Role of HR in private sector

Bachelor of Management Studies

Semester VI

Submitted

In partial Fulfillment of the requirements

For the Award of Degree of

Bachelor of Management Studies

By
SUCHITA GADEKAR
206

NES Ratnam College of Arts, Science & Commerce

NES Complex, NHS Marg,

Bhandup (W), Mumbai -400078

 DECLARATION

I, Ms. Suchita Kiran Gadekar the Student of T. Y. B. M. S. Semester VI

(2019- 2020) hereby declare that I have completed the project on ROLE OF
HR IN PRIVATE SECTOR.
The information submitted is true and original to the best of my
knowledge.

Suchita kiran Gadekar

206
NES Ratnam College of Arts, Science & Commerce
NES Complex, NHS Marg,
Bhandup (W), Mumbai -400078
 ACKNOWLEDGEMENT

To list who have helped me is difficult because they are so

numerous and the depth is so enormous.

I would like to acknowledge the following as being idealistic

channels and fresh dimensions in project.

I would like to thank my principal, Dr. (Mrs.) Mary Vimochana

for providing the necessary facilities required for completion of
this project.

I take this opportunity to thank our coordinator Mrs. Riya

Rupani for her moral support and guidance.

I would also like to express my sincere gratitude towards my

project guide Mrs. Jisha Alwin whose guidance and care made the
project successful.

I would like to thank my College Library, for having provided

various reference books and magazines related to my project.

Lastly, I would like to thank each and every Person who directly
or indirectly helped me in the completion of the project especially
my Parents and peers who supported me throughout my project
 INDEX

 Chapter 1
INTRODUCTION
1.1 Introduction
1.2 Meaning
1.3 Definition
1.4 Rows
1.5 Scope
1.6 Evolution
1.7 Function
1.8 Objective of study
1.9 Limitation

 Chapter 2
LITERATURE & OVERVIEW
2.1 History
2.2 Current Operation
2.3 HR Stratagies
2.4 Literature

 Chapter 3
RESEARCH METHODOLOGY
3.1 Significance of Study
3.2 Objective of Study
3.3 Research Method
3.4 Data Collection
3.5 Primary Data
3.6 Secondary Data

 Chapter 4
CLASSIFICATION & TABULATION OF
DATA
  Chapter 5
ANALYSIS AND INTERPRETION OF DATA
5.1 Analysis
5.2 Hypothesis
5.3 Findings

 Chapter 6
CONCLUSION & RECOMMENDATION

 BIBILIOGRAPHY
 QUESTIONNAIRE
 CHP 1: INTRODUCTION

1.1 INTRODUCTION

The human resource management department is the crucial factor in the

whole organization. The role of HR in every aspects helps organization
to function smoothly.
The topic is such selected because it is important to learn and understand
the human resource. In every stream whether it be marketing , finance or
operation research the human resource is available in every organization.
In marketing, we need to deal with goods and services which we need to
convince to others for the purchase of product. In finance , we need to
deal with numbers. We need to replace products with numericals. A
person good in maths can easily understand it and can perform much
better. But what about HR? Human resource by name itself means that
it deals with 7humans, convincing humans it not the cake walk. So it
became so important to study HR perspectives. For example, when we
ask our sister in home itself to get a glass of water , the first thing she will
ask u why and many more questions will appear in front of you so if u
handled it simultaneously can work much better here. So to get a lass of
water we need to give her something she wants. Similarly, human
resource delegates the work to there employees and get the things done
from them by paying the employees as salary, bonus, increments etc.
The HR manager in the organization is responsible for every work
performed in the organization . The role of HR manager is many more
other than delegating the work.
Human resource department helps in planning, controlling, coordinating
the employees in the organization. It also looks after the stakeholders, the
agents, insider and outsiders of the organization.
The first step towards every company is to plan the available resources
and then control and coordinate the things more better.
Human resource in the organization hires the employees and
unfortunately can fire the employees as well. They have all the
responsibilities within which they have to work for.
The responsibilities of a human resource manager fall into
three major areas: staffing, compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is to
maximize the productivity of an organization by optimizing the
effectiveness of its employees.
The role of human resource helps in planning, developing, the employees
in the much effective and efficient way. Without HR the company cannot
function on its own.
In every organization, HR adopts various other methods and techniques
to get the things done from others employees. The human resource
department has HR executives , HR agents, HR managers etc in the
organization. All these people are needed for the development of the
organization.
Employees are also called as the assets of the organization. It is very
important to know the employees side as well as what more they
want.The HR manager should ensures each and every facilities provided
to the employees working in the organization. For the HR manager all
employees play a major role so to understand the employees first is the
crucial factor.
Imagine if there is no HR in the organization, what will happen? The
employees will not get the opportunity to prove themselves . Second
thing and the most important is who will put employees to work. How
the economy of the country will run . All these factors enables that the
role of HR thereby is so important.
The human resource is there available in small as well as big and huge
reputed organization also. But the differnce is every company has its own
functions to carry out and every company adopts its own methods,
techniques and strategies to run the company as effectively and
efficiently.
.As a business, there are plenty of steps and strategies that you can
implement to ensure that your staff will get the most out of their work
experience and will in turn give back in ways that contribute to your
company's success.
1.2. MEANING

Human resource management is the strategic approach to the effective

management of people in a company or organization such that they help
their business gain a competitive advantage. It is designed to
maximize employee performance in service of an employer's strategic
objectives. Human resource management is primarily concerned with the
management of people within organizations, focusing
on policies and systems.  HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and
development, performance appraisal, and reward management, such as
managing pay and benefit systems. HR also concerns itself with
organizational change  and  industrial relations, or the balancing of
organizational practices with requirements arising from  collective
bargaining  and governmental  laws.

