Shine Projects ,

Hyderabad , Telangana

Summer Training Project Report

Submitted in partial fulfilment of the requirement
for BBA programme of Guru Gobind Singh
Indraprastha University, Delhi

SUBMITTED BY: - HEMANT WADHWANI

BBA Semester – 5th
Enrolment number- 03019201720
Submitted to : - DR. Ankita Nagpal
LINGAYA’S LALITA DEVI INSTITUTE OF MANAGEMENT
AND SCIENCES
Mandi Road, Mandi
Delhi-110047
 ACKNOWLEDGEMENT
I would like to express my gratitude to everyone who helped me out
directly and indirectly in completing this project work successfully. I
convey heartfelt thanks to all respondents who assisted politely,
cooperative and respectively in collecting the vital information needed
for the report work. This project’s completion was only possible only
because of the constant inspiration and timely support of my project
guide Dr. Ankita Nagpal. I am thankful to all the faculty members of
BBA department, for their valuable support in the completion of this
project work.
HEMANT WADHWANI
 Table of Contents

S.NO TOPIC PAGE NO.

1. TITLE PAGE
2. CERTIFICATE
3. ACKNOWLEDGEMENT
4. TABLE OF CONTENTS
CHAPTER PLAN
5. CHAPTER 1: -

INTRODUCTION

OBJECTIVE OF THE STUDY

REVIEW OF LITERATURE

RESEARCH METHODOLOGY

LIMITATIONS OF STUDY

6. PROFILE OF THE ORGANISATION

7. ANALYSIS AND INTERPRETATION OF
DATA
8. CONCLUSIONS AND
RECOMMENDATIONS
Executive Summary

I have done my internship at SHINE PROJECTS(India) Limited from 21-

07-21 to 21-09-21 in the field of HR. SHINE PROJECTS (India) Limited,
known for its world – class teaching infrastructure and techniques with
quality courses , founded by Mr. Venkata Sri Harsha. They are into
various operations like education consultancy as well as business
consultancy and major focus is on providing quality professional
courses to students , the areas on which they majorly focus on are [1]
Stock Market , [2] Crypto Currency and [3] Real Estate.

Human resources (HR) are the division of a business that is charged

with finding, screening, recruiting, and training job applicants. It also
administers employee-benefit programs. HR plays a key role in helping
companies deal with a fast-changing business environment and a
greater demand for quality employees. HR also administers employee-
benefit programs. It must keep up to date with any laws that may
affect the company and its employees.

HRM is a strategic approach to managing company employees, the

work culture, and the work environment so that people can function
as effectively and productively as possible. Typically, it involves using
metrics to measure workforce success.

Human Resource Development is the part of human resource

department that specifically deals with training and development of
the employees in the organization. Human resource development
includes training a person after he or she is first hired, providing
opportunities to learn new skills, distributing resources that are
beneficial for the employee's tasks, and any other developmental
activities.

Recruitment refers to the process of identifying, attracting,

interviewing, selecting, hiring and onboarding employees. In other
words, it involves everything from the identification of a staffing need
to filling it. Depending on the size of an organization, recruitment is
the responsibility of a range of workers. Larger organizations may have
entire teams of recruiters, while others only a single recruiter.
Chapter 1- Introduction
Objectives of Study:

1. To study the HR policies regarding recruitment, training and

employee engagement.
2. To understand the process of recruitment.
3. To know the sources of recruitment at various levels and various
jobs.
4. To assist the recruitment and selection procedures.
5. To find out actual relationship between the management and the
employees through employee engagement activities.
6. To identify the area of improvement and make recruitment process
more effective.

Scope of Study:

The benefit of the study for the researcher is that it helped to gain
knowledge and experience in the field of HR. It provided the
opportunity to study various HR policies and to understand the process
of recruitment and selection procedures.
The key points of my research are: -
1.To understand and analyze various HR activities including
recruitment and selection process.
2. To suggest any measures/recommendations for the improvement of
recruitment procedures.

What Is Human Resource (HR) -

Human resources are used to describe both the people who work for a
company or organization and the department responsible for managing
all matters related to employees, who collectively represent one of
the most valuable resources in any businesses or organization. Human
resources (HR) are the division of a business that is charged with
finding, screening, recruiting, and training job applicants. It also
administers employee-benefit programs. HR plays a key role in helping
companies deal with a fast-changing business environment and a
greater demand for quality employees. HR responsibilities include
compensation and benefits, recruitment, firing, and keeping up to
date with any laws that may affect the company and its employees.
HR also administers employee-benefit programs. It must keep up to
date with any laws that may affect the company and its employees.
HR is considered by many business strategists to be the most important
of all company resources. That’s because employees can gain new
skills, thereby increasing the size of a company’s competitive
advantage over time.

An HR department is an essential component of any business,

regardless of an organization's size. It is tasked with maximizing
employee productivity and protecting the company from any issues
that may arise within the workforce. the HR department takes care of
the organization’s most valuable asset; its employees. HR professionals
make sure that employees have everything they need to perform their
day-to-day tasks and they’re also responsible for creating a healthy
work environment that attracts and retains qualified people. Human
Resources professionals perform various tasks, including recruiting,
managing employee relations, and creating company policies. In small
companies, HR Generalists perform all relevant tasks, whereas in
larger companies HR professionals could specialize in certain areas,
e.g., sourcing and hiring, compensation and benefits, HR operations.
HR department is responsible for managing the employee life cycle. A
well-managed HR department finds the right people for the job and
does what it takes to keep them content and productive.

