AAKASH ISTITUTE LIMITED

SUBJECT- HUMAN RESOURCE MANAGEMENT

A PROJECT SUBMITTED
TO THE UNIVERSITY OF MUMBAI
FOR THE DEGREE OF
MASTERS IN COMMERCE
SEMESTER - 1
IN THE PARTIAL FULFILLMENT REQUIREMENT
OF THE COURSE
(ACADEMIC YEAR 2015-16)
BY

PRAFUL K. VEGDA
ROLL NUMBER:UNDER THE SUPERVISION OF
PROF:- SANGEETA KANOJIYA
DEPARTMENT OF MCOM
BHARTIYA VIDYA BHAVANS
HAZARIMAL SOMANI COLLEGE OF ARTS AND SCIENCE
PLACE - MUMBAI
DATEINTERNAL SIGN OF SUPERVISION
SIGN OF EXTERNAL SUPERVISOR
NAME

CERTIFICATE
This is to certify that this project report entitled
HUMAN RESOURCE MANAGEMENT Submitted by
RAFUL K. VEGDA in partial fulfillment of the
requirement for the degree Master of Commerce
(M.Com) Part 1 (Semester 1) is a bonafide research
work completed under my guidance and
supervision. No part of this project has ever been
submitted for other degree .the assistant rendered
during the course of the study has been duly
acknowledged.

External Examiner
Examiner

Internal
Professor Name -

SANGEETA KANOJIYA.
Date-

DECLARATION
Certified that I PRAFUL K. VEGDA of Master of Commerce (M.com)
Part 1 (Semester 1) have prepared titled HUMAN RESOURCE
MANAGEMENT the guidance of Prof. SANGEETA KANOJIYA.
Department of Commerce Bhavans Hazarimal Somani College.
Chowpatty, Mumbai in partial fulfillment of the requirement for the
degree of Master of Commerce (M.com). Their by no part of this project
has ever been submitted any other degree.

PRAFUL K. VEGDA
Roll No.
M.com (part-1)

INDEX
Sr.n
o.
1
2
3
6
7
8

Contents
Introduction of HRM
Objective
Research Methodology
Profile of Company
Different Courses of
Institute
Procedure of Recruitment
Process
Conclusion
Bibliography

Introduction of Human Resources

Human resources is the set of individuals who make up
the workforce of an organization, business sector, or economy.
"Human capital" is sometimes used synonymously with human
resources, although human capital typically refers to a more
narrow view (i.e., the knowledge the individuals embody and can
contribute to an organization). Likewise, other terms sometimes
used include "manpower", "talent", "labour", or simply "people".
The professional discipline and business function that oversees
an organization's human resources is called human resource
management (HRM, or simply HR)
Human resource management is an essential function of both
private and public sector organizations. In this lesson, you'll learn
what human resource management is, as well as its objectives
and responsibilities in an organization.

Human Resource Management

Defined
Alvin is the vice president of human resources for a large
kitchen appliance company headquartered in Colorado. Human
resources are people, and human resource
management (HRM) is the process an organization undergoes to
manage people in order to achieve its goals.

Objective of HRM
Every organization has goals. As a for-profit company, Alvin's
organization's overarching goal is to make a profit for the
company's owners. In order to make this profit, the company
wants to make the best appliances possible at the lowest cost for
the greatest profit margin. The company also wants to capture the
greatest share of the kitchen appliance market as possible. And it
needs human resources to accomplish these goals.
Alvin's company needs engineers, researchers, marketing
professionals, accountants, production workers, managers and
sales people just to name a few different types of employees
necessary to accomplish his company's goals. The objective of
any human resource department is to make sure the company
has and retains people with the skills necessary to accomplish the
company's goals.

Objective of Studies-:
->To evaluate the profile of company and to evaluate the
recruitment process of Employees in Aakash Institute.

Research Methodology -:

Secondary Data Secondary data is data collected by

someone other than the users common source of
secondary data for social science included censuses,
organizational records and data collected through
qualitative methodologies or qualitative research.