There are some ongoing responsibilities on the management

and the organization which the HR manager needs to take
through the  strategic management  of the workforce.

 Human resources is used to describe both the people who work for a
company or organization and the department responsible for managing
resources related to employees. The term human resources was first
coined in the 1960s when the value of labor relations began to garner
attention and when notions such as motivation, organizational behavior,
and selection assessments began to take shape.
1.3 DEFINITION

Edwin  defines:- Human Resource Management as “planning, organizing,

directing, controlling of procurement, development, compensation,
integration , maintenance and separation of human resources to the end that
individual, organization and social objectives are achieved.”

The National Institute of Personal Management (NIPM) of India has

defined human resources – personal management as “that part of management
which is concerned with people at work and with their relationship within an
enterprise. Its aim is to bring together and develop into an effective
organization of the men and women who make up enterprise and having regard
for the well – being of the individuals and of working groups, to enable them to
make their best contribution to its success”.
1.4 ROLES

 Recruitment
 One of the important role of HR manager is to recruit the employees.
Employees recruited should be on the basis of their skills, capabilities
required by the organization. The HR manager should not discriminate on
any gender basis to employees as all employees are equally important as all
employees will perform their best. The manager should recruit the best pool
of talented people so as to avoid mismatch, and any wrong decisions.

 Training and development

 The HR manager should provide effective and efficient training facilities to
their employees. Training and development helps to develop overall
efficiency of the employees. The manager trains the employees as per the
organization’s requirement. Training and development facilities are
 provided by the organization on the basis of workshops, seminars,
individual training etc.

 Duties
The HR manager is responsible for the duties allocated to the employees.
The delegation of duties should be done and the manager should build the
strategies to get the work done by the employees. There are HR duties
manager like payroll manager, employees relation manager, recruting
manager etc. The manager himself should follow the professional duties so
that the employees get motivated by looking to the manager.

 Strategic Role of HRM

 The human resources management team suggests to the management team
how to strategically manage people as business resources. This includes
recruiting and hiring employees with specific skill sets to meet the
company's current and future goals, coordinating employee benefits and
suggesting employee training and development strategies. In this way, HR
professionals are consultants, not workers in an isolated business function;
they advise managers on many issues related to employees and how they
help the organization achieve its goals.

 Developing Skills for the Future

 At all levels of the organization, managers and HR professionals work
together to develop employees' skills. For example, HR professionals advise
managers and supervisors how to assign employees to different roles in the
organization, thereby helping the organization adapt successfully to its
environment. In a flexible organization, employees are shifted around to
different business functions based on business priorities and employee
preferences.
 Building Loyalty and Commitment
 HR professionals also suggest strategies for increasing employee
commitment to the organization. This begins with using the recruiting
process or matching employees with the right positions according to their
qualifications. Once hired, employees must be committed to their jobs and
feel challenged throughout the year by their manager.

 Building a Talent Pipeline

 An HRM team helps a business develop a competitive advantage, which
involves building the capacity of the company so it can offer a unique set of
goods or services to its customers. To build the an effective human
resources, private companies compete with each other in a "war for talent."
It's not just about hiring talent; this game is about keeping people and
helping them grow and stay committed over the long term.

 Staying Current and Competitive

 Human resource management requires strategic planning to address not only
the changing needs of an employer but also a constantly shifting competitive
job market. Employee benefit packages must be continually assessed for
costs to the employer. Tweaking the packages also provides an opportunity
to increase employee retention through the addition of vacation days,
flexible working arrangements or retirement plan enhancements. For
example, in recent years many human resource professionals have overseen
the addition of preventative health components to traditional health plans for
both employment recruitment and retention efforts.

 Employee relations
 The manager should make positive relationship with their employees. This
makes the employees feel good and also the productivity can be increased .
The human resource department should make employees cope up with the
 management. The employees should not be hesitated to speak . The
managers should build a strong bond with employees and should give
opportunities to the employees as well. Employee relations can help
organization to be reputed and increase the goodwill.

 Health and safety

 The HR manager in the organization should take care of the health and
safety of the organization. The employees health and safety is very much
essential as they are the assets of the organization. Promoting safe
workplace is must for the employees.
 Communication
 The manager should communicate to their employees regarding the
organization’s work. Decisions should be shared to the employees also and
manager should give the priority to employees as well. The manager should
provide opportunities to deliver the new innovations for the organizations
work.
1.5 SCOPE
Everything you need to know about the scope of HRM. HRM is concerned with
the ‘people’ dimensions of the organizations.

The organizational objectives can be best attained by acquiring human resource,

develop their skills, motivate them for high performance and ensure that they
continue to maintain their commitment and loyalty towards the high performance.
The scope of HRM is very vast. It covers all the activities in the working life of an
employee.