What is Recruitment-
Recruitment is the process of finding, screening, hiring and eventually
onboarding qualified job candidates. Employees are the lifeblood of
companies, so finding and attracting the best candidates possible is of
utmost importance. A poor recruitment effort can result in unfilled
jobs and a loss of revenue, while successful recruitment will bring in
the right candidates on a timely basis, ensuring a business is able to
continue to move forward. Also, in a competitive hiring market,
employee retention can be tricky, but an effective recruitment
strategy can minimize that risk by ensuring the right people are hired
into the right roles. When recruiting is done well, your workforce is
engaged, employees are in the most suitable position for them to
succeed, your organization thrives, you can attract better candidates,
you can reduce turnover, you can build a talent pipeline and more.

When looking to fill open roles, employers have two options: Look
internally, or hire from the outside. Both have advantages and
disadvantages. Internal candidates need little to no onboarding as they
are familiar with the company and you are familiar with their past
performance. However, moving an existing employee into a new role
leaves the old role to fill. On the other hand, external candidates can
bring fresh eyes, enthusiasm and skills to a company, but it is vital to
ensure new employees will be a good fit in the company culture.

There are several types of recruiting. Here’s an overview:

Internal Recruiting- Internal recruiting involves filling vacancies with

existing employees from within an organization.

Retained Recruiting: When organization hire a recruiting firm, there

are several ways to do so; retained recruiting is a common one. When
an organization retains a recruiting firm to fill a vacancy, they pay an
upfront fee to fill the position. The firm is responsible for finding
candidates until the position is filled.

Contingency Recruiting: like retained recruiting, contingency recruiting

requires an outside firm. Unlike retained recruiting, there is no upfront
fee with contingency. Instead, the recruitment company receives
payment only when the clients they represent are hired by an
organization.
Staffing Recruiting: staffing recruiters work for staffing agencies.
Staffing recruiting matches qualified applicants with qualified job
openings. Moreover, staffing agencies typically focus on short-term or
temporary employment positions.

Phases In Recruitment Process-

1. Identifying the Hiring Needs- recruitment process should start with

identifying the vacancies that exist followed by analysing the job
specifications including the knowledge, skills and experience needed
for the role.

2. Preparing a Job Description- Once you know what you need in terms
of knowledge, skills and experience, it is time to determine the duties
and responsibilities of job. Preparing a comprehensive job description
will help you know what your potential employees actually have in
order to meet the demand for the role.

3. Talent Search- Identifying the right talent, attracting them and

motivating them to apply are the most important part of recruitment
process.

4. Screening and Shortlisting- In the recruitment process, shortlisting

comes after sourcing (finding and attracting) and before interviewing
and further assessing. Screening and shortlisting often happens
simultaneously: as you screen resumes from candidates, you shortlist
the best ones to move forward.

5. Interviewing- An interview is a discussion or conversation between a

potential employer and a candidate. It is a selection process designed
that helps an employer understand the skills, scrutinise their
personality and character traits and check the domain knowledge.

6. Evaluation and Offer of Employment- Evaluating the candidate on

the basis of his skills and performance and giving him the offer letter.
It’s on the candidate to accept or reject the letter.

7. Introduction and Induction of New Employee- When applicants

accept offer letter, they officially become employees of the company.
The employees are then introduced to company. The induction process
of employees begins.

Need for Recruitment 

Recruitment is the process of finding and attracting capable applicants
for employment. The process begins when new recruits are sought and
ends when their applications are submitted. The result is a pool of
applications from which new employees are selected. It is the process
to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an
efficient working force. The importance of an effective recruitment
process never ceases:
1.Determines the Present & Future Requirements- The recruitment
process assists a company in evaluating its present and future staffing
requirements. It conducts a methodical examination of company
operations to determine the right number of recruits necessary.
2. Prevents Disruption of Business Activities- The process of
recruitment ensures that the daily activities of your organisation are
carried out seamlessly. It provides businesses with all necessary human
resources regularly for various job positions. The recruitment process
selects individuals from a variety of backgrounds to meet the
organisation’s needs.
3. Increases Success Rate of Hiring- This approach is effective in
stimulating the success percentage of the company’s selecting process.
It analyses all the job applications to minimise the frequency of
unqualified and exaggerating candidates.
4. Cost-Effective- It focuses on minimizing total costs and time spent
on finding suitable employees. Recruitment is a well-organized and
methodical approach in which a large number of people are given a
detailed description of a job opening.
5. Improves the Credibility of the Organisation- A business
organisation’s reputation is bolstered by a strong recruitment process.
It assesses the validity of job openings and reflects the professionalism
and authenticity of the company. The adoption of a good application
method by a company organisation will aid in increasing the trust of
job applicants.
Roles and Responsibilities of HR
1.Recruitment and Selection- Recruitment is concerned with
searching for potential candidates for the business and encouraging
them to apply for the vacant job position. On the other hand, the
selection is choosing the best employees from the shortlisted
candidates for the vacant job position. Recruitment is divided into two
types:

1. Internal recruitment consists of promotions, transfers of retired

employees, contacts or referrals, etc.