Sources of Secondary data1) External data is data that is collected by other people
or organization from your organizations external
environment.
2) Internet sources. E.g. Google chrome, Wikipedia.

Profile of company

Chairman- Mr. J C Chaudhry

Aakash Educational Services Pvt. Ltd. Corporate and DLP office,

called Aakash Tower, is located in the heart of Dwarka, New Delhi
at a walking distance from the Dwarka Sports Complex and Sector11, Metro Station. This office is the hub that is responsible for the
smooth functioning of various Branches/Centre of Aakash Institutes
spread throughout the country.
This corporate office chairs the Chairman- Mr. J C Chaudhry,
Director- Mr. Aakash Chaudhry along with the head honchos and
executives of the various significant organizational divisions such as
HR, Business Development, Accounts, EDP, Editing, Designing, DLP,
Faculty, Video Lecture Studio, IT, iTutor, Tele-calling and so on.
These divisions work under the able supervision and guidance of
their immediate heads who in turn are led by the Chairman and
Director of the company.
The corporate office is well-disciplined in its work structure which is
clearly reflected in all the work policies that Aakash follows. The
corporate office is devoted in keeping the Aakash flag flying high.

Director- Mr. Aakash Chaudhry

Aakash Educational Services Limited (AESL) is the conglomerate

of Aakash Institute, Aakash IIT-JEE & Aakash Foundations which
was formed in 2008.
AESL was started by Mr. J.C. Chaudhry, a botany teacher, in 1988
with Aakash Institute for the preparation for Medical Entrance
examinations, to coach for admission in medical colleges in India.[1][2]
Aakash now provides
professional coaching in medical and engineering entrance exams
in India. Aakash Educational Services Limited has an
annual student base of more than 80,000 students and more than
100 study centres across India.
The Institute has produced wonderful results in the last 20 years
and has made its presence felt not only in every corner of Delhi but
throughout India. Needless to say, this all could be possible only due
to blessings of the almighty, proper planning at the institute, sharp
implementation of the planning, taking timely feedback from students
regarding their level of satisfaction at the institute and follow up
action to plug the shortcoming In pointed out by the students from

time to time.

Aakash IIT-JEE
Aakash IIT-JEE, the Engineering wing of Aakash, was started in 2007
to coach the classes XI and XII engineering aspirants.

Aakash Foundations
With the purpose to coach for Classes VIII and IX, Class X board
exam preparation and various junior level competitive examinations
like NTSE (National Talent Search Examination), NSO (National
Science Olympiad), and KVPY (Kishore Vaigyanik Protsahan Yojana)
etc., Aakash Foundations was incorporated in 2009.

Various programs offere

Aakash Educational Services Limited offers
Regular Classroom Programs (RCP), Distance
Learning Programs (DLP) and E-learning Programs to students.
Based on time period available for students to attend, it offers
long-term courses, short-term courses, test-series courses,
crash courses etc.

Regular Classroom Programs (RCP) are conducted through the

Aakash classroom centers across India which has a pan-India
presence of more than 60 study centers.

Distance Learning Programs (DLP) are designed for the

students who want to study at home and can take up
Aakash's distance learning courses anywhere across India and
abroad.

E-learning Programs are imparted through Aakash iTutor Aakash's tablet based coaching program and Aakash TV Tutoring
- Aakash's DTH coaching program which is an alliance with the
India's DTH service provider, Bharti Airtel's new iTV Service iExam, for providing the coaching services through Airtel digital
TV.

Aakash branches and franchise centers

Aakash has already its branches and franchise centers in North and
East India and some part of West India including
the Delhi, Kota, Indore, Jaipur, Bhopal, Gwalior and other branches.
Aakash also started to expand its branches in South India before
2011 academic session. Due to NEET and JEE to be made all India
based Common Entrance Test (CET) for Medical and Engineering.
aspirants respectively from 2013, Aakash has expanded its presence
in South India] and West India with centers in Gujarat (Ahmadabad
and Vadodara), Karnataka (Bangalore), Andhra Pradesh
(Hyderabad) and in Kerala (Kochi and Trivandrum

Controversies

The fee of this Institute is very high and not affordable for
economically depressed students even if they possess talent within
them. One of the major problems is that it opens its center only in the
major cities, but not in the rural areas where the students can get a

hope for preparing the competitive exams.

