The document summarizes an internship project completed by Amreen Nawaz at Human Micro Systems Private Limited. The objectives of the internship were to gain practical experience in HR, clarify career goals, and understand challenges faced by the HR department. As part of the project, Amreen conducted research on HR strategies during COVID and workplace happiness practices. She also analyzed consumer behavior through surveys. The analysis found that respondents preferred shopping online, investing savings in financial instruments, having a job with no fixed schedule, and an open workplace culture. The internship provided insights into HR functions and helped Amreen develop professional skills.
A Minor project report of "capital first ltd."Priyanshu7078
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A Minor project report of "capital first ltd."Priyanshu7078
This file is uploaded by Pramod Kumar
In this file has goals of "capital first ltd." in this file has all information related to the services of capital first ltd.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Harvesting the value from Advanced AnalyticsJaap Vink
In general, Analytics help you leverage investments that you have done already in your IT investments, on ERP, on CRM systems, on sales
force automation systems, and on all
the data collection that you put in
place.
Unfortunately, reality isn’t that
straightforward. It’s still a struggle
for most companies to drive valuable
insight into the data they have.
Unlocking people data possibilities can shape your
strategy and help you make more informed decisions in your organization. Gut feel is good but data-driven is better.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
Hrm of digital advertisement agency.n advertising agency's reputation rides on its account management and creative capabilities. That puts its people at the center of its success. Like their counterparts in other industries, ad agency HR departments handle benefits administration, compensation and staffing. However, the retention and recruitment challenges they face have a more direct impact on profitability. In an industry transforming from traditional print and television formats to digitally driven, technology-based platforms, ad agency management increasingly needs an HR department that can help its business respond to this new environment.
Advertising agency human resources professionals focus on filling positions with individuals who fit the agency's personality, share its client philosophy and bring a proven ability to deliver ideas and designs that translate into brand-building, sales-generating advertising. HR develops job specifications for the recruitment firms they employ based on input the hiring manager provides. The HR department not only must fill open positions to ensure consistent client service levels, it also must plan future needs and recruit accordingly.
Based on the findings of the study, it will be concluded that there is still room for growth in after sales services and customer loyalty management as many marketers and product managers, especially in IT market, have not fully grasped and made use of the whole potential of after-sales service and the strategic importance of the management of customer loyalty for corporate profitability given the inputs of after sales services
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Harvesting the value from Advanced AnalyticsJaap Vink
In general, Analytics help you leverage investments that you have done already in your IT investments, on ERP, on CRM systems, on sales
force automation systems, and on all
the data collection that you put in
place.
Unfortunately, reality isn’t that
straightforward. It’s still a struggle
for most companies to drive valuable
insight into the data they have.
Unlocking people data possibilities can shape your
strategy and help you make more informed decisions in your organization. Gut feel is good but data-driven is better.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
Hrm of digital advertisement agency.n advertising agency's reputation rides on its account management and creative capabilities. That puts its people at the center of its success. Like their counterparts in other industries, ad agency HR departments handle benefits administration, compensation and staffing. However, the retention and recruitment challenges they face have a more direct impact on profitability. In an industry transforming from traditional print and television formats to digitally driven, technology-based platforms, ad agency management increasingly needs an HR department that can help its business respond to this new environment.
Advertising agency human resources professionals focus on filling positions with individuals who fit the agency's personality, share its client philosophy and bring a proven ability to deliver ideas and designs that translate into brand-building, sales-generating advertising. HR develops job specifications for the recruitment firms they employ based on input the hiring manager provides. The HR department not only must fill open positions to ensure consistent client service levels, it also must plan future needs and recruit accordingly.
Based on the findings of the study, it will be concluded that there is still room for growth in after sales services and customer loyalty management as many marketers and product managers, especially in IT market, have not fully grasped and made use of the whole potential of after-sales service and the strategic importance of the management of customer loyalty for corporate profitability given the inputs of after sales services
1. SUMMER INTERNSHIP PROJECT
In collaboration with
HUMAN MICRO SYSTEM
Compiled by:
AMREEN NAWAZ
Enrollment no.
2018-334-024
BBA (2018-2021)
2. ABOUT THE COMPANY
◦ Human Micro Systems Private Limited is a Private incorporated on 10
September 2015.