2. External recruitment is through advertising, recruitment through

campus, by third parties, unsolicited applicants, etc.
Employees well suited for the job will be highly productive in their
work, and the entire company can enjoy the success. Therefore, it is in
the roles and responsibilities of HR to ensure the right candidate is
selected for the position. HR plays a vital role in analysing all the
candidates, researching the job roles, and consulting the managers
before finalizing the right candidate.
2. Induction- Induction is the process of introduction of the job and
the organization to the new employee. It involves welcoming an
employee to be a part of the organization and providing them with the
basic information they might need to be well acquainted with the
company. Benefits of an induction program to the HR:
 1. The HR department will save time and resources if the process is
carried out smoothly. Eight out of ten employees that leave the
organization are new hires.
2. It allows you to get creative. Even though induction is one of the
roles and responsibilities of HR, they can showcase the company’s
strong points.
3. The induction process should be carried out effectively and
efficiently. Employees armed with proper knowledge and skills can
contribute to the company better and faster.
3. Training and Development of Employees- The approach to training
and development has seen a significant shift in the last few years.
Companies have realized the importance of training their employees
and have started investing in their development. A changing business
world means companies need to be attentive towards their employee
development. They need to prioritize and support their employees in
acquiring the skill.
4. Performance Appraisals and Promotions- Performance appraisal is
concerned with periodic evaluation of the performance of the
employees so that managers can understand their progress and
minimize their shortcomings. Of the many roles and responsibilities of
HR, ensuring smooth implementation of the appraisal process is one.
The HR department should be familiar with the responsibilities of each
employee so that HR can do the evaluation based on their key areas.
Advantages of Performance Appraisal:
1. Promotion: Appraisal reports can help managers see which
employees can be promoted and shoulder more roles.
2. Compensation: Appraisal reports help outline compensation package
for employees.
3. Employees development: A systematic procedure helps the HR
department make sound policies and programs for the training process.
5. Compensation and Benefits- The term compensation and
benefits include all the benefits a company provides to its employees
in exchange for their job. Any person looking at a new job prospect
will first see the salary. But in reality, compensation is much more
than a regular pay check. Benefits provided by company are indirect
pay such as insurances, stock options, housing facilities,
transportation.

Source- careercontacts.ca/hr/
6. Employee Retention- Every organization needs loyal employees who
will work with the company and grow with the company. Therefore,
the management needs to retain employees who think highly for their
organization and contribute their best. The roles and responsibilities of
HR entail retaining their top performers.
1. When an employee is resigning from their job, HR has to intervene
and find out the reason. This is because no employee will leave the
organization without having a basis. Therefore, HR needs to get behind
it and find out the cause.
 
2. HR has to get the employee to communicate about the issue they
might be facing with the company or their colleagues. If HR can get
the employee to be comfortable with them, they might understand
their points of view. This will help them take the necessary steps to
use while solving the issue.
 
3. During the recruitment process, HR needs to ensure that they hire
the right person for the role. An employee not happy with their work
will have a higher chance of leaving the organization.
7. Employee Engagement- Employee Engagement describes the
enthusiasm and dedication the workforce has for the company.
Engaged employees care more about the company, about the work,
and are most forward in their interactions with the other colleagues.
8. Design Workplace HR Policies- HR policies are the formal rules and
regulations that a company introduces to hire, train, develop, and
reward its employees. The implementation of HR policies can aid the
organization both internally and externally. Without an established set
of policies, the HR department will not give the correct solutions to
disputes that may arise. 
9. Performance Analysis- Performance analysis is the measurement of
performance against a standard set. In human resources, performance
analysis can help them review the employee’s contribution towards a
task or a project.
Challenges Faced by HR’s
The modern working environment is changing at an unprecedented
faster pace. HR leaders encounter many challenges as organizations
get impacted by the disruptive change of priorities among employees
due to the adoption of new business models. Challenges faced by HR’s-
1. Attracting and Retaining Good Talents- Attracting and retaining a
good workforce is a significant challenge for HRs in 2022. It is even
more difficult for small and medium enterprises since workers seek
opportunities that offer better benefits, where more prominent brands
often shine. Attracting talent is one part of the challenge, but it also
goes beyond recruitment. Retention of workers through various
initiatives like offering better increments, health benefits, work-life
balance, and opportunities to learn is also essential. HR leaders should
build a stronger employer brand to overcome this challenge. 
2. Compensation and Benefits- Amid growing competition to hire
talent and the great resignation, employees revisit the compensation
and benefits requirements. Companies offer pay increases, more
benefits, and going beyond the norms to provide perks like health
benefits and flexibility. If HR leaders are not ready with a strategy to
match talent expectations, it will be tough to recruit and retain top
talent in 2022. Another way to ensure a return on investment is to
provide variable performance-based components. Such performance-
linked rewards will keep employees motivated to perform at their
best.
3. Prioritizing employee mental and emotional well-being- In the
wake of the pandemic, workers’ mental health and resilience are at
the forefront in 2022. Employee well-being is no longer just about
physical well-being but has mental and emotional well-being as
essential aspects. As the hybrid work environment blurs the line
between work and personal life, companies will be required to invest
heavily in improving employee well-being to remain resilient and
confident. There is a need to make arrangements for a positive and
healthier work environment for field staff. They should not feel the
stress of too drastic changes in work culture due to the adoption of
new technologies.
4. Making Diversity, Equity, and Inclusion (DEI) a strategic goal-
According to Gartner, 69% Of companies have identified that workforce
diversity and inclusion are essential for strategic development in the
wake of the hybrid work culture. Yet, only 35% of HR leaders prioritize
DEI for the coming years. Challenges faced by human resource
management include DEI-related issues. HR leaders will have to
diversify the workforce to create an inclusionary working
environment. To create a diversified workforce, you have to be
strategic and person-specific. You can leverage diverse job boards like
Recruit Disability which helps locate people with disability looking for
work. A recommended move is to highlight diversity on the career page
of your organization’s website to let prospective employees know you
support DEI.

6. Not being able to automate routine tasks- HR responsibilities are

shifting in the hybrid work culture. The HR managers should be
focusing more on the strategic areas that lead to business development
rather than wasting time on repetitive administrative tasks.
Interestingly, according to McKinsey, we have the technologies
available to automate 56% of human resource functions. Automating
routine administrative tasks can help you focus on aspects that directly
impact employee engagement and retention. While technology cannot
replace teamwork, communication, or collaboration, it can help human
resource specialists focus on understanding people, which is crucial in
developing work relationships. An example of how automation can help
HR is by using software-based time tracking and attendance
management. Implementing such systems help HR leaders make payroll
more effective and increase productivity while minimizing human
errors.