It has, therefore, been rightly observed by Peter Drucker that “Management is a

multipurpose on which has three jobs, two of which are directly related to
personnel- Managing a business, managing managers, and managing workers and
the work”.

They not only help in determining the rules of the organization but also play a
powerful role in interpreting and applying the rules of the system itself. They are
expected to enjoy the confidence of both management and employees, which is
crucial for effective and efficient operations of the business organization.
The focus of HRM is on people at work. It is indeed a wide area and covers a
broad spectrum of activities. A manager, whether he is in charge of production or a
marketing function deals with human beings and gets his job done through and
with people.

1. Human Resource Planning (HRP):

It is the first step of human resource management. HRP is a process through which
the company makes an assessment of the present manpower-the number of people
employed, number of post vacant, whether there is excess or shortage of staff and
prepares plans and policies to deal with them accordingly. It also estimates the
future man power requirement. It matches the supply and availability of manpower
with the company’s purpose and makes the best person available for the job.

2. Job Analysis:
An important task of HRM is job analysis. It provides the basis for recruitment,
training and development of staff. Every job is analysed to identify the inherent
requirement of the job – “what the job demands of a worker”. Job analysis
provides a detailed picture of the nature of job, the skill and abilities required to
perform the job, the duties and responsibilities of the worker required for the job.
This helps in the process of recruitment and selection, to appoint the appropriate
person for the job and also facilitates arranging training and development
programme for the employees to match their skill and abilities with the job
requirement.

3. Job Evaluation:
It forms the basis of wage and salary determination. Different jobs are compared
and evaluated to determine the relative importance of different jobs within the
organization. The jobs are compared, graded and ranked. Job evaluation
determines how much pay to be affixed to the particular job on the basis of their
importance in the organisation functioning. This helps to determine a fair wage and
salary and to determine a rational pay structure.

4. Recruitment and Selection:

The company on the basis of human resource planning and job analysis identifies
the requirement of personnel and explores different internal and external sources
from where manpower can be acquired. This process is called recruitment. The
right person is selected and put to work.

The selection process involves steps like receiving applications, tests, interviews,
medical examination and final selection. Right selection and placement provides
employee satisfaction which improves their productivity and efficiency and
benefits the organization.

5. Performance Appraisal:
It is a systematic method of evaluating the performance of employees. This helps
to assess the efficiency, strength and weakness of the employees. It is a controlling
process whereby the employees’ performance is matched with the standard level of
performance and remedial measures taken in case actual performance does not
meet the standard.
It helps the management in their decision-making relating to promotion, pay hike
that may be rewarded if the employee meets standard or outperforms the standard.
JIt also helps the management to decide about the training and development needs
for employees, who needs up gradation and development of skill.

6. Training and Development:

Human resource management is concerned with arrangement of training and
development programme for the newly appointed staff as well as for existing
employees. This helps to enhance the qualitative and quantitative performance of
the work force.
Training helps the employees to cope up with the changing technological and other
internal and external work situations. Training and development make employees
excel in their present post as well as make them competent for future higher job
responsibilities.

7. Employee Compensation:
Human resource management performs the function of determining the pay
structure for different employees on the basis of qualification, efficiency,
experience, nature of the job. It also determines rewards and incentives to be paid
for their contribution towards the organisation.

8. Employee Motivation:
Motivation of employees is essential for retention and sustenance of employees
within the organisation. Motivation plays an important role in management of
personnel. It helps to improve productivity of personnel. There are different ways
by which employees may be encouraged. Recognition and reward for performance,
promotion, pay-hike, and other monetary and non-monetary rewards motivate the
employees.

9. Employee Welfare:
Human resource management focuses on the welfare of employees by providing
canteen facilities, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, medical care, sickness benefits, recreation facilities.
1.6. EVOLUTION

