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1. A GENERAL STUDY OF HUMAN RESOURCE
FUNCTIONS
AT SAKSHAM A Helping Hand Foundation
A Project Submitted in the Partial Fulfillment of the
Requirement for the award of Degree of
Bachelor of Business Administration
BY
Nikhil Chandra (SBU190119)
DEPARTMENT OF COMMERCE & MANAGEMENT
Sarala Birla University Ranchi 2022
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2. DECLARATION CERTIFICATE
This is to certify that the work presented in the project entitled “A General Study Of Human
Resource Function At Saksham A Helping Hand Foundation” in partial fulfillment of the
requirement for the award of Degree of Bachelor of Business Administration of Sarala Birla
University, Ranchi is an authentic work carried out under my supervision and guidance.
To the best of my knowledge, the content of this project does not form a basis for the award of any
previous Degree to anyone else.
Date
Department of Commerce and Management
Sarala Birla University, Ranchi
Head
Dept. of Commerce and Management
Sarala Birla University, Ranchi
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3. CERTIFICATE OFAPPROVAL
The foregoing project entitled “A General Study of Human Resource Functions at Saksham
A Helping Hand Foundation” , is hereby approved as a creditable study of research topic and
has been presented in satisfactory manner to warrant its acceptance as prerequisite to the degree for
which it has been submitted.
It is understood that by this approval, the undersigned do not necessarily endorse any conclusion
drawn or opinion expressed therein, but approve the project for the purpose for which it is
submitted.
(Internal Examiner) (External Examiner)
(Dean Academics)
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4. ^SAKSHAM
' f A HELPING HAND FOUNDATION
This certifies that
Nikhil Chandra
a student ofSarala Birla University, Ranchi, Jharkhand, has completed his 1
month of internship as Human Resource Intern at an NGO, Saksham: A
Helping Hand Foundation from 01st October to 01st November, 2021. His
performance during this period was commendable.
We wish him success in all his future endeavors.
NAMITA GAUR
Founder
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5. ACKNOWLEDGEMENT
I would like to offer my sincere gratitude to various people, who directly or indirectly contributed
in the development of this work and who influenced my thinking, behavior, and acts during the
course of study.
I am indebted to Prof. (Dr.) V. K. Singh, Registrar, SBU, Prof. Sanjeev Bajaj, Associate Dean -
Department of Commerce and Management, Prof.A K Asthana- Dean Student Welfare, Dr.
Mridanish Jha, Co-ordinator BBA, and my internal project guide Prof. Ashok Kumar Asthana, and
entire SBU for their support, co-operation and motivation provided to me during the study/
internship. Many others had a direct or indirect by no means negligible contribution in the
completion of the project. This acknowledgement would be incomplete without expressing my
heartfelt thanks and gratitude to my organisational reporting Manager. This internship project has
been a learning experience for me and would not have been possible without the support and
guidance of the above-mentioned people. Needless to say, I alone remain responsible for any
errors that might have crept into the pages, despite of my best possible effort to avoid them.
Nikhil Chandra BBA (5th
semester) Registration No: -
SBU190119
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6. Executive Summary
The project is about my observations and learning and experiences regarding
Human resource function at Saksham A Helping Hand Foundationi. My tenure with
the organization was of about 1 month and I was associated with the organization as
a summer intern. I come across the various functionsof human resource in an
organization and have gained live experiences aboutthe same. Proper care and
implementation of human resource functions at the organization improve skills,
knowledge, and work efficiency of the worker. HR function has been introduced in
organisation for top to grass wood level employees so that they can meet the
challenges and understand the complexity of the changing environment. It is very
important that human resource organisational function transform from being
primarily administrative and operational to strategic partner. Human resource
management (HRM or HR) is the strategic approach to the effective management of
people in an organization, so that they help the business gain a competitive
advantage. Commonly known as the HR department, it is designed to maximize
employee performance in service of an employer's strategic objectives. HR is
primarily concerned with the management of people within organizations, focusing
on policies and on systems. The human resources department handles a range of
different functions within an organization. The department is responsible for hiring
and firing employees, training workers, maintaining interoffice relationships and
interpreting employment laws. The department works diligently behind the scenes
to ensure an organization runs efficiently. The HR department's duties will vary
between companies to company and on the basis of their mission , vision and
objectives. Human resources is the umbrella term used
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7. to describe the management and development of employees in an organisation.
