisted
private company incorporated on 16 July, 2019. It is classified as a private limited company and
is located in Mumbai City, Maharashtra. It's authorized share capital is INR 1.00 lac and the
total paid-up capital is INR 1.00 lac
About us

EdTech, Students Reskilling

Website: http://www.talentserve.org 
Industries: E-Learning Providers
Company size: 1-10 employees
Headquarters: MUMBAI
Type: Privately Held
Founded: 2021
Specialties: education, eLearning, career, training, and Professional Courses
OUR VISION
Advancing the quality of education and job opportunities for the students, job seekers and
working professionals by giving them one stops solution for all their educational and
corporate needs.
OUR MISSION
We aim for ending all your corporate requirements in just one convenient visit here. All you
need to do is focus on your goals. We share with you our best services to align our efforts by
achieving your trust and create a social impact.
VALUES
Interaction and ethics

 We are committed with the high ethics standard.

 We respectfully interact with each other, clients and candidates.
 We build the mutual relationship.

Individuality and responsibility

 We appreciate every single client and candidate and personalize approach to one’s
interest and needs.
 We guarantee infallible results of our services.
 We hold responsibilities of our customer’s success.

2.3 HIRING PARTNERS

 IBM
 AMAZON
 WIPRO
 FLIPKART
 ZOMATO
 SWIGGY
 P&G

2.4 SERVICES PROVIDED BY THE COMPANY

 E- learning
  E- courses

 E- training

2.5 COURSES

 Product management

 Digital marketing

 Business analytics

 Supply chain management

 HR analytics

 Strategic management

 Data science

 Web design

 Cyber security

2.7 COMPETITORS

The competitors of the talent serve Pvt. Ltd. are mentioned above:
1. Mobibalanc
2. Mobineers
3. Internshala
4. BYJU’s
5. EY. Accounting
6. Infosys
 Chapter 3

OBJECTIVES AND METHODOLOGY

 3.1 OBJECTIVE OF THE STUDY

To find the relation and effect of human resource management with organization
effectiveness.

1. To understand the recruitment procedure adopted by the company.

2. To understand the HR practices and policies adopted by the company
3. To identify the training and development program by the company.
4. To identify compensation salary increment policy by the company.
5. To identify the present performance of an employee being appraised through career
advancement.
6. To identify employee welfare scheme launch by the government.
7. To identify working hours
8. To understand the quality circle is beneficial for solving the employee problem.
9. To identify the reason of employee turnover.

3.2 SCOPE OF THE STUDY

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

Studying “organizational effectiveness through human resource management” of the

employee as a specialized subject restrict a training, recruitment and selection, job analysis,
performance appraisal for entering into human resource management of different
 parameter as well as view of the company. The finding of the study can be refried to as a
reference for entire company’s policies, parameter and particles.

3.3 RESEARCH METHODOLOGY

Today’s world is very challenging due to the tough competitors and due to changes in day to
day trends. The research of human resource practices and activities gives the extent of success
or failure of policies and practices in an organization. Research on HRM activities provides an
understanding of what does work, what does not work, what needs change, the nature and the
extent of change. HR research is, “the task of searching for, and analyzing of facts to the end
that HR problems may be solved or principles and laws governing their solutions derived.”

3.3.1 Need of the study

 To provide information about the performance ranks basis on which decision regarding
salary fixation, confirmation, promotion, transfer and demotion are taken.
 Provide feedback
 Provide information about the employee regarding skill, knowledge, determine training
and development needs and to prescribe the means for employee growth

3.4 METHODS OF RESEARCH

The following methodology was adopted in project:

 Comprises of understanding the theoretical concepts in general.

 Questionnaire
 Primary data
 Secondary data

3.5 RESEARCH DESIGN

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

The statically method needs the collection of data in two forms

1. Primary data
2. Secondary data

PRIMARY DATA

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

SECONDARY DATA

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

MODE OF DATA COLLECTION

The study is based on primary data as well as on secondary data, which includes -

Primary data, which are collected by the questionnaire, observation and learning & experience
during training.

Secondary data, which are collected from the books of human resource management, data
available on websites, company’s website

FOCUS GROUP

The following Human Resource Management is highlighted in the project: -

 1. The focus in this project is given on the recruitment and selection process of the
company. If the company is select, the right candidate for the right person then the
company has not to spend the money on the recruitment process, if the company can
select the right candidate, the candidate can easily spend latest some years with the
organization.
2. The focus is given in this project report is working hours and working environment of
the company. The company working condition is suitable for all employees or not, and
environment is good for female employees or not.
3. Whether the employees are satisfied with the health, safety, welfare facilities provided
by the company or not.
4. The company increment process and promotion process is liked by the employees or
not.
5. Training policy of the company is good for employee learning or not.