Human resource management is evolved form the Personnel management which

was erstwhile management system which used to manage employees. To know
evolution of personnel management one needs to see the history of centuries of
research by great psychologists on human Human resource management is evolved
form the Personnel management which was erstwhile management system which
used to manage employees. To know evolution of personnel management one
needs to see the history of centuries of research by great psychologists on human
human behaviour and their response at particular situations. One among them was
Elton Mayo who was a psychologists from the Australia, did many experiments on
human behaviour at different situations in 1924. He strongly believed in work life
balance for improving productivity of workers and did emphasis on human
relations influence the productivity of workers and finally he has been regarded as
father of Human resources management.
Going back to roots of evolution Personnel management , Robert Owen was
regarded as creator and originator for introducing reforms for workers in his own
Lanark cotton mills. He created a principle of 8 hours day work, 8 hours rest and 8
hours sleep. Owen identified the importance of better working conditions at
workplace and its impact on the productivity and efficiency of the workers. Owen
after implementation of better working conditions at workplace, he observed
change in the productivity of his workers as their efficiency increased. He in those
olden days implemented many social and welfare practices for his workers and saw
his workers got happy, motivated and worked better. Therefore he was referred as
father of Personnel management.
It's believed that the first personnel management department (later evolved as
Human resource management) began at the National Cash Register Co. in the early
1900s, according to an Human Resource Magazine article. After several strikes and
employee lockouts, NCR leader John H. Patterson organized a personnel
department to handle grievances, discharges, and safety, as well as training for
supervisors on new laws and practices. and their response at particular situations.
One among them was Elton Mayo who was a psychologists from the Australia, did
many experiments on human behaviour at different situations in 1924. He  strongly
believed in work life balance for improving productivity of workers and did
emphasis on human relations influence the productivity of workers and finally he
has been regarded as father of Human resources management.
Going back to roots of evolution Personnel management , Robert Owen was
regarded as creator and originator for introducing reforms for workers in his own
Lanark cotton mills. He created a principle of 8 hours day work, 8 hours rest and 8
hours sleep. Owen identified the importance of better working conditions at
workplace and its impact on the productivity and efficiency of the workers. Owen
after implementation of better working conditions at workplace, he observed
change in the productivity of his workers as their efficiency increased. He in those 
olden days implemented many social and welfare practices for his workers and saw
his workers got happy, motivated and worked better. Therefore he was referred as
father of Personnel management.
It's believed that the first personnel management department (later evolved as
Human resource management) began at the National Cash Register Co. in the early
1900s, according to an Human Resource Magazine article. After several strikes and
employee lockouts, NCR leader John H. Patterson organized a personnel
department to handle grievances, discharges, and safety, as well as training for
supervisors on new laws and practices.
The U.S. Office of Personnel Management (OPM) is the world's largest HR
department. OPM provides Human Resource services for the federal governments
workforce of nearly 2.8 million workers. It's staff carry out the tasks to recruit,
interview, and promote employees; oversee merit pay, benefits and retirement
programs; and ensure that all employees and applicants are treated fairly and
according to the law.
1.7. FUNCTIONS
HR plays an integral role in the success of an organization overall -by recruiting
and selecting the best candidates to fill job vacancies. Furthermore, HR continues
to work closely with management teams within the company to ensure workforce
efficiency.
Human Resources, also called HR, derived from what was formerly known as the
personnel department. The former personal department worked independently from
the other departments in the organization and was primarily responsible for
handling the administrative duties for the company.  In essence, personnel handled
the recruiting and interviewing of job candidates and the exit interviews for the
employees who terminated employment with the company.  Personnel were also
responsible for keeping track of employees’ attendance records, employment law,
administering benefits, and were pretty much reactive in supporting the needs of
the organization.  This was the extent of the duties that were performed by the
personnel department

The following functions as follows :

 Strategic management
 Human resource management is responsible for the short term and long term
goals of the organization. The manager should develop special strategies for
the smooth function of the organization.

 Workforce planning and development

 Workforce planning and development means the recruting and selection.
The manager should recruit the best pool of available candidates for the job
and should also ensure that the employees development skills are becoming
 strong enough to deal with it. The manager should develop special
strategies for the development of employees. Planning is the first step,
without planning the manager cannot come to the solutions and decision.

 Total rewards
 Total rewards refers to compensation and benefits. The employees are liable
to get the rewards for the work done for the benefit of the organization. The
manager should provide proper compensation benefits to the employees. By
this, the employees get self motivated and dedicated towards there work.
Rewards can be given as monetory or non monetory rewards.

 Policy formulation
 The manager should provide proper policy formulation for the existing and
the new employees as well. The employees should know each and every
policies approved by the top management. The manager should
communicate about this to the employees.

 Risk management
 The risk in involved in every organization whether it’s a small or a big
company. The HR manager should know how to deal with the risk. There
are certain strategies that deal with risk. The HR manager forecast the risk .
There are managers that specially deals with the risks in the organization.
 1.8. OBJECTIVE OF STUDY

The main objective behind the study of the project is that the human
resource is essential in every walks of the organization. Without human
resource the company cannot function effectively and efficiently.

HR is scheduled in private as well as government companies. Human

resource helps in recruiting, staffing, also search for best pool of talented
candidates.
The role of human resource is important as the HR of the company deals
with employees, the stakeholders, insider , outsider agents of the organization
etc.
This study helps to define that without HR the organization cannot function
anymore. The organization is getting the way changer it is. In earlier times, the
HR manager needs to forecast data through papers but not technology is rapidly
increasing and thus becomes job as simpler.
There are many facilities provided by the organization to the employees not only to
the employees but the whole family of the employees can avail some facilities that
is outings with family and many more.
The main objective is to focus on what new trends has overcome and what
limitations are there by studying that solutions can be formulated accordingly. In
today’s organization, the managers set the goals to the employees and tries to
utilize the full human resource and also proper compensation benefits are
provided . The manager makes proper and effective compensation plans for the
employees because employees gets more motivated and dedicated towards their
work.
Now along with managerial functions the organization also adopts and follows
social function that is CSR activities. This is in todays times most organizations
adopts this. It also helps to create goodwill in the market. CSR activities are
purposely done for the name and fame but also it takes care of the society as
whole.
In organizations before it was like work and leave for the day but now it has
become more enthusiastic to work. There is joy favourably in the work
environment. This helps the employees always be stress free and tension free
regarding the work.
The needs of the employees are changing and this is the main objective of study so
the managers should also know about there employees needs. There should be
flexibility maintain.