Ultimately, it’s all about increasing employee performance. Traditionally HR
focused on hiring, firing and the old-school annual pay review. These days HR has
been positively reframed, covering a much wider remit. Basic functions of HR
include recruitment, and on boarding, managing payroll and benefits, holiday
management, training and development, employment law compliance and safety
compliance. In addition, HR today plays a significant role in developing positive
business culture and improving employee engagement and productivity, both of
which are critical to business success. Employee wellness and personaldevelopment
are also increasingly recognised as essential aspects of HR. Theproject work/ study
focused on an overall study of some basic HR functions at the organisation and at
the end the observation, findings and experiences are summed up in the form of
Conclusions. The diverse functioning of Human Resource functions has bought
significant changes in almost all the functions of the organisation, and has casted an
important effect on their productivity and functioning. The human resource
functions and structure is getting a rapid over oiling at the organization and has
rapidly increased the work efficiency and employees has given a remarkable
achievement during a last couples of years
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8. Table of Contents
S.No. CONTENTS Page No.
Chapter 1 Profile of the Company
1.1 Company Details 12
1.2 Nature of the Organization and its Business 13
1.3 Vision, Mission and Objectives 14
1.4 Organizational Structure 15
Chapter 2 Theoretical Background
2.1 Conceptual Framework 16
2.2 Views of Researchers 24
Chapter 3 Problem Statement & Objectives of the Study
3.1 Significance of the Study 26
3.2 Managerial Usefulness of the study 27
3.3 Objectives of the study 28
3.4 Scope of the Study 29
Chapter 4 Methodology
4.1 Research Design 31
4.2 Source of Data Collection 32
4.3 Sampling Procedure 32
4.4 Limitations of the Study 33
Chapter 5 Job Profile and Observation
5.1 Job Description Statement 35
5.2 Detailed Job Profile 35
5.3 Target Assigned 36
5.4 Job Experiences 36
Chapter 6 Conclusion
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9. 6.1 Conclusion 39
Annexure
Bibliography 44
Others
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10. Chapter - 1
Profile of the Company
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11. 1.1 Company Details
The details of the company in which I did my summer training is as following
• Name: Saksham: A Helping Hand Foundation
• Address: P-503, Paramount Symphony Rd, Crossings Republic, Ghaziabad, Uttar
Pradesh, 201016
• Website: https://sakshamhelpinghand.org
• Origin: Uttar Pradesh State
• Nature: Non-profit organization
• Area of Operation: Ghaziabad, Delhi NCR and nearby areas
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12. 1.2 Nature of the Organization and its Business
Saksham: A Helping hand Foundation is a non-benefit body working in Ghaziabad, Delhi NCR
and close by regions. The thought of Saksham came to the front around eleven years prior in 2011
when its organizer Mrs. Namita Gaur contributed by offering little assistance to the oppressed kids.
Saksham is dynamic in all supervisors in which we can keep a day to day existence and
humankind intact. Saving our Resources, Poverty, Education, General Awareness, Women
Empowerment are the main regions comes in the area which covers around all points and channels.
Departments of the Organization
Some of the major departments of Saksham: A Helping Hand Foundation are as following:
• Human Resource Department - The HRD in any organization is mainly responsible for
the overall development of the human resource of that organization. This development is
done by providing proper training opportunity to each and every employee so that they are
equipped with so many skills and traits which not only help them performing their current
job efficiently but also make them a treasure or wealth for the organization
• Marketing and Sales Department - This department is concerned with responding to
customers requirement and enquiry, Interaction with transporters, their performance,
evaluation and allocation of orders, packaging, Preparation of invoice, Pre-shipment,
Document and other related marketing functions
• Safety Department - The setting up of special department for taking care and account for
all safety measures, following the statutory requirements. This department follows some
set of predefined rules, to protect the organizational infrastructure, resources from any
kind of mishap (accident) theft or loss
• Finance - This department takes care of finances, salary, capital and other related
financial functions of the organization.