The challenges faced by HR leaders will be complicated, and so

organizations need employee integration, cooperation, and transparent
communication to grow in a hybrid work environment. HR managers
must manage the challenges we have listed here to help their
organizations succeed through a diverse and productive workforce.
Human Resource Management remains a crucial aspect necessary to
building a unique workplace culture in the current scenario. Proper
management of these challenges will eliminate employee
uncertainties, providing the organization with a competitive
advantage.
What is Human Resource Management (HRM)-
Human resource management is the organizational function that
manages all of the issues related to the people in an organization. That
includes but is not limited to compensation, recruitment, and hiring,
performance management, organization development, safety,
wellness, benefits, employee motivation, communication, policy
administration, and training. Human resource management is also a
strategic and comprehensive approach to managing people and the
workplace culture and environment. Done well, it enables employees
to contribute effectively and productively to the overall company
direction and the accomplishment of the organization's goals and
objectives. The department members provide the knowledge,
necessary tools, training, administrative services, coaching, legal and
management advice, and talent management oversight that the rest of
the organization needs for successful operation.
The role of HRM practices is to manage the people within a workplace
to achieve the organization's mission and reinforce the culture. When
done effectively, HR managers can help recruit new professionals who
have skills necessary to further the company's goals as well as aid with
the training and development of current employees to meet
objectives.
Human resources management works through dedicated HR
professionals, who are responsible for the day-to-day execution of HR-
related functions. Typically, human resources will comprise an entire
department within each organization.HR departments across different
organizations can vary in size, structure and nature of their individual
positions. For smaller organizations, it is not uncommon to have a
handful of HR generalists, who each perform a broad array of HR
functions. Larger organizations may have more specialized roles, with
individual employees dedicated to functions such as recruiting,
immigration and visa handling, talent management, benefits,
compensation and more. Though these HR positions are differentiated
and specialized, job functions may still overlap with each other.

If appropriately done, human resource management can prove to be a

pivotal step in the right direction for a workplace, and it benefits not
only the company but also the people who are working there. Human
Resource Management allows people to enjoy their rights and share
their issues hence making sure that the workspace is healthy and
productive. HR managers would perform astoundingly for the
promotion and development of the organization. They are essential for
inter-organizational relationships, representation and publicizing. An
organization that does not have a functional Human Resource
Management Department (HRM) would always stay behind in terms of
productivity. People working there are mostly unhappy, and the
workplace is intolerable because of the mismanagement. There is
never a proper work schedule and no implementation of rules or
regulations. Top 5 benefits of a human resource management are-

1. Recruitment and Training- Bringing the right kind of people on

board is a very tough job without a properly devised recruitment
methodology. To perform a task as crucial as hiring, human resource
management is your best friend. They will not only approach all the
suitable candidates in a matter of days but will also create the job
descriptions that would fit perfectly to each designated role. After the
hiring, they will make the new employees train in order to fit in the
workplace without any significant issues. They will help them
understand and perform their duties and would keep a check on their
work efficiency during their time in training. This whole process would
maintain the individuality of the workplace with maximum
productivity.

2. Performance Management Strategy- If your work is not rewarding,

there is no point in working altogether. People need some reward for
the efforts they are putting in their work or in fact, everything.
Without any reward system, people will slack and would instead not
work at all. Human resource management department is responsible
for measuring the work efficiency and designing a performance
management strategy accordingly. Which helps the employees feel
more accomplished and rewarded for their work and effort. Such an
approach would ensure not only maximum brilliance but also increase
work efficiency.

3. Building Relationship- Happy people make a more productive

apace. No one would like to work in a tense and boring environment.
The workplace is a second home to many people. People spend the
most time at their workplace which is sometimes even more time than
they spend in their own homes. Therefore, workplace relationships,
their integrity, the values are essential. A home is safe, friendly and
most of it is a part of your comfort zone. Every person has their moral
values, similarly, a place has its own ethics and values. It is the moral
obligation of the human resource department to ensure the safety and
privacy of its employees. Building healthy relationships between the
clients, the employers, and their employees, preserving the work
balance by enforcing rules without hurting the sentiments or values of
the employees, is the prime responsibility.

4. Conflict Management- Conflict and disruptions are part of life.

Where there would be two people there would be the chances of
conflict and the stakes get higher as the number of people increases in
a place. Even the healthiest relationships have chances of disputes due
to disagreements or depending on various circumstances. Similar is the
case of workplace disruptions and conflicts, which could be internal or
external. Chances of internal conflicts could be reduced to a
significant degree with the help of human resource management
department. The HRM department takes timely action and resolves the
contention systems in which multiple people are sharing a common
channel in a way that can lead to conflicts. HRM department also deals
with one-to-one disputes, which could be between the employer and
the employee or the other way around.

5. Improving Employee Turnover- HRM department oversees the

employee turnover. High employee turnover can badly affect the
overall efficiency and could severely hurt the reputation of any
company/business/organization. Therefore, the HRM department is
always working to improve the employee turnover of any organization.
Employees are the asset of a company, and hiring is an extremely
painstaking process. Even a single employee turnover can cost twice as
much as their current salary to hire a new person and then training
them for a replacement. It is cost-inefficient and unpleasant for a
healthy work atmosphere. To improve the turnover, the HRM
department is always very clear about the terms & conditions of the
organization. They would carefully prepare the contracts that will
define those terms and conditions.