1.9. LIMITATIONS
There are limitations upcoming as we studied about the objective of study.
This limitations should be known by the department of HR and should also focus
on it so that the following limitations will come out to a better solution.
The organizations has yet not developed with the training benefits to their
employees. Proper training should be given so that the employees should not lack
in any skills required by the organization .
We can see that the employees in some organizations are not having the needed
skills and knowledge and this is the major reason that why there is unemployment.
There are plenty of jobs available in the market but there is no employees with
matching talents. Today, the world is full of changing technologies. The HR
manager should adopt some upcoming training skills and there by providing to the
employees.
The major limitation is that people undoubtedly don’t know the HR roles and
responsibilities yet. It should be presented in front of them as detail. For this,
special arrangements of programs should be arranged and seminars , counselling
should be kept so that the employees and others should be known about the all
functions as well.
No matter how large or small your business, it’s important to make sure you’re in
compliance with local, state, and federal labor laws. There are regulations on
everything from hiring practices, to wage payment, to workplace safety.
As a business grows, its strategies, structure, and internal processes grow with it.
Some employees have a hard time coping with these changes. A lot of companies
experience decreased productivity and morale during periods of change. The
solution for this may be Business owners should focus on communicating the
benefits of the change for everyone. Regular staff meetings are a good place to
start. When your team understands the why, how, and when of the change, they’ll
be more likely to get on board.

The leadership activities are becoming critical day by day because managers needs
to take care of every thing in the organization. Sometimes the manager goes with
many stress and tension and all of that he gets to the employees. This is not fair at
all. Technology is constantly changing.

Businesses must be quick to adapt, or risk being left in the dust by their
competitors. The challenge for small business owners is getting employees to
embrace innovation and learn new technology. The solution cam be
Communication is critical. With any change, make sure your team understands the
why, when, and how. Set clear goals for the adoption of initiatives, and provide
employees with the training they need to get comfortable with it.
 CHP 2: LITERATURE OVERVIEW

2.1 HISTORY
The history of Human Resource Management (HRM) begins around the end of the
19th century, when welfare officers (sometimes called ‘welfare secretaries’) came
into being. They were women and involved with the protection of women and
girls. Their creation was a reaction to the:

 Harshness of industrial conditions

 Pressures arising from the extension of the franchise
 Influence of trade unions and the labour movement
 Campaigning of enlightened employers, often Quakers, for what was called
‘industrial betterment’

As the role grew there was some tension between the aim of moral protection of
women and children and the need for higher output.

20th century developments

The First World War accelerated change in the development of personnel

management. Women were recruited in large numbers to fill the gaps left by men
going to fight. This meant reaching agreement with trade unions (often after bitter
disputes) about ‘dilution’– accepting unskilled women into craftsmen’s jobs and
changing manning levels.

During the 1920s, jobs with the titles of ‘Labour Manager’ or ‘Employment
Manager’ were introduced to the engineering industry and other industries where
there were large factories. The role involved handling absence, recruitment,
dismissal and queries over bonuses. Employers’ federations, particularly in
engineering and shipbuilding, negotiated national pay rates with the unions, but
there were local and district variations and there was plenty of scope for disputes.

The term "human resource management" has been commonly used for about the
last ten to fifteen years. Prior to that, the field was generally known as "personnel
administration." The name change is not merely cosmetics. 
Personnel administration, which emerged as a clearly defined field by the 1920s (at
least in the US), was largely concerned the technical aspects of hiring, evaluating,
training, and compensating employees and was very much of "staff" function in
most organizations. The field did not normally focus on the relationship of
disparate employment practices on overall organizational performance or on the
systematic relationships among such practices. The field also lacked a unifying
paradigm.
HRM developed in response to the substantial increase in competitive pressures
American business organizations began experiencing by the late 1970s as a result
of such factors as globalization, deregulation, and rapid technological change.
These pressures gave rise to an enhanced concern on the part of firms to engage in
strategic planning--a process of anticipating future changes in the environment
conditions (the nature as well as level of the market) and aligning the various
components of the organization in such a way as to promote organizational
effectiveness
HRM developed in response to the substantial increase in competitive pressures
American business organizations began experiencing by the late 1970s as a result
of such factors as globalization, deregulation, and rapid technological change.
These pressures gave rise to an enhanced concern on the part of firms to engage in
strategic planning--a process of anticipating future changes in the environment
conditions (the nature as well as level of the market) and aligning the various
components of the organization in such a way as to promote organizational
effectiveness.
2.2 CURRENT OPERATIONS

As we read some of the limitations in HR department now the human

resource management has certain current operations which has helped in rapidly
increasing trends.
Today technology is rapidly changing, the HR manager should know all the
methods and techniques to be adopted for the growth of the organization . Because
of changes in technology now the people in the remote areas also gets the benefit
of jobs.
The second is video calling this is used tremendously in the organizations today.
The person sitting anywhere can do a video call and can market there products also
it is used for meetings, Conferencings etc. There are more than 55% of people
watching at least one marketing video every day, giving it a higher return on
investment than every other form of advertising. Whether using live video features
on your social media channels or sharing promotional videos on your website,
these clips boost engagement and attract more traffic.
The salary is the most important factor. As the salary increase the standard of
living of employees also changes. This is beginning to mean something different
than it has in years past. Though it does include vacation and other time off, many
companies are finding ways to improve their employees’ work-life balance even
when they are on the clock.
For some this may mean the opportunity to work from home, while others may
simply want activities to do during their break while at the office. Whatever this
entails for a business, it is important to recognize the need to improve work
schedules and find other ways prevent employee burnout.