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13. 1.3 Vision, Mission and Objectives
If the people in the society, who are “SAKSHAM” i.e.; the ones who have a decent source of
income and are living with all happiness and prosperity, feels an urge to change the society, and
come forward to help.
Vision - To Give Hope for Better Future - Our work aims to eliminate the vicious circle of
poverty and social isolation and to revive hope for a far better future. We believe that every person
has the proper to access resources and opportunities so as to measure and develop with dignity and
to become a lively and contributing member of our society.
Mission - To Be Saksham - To empower individuals, families, communities and society to
reduce the social gap. Bring change in the lives of underprivileged children, youth and women,
with a life-cycle approach of development and emerge as a leading knowledge and technology
driven, innovative and scalable national development organization
Objectives
• Always Reachable to needy one
• Help whatever they have.
• Give a new hope to a lift
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14. 1.4 Organizational Structure
Saksham: A Helping Hand Foundation followed a straight-line hierarchy mentioned
below, where authority, obligations and functions are predefined
Chairman
XX
CEO
XX
Office Head
XX
Deputy Director XX
District Coordinator
XX
Block Coordinator
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15. Chapter - 2
Theoretical Background
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16. 2.1 Conceptual Framework
Concent of HRM
Human resource management was previously known as personnel management which was
concerned with the activities of a single department. HRM can be defined as a process of
procuring, developing and maintaining competent human resources in the organization so that the
goals of an organization are achieved in an effective and efficient manner. In short, HRM is an art
of managing people at work in such a manner that they give their best to the organization for
achieving its set goals
Objectives of HRM
• Effective Utilization of Resources - Human resource management ensures the effective
utilization of resources. HRM teaches how to utilize human and nonhuman resources so
that the goals can be achieved. Organization aiming to utilize their resources efficiently
invites the HR department to formulate required objectives and policies.
• Organizational Structure - Organizational structure defines the working relationship
between employees and management. It defines and assigns the task for each employee
working in the organization. The task is to be performed within the given constraints. It
also defines positions, rights and duties, accountability and responsibility, and other
working relationships. The human resource management system provides required
information to timely and accurately. Hence, human resource management helps to
maintain organizational structure.
• Development Of Human Resources - Human resource management provides favorable
environment for employees so that people working in organization
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17. can work creatively. This ultimately helps them to develop their creative knowledge,
ability and skill. To develop personality of employees, human resource management
organizes training and development campaigns which provide an opportunity for
employees to enhance their caliber to work.
• Respect for Human Beings - Another importance of human resource management is to
provide a respectful environment for each employee. Human resource management
provides with required means and facilitates employee along with an appropriate respect
because the dominating tendency develops that will result organizational crisis. Hence, all
of them should get proper respect at work. Human resource management focuses on
developing good working relationships among workers and managers in organization. So,
good human resource management system helps for respecting the employees.
• Goal Harmony - Human resource management bridges the gap between individual goal
and organizational goal-thereby resulting into a good harmony. If goal difference occurs,
the employees will not be willing to perform well. Hence, a proper match between
individual goal and organizational goal should be there in order to utilize organizational
resources effectively and efficiently.
• Employee Satisfaction - Human resource management provides a series of facilities and
opportunities to employees for their career development. This leads to job satisfaction and
commitment. When the employees are provided with every kind of facilities and
opportunities, they will be satisfied with their work performance.
• Employee Discipline and Moral - Human resource management tries to promote employee
discipline and moral through performance-based incentives. It creates a healthy and
friendly working environment through appropriate work design and assignment of jobs
• Organizational Productivity - Human resource management focuses on achieving higher
production and most effective utilization of available resources. This leads to an
enhancement in organizational goals and objectives.
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18. Scone of HRM
The different activities that come within the scope of human resource management are discussed
below:
•HRM in Personnel Management - This is typically direct manpower management that
involves manpower planning, hiring (recruitment and selection), training and development,
induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee
productivity. The overall objective here is to ascertain individual growth, development and
effectiveness which indirectly contribute to organizational development. It also includes
performance appraisal, developing new skills, disbursement of wages, incentives, allowances,
traveling policies and procedures and other related courses of actions.