Processes of Human Resource Management

Each organization works towards the realization of one vision. The

same is achieved by formulation of certain strategies and execution of
the same, which is done by the HR department. At the base of this
strategy formulation lie various processes and the effectiveness of the
former lies in the meticulous design of these processes. The following
are the various HR processes-

1.Human Resource Planning: Generally, we consider Human Resource

Planning as the process of people forecasting. Right but incomplete! It
also involves the processes of Evaluation, Promotion and Layoff.
1. Recruitment: It aims at attracting applicants that match a certain
Job criterion.
2. Selection: The next level of filtration. Aims at short listing
candidates who are the nearest match in terms qualifications,
expertise and potential for a certain job.
3. Hiring: Deciding upon the final candidate who gets the job.
4. Training and Development: Those processes that work on an
employee onboard for his skills and abilities upgradation.
2. Employee Remuneration and Benefits Administration: The process
involves deciding upon salaries and wages, Incentives, Fringe Benefits
and Perquisites etc. Money is the prime motivator in any job and
therefore the importance of this process. Performing employees seek
raises, better salaries and bonuses.
 Source- hibob.com

3. Performance Management: It is meant to help the organization

train, motivate and reward workers. It is also meant to ensure that the
organizational goals are met with efficiency. The process not only
includes the employees but can also be for a department, product,
service or customer process; all towards enhancing or adding value to
them.
Nowadays there is an automated performance management system
(PMS) that carries all the information to help managers evaluate the
performance of the employees and assess them accordingly on their
training and development needs.
4. Employee Relations: Employee retention is a nuisance with
organizations especially in industries that are hugely competitive in
nature. Though there are myriad factors that motivate an individual to
stick to or leave an organization, but certainly few are under our
control.
Employee relations include Labour Law and Relations, Working
Environment, Employee health and safety, Employee- Employee
conflict management, Employee- Employee Conflict Management,
Quality of Work Life, Workers Compensation, Employee Wellness and
assistance programs, Counselling for occupational stress. All these are
critical to employee retention apart from the money which is only a
hygiene factor.
All processes are integral to the survival and success of HR strategies
and no single process can work in isolation; there has to be a high level
of conformity and cohesiveness between the same.
 

Importance of Employee Relations

Every individual at the workplace shares a certain relationship with his
fellow workers. Human beings are not machines who can start working
just at the push of a mere button. They need people to talk to, discuss
ideas with each other and share their happiness and sorrows. An
individual cannot work on his own, he needs people around. If the
organization is all empty, you will not feel like sitting there and
working. An isolated environment demotivates an individual and
spreads negativity around. It is essential that people are comfortable
with each other and work together as a single unit towards a common
goal. It is important that employees share a healthy relation with each
other at the work place. Importance pf employee relations in an
organization are-

1. There are several issues on which an individual cannot take

decisions alone- He needs the guidance and advice of others as well.
Sometimes we might miss out on important points, but our fellow
workers may come out with a brilliant idea which would help us to
achieve our targets at a much faster rate.

2. Work becomes easy if it is shared among all- A healthy relation

with your fellow workers would ease the work load on you and in turn
increases your productivity. One cannot do everything on his own.

3. The organization becomes a happy place to work if the

employees work together as a family- An individual tends to lose
focus and concentration if his mind is always clouded with unnecessary
tensions and stress.

4.An individual feels motivated in the company of others whom he

can trust and fall back on whenever needed- One feels secure and
confident and thus delivers his best. It is okay if you share your secrets
with your colleagues but you should know where to draw the line. A
sense of trust is important.
5.Healthy employee relations also discourage conflicts and fights
among individuals- People tend to adjust more and stop finding faults
in each other. Individuals don’t waste their time in meaningless
conflicts and disputes, rather concentrate on their work and strive
hard to perform better.
6. A healthy employee relation reduces the problem of absenteeism
at the work place. Individuals are more serious towards their work and
feel like coming to office daily. They do not take frequent leaves and
start enjoying their work.

Importance of Compensation and Benefits

Compensation and benefits refer to the compensation/salary and other
monetary and non-monetary benefits passed on by a firm to its
employees. Compensation and benefits are an important aspect of HRM
as it helps to keep the workforce motivated. It helps give benefits to
employees based on their performance and actions and brings the best
out the employees at workplace.
Difference between compensation and benefits:
Both the factors are important in motivating employees for doing their
work and paying them for the services they are doing for the company.
However, there is a slight difference between compensation and
benefits.
Compensation is completely related to the money which is being paid
to an employee i.e., salary. bonuses etc. On the other hand, benefits
are the non-monetary incentives given to employees like health
benefits for which the employee doesn't have to pay.
Based on the seniority, responsibility and position of an employee,
there are various types of plans:
1. Executive compensation for CEOs, managing directors, chairman
etc. Mostly salaries and perks are decided by the committee.
2. Workers’ compensation is the salary and wages provided to
employees and workers.
Companies hire people individual to achieve their organizational goals
and people join companies to earn money & build their career. One of
the biggest factors why people join companies in the compensation
and benefits, salaries, perks, incentives etc. which is given to them.
Apart from the company's reputation and job profile, the money
offered as a salary is pivotal in attracting people to work for the
organization. The more the compensation and benefits offered to
employees, the more is their loyalty, motivation to work and do well.
However, companies which offer lesser salaries see a high attrition
rate and less productivity from employees. All these factors help in
making compensation and benefits an important factor in managing
workforce. Salaries of employees are defined by several parameters
like experience, education background etc. In senior management,
skills like team management, communication management, leadership,
time management etc. are also considered while finalizing the pay
package.

A Literature Review on Human Resource Management Practices.

ABSTRACT

This article shows the review of literature in the field of Human

Resource Management. In every organization HRM plays a major role.
As they act as a bridge between Employer and Employee, they have
critical role balancing employee and employer needs. This article helps
us to know in detailed about the researchers who undergone some fair
idea about the Human Resources Practices in India. To retain the
employees and to achieve profit in the organization well developed
and wellconstructed Human resources practices should be followed in
the organization. This article deals with the literature review of
Human Resources Management practices to retain Employee Retention
Keywords: Human Resource, Human Resource Management Practices,
Literature Review.

INTRODUCTION

This research article is prepared to know about the importance of

Human resource management and Human Resources practices followed
in the organization to retain employees. This article is prepared on the
basis of research papers, books and thesis to provide the review of
HRM and HRM practices and to improve the organizational
performance. In this research article, self-had made an attempt on
literature review on Human Resources Management Practices to retain
Employees.