The HR Management Trends is the one who is concerned with focusing on the
system and policies. It is essential that Human Resource Management is operating
appropriately and in accordance with the latest trends and technology to be able to
deal with the business life challenges.
A next important HR trend in 2019 is Employee Experience. Many organizations
have drastically reformed their HR department and this will happen more next
year. The focus will be more on strategic HR, so that there will be more attention
for the employee and internal talent, resulting in more job satisfaction and higher
productivity.
With Artificial Intelligence systems you can perform all kinds of checks and make
estimates. For example, the tax authorities can check on social media if people
fraud. Other larger companies use Artificial Intelligence to determine if someone is
suitable as a partner. The turning point of this trend is that it seeks out the limits of
privacy. A trend to discuss a lot this year.
Employees function differently than before. Organizations, activities and roles
change. The classic conversation cycle is no longer sufficient. The focus is on
improving the performance. Because the employee has autonomy, this does not
lead to undesirable situations.

Giving more autonomy or self-direction to employees has been going on for years,
but now also increasingly engages large corporates. To let self-managing teams
work effectively, more attention will have to be paid to communicating a clear
direction and vision. This requires a lot of HR. 
2.3. HR STARTAGIES

 Promotion opportunities
 The HR manager should provide the promotion opportunities to there
employees . The employees doing well in the organization can be motivated
but also the other employees will also get influenced and gets dedicated
towards there work. The HR manager should not discriminate on any
gender basis while providing promotions. Opportunities should be given to
each and all in the organization.

 Transparent communication
 The HR manager should communicate from the employees as well as the
outsiders. With the help of communication the employees will feel better
and they will feel that they are important for the organization. This is the
main strategy in the human resource.

 Focus on employees wellbeing

 The HR manager should take care of their employees . Employees wellbeing
play a very important role in the organization. The manager should know
what strategies should be adopted to provide flexibility to the employees .

 Competitive salaries
 The HR manager in the organization should provide competitive salaries to
the employees . The world is changing and the employees also had to live a
luxurious life so the managers should think on it. They should provide
competitive salaries so that the standard of living also changes. As when
there is low salary the employees will compare there salaries with the other
organizations this will low the morale of the employees to work in the same
organization.
 Freedom to be creative
 The HR manager should give some sort of freedom to their employees.
They are the part of the organization and also called as the assets of the
organization. The manager should give chance to help them cultivate
creative ideas Which would help organization further.

 Continuous staff training and development

 The manager should give special training to the employees so that the
mistakes could be avoided and they could perform well in the organization.
For avoiding little mistakes the managers should Provide continuous staff
training and development to the employees this makes the employees well
versed with the work.
2.4. LITERATURE
The topic had been searched by many professors and had come up to a solution.
This is known as the literature overview. In this we are going to learn about the
past experiences of the professionals.
Many great scholars had defined human resource management in different ways
and with different words, but the core meaning of the human resource
management deals with how to manage people or employees in the
organization.
Tomas Chamorro-Premuzic He has said what talent is (not everyone is
talent), how to measure talent, how to engage it, develop it, the dark side of
talent, and the future of talent.

Devra Gartenstein- Your company thrives when its people thrive and
struggles when its people struggle. As a business, there are plenty of steps and
strategies that you can implement to ensure that your staff will get the most
out of their work experience and will in turn give back in ways that contribute
to your company's success. Your human resources department is in charge of
making sure your employees get what they need and also serves to bring out
the best in them.
U Gartenstein founded her first food business in 1987. In 2013 she
transformed her most recent venture, a farmers market concession and
catering company, into a worker-owned cooperative. She does one-on-one
mentoring and consulting focused on entrepreneurship and practical business
skills. ent practices in PGVCL electricity company working in the Gujarat
state.
He covers all the aspects of Human Resource practices in best manner. Study
focuses the planning, Recruitment and selection policy, Human Resource
Development programme, wages and salary administration and maintenance
of Human resource.

Morli Dave (2008) contributed study in the power sector of Gujarat state. He
mainly focuses on the economic performance of the electricity board. It
contains the history of electricity in India, energy situation in India and also
describes the physical aspects of power situation in India. Lastly he
concluded with the physical energy situation in Gujarat state and its financial
performance.

Chanramani Sharma (2004) summarized the comparative analysis of

privatization in the power sector with the special reference to the India and its
neighbor country Pakistan. He covers the development and historical
prospective of power sector in both countries. Study mainly point out the
current scenario of privatization in power sector in Indian states including
Maharashtra and its impact on employment and point out the obstacles in
power sector development.

S. Chandra Mouli (2013) recommended regarding the Human Resource

Management practices in the two electricity transmission companies of two
states which includes Andhra Pradesh and Karnataka. He compare the Human
Resource Management practices in both electricity company with the help of
profile, Training, development and reward system, leadership communication
strategy and quality of employee work life.