*HRM in Employee Welfare - This particular aspect of HRM deals with working conditions
and amenities at workplace. This includes a wide array of responsibilities and services such as
safety services, health services, welfare funds, social security and medical services. It also covers
appointment of safety officers, making the environment worth working, eliminating workplace
hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper
ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits,
personal injury benefits, maternity benefits, unemployment benefits and family benefits. It also
relates to supervision, employee counseling, establishing harmonious relationships with
employees,education and training. Employee welfare is about determining employees’ real needs
and fulfilling them with active participation of both management and employees. In addition to
this, it also takes care of canteen facilities, creches, rest and lunch rooms, housing, transport,
medical assistance, education, health and safety, recreation facilities, etc.
*HRM in Industrial Relations - Since it is a highly sensitive area, it needs careful interactions
with labor or employee unions, addressing their grievances and settling the
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19. disputes effectively in order to maintain peace and harmony in the organization. It is the art and
science of understanding the employment (union-management) relations, joint consultation,
disciplinary procedures, solving problems with mutual efforts, understanding human behavior and
maintaining work relations, collective bargaining and settlement of disputes.
The Managerial Functions of Human Resource Management are as
follows:
•Human Resource Planning - In this function of HRM, the number and type of employees
needed to accomplish organizational goals is determined. Research is animportant part of this
function, information is collected and analyzed to identify current and future human resource needs
and to forecast changing values, attitude, and behavior of employees and their impact on
organization.
Organizing - In an organization tasks are allocated among its members, relationships are
identified, and activities are integrated towards a common objective. Relationships are established
among the employees so that they can collectively contribute to the attainment of organization
goal.
Directing - Activating employees at different level and making them contribute maximum to the
organization is possible through proper direction and motivation. Taping the maximum
potentialities of the employees is possible through motivation and command. Controlling - After
planning, organizing, and directing, the actual performance of employees is checked, verified, and
compared with the plans. If the actual performance is found deviated from the plan, control
measures are required to be taken.
The Operative Functions of Human Resource Management are
as follows:
•Recruitment and Selection - Recruitment of candidates is the function preceding the selection,
which brings the pool of prospective candidates for the organization so that the management can
select the right candidate from this pool.
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20. •Job Analysis and Design - Job analysis is the process of describing the nature of a job and
specifying the human requirements like qualification, skills, and work experience to perform that
job. Job design aims at outlining and organizing tasks, duties, and responsibilities into a single unit
of work for the achievement of certain objectives. •Performance Appraisal - Human resource
professionals are required to perform this function to ensure that the performance of employee is at
acceptable level.
•Training and Development - This function of human resource management helps the employees
to acquire skills and knowledge to perform their jobs effectively. Training and development
programs are organized for both new and existing employees. Employees are prepared for higher
level responsibilities through training and development.
•Wage and Salary Administration - Human resource management determines what is to be paid
for different type of jobs. Human resource management decides employee’s compensation which
includes - wage administration, salary administration, incentives, bonuses, fringe benefits, and etc.,
•Employee Welfare - This function refers to various services, benefits, and facilities that are
provided to employees for their well-being.
•Maintenance - Human resource is considered as asset for the organization. Employee turnover is
not considered good for the organization. Human resource management always try to keep their
best performing employees with the organization.
•Labour Relations - This function refers to the interaction of human resource management with
employees who are represented by a trade union. Employees comes together and forms an union to
obtain more voice in decisions affecting wage, benefits, working condition, etc,.
•Personnel Research - Personnel researches are done by human resource management to gather
employees' opinions on wages and salaries, promotions, working conditions, welfare activities,
leadership, etc,. Such researches helps in understanding employees satisfaction, employees
turnover, employee termination, etc,.
•Personnel Record - This function involves recording, maintaining, and retrieving employee
related information like - application forms, employment history, working hours, earnings,
employee absents and presents, employee turnover and other other data related to
employees.Importance of HRM
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21. Importance of HRM
The Importance of HRM must be viewed through of overall strategic goals for the organization
instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a
holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM
policy enmeshes itself fully with those of the organizational goals.HRM becomes significant for
business organization due to the following reasons.