◦ It is classified as Non-govt Company and is registered at Registrar of
Companies, Kanpur.
◦ Its authorized share capital is Rs. 1,000,000 and its paid up capital is Rs.
40,000.
◦ It is inolved in Activities auxiliary to financial intermediation, except
insurance and pension funding.
3. OBJECTIVES OF INTERNSHIP
◦ To gain practical experience of the jobs carried out in the HR
Department of Human Micro System
◦ Clarify personal interests, skills, and competencies, and their
implementation toward development of career goals.
◦ To gain ideas from the experienced people working for HR department.
◦ To understand the challenges faced by the HR department.
◦ To understand the different types of training provided to the
employees.
◦ Development of personal standards of professional and ethical
behavior required in the workplace.
4. BACKGROUND OF COMPANY
◦
Website:
http://humanmicrosystemsinc.com/india/
Industries:
Staffing and Recruiting
Company size:
501-1000 employees
Headquarters:
Kanpur, Uttar Pradesh
Type:
Privately Held
◦
Specialties:
Best Recruitment and Staffing Solutions,
Expertise in Headhunting, and Expert in
Analysis of candidate's interest and
Background
Locations
Primary Address:
HMS Pvt Ltd. RHDL BPO Unit, 1st Floor,
P/no. 46, Block P&T Scheme, Fazalganj
Kanpur, Uttar Pradesh 208012,IN.
5. ORGANIZATIONAL CHART:
◦ Satyam Rathore
Group Chief Executive Officer at Human Micro Systems Private Limited
◦ Prachi Pal
Recruitment Executive at Human Micro Systems Private Limited
◦ Deepshikha A.
Team Leader (Media Specialist) at Human Micro Systems Private Limited
◦ Ayushi Malhotra
Management trainee at Human Micro Systems Private Limited
6. PORJECTS DONE DURING INTERNSHIP
◦ TWO MINOR PROJECT: RESEARCH PROJECT ON HR STARTEGIES POST COVID
1. WORK FROM HOME OR OFFICE: WHAT IS BETTER & WHY
2. LATEST AND BEST PRACTICES FOR HAPPY WORK PLACE
◦ ONE MAJOR PROJECT: CONSUMER BEHAVIOUR AND DATA ANALYSIS
8. RESEARCH METHODOLOGY
◦
◦
◦ Sample Size: 50
◦ Responses: 50
◦ Sample: Random
◦ Survey Platform: Google form (https://forms.gle/VXL1vAEPMb4cSzrs9)
◦ RESEARCH PROBLEM
◦ CONSUMER BEHAVIOUR SURVEY
◦ RESEARCH INSTRUMENT USED
◦ QUESTIONNAIRE:
◦ The term questionnaire usually refers to a self-administered process whereby he respondent himself read the question and records
without the assistance of an interviewer.
◦ INTERVIEW (Through Google Forms)
◦ The interview method of collection data involves presentation of oral- verbal stimuli and reply in terms of oral-verbal response.
◦
9. To accomplish the objective of project, data collected from secondary sources.
◦ SECONDARY DATA COLLECTION -Secondary data are the data that are collected by others and is
to be "re-used" by the researcher. The most common sources of secondary data today are books,
research journals, internet etc. To accomplish the objective of this work, secondary sources of data
collection were used. To collect the data, questions were circulated on internet, on www.citehr.com
a community of HR practioners and professionals. The purpose was to find the practical
application, use and satisfaction derived by the organization from using these psychometric tools.
10. DATA ANALYSIS OF PROJECT
Q1. What time do you spend in :
Reading Newspapers
Reading Books
Social Media
DATA ANALYSIS:
Maximum Person spend time in reading newspaper less than one hour and in case of reading
books maximum people spend time 1 to 3 hrs and while using social media maximum time
spent by them is more than 3 hrs.
11. Q2. Do you think that your business can be completely done online- if yes, how if no , what are the challenges?
DATA ANALYSIS:
Most of the people wanted to do business online through promoting their business
digitally and selling their products through E- Commerce.