A. Reddeppa Reddy (2001) describes the electricity in pre-Independent and

post-Independent scenario in India. He covers the organizational
overview, recruitment and training programme, pay and other conditions
of service, industrial relations, consumer satisfaction and an evaluation of
personnel management system.
 CHP: 3

RESEARCH METHODOLOGY

3.1 SIGNIFICANCE OF STUDY

The significance of the study signifies due to the importance of Human

Resource Management in the organization it is most important asset of an
organization. The management of Human resource is the key factor of the success.
The success is most likely to be achieved if the personnel policies and procedures
of
the enterprise are closely linked with and make a major contribution to the
achievement of corporate objectives and strategic plans.
Planning commission’s working group of 11th plan reports that approximately
9.5 lakh total manpower working in the power sector. It is estimated that over 1.5
lakh non-technical and 5 lakh technical human force is needed to recruit in 11th
and 12th plan periods. The significance of the study is increased due to in adequacy
of
infrastructural facilities into the Human Resource Department in power sector.
This
sector also faces the problems like lack of managerial competencies, attractiveness
to fresh talent, Training and Development infrastructure, maintenance activities of
the organization.

The significance of the Human resource management in space setters company

can be discussed at four levels as following:

1. Corporate Significance:

Human resource management practices of space setters company are important

regarding achieving goals and objectives of the organization. Attracting and
retaining the required talent through effective Human resource management
practices and utilization of available Human resource effectively.

2. Professional Significance:

Effective Human resource management practices of Space setters company helps

to
improve quality of work life. It promotes teamwork among employees by
providing healthy working environment. Creating the maximum opportunities
for personal development of employees and maintaining healthy relations
between individuals and working groups.

3. Social Significance:

Sound Human resource management practices of Space setters company have

great
significance for the society. It helps to enhance the dignity and increase the
standard of living of employees working in the space setters company . It includes
the review of social and psychological satisfaction of employees and eliminating
the waste of Human resource through conservation of physical and mental
health.

3.2 OBJECTIVE OF STUDY

1. To Study the Overall Management Process of space setters private limited

company.

2. To Study the Human Resources Procurement (Recruitment and Selection)

Policies.

3. To Study the Human Resources Development Policies of space setters

(Training and Development).
4. To Study the Utilization and Control Practices. (Promotion, Transfer
Appraisal System and Disciplinary Action).

5. To Study the Motivation And Employees Safety & Welfare Activities.

3.3 Research Method

Research methods are basically related with observation of realty, defining the
problems and its dimensions a planned approach towards analysis of the research
problem, interpretation of information and drawing conclusions. Through this
process a researcher attempts to acquire knowledge and understanding of the
research problem and make concrete suggestions towards its better solution.
The Descriptive research method is used for the present study. With the help of
descriptive method research researcher has accumulated the facts and assess the
opinion, behaviour and characteristics of the population i.e. the employees of
space setters company. Research method design to study strategic management,
are as varied as the theory of strategy that have been developed overtime. There
are various research methods deployed to study under research. The research
method is of two types that is qualitative and quantitative method. Quantitative
method deploy mathematical models such as structural equations and
multiplication regression models, whereas qualitative models deploy ethnography,
or direct observation

RESEARCH PROBLEM- Difficulties with human resource management in finish

companies which start business in India.
THE OBJECT OF THE RESEARCH- Small finished and Indian companies
involved in markets

THE SUBJECT OF THE RESEARCH – Existing HRM models in small

companies with finish of Indian roots and the most effective part of these HRM
models.

3.4 DATA COLLECTION:

The task of the data collection being after a research problem has been defined
plan chalked out. While deciding about the method of data collection to be used
for the study, the researcher should keep in mind two types of data i.e. primary and
secondary. The primary data is which is collected afresh and for the first time
happen to be original in character. The secondary data is which is already been
passed through the statistical process.
The collected data is primary as well as secondary data for the study.

3.5 PRIMARY DATA:

For collecting the primary data researcher has used the Interview, Questionnaires
and Schedule methods for the study. Researcher has taken an interview of
executive level employee of employee of space setters company .
Questionnaires have been sent to the employees through employees what’s app
number. By using schedules the researcher himself reached to an individual
employee of space setters company.

3.6 SECONDARY DATA:

Researcher has collected secondary data for the study by two types i.e. published
and unpublished. Published data collected from the website of the space setters ,
Power. Ministry of India and other important websites, various government
reports, Annual reports of space company , News paper, Journal of company i.e.
Mahapareshan Smachar and the reports prepared by the research schools.
Unpublished data has also collected as per the requirement of the study from the
company office and their training centers.
Human resource management research methods concentrate with the development
of metrics to align with Humana resource policies and study that relate to the topic
under study.
However, in the global market, identifying the issues underlying the impact of
human resource strategic initiatives and outcomes may prove to be challenging.
The overall objective of any conceptual study must be to recognize the relation
between HRM research methods and other factors that bring strategic success.
The objective of the study is to review and examine how research method are
applied for strategic management researches, and what strategies are used as part
of the research process, to locate, organize, manage, transfer, create, communicate
and evaluate research tools and data and information resources.
The focus is also to analyze the recent development on research methodology to
create scientific knowledge in theory building and practice in scientific
management.
The objective offer an overview of methodology used in strategic management
research and reviews future direction on research methodologies in strategic
management.
Research Methods in Human Resource Management is a key resource for anyone
undertaking a research report or dissertation. It covers the planning and execution
of HRM research projects, from investigating and researching HR issues to
designing and implementing research and then evaluating and reviewing the
results. Research Methods in Human Resource Management is a key resource for
anyone undertaking a research report or dissertation. It covers the planning and
execution of HRM research projects, from investigating and researching HR issues
to designing and implementing research and then evaluating and reviewing the
results.
 CHP:4
CLASSIFICATION AND TABULATION OF DATA

GENDER RESPONDENTS

MALE 30

FEMALE 24

TOTAL 54

1.