Anupama Gupta (2010) explained the consequences of the challenges

faced by the Human resource management in context with the current
economic status and the challenges faced should be taken in
consideration. This article insists on the challenges in the short fall of
talented employees. This also emphasis on how Human resources
Management tackles the problems handled on a day to day activities. It
also suggested some important points to handle things better.

Saini R.R. (2010) this article explains Management in United

Commercial Bank which is a case study of Chandigarh State which
elaborates HRD rules and regulations. Basically this study explains the
hurdles in the process of framing the rules and process of executing it.
This analytical study contains a sample size of 100 people and analyzed
their opinion about HRD rules and regulations. As a result of this study
is qualification plays a important role in recruitment in top, middle
and low level management. The practice of selecting right candidate
for the level of management helps the organization to achieve more
and retain employees in the organization

Kundu. Subhash C., Divya Malhan (2009) in their article on "Human

Resources Management Practices in Insurance Companies: The study
was made in Indian and MNC’s and explains the benefits of the
organization is generated only by Human Resources .However the
advantage of giving insurance to the Human Resources is one of the
employee benefits issued by the Human Resource Management. The
findings of the study says that both domestic and international
Insurance companies have to improve more on their HR practices like
performance appraisal, HR planning and Recruitment

Tripathy (2008) explained that the organization have the optimum

usage of Human resources in the organization. They follow the 3 C
concept (i.e) Competencies, commitment and culture. By following
these 3 C culture in the work organization give the positive results in
the organization. This practice is considered to be the best result
earning which resulted in the increase in the financial growth.

Singh S.K (2008) in this study he explained that for a good

organizational growth employee should maintain their involvement to
yield high productivity. Employee’s dedication helps him to achieve his
target, and increases his quality of work. Organization should also help
the employee in training him to develop his interpersonal skills. Both
Employer and Employee should equally contribute each for individual’s
growth.

Patil, Kallinath S. (2007) The development of facility management

industry has an important place in the growth of the country. Life
Insurance Corporation is one of the major service providers in which
they provide the best service. The Transmission doesn’t come in a day.
For that employees have put in lot of efforts to bring the service in the
field of service.

Hemant Rao (2007) in his study he explained the changes in the role
Human Resources. There was an extraordinary change in the role of
Human resource department. They should work in the organization
such that they should treat the employees irrespective to cast,
religion, gender etc. The productivity of the company is based on the
quality of work done by the employees in the organization.

Sharma and Jyoti (2006) in this article they have explained about the
Job Satisfaction that they finalize it the best and effective reason for
an employee in the working situation. They also explain that this
emotional factor helps the employee in the organization to yield best
results. Dissatisfaction is one of the main reasons for attrition of
employee in the organization. So, job satisfaction is the primary reason
of an employee’s carrier growth and development of an organization.

Subramanian, V. (2005) he express that the recruitment and selection

process in the organization and selecting the right candidate for the
correct position helps employees to work in the organization in a very
positive mode. The interview process should be relevant to the job
profile so that the candidates will be interested in the job profile.

G.V. Chalam and L. Srinivas (2005) in his article he have made a

Human Resources Department survey across 120 branches of State Bank
of India at Andhra Pradesh, and defines the gender where he paper
made an attempt to explore the basic gender difference. He finds that
the women employees have much more concern that the male
employees. Female employees have higher attitude of respecting the
organization and Human resource department. They also have good
source of Loyalty towards Bank work
Maitin,T.P. (2003) In his study he explains the Human Resource
Development shows the progress of the organizational growth with
different process like recruitment and selection, payroll processing and
maintains the rules and regulations of the office. By the way of best
approach towards the employees which the in the high productive of
the employees.

Vidya A. Salokhe (2002) in her study he explained the Human Resource

department have several processes to improve the employee’s
individual growth in the organization. It also helps the organization to
achieve more in the profit with their effective smart work. Employees
are the asset of any organization which they make profit out of them.

Mishra and Bhardwaj (2002) in his research he made an empirical

study on the Private companies and their nature of work in Human
resources Department. A random sample of 107 managers with
different levels like low level, middle level and top level management
are taken into consideration. A questionnaire was circulated to them
to know about the Human Resource department and analyzed. As a
result the situation present in the HRD is satisfactory.

T.V. Rao (1999) the study in his book explains that the audit conducted
describes the methods and ideas which have to be implemented in the
Human Resource Audit. His framework helps to estimate the different
criteria like core competency, culture and value of the organization.
By evaluating the employee’s interpersonal skills, they can improve in
some of the factors which are they lacking in the system. They also
have broadminded people in the top level management which helps
the low and middle level employees to know about their concerns. So
they each and every employee in the organization helps them to
achieve more by increasing the productivity.

Udai pareek &T.V. rao (1999) in his study he explains that the
limitations of Human Resource Department where they need to
improve in the personal growth of employee and the organization. In
his he elaborately explains about the importance of the training and
Development, HR Audit, Planning and Development, Organizational
Behaviors. This also gives the lots of information about the Educational
Institutes and lot of professional people.
Venkateswaran (1997) explains in his article about how Human
resource Department helps the organization in their Financial growth.
For that he made a empirical study by collecting data from a sample of
132 executives of a private organization. This study helps to know how
the HRD works in the organization and how for employees are
benefited out of them. As a result, the HRD works in better way how
such that employees are more much comfortable in the rule and
regulations of the organizations. This also helps the organization to
maintain a good decorum.

Conclusion :-

Hence the review of literature have concrete evidences of about

Human Resources Practices in the organization. The HRM Practices like
Recruitment and selection, Training and Development, Performance
Appraisal, Rewards and Recognition, Organization environment,
Employee Engagement and Organizational Loyalty helps the
organization to achieve their targets and goals.