'Objective - HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of resources etc.
'Facilitates professional growth - Due to proper HR policies employees are trained well and
this makes them ready for future promotions. Their talent can be utilized not only in the company
in which they are currently working but also in other companies which the employees may join in
the future.
'Better relations between union and management - Healthy HRM practices can help the
organization to maintain co-ordinal relationship with the unions. Union members start realizing
that the company is also interested in the workers and will not go against them therefore chances of
going on strike are greatly reduced.
'Helps an individual to work in a team/group - Effective HR practices teach individuals team
work and adjustment. The individuals are now very comfortable while working in team thus team
work improves.
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22. Limitations of HRM
Some of the important Limitations of HRM are as following Lack of
Support of Top Management - HRM should have the support of top level management. The
change in attitude at the top can bring good results while implementing HRM. Owing to passive
attitude at the top, this work is handled by personnelmanagement people. Unless there is a change
in approach and attitude of top management nothing remarkable will happen.
Improper Actualization - HRM should be implemented by assessing the training and
development requirements of employees. The aspirations and needs of people should be taken into
account while making human resource policies. HRM is actuated half- heartedly. The organizing
of some training programs is considered as the implementation of HRM. With this, management’s
productivity and profitability approach remains undisturbed in many organizations.
Inadequate Development Programs - HRM needs implementation of programs such as career
planning, on the job training, development programs, MBO, counseling etc. There is a need to
create an atmosphere of learning in the organization. In reality HRM programs are confined to
class room lectures and expected results are not coming out of this approach.
Inadequate Information - Some enterprises do not have requisite information about their
employees. In the absence of adequate information and data base, this system cannot be properly
implemented. So there is a need to collect, store and retrieval of information before implementing
human resource management.
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23. 2.1 Views of the Researchers
I have gone through some of the research paper written by eminent researcher, their work and
views are consolidated as below:
Ekuma K.J. (2015), in his research work highlighted that HR to maximise its Contributions, it
must critically re-examine its functions and reposition itself to play a more strategic role in
strengthening organisational Capabilities and competencies, while at the same time be proactive in
its Approach. Mahadevan A., and Mohammad F., (2014) in their research paper titled “Impact
of human resource management (hrm) practices on employee performance (A case of Telekom
Malaysia)” have highlighted the impact of HR practices (Training, Compensation and employee
participation) on employee performance. They found that there was a significant relationship and
impact of training and compensation plans on employee performance whereas employee
participation had less impact on employee performance. Kartigha G. Karthi R. (2015) in their
research work has explained the process, policy of recruitment and selection in
internationalorganization. They explained that in today's rapidly changing business
environment,organizations have to respond quickly to requirements for people. Hence, it is
important to have a well-defined recruitment policy in place, which can be executed effectively to
getthe best fits for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization. Khanna P. (2014) in his work
highlighted about the purpose of human resource function especially recruitment and selection. He
highlighted that one wrong decision and the whole purpose become inefficacious”. Recruitment
and selection, often termed as talent acquisition in many companies is the heart to business success
and growth
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24. Chapter - 3 Problem
Statement &
Objectives Of the
study
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25. 3.1 Significance of the study
The project is very important for many of the agent especially for me. For the company and for all
the people who wish to study the same field. The project is very important as ithas helped me to
know more about human resource organisational function and has enriched my practical
knowledge and experience related to HR functioning in an organization. The present work will g
eve a practical insight to me and other fellow studentswho wish to study the same field regarding
the practicality and reality of Human resourcefunctions inside an organization. The work will give
a rough idea to management about their on-going HR functions inside an organization, though they
are aware of but practical information included in the project work will help them to strengthen the
present HR system and functioning inside the organization and this may affect the success of
human resource organisational function of the company.