There are more other thinks which is not taken in this project report because of time was
bounded and limited source of data collection.

3.6 SAMPLING METHODS

In sampling method, we have the population (company’s workers) where we had taken a
random sample (random workers) for collecting data.

Sample size: 100 employees from different companies.

Sampling method: Sampling was done based on random sampling.

TOOLS USED

3.6.1 MOTIVATIONAL TOOLS

Motivation is the reason for which humans and other animals initiate, continue, or terminate a
behavior at a given time.  Motivational states are commonly understood as forces acting within
the agent that create a disposition to engage in goal-directed behavior. Motivating foe work is
inseparable to continue productivity. The organization must take great care to motivate its
employees through various methods.

 Promotion- Promotion is also a factor for motivating employees toward work.

Promotion should be on the basis of
o Work performance
o Qualification
o Evaluation
o Enhancing in skills
 Benefits- Benefit may also motivate employees
o Leave travelling allowance

Medical facilities

o ESI
o HRA
o Free transportation for employees

3.6.2 WELFARE ACTIVITISES

The organization may adopt welfare policies such as

o Canteen facilities
o Canteen can be free, paid or subsidized
o Transportation facilities for ladies
o An organization must possess first as facilities for its staff. A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided.
o An organization must also possess a grievance handling committee despite a
union to take an action for their problems. It could be a three tier of four-tier
grievance committee.

CHAPTER – 4

DATA AN A LY SI S

AND

INTERPRETATION
DATA ANALYSIS AND INTERPRETATION

Data analysis and interpretation are conducted on 100 employees of an organization.

1) How long you are working in this organization.

YEARS WORKING IN THE PERCENTAGE

ORGANIZATIN
0-2 YEARS 7 7%
2-5 YEARS 16 16%
5-10 YEARS 35 35%
MORE THAN 10
YEARS 42 42%
TOTAL 100 100%
Table no.- 1.1, this table shown the time period of employees who work in company.

WORKING IN THE ORGANIZATIN

0-2 YEARS 2-5 YEARS
5-10 YEARS MORE THAN 10 YEARS
16%
7%
42%

35%

Graph no.- 1.1, which shown the percentage of employees who works for the duration of time.

Finding

From the chart that 42 employees are working for more than 10 years. Even the number of
employees who are working between 5-10 years are 35. Number of employees who working
from 2-5 years are 16 and no. new employees are 7. This chart shows that most of the
employees are satisfied with their job. The attrition rate of the company is very low.

2) Are you comfortable with the working environment?

WORKING ENVIRONMENT NUMBER OF PERCENTAGE

RESPONDENT
FULLY SATISFIED 40 40%
SATISFIED 30 30%

NOT FULLY SATISFIED 15 15%

UNSATISFIED 15 15%
TOTAL 100 100%
Table no.- 2.2, this
 Chart Title
40
30
20
10 NUMBER OF RESPONDENT
0
40% 30% 15% 15%
FIED FIED FIED FIED
TIS TIS TIS TIS
SA SA SA SA
LLY LLY UN
FU U
TF
NO

Finding

40% of employee express as a good environment remain. From the remaining 30% says a
satisfactory job environment only and 15% are not fully satisfied for environment about 15%
feels had working environment is there. There are not satisfied with the way they are given the
work. They feel there is the bias is there.
 3) What are the various sources of recruitment in your organization?

OPTION SOURCE PERCENTAGE

INTERNAL 26 26%
EXTERNAL 16 16%
BOTH 58 58%
TOTAL 100 100%

SOURCE

INTERNAL
26%
BOTH
58%

EXTERNAL
16%

Finding

About 58% of recruitment through both internal and external source and 26% of recruitment
through internal source and 16% of recruitment through external source.
 4) Whether the employees are satisfied with the health, safety, welfare facilities
provided by the Company?

OPTION NO. OF RESPONDENT PERCENTAGE

FULLY SATISFIED 55 55%

PARTIALLY
SATISFIED 25 25%
DISSATISFIED 20 20%
TOTAL 100 100%

NO. OF RESPONDENT
60
40
20 NO. OF RESPONDENT
0
IED IED IED
IT SF IT SF IT SF
SA SA SS
A
LLY LLY DI
FU TIA
P AR

Finding

It shows that 55% are satisfied and 20% give a negative reply, remaining 25% employees are
not fully satisfied. After further interviewing the respondent that there has to be the further
health check-up like cancer and other test health policy.
 5) Are you satisfied with recruitment process of your company?