References :-

1. Anupama Gupta ― Retailing Human Resource Challenges Ahead,‖

‗Synthesis‘ 5(2), july 2007, pp. 102-107.
2. G.V. Chalam and L. Srinivas, ―Gender wise perception and
Attitudes on HRD Climate in Indian Banking Sector,‖ The Indian
Journal of Commerce, 58(4), Oct-Dec 2005, pp. 62-71.
3. Hemant Rao, ―Changing role of HR,‖ Synthesis,4(1), January-
june 2007, pp.49-54.
4. Kundu, Subhash C, and Divya Malhan (2009). HRM Practices in
Insurance Companies: A Study of Indian and Multinational
Companies. Managing Global Transitions. Volume 7 · Number 2
2009
5. Maitin, T.P., "Dynamic Human Resource," The Indian Journal of
Commerce, Vol. 56, No. 283, April-September, 2003, p.85.
6. Mishra, P., and Bhardwaj, G. (2002) ―HRD climate: An empirical
study among private sector managers‖ IJIR, Vol.38, No.1.
7. Patil, Kallinath S., "Finance India," Journal of India Institute of
Finance, Vol. XVII, No. 3, Sept. 2007, p. 1037.
8. Rao, T.V. (1999), HRD Audit, New Delhi: Response Books (A
Division of Sage Publications).
 9. Rao, T.V. and Abraham, S.J. (1986), ―HRD Climate in Indian
Organizations‖, Oxford and IBH Publishing Co. Pvt. Ltd. New
Delhi.
10. Saini R.R,(2010), ―Human Resource Development in UCO
Bank- A Case study of Chandigarh Region‖, RMS Journal of
Management and IT, Volume 3, June 2010, Page no -58-64.
11. Sharma, R D. & Jeevan Jyoti, "IIMB Management Review,"
Dec. 2006, pp. 349- 350
12. . Singh, S.K(2008) "HRD Climate: Interventions and
challenges", Human resource development: HRD-IR interface
approach. Atlantic Publishers & distributors, New Delhi 2008.
13. Sivasubramaniam, Nagraj and Venkataratnam, C.S (1998),
―The Relationship between HRM and Firm performance‖,
Paradigm, 1, pp 135-141.
14. Tripathy, p. Kumar (2008), ―HRD Climate in Indian
organizations: A Study in few selected Units of West Bengal‖,
HRM Review Magazine November2008
15. Venkateshwaran, K.P.S.(1997), ―A note on HRD Climate‖
Vikalpa, 22: 51-54
16. Valeed A. Ansari & Mr. Wubshet Fola (2014), “Financial
Soundness and Performance of Life Insurance Companies in
India”, International Journal of Research (IJR) Vol-1, Issue-8,
September 2014 I

Research Methodology
Research is a process of systematic inquiry that entails collection of
data; documentation of critical information; and analysis and
interpretation of that data/information, in accordance with suitable
methodologies set by specific professional fields and academic
disciplines.

METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
METHODOLOGY OF
STUDY:
The project is a systematic
presentation consisting of the
enunciated problem,
formulated
hypothesis, collected facts of
data, analyzed facts and
proposed conclusions in
form of
recommendations.
The data has been collected
from both the sources primary
and secondary sources
Methodology of Study
A Research Methodology defines the purpose of the research, how it
proceeds, how to measure progress and what constitute success with
respect to the objectives determined for carrying out the research
study. The project is the systematic presentation consisting of the
enunciating problem, formulated hypothesis, collected facts of data,
analysed facts and proposed conclusions in form of recommendations.
The data has been collected from both the sources, primary and
secondary sources.
The research methodology for the present study has been adopted to
reflect these realties and help reach the logical conclusion in an
objective and scientific manner.

DATA COLLECTION:
Primary Data:
Primary data was collected
through survey method by
distributing questionnaires to
employees.
The questionnaires were
carefully designed by taking
into account the parameters of
my study.
Secondary Data:
Data was collected from web
sites, going through the records
of the organisation, etc. It is the
data
which has been collected by
individual or someone else for
the purpose of other than those
of our
particular research study. Or
in other words we can say
that secondary data is the
data used
previously for the analysis and
the results are undertaken for
the next process
Data Collection
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the
enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of
recommendations.
The data has been collected from both the sources primary and
secondary sources
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the
enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of
recommendations.
The data has been collected from both the sources primary and
secondary sources
Primary Data:
Primary Data was collected through survey method by distributing
questionnaires to employees. The questionnaires were carefully
designed by taking into account the parameters of study.
Secondary Data:
Data was collected through websites, going through the records of the
organisations, etc. It is the data which has been collected by the
individual or someone else for the purpose of other than those of our
particular research study. Or in the words we can say that secondary
data is the data used previously for the analysis and the results are
undertaken for the next process.
Kind of Research
The research done by
Exploratory Research
The kind of research has the primary objective of developing insights
into problem. It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.
Sample Design
A complete interaction and enumeration of all the employees was not
possible so a sample was chosen that consisted of 52 employees. The
research was taken by necessary steps to avoid any biased while
collecting data.
Tools of Analysis
The data collected from both the sources is analysed and interpreted
in the systematic manner with the help of statistical tool like
percentages.
Research Design
Research design is the framework of research methods and techniques
chosen by a researcher to conduct a study. The design allows
researchers to sharpen the research methods suitable for the subject
matter and set up their studies for success. Creating a research topic
explains the type of research (experimental, survey research,
correlational, semi-experimental, review) and its sub-type
(experimental design, research problem, descriptive case-study). 

Limitations of the study:

The study is subjected to following limitations:

1.The study is done on data provided by the company and its

employees. As such there may is a possibility of their biases may have
influenced this study.

2. In some case data is collected from companies past records.

  

  

Profile of the Organization

Shine Projects is a pioneer in conducting workshops for students and
companies across the globe to address the gaps and to take seekers to
the next level. They hire Marketing and Business Development interns
across the globe.