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26. 3.2 Managerial Usefulness of the Study
The project work has touched the theoretical aspect involved and the detailed methodology
followed to observe and learn. The practical experienced and the job profile (weekly job
experiences has been extensively covered during the tenure of summer internship) has also been
discussed in the project, by this work the management of Saksham will come to know about the
actual status of the HR functioning in their organization and they will also get a rough idea about
the basic HR functioning, their problem and prospects and also what employee feel with respect of
HR functioning of the organization. The will also get an idea how interns are being treated inside
the organization. With the help of all these information they can form/ amend the existing policy
for betterment of the organization and staff. Human resources promote and implement policies and
procedures. The key areas are hiring practices, compensation, management relations and employee
conduct and behaviour. The decisions made by the human resources department will effect an
organization in a positive or negative way. The areas that will feel the impact or challenges will be
creating awareness, compensation plans, hiring practices and behaviour. The project will give an
idea about the human resource framework and functions in the aforesaid organization and will
presented a compact idea of the functioning of human resource management in the industry.
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27. 3.3 Objectives of the Study
The main objectives of the present project work are as follows
• To study the general functions and work processed related to Human Resource followed
inside Saksham
• To have a practical hand experience on HR functions at Saksham
However the main focus was to bridge the gap between the theoretical and practical knowledge of
mine with respect to the general HR functions carried out inside organization at actual work
scenario.
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28. 3.4 Scope of the Study
The scope of the present work is limited to Saksham and its HR functions only. The project gives a
brief introduction about the HR practices and functions followed in the company and it may not be
generalized for other organizations as different organizations have different structure and
composition of HR operations, however a rough conclusion can be drawn. The project is based
upon the concept of descriptive research as the prime aim was to know and describe the HR
functioning and processes of organization also the objectives behind the project work was clear
enough in the beginning itself. The concept of convenience sampling was used and the secondary
data was extensively used, the use of questionnaire was not allowed by the organization therefore
the primary observations and informal talk with the employee and management was acting as the
source of some primary information. No specific analysis technique was used and the observations
are presented in the form of findings and conclusions. The scope covered the employees,
management, HR department of Saksham
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29. Chapter - 4
Methodology
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30. 4.1 Research Design
Research Design: - The present research work is based on the concept of Descriptive research as
the prime aim was to describe the functioning of HR department at Saksham As the objectives of
research/work were predefined and the path of movement was well described by the manager to
me in advance hence the use of descriptive research here could be justified. The aim also included
the study of the organizational framework and product profile of the organization.
Area of Study: - The area of study is was restricted to the organizational boundary especially the
HR department of Saksham
Reference period of the Internship: - The summer internship was carried out over a period of
30 days from 1st October to 1st November
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31. 4.2 Sources of Data Collection
For the present minor project secondary data was extensively used, however no specific tool was
used for collecting the primary data it was just based on observations and discussions. The
secondary data required for the project has been collected from company website, books,,
magazines, published work, online sources etc.
4.3 Sampling Procedure
• Sampling Technique: - Research collect needed information from various persons who are
associated with this subject. Sample represents a part of the population from whom data
is collected. As I was not allowed to use a questionnaire for primary data collection,
therefore Observation and interactions was the primary tool. I use to interact with the
employee whom I can easily approach (most of the employees were busy with their work
and were pre occupies), hence the sampling technique in this case was Convenience
Sampling.
• Sample Units: - Employees of HR departments and other departments and managers
working with Saksham were the sampling units
• Sample Size: - Pertaining to the summer internship undertaken no fixed sample size was
there as I was not allowed to use the questionnaire for data collection. The entire
internship was guided and based on observations and discussions.
• Sampling Area: - The area of study/ summer internship is was restricted to the
organizational boundary especially the HR department of Saksham
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32. 4.4 Limitations of the Study
The major limitations faced by during the summer training.
• The organisation was new so that i was not get involved in much work.
• Time was the important limitations that I have faced.
• My inexperience of handling resume which has created a problem as I was dealing with it
for the first time without and proper guidance.
• The stiff working environment of the company was another limitation.
• One of the major limitations could be related to the absence of proper questionnaire as I
was not allowed by the company/ Organizational guide to use questionnaire.