Hence the students from rural areas are unable to prepare for the
examination.
.

Procedure of Recruitment Process of Employees inAakash Institute

Step 1: Identify Vacancy and Evaluate Need

Recruitments provide opportunities to departments to align staff
skill sets to initiatives and goals, and for departmental and
individual growth. Proper planning and evaluation of the need will
lead to hiring the right person for the role and team.

Newly Created Position Understand and take into consideration strategic goals for
the University and/or department. Are there any upcoming
changes that may impact this role?
Conduct a quick analysis of UC Core Competencies. Are
there any gaps? What core skills are missing from the
department? Evaluate the core skills required now and those
which may be needed in the future.
Conduct a Job Analysis if this position will be new to your
department. This will also help to identify gaps.

Carefully evaluate any changes needed for the following Tasks carried out by the previous employee
Tasks to be removed or added if any of the work will be
transferred within department
Supervisory or lead responsibility, Work hours.

Step 2: Develop Position Description

A position description is the core of a successful recruitment
process. It is used to develop interview questions, interview
evaluations and reference check questions. A well-written position
description:
Provides a first impression of the campus to the candidate
Clearly articulates responsibilities and qualifications to attract
the best suited candidates
Provides an opportunity to clearly articulate the value
proposition for the role
Serves as documentation to help prevent, or defend against,
discrimination complaints by providing written evidence that
employment decisions were based on rational business
needs
Improves retention as turnover is highest with newly hired
employees.

Identify Duties and Responsibilities

Prior to developing the job description the hiring manager should
identify the following:

1. General Information
2. Position Purpose
3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications

Step 3: Develop Recruitment Plan

Each position requires a documented Recruitment Plan which is
approved by the organizational unit. A carefully structured
recruitment plan maps out the strategy for attracting and hiring the
best qualified candidate and helps to ensure an applicant pool
which includes women and underrepresented groups including
veterans and individuals with disabilities.
In addition to the positions placement goals the plan contains
advertising channels to be used to achieve those goals. The
recruitment plan is typically developed by the hiring manager in
conjunction with the Departmental HR Coordinator. Placement
goals identified are displayed on the position requisition in the
ATS.
Recruitment plan elements:
A. Posting Period
B. Placement Goals
C. Additional Advertising Resources
D. Diversity Agencies
E. Resume Banks

Step 4: Select Search Committee

To ensure applicants selected for interview and final
consideration are evaluated by more than one individual to
minimize the potential for personal bias, a selection committee is
formed. The hiring manager will identify members who will have
direct and indirect interaction with the applicant in the course of
their job. Each hiring manager should make an effort to appoint a
search committee that represents a diverse cross section of the
staff. A member of the committee will be appointed as the
Affirmative Action and Compliance Liaison who will monitor the
affirmative action aspects of the search committee. Underrepresented groups and women are to have equal opportunity to
serve on search committees and special efforts should be made
to encourage participation. Departments that lack diversity in their
own staff should consider appointing staff outside the department
to search committees or develop other alternatives to broaden the
perspective of the committee.
For positions that are frequently recruited and utilize a search
committee, the mix of search committee members should change
frequently as well to minimize the risk of group think or collective
bias.
The Hiring Manager will determine the size (no more than 6)
and composition of the committee based on the nature of the
position. It is highly recommended the committee members
include:
o At least one individual who has a strong understanding
of the role and its contribution to the department
o A job specialist (technical or functional)

o An individual who will interact closely with the position

and/or serves as a main customer

Step 5: Post Position and Implement Recruitment Plan

Once the position description has been completed, the position
can then be posted to the UCR career site via the ATS. Every
effort should be made to ensure the accuracy of the job
description and posting text. It may not be possible to change
elements of a position once posted, because it may impact the
applicant pool.
To post the position:
The requisition is created by the Service Center Human
Resources Coordinator or Departmental Human Resources
Coordinator and approved by the Service Center HR
Organizational Coordinator or Organizational HR
Coordinator
Once approved, the Departmental HR Coordinator or
Service Center will review the requisition and route online to
the HR Classification Analyst who will assign the
classification
The requisition is then routed to the HR Recruitment Analyst
who will post the position