Shine Projects [India] limited is based in Hyderabad , Telangana. This is

an Ed- tech startup founded by Venkata Sri Harsha . The company
provides various professional courses for students with world -class
faculty and facilities to be at the edge of their career.

They provide various courses at a suitable amount which almost every

person earning a decent income can avail, we have courses like ,
banking concepts, Insurance concepts , basics to advance of stock
market and intra day trading , real estate concepts, investment baking
concepts , macro and micro economics etc.

Venkata Sri Harsha, the MD & CEO of Shine Projects. He has extensive
experience in conducting online sessions on Financial Markets and
Macro Economics. He has conducted sessions in various established
institutes like IIMs and Symbiosis International University.

Rated as the best start up of the year 2020 & the best company in
focus 2021, Shine Projects is an ISO rated online Education company
that offers affordable training. they are currently operating in India,
ME, US & UK

About the Founder

He holds an MBA in Finance and Marketing, along with many
certification modules conducted by BSE and NSE. He is a certified stock
market analyst and a macroeconomics expert.

A passionate educator and lecturer, he has worked on international

platforms, catering to audiences in India, Middle East, U.K, and the
U.S. He started Shine Projects in 2017(Jan) with the mission of
providing sound financial literacy and awareness to everyone. He
strives to make his modules affordable and easily accessible for all. His
in depth knowledge and drive, coupled with ability to think on his feet
and innovate has today turned his passion project into India’s fastest
growing education company.

One of the strongest pillars of his initiative has been his ability to
connect and interact with his students with absolute ease and comfort.
It is due to his vast experience in taking offline & online courses, that
he can ensure all his classes are highly interactive, which enables him
to make even the most complicated of concepts, easily understandable
to everyone.

In addition to being an educator, he has also written extensively on

financial markets, even providing his insights and inputs to many
acclaimed academic journals and papers, and is also an active guest
speaker. Since equal access to education is an issue that is absolutely
close to his heart, apart from training students and interns, he also
volunteers at Make a Difference to teach English to the
underprivileged.

Social Aim of the Company

Training and placement for rural youth.

We provide skill development (Technical training & communication

skills) to rural youth(20+ age) that finished their class 10(atleast). In
that, we make them LIC agents and Mutual fund agents helping them
create a consistent recurring income for themselves. This initiative is
also in-turn creating financial awareness within the overall rural
population. 

Power packed motivation sessions.

1 Day motivation sessions are being offered in rural colleges to explain

the importance of education and attaining employability. Extremely
simple meditation techniques are also taught to attain mind control.
Freebies are distributed to students to attain maximum participation
throughout the day. The colleges we visit are also offered cleaning
products to maintain hygiene (need of the hour) and to create a more
conducive environment.

Awards and Achievements of the Company

Chapter III- Analysis and Interpretation of Data
1.Are you satisfied with the recruitment process by which you are
selected?

Yes 15

No 0

Chart Title

15

YES NO

2. Was everything needed for your recruitment clearly informed to

you?

Yes 13
No 2

Chart Title

YES NO

3. How was the approach of management during the recruitment?

Serious & Positive 15

Casual 0

Negative 0
 Chart Title

100%

SERIOUS AND POSITIVE CASUAL NEGATIVE

4. What impression/ image did you have of Shine Projects (India)

Limited before getting recruitment?

Good 9

Average 6

Bad 0

Chart Title

GOOD AVERAGE BAD

5. How did you get to know about the vacancy?

Newspaper 0

Website 11

People to People Network 2

Other Sources 2

Chart Title

NEWSPAPER WEBSITE NETWORK OTHER SOURCES

6. Does training provided in orientation programme helps in your

daily work?

Yes 8

No 7
 Chart Title

YES NO

7. On time of recruitment and afterwards is HR staff accessible for

assistance and support?

Yes 14

No 1

Chart Title

YES NO
8. Do senior employees engage well with their subordinates?

Yes 15

No 0

Chart Title

YES NO

9. Do your feel any biasness by HR department in the interviews?

Yes 15

No 0
 Chart Title

YES NO

10. Do they ask different questions for different job posts?

Yes 15

No 0

Chart Title

YES NO
Chapter 6- Questionnaire
Questionnaire

1.Are you satisfied with the recruitment process by which you are
selected?

a. Yes - 15 b. No –

2. Was everything needed for your recruitment clearly informed to

you?

a. Yes - 13 b. No- 2

3. How was the approach of management during the recruitment?

a. Serious & Positive - 15

b. Casual- 0

c. Negative- 0

4. What impression/ image did you have of Shine Projects (India)

Limited before getting recruitment?

a. Good - 9 b. Average - 6 c. Bad -0

5. How did you get to know about the vacancy?

a. Newspaper b. Website - 11 c. People to people network -

2 d. Other Sources- 2

6. Does training provided in orientation programme helps in your daily

work?

a. Yes -8 b. No- 7

7. On time of recruitment and afterwards is HR staff accessible for

assistance and support?

a. Yes - 14 b. No - 1

8. Do senior employees engage well with their subordinates?

a. Yes -15 b. No - 0

9. Do your feel any biasness by HR department in the interviews?

a. Yes -15 b. No- 0

10. Do they ask different questions for different job posts?

a. Yes - 15 b. No- 0
CONCLUSION

In conclusion, during this internship at Shine Projects [India] limited I

learned that the process of human resource planning is vital in
assessing both the current and future personnel needs of an
organization in terms of quantity as well as quality. It is a fundamental
process that directly links human resource activities to the
organizational plan sand objectives. Furthermore, this process cushions
organizations from different challenges by preparing it for different
factors, external and internal that may affect its activities. It should
thus be taken serious considering that it determines the successful
implementation and achievement of an organization's objectives and
goals.