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33. Chapter - 5
Job Description
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34. 5.1 Job Description Statement
As a summer trainee my job at Saksham was restricted to Human Resource Department. I was
given the task of Gathering new people for many organisational works like Recruitment, Data
collecting, Maitaining records, processing reports,etc..
Summary
*Job Title: - Summer Trainee (Human Resource Management)
Mob Location: - Saksham: A Helping Hand Foundation , Online mode •Department: - Human
Resource Department
5.2 Detail Job Profile
The detailed job profile of mine during summer training at Saksham: A Helping Hand Foundation
includes the following task
* Enlistment - Under this boundary my primary work was to gather the resume of candidate
from the document given to me and record the information contained in continuein a sheet on PCs.
* Information assortment and documenting - Sometimes I was approached to check the
records connected with worker, leave, truant and so forth or any significant data I was asked to
* TA Processing - Under this task I was computing TA and making appropriate reports
connected with TA and was answering to the supervisor in control .
* Maintaining Record - This was a significant piece of my temporary position residency. I was
told to keep up with record either in document or in PCs for every one of the tasks that I was
important for throughout my summer taining.
* Other Related HR capacities - Under this I need to notice the elements of HR at the
association and report to manager with respect to any imperfection noticed.
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35. 5.3 Target Assigned
As a summer trainee my job at Saksham was restricted to Human Resource Department. I was
given the task of Gathering new people for many organisational works like Graphic designing,
Video editor, Content writer, Marketing,etc..
5.4 Job Experience
At first it began with a tad of direction of association, its profile and Human asset office by my
director however no particular targets were appointed except for in the main weekI was rushed and
at first my supervisor advised me to be a piece of Email crusade group. I needed to send and react
to organization and potential up-and-comers email.
Then, at that point, I was told to assemble or collect contenders for the positions. So I began
Finding new individuals for the positions required. I asked with my companions, family, and
others additionally I began posting about the positions on certain stages.
From that point I began getting some interest from individuals for the positions , I began getting
resumes of the applicants.
Then, at that point, first I began choosing the applicants based on their resume. After that I began
Calling them and asking them about numerous things like For what valid reason you have gone
after this position, Your advantage, side interests and so forth .
In the wake of choosing a few up-and-comers I sent the names to higher divisions.
I adored my work and partook in a ton.
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36. Chapter - 6
Conclusions
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37. 6.1 Conclusions
* In Saksham, The standard Human Resource capacities are being completedand the
association is having a committed Human Resource Department.
* In the Saksham there is a decent mix of more youthful and more seasoned director
which is great for any association. Primarily HR work he incorporates enrollment, choice,
preparing and improvement, advantages of the representatives and so forth
* The majority of the representatives of HR division at Saksham were happy with the
overall HR capacities completed in the association, they were of the assessment that
increasingly preparing open doors should be organized andgiven to the workers and
recipients.
* A few representatives of the HR division were supportive of loosening up the
workplace in favor workers since they feel that the association is generally new and there
is more responsibility.
* Disposition of larger part of the chiefs in Saksham about the overall HR working and
construction is positive
* As the association is new thusly now and again struggle in sees (just) surfaces between
workers, this might be obvious because of hazy power and obligation structure.
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38. Annexure
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39. Bibliography
Web Sources
Functions of Human Resources, www.digitalhrtech.com/human-resources-functions/
Journals
•Ekuma K.J. (2015), The HR Function of the 21st Century: A Critical Evaluation of its
Contributions, Strengths and where it needs to Develop, Advances in Social Sciences Research
Journal, 2.1, pp - 22-33,
•Mahadevan A., and Mohammad F., (2014) Impact of human resource management (him)
practices on employee performance (A case of Telekom Malaysia),
International Journal of Accounting & Business Management , 2.2, pp- 29-42, ISSN -2289-4519
•Kartigha G. Karthi R .(2015). Recruitment and Selection Process. International Journal of
Scientific and Research Publications. 5. 4
•Khanna P. (2014). Recruitment & Selection. IRACST- International Journal of Research in
Management & Technology (IJRMT).4.3
Other Secondary Sources
•Organizational Manuals of Saksham: A Helping Hand Foundation
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