Applications can be reviewed and dispositional once the

minimum number of posting days has been reached
Internal candidates will apply through the regular application
process and will be included in the candidate pool along with

external candidates (see 6.0 Special Considerations for

details)

Step 6: Review Applicants and Develop Short List

Once the position has been posted, candidates will apply via
UCRs job board. Candidates will complete an electronic
application for each position (resume and cover letter are
optional). Candidates will be considered Applicants or
Expressions of Interest.
Applicants are those who apply during the initial application period
as described in Step 5. All applicants must be reviewed and
considered. Candidates who apply after the initial application
period will be considered expressions of interest and not
viewable by the search committee.

Step 7: Conduct Interview

The interview is the single most important step in the selection
process. It is the opportunity for the employer and prospective
employee to learn more about each other and validate information
provided by both. By following these interviewing guidelines, you
will ensure you have conducted a thorough interview process and
have all necessary data to properly evaluate skills and abilities.
Preparing for the InterviewAny other details applicants may need about The Committee Chair should
determine the following:

 Format of the interview and order of questions

Questions to be asked of all applicants and the weight assigned
Who is going to ask which questions
Whether a work sample should be submitted
The optimum start date for the position

Step 8: Select Hire

Final Applicant

Once the interviews have been completed, the committee will

meet to discuss the interviewees. Committee members will need
to assess the extent to which each one met their selection criteria.
Your documentation should demonstrate your selection decision.
Documentation is required in order to comply with OFCCP
requirements. As one of the most critical steps in the process, it is
important to keep the following in mind:
The best candidate for the position was chosen based on
qualifications

The candidate will help to carry out the University and

Departments missions

Reference Checks

The purpose of a reference check is to obtain information about a

candidates behavior and work performance from prior employers
that could be critical to your decision, regardless of their skills,
knowledge, and abilities. As past performance is the best
predictor of future success, it is recommended references be
obtained from current and previous supervisors who can speak to
the candidates on the job performance
When to Conduct References

Reference checks should be conducted on the finalist(s) prior to

making an offer. For UC employees, in addition to conducting
references, a review of the master personnel file should be
completed. All applicants are to be informed (during or after the
interview) should they be a finalist, an offer would be contingent
upon a reference from their current supervisor.

Step 9: Finalize Recruitment

Upon completion of the recruitment process the offer to the selected finalist
is made.
Prior to initiating the offer, it is recommended that one more check of the
selection process be completed as follows:
Review the duties and responsibilities of the position and ensure they
were accurately described and reflected in the job description and
interview process
Review selection criteria used to ensure they were based on the
qualifications listed for the position
Confirm interview questions clearly matched the selection criteria
Confirm all applicants were treated uniformly in the recruitment,
screening, interviewing and final selection process
Should there be any issues with the above, contact your
Organizational Human Resources Coordinator.
Initiating the Offer
Once a final check of the selection process has been completed and
the final applicant has been determined, the Committee Chair or
designee will notify the Departmental HR Coordinator of the finalists

name, salary and start date and enter the selection information into
the ATS
The Departmental HR Coordinator reviews the requisition in the ATS
and ensures all applicants on the requisition have been assigned a
decision code
The Departmental HR Coordinator forwards this information to the
Organizational HR Coordinator for review and approval
Once approved, the Departmental HR Coordinator notifies the
Committee Chair or designee of offer approval
The Committee Chair or designee makes the offer to the finalis

Conclusion
This project of Aakash institute and it hr resources gives
us a complete in depth understanding of managing all the
parameters of management of the team work compilation
and workmanship. The employee relationship
management is the key aspect of retaining and creating
harmonious atmosphere in the company for the growth
and its smooth running.

Bibliography

www.google.com

 www.aakash.ac.in
http://en.wikipedia.org/wiki/