OPTION NUMBER OF PERCENTAGE

RESPONDENT
YES 67 67%
NO 15 15%
PARTIALLY 18 18%
TOTAL 100 100%

NUMBER OF RESPONDENT
PARTIALLY
18%

NO
15%
YES
67%

Finding

About 67% of employees are satisfied with recruitment process in the company because us per
their vacancy the organization the manager checks the CV of that candidate whatever they amp
want from the candidate is to be there or not and then personal and technical interview and
15% are satisfied recruitment process as the candidate may have competence but it is not
mention m the CV and may not have preferred well were rejected. Remaining are not fully
satisfied.
 6) Are you satisfied with your organization salary increment policy?

H0 - The organization’s salary increment policy is not effective

H1 - The organization salary increment policy is effective

OPTION NUMBER OF PERCENTAGE

RESPONDENT
YES 47 47%
NO 23 23%
CAN'T SAY 30 30%
TOTAL 100 100%

NUMBER OF RESPONDENT

CAN'T SAY

NUMBER OF RESPONDENT
NO

YES

0 5 10 15 20 25 30 35 40 45 50

Finding

About 47% am employee are satisfied the organization salary increment policy because most of
the employee in the organization consider that the salary increment policy is good, 23% of
employee are not satisfied the organization salary increment policy because most of the
employee is not agree what increment they had given is not up to the mark as per their
profession and 30% of employee can't say anything because they want to do the work what
salary organization provide to the employee they are happy. So alternative hypothesis is
accepted.

7) Are you satisfied training procedure given in the organization?

H0- The training procedure is not effective

H1- The training procedure is effective

OPTION NUMBER OF RESPONDENT PERCENTAGE

YES 35 35%
NO 25 25%
DON'T KNOW 15 15%
NOT MUCH 25 25%
TOTAL 100 100%

NUMBER OF RESPONDENT
35
30
25 NUMBER OF RE-
20 SPONDENT
15
10
5
0
YES NO DON'T NOT
KNOW MUCH

Finding

About35% employee are satisfied training procedure given in the organization because the
trainee should understand each and every thing what trainer should teach in the organization is
about the internal training as well as external training and 25% of employee are not satisfied
training procedure given in the organization because the training provided to the trainees
which is not as per the aptitude and attitude, proficiency level of an employee. So alternative
hypothesis is accepted.

8) Are you getting regular training in the company?

H0- The regular training is not effective

H1- The regular training is effective

NUMBER OF
OPTION RESPONDENT PERCENTAGE
YES 45 45%
NO 16 16%
MOSTLY 22 22%
SOMETIMES 17 17%
TOTAL 100 100

NUMBER OF RESPONDENT
YES NO MOSTLY SOMETIMES

17%
45%
22%

16%

Finding

About 45% of employee says "yes" should get the regular training the organization because on
these training trainee should understand each and every thing what trainer should teach in the
organization and 16% of employee says 'no shouldn't get the regular training in the
organization because training is provided once in the career and if they don't perform they are
terminated from a job. So alternative hypothesis is accepted.

9) Does the present performance appraisal meet your career advancement?

H1 - The present performance of an employee is not being appraised through career

advancement

H2 - The present advancement performance of an employee is being appraised through career

OPTON NUMBER OF RESPONDENT PERCENTAGE

YES 67 67%
NO 6 6%
CAN'T SAY 27 27%
TOTAL 100 100%

80
70
60
50
40 NUMBER OF RE-
SPONDENT
30
20
10
0
YES NO CAN'T SAY

Finding

About 67% of employee says "yes". 6% of employee says "no" and 27% of employee says can't
say. So that present performance appraisal is used in the organization for charting their career
planning and so alternative hypothesis is accepted.
 10) Are you satisfied with promotion activities in the organization?

H0- The promotion activities are not satisfied in the organization

H1- The promotion activities are satisfied in the organization.

NUMBER OF
OPTION RESPONDENT PERCENTAGE
YES 54 54%
NO 30 30%
CAN'T SAY 16 16%
TOTAL 100 100%

CAN'T SAY; 16

YES; 54
NO; 30

Finding

About 54% of employees are satisfied with the promotion activities in the organization Sam
because the ranking method is used in the organization for the promotion activities 30% of
employees are not satisfied with the promotion activities in the organization. According to that
ranking method is used for appraising the performance and there is no individual initiated
which can focus on development. So alternative hypothesis is accepted.
 CHAPTER - 5

FINDINGS, SUGGESTIONS

AND

CONCLUSION
5.1 FINDINGS OF STUDY

The findings during the work carried out by me can be categorized into two:

1. A majority of employees feel that recruitment process carried out in their companies are
satisfactory. Management is also satisfied with the process of recruitment to some extent.
2. Most of the employees feel that the HR department is good. About 58% of the managers
say that they prefer both internal as well as external source for recruitment and selection.
3. Almost all the employees are satisfied with the training activities conducted in the
organization. 45% of the employees have achieved their training objectives.
4. Superiors are very supportive and helps their subordinates in achieving their objectives.
5. Some employees were moderately or not much satisfied with the process of recruitment
6. Since rules and regulations are very dynamic, so most of the employees face difficulty to
adjust with them
7. Most of the candidates do not turn up when they are called up for the interview.
8. Regional behavior and language influence is higher during training and even after
delivering their language; the desired effects are not seen
9. Most of the employees slowly understand the importance of performance appraisal.
5.2 SUGGESTIONS

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

Induction Practices

Induction is must in every organization for all level of employees to make them well known of
the industry they are working in.

 The best ways to perform induction may be through

 Lecture
 Power point presentations prepared explaining company's policies.
 Through SOPs (Standard operating procedures)
 But the most adopted one is through personal induction
5.3 RECOMMENDATIONS

1. For all the programs the organization must follow feedback method to understand the
effectiveness of any practice in a better way.
2. Holistic views of induction should out show both positive and negative aspects of the
organization. This ultimately let the employee know about both the phases of the
policies adopted by the organization.
3. Practice of providing a brief presentation of the company and a book regulations of
company must be maintained so that the employ whenever required.
4. Individual should concentrate more while training. When organization invests on
training of an employee, the purpose of training serves the mutual benefit of both
organizations and the employee. Thus, the employee should be more oriented towards
drawing as much benefits as he can. Employees are supposed understand their role for
particular training program
5. Company mist maintain training or training charts and training report submitted by the
trainee. This, practice not o keeps a maintained record of the programs been conducted
but also keep the employ own of the knowledge gained by him which could later be
utilized.
6. A pre- evaluation and post evaluation practice should be followed to understand the
success training could be then effectively used to fill gaps later.
7. Continuous training module should be conducted; personality development training
should be provided.
8. To motivate the employees
9. Performance awards could be given every year.
10. Incentives could be paid.
11. To avoid worker union for better employee, give suitable welfare activities from time to
time to the employees in house work developed handle the grievance.
ANNEXURE

The questionnaire is the study the “HUMAN RESOURCES MANAGEMENT”. You are requested
to please give few minutes to fill the questionnaire and provide us with valuable information.
All the information provided by you will be treated as confidential. We will be glad to share the
summary of the survey with you….

QUESTIONNAIRE - 1

You may mark more than one option if relevant.

Feels free to mark your opinion:

1. Name of the department __________________________________

2. Name of the head _______________________________________
3. Email address __________________________________________
4. Telephone no. ______________________________
5. No. of employees in your department _____________________________
6. Were you working in any other company prior to this company?
 Yes
 No
7. How much you are satisfied with your current job?
 0% - 25%
 25% - 50%
 50% - 75%
 75% - 100%
8. Are you receiving all resources those are necessary to work?
 Yes
 No
9. Are you satisfied with operating policies and procedures?
 Yes
 No
  Can’t say
10. Do you find enough opportunities for increment and career development?

____________________________________________________.

____________________________________________________.

11. Are there enough opportunities for you to develop or learn new skills?
______________________________________________________.

12. Does our company give you the tools and technologies you need to do your job
well? ___________________________________________________________.

13. What improvements would you make, if any, to have a better workplace? -
______________________________________________________________________
_________________.

14. Do you feel safe at workplace? (Yes/ No)

15.  Have you ever felt bullied, harassed or discriminated against? (Yes/ No)

16. Does the company have any special aid facility……………?

 On duty doctors
 Any collaboration with hospitals
 Ambulance for emergency
 First aid kit
 None
17. Do you think you will work in this company after 2 years?
 Yes
 No
 May be
 According to situation
 18. Rate your work life balance?
 Very good
 Good
 Can’t say
 Bad
 Worse

REFERANCE

Books

 Personnel/ Human Resource Management - Decenzo & Robbins

 Human Resource Management - Gary Dessler
 Human Resource Management – Deepak Bhattacharya

References

 https://en.wikipedia.org/wiki/Human_resource_management
 https://www.enotesmba.com/2014/11/functions-of-human-resource-
management.html
 https://www.jetir.org/papers/JETIR1804219.pdf
 https://en.wikipedia.org/wiki/Human_resource_policies
 https://www.betterplace.co.in/blog/hr-policies/s