Q3. Who is the decision maker in your home to buy
Daily needs
Consumer items
Properties
Financial services
DATA ANALYSIS:
Daily Needs:-
Maximum number of decision maker -Parents
Minimum number of decision maker- Guardian
Consumer Items:-
Maximum number of decision maker- Self
Minimum number of decision maker- Guardian
Properties:-
Maximum number of decision maker- Parents
Minimum number of decision maker- Grandparents/ Guardian
Financial services:-
Maximum number of decision maker- Parents
Minimum number of decision maker- Guardian
12. Q4- How would you chose to shop:-
Online
Mall
Nearest shop/market
DATA ANALYSIS:
Maximum number of people chose to shop online which is 51% of the population.
Q5. Given a choice in case you have around 10 lacks as savings, what
would you love to buy
Gold
Car
Financial instrument
Home
Any other
DATA ANALYSIS:
Maximum number of people which is 23.5% would love to buy FINANCIAL
INSTRUMENTS followed by gold.
13. Q6. What is your preference
Job
Business
Job long with some small business as well.
DATA ANALYSIS:
Maximum number of people that is 49% prefers to do job along with small business. While minimum
number of people prefer to do job only.
Q7.Would you go with
5 day job
6 day job
Job with no time boundations
DATA ANALYSIS-
Maximum number of people that is about 53% opted for JOB WITH NO BOUNDATION followed by 6 day job
14. Q8. How would you like to apply to jobs
Consultants
Directly to the client
Job portals
Newspaper ads
Social mediums
Friends and relatives
DATA ANALYSIS-
Here a mixed reaction towards the option is observed, most of the people opted for job portals followed by the social
Q9. How much do you plan to stay in jobs
Less than 6 month
6 month to 1 year
1 year to 2 year
I a m not sure
Forever
Depends on the job.
DATA ANALYSIS
Maximum number of people that is about 61% plans to stay in jobs is according to job nature.
15. Q10.. In what situation you will resign immediately.
• Salary delay
• Not a good working atmosphere
• Lack of basic utilities like tea/coffee/water/AC
• Conflict with seniors or colleagues
• Unable to achieve targets
• Health issues
• News about company like merger/bankruptcy etc.
DATA ANALYSIS-
Maximum no. of people that is about 41% will resign immediately due to unethical business practice which is
really good followed by the working environment seekers.
Q11. What kind of culture would like to have in your company?
• Open door policy where anyone can approach any dept ,even the management
• Hierarchy system
• Not sure
DATA ANALYSIS
Maximum no of people that is 70% would like to have culture in their company which is OPEN DOOR POLICY
WHERE ANY ONE CAN APPROCH ANY DEPT,EVEN THE MANAGEMENT.
16. RECOMMENDATION & SUGGESTION
Recommendations:
◦ The organization should practice proper Human micro system.
◦ The purpose of Human Resource Management is to improve the productive contribution of people.
◦ To get effective and efficient employee, the organization should arrange proper training and
development programs.
◦ The entire HR department should be well informed regarding the employment personal.
◦ The organization should provide well direct compensation as well as direct to its staffs.
◦ The management should have job evaluated salary structure, which is most competitive than other
organizations in the country.
◦ To evaluate employee’s performance; the management should follow promotion policy properly.
17. CONCLUSIONS:
◦ We should have a broad knowledge on how consumers and business responds towards the marketing
programs of the company.
◦ Knowledge about who is consumer, what they buy, who buy, who is the decision maker, how they buy
and what makers they buy is very important to marketers in understanding the consumer behavior as
well as the behavior of the business customers.
◦ Conclusion from the above discussion it can conclude in such a way that since human resource
management is a continuously practicing issue so it plays a significant role on organizations overall
performance. If an organization wants to gain full benefit from human resource management, it should
follow all the sections of HRM. But it will expand soon or later and then the number of HR employee
may not be enough to run the company. Committed and trustworthy employees are the most
significant factors to becoming an employer of choice; it is no surprise that companies and
organizations face significant challenges in developing energized and engaged workforces. However,
there is abundance of research to demonstrate that increased employee commitment and trust in
leadership can positively impact the company’s bottom line. In fact, the true potential of an organization
can only be realized when the productivity level of all individuals and teams are fully aligned, committed
and energized to successfully accomplish the goals of the organization. Thus, the objective of every
company should be to improve the desire of employees to stay in the relationship they have with the
company.