DESGINATION RESPONDENTS

EXECUTIVE 19

FUNCTIONAL 12

JUNIOR 12

SENIOR 09

ASSISTANT 00
2.

PERIOD OF TIME RESPONDENTS

LESS THAN 1 YEAR 18

1 TO 3 YEARS 22

3 TO 5 YEARS 12
3.

WORK ADVENTUROUS RESPONDENTS

0 2

1 2

2 9

3 14

4 13

5 12
4.

IMPROVE WORK SKILLS RESPONDENTS

SALARY 31

MOTIVATION 11

GUIDANCE 10

OTHERS 00
5.

RELATION WITH SUPERIOR RESPONDENTS

FRIENDLY 42

AUTOCRATIC 07

DEMOCRATIC 03

OTHERS 00
6.

CARRER AND DEVELOPMENT RESPONDENTS

AGREE 47

DISAGREE 05
7.

STRATEGIES RESPONDENTS

AGREE 46

DISAGREE 06
8.

SUPPORT BY MANAGER RESPONDENTS

YES 38

NO 04

SOMETIMES 10
 CHP:5

ANALYSIS AND INTERPRETATION OF DATA

5.1 Analysis
The data after collection has to be processed and analyzed in accordance with the
outline laid down for the purpose at the time of developing the research plan. This
is essential for a scientific study and for ensuring that we have all relevant data for
making contemplated comparisons and analysis. Researcher has used various tools
and techniques for processing and analyzing the data for the study.
For processing the data researcher implies the editing, coding, classification
and tabulation of collected data to become an enable to analysis.
For the analysis the data of computation of certain indices or measures along with
searching patterns of relationship that exist in the data groups and using the closely
related operations which are performed with the purpose of summarizing and
organizing the collected data for answering the research questions. Researcher has
used important statistical measures to summarize the research data are:
The Questionnaire is prepared from the survey form app. The questionnaire
has been send through the what’s up group and the employees has been told to
fill the required form. The details is collected and statistical data is formed in
the form of graph and pie diagram.
5.2. Hypothesis

The success of an organization depends not merely on its technical efficiency,

updated machinery, good plant layout and dynamic organization etc.; but also

depends upon its human recourses. A satisfied, happy and hardworking

employee is the biggest asset of any organization, including company.

Workforce of any company is responsible to a large extent for its productivity

and profitability. So, for the success of banking, it is very important to manage

and recruit human resource effectively and to find whether its employees are

satisfied or not. One of the key factors of any organization is its employees. The

success or failure of the organization largely depends on their satisfaction and

dissatisfaction.

Data Location- Ulhasnagar.

Sample Size-54

Data Analysis tools- Pie charts

5.3 FINDINGS

o Recruitment at an officer and managerial level is not done effectively.

o Many people in the organization today are in the wrong jobs and as a

result, they are not utilizing their full potential.

o Hiring people based on personal connections when the person is not

qualified for the job.

o Most recruitment that involves managers is done during discussions at

lunch hour, at social clubs or during the coffee break time.

o Inadequate recruitment procedures resulted in a number of staff not being

sufficiently qualified either for the positions they hold or their grades

levels, especially in management positions.

o Psychometric test is not conducted during the selection process.

o Confusion in the designation and level to the employees even after

permanent status for employment is given.

o Proper training is not given to the recruitment team and manager.

o Reaching few prospects due to internal recruitment, internet advertising

most of the time

 CHP: 6

CONCLUSION & RECOMMENDATIONDS

CONCLUSIONS:

Recruitment is essential to effective Human Resources Management. It is the

heart of the whole HR systems in the organization. The effectiveness of many

other HR activities, such as selection and training depends largely on the quality

of new employees attracted through the recruitment the recruitment process.

Policies should always be reviewed as these are affected by the changing

environment. Management should get specific training on the process of

recruitment to increase their awareness on the dangers of wrong placements.

Effective recruitment is important in achieving high organizational performance

and minimizing labor turnover. As of now space setters has a team of effective

human resource which is efficiently managing the organization at its best.

Though the recruitment process adopted by the organization needs to be

improved, challenges are ahead for the HR Department to recruit people after

the effect of recession.

In the present competitive & dynamic environment, it has become essential for

organization to build and sustainable.

In competitive advantage, the Communication skill set has assumed more

importance than even before. Dynamic and growth-oriented organization

recognizes Communication as an important aspect of the Recruitment and

Selection system for managerial function in rapidly changing and economic

environment.

Insurance industries should possess a valuable work force with good

communication skillets to get a good deal or business from their customers.

In this sector the Open Market channel is the main source of revenue for the

company for which they should be able to communicate well with their clients.

Then the company can reach its profitability and objectives easily.

The company should take the suggestions and ideas from the employees and

can conduct and examine the communication skill set within the employees. So

that they can analyze the need and act accordingly for a better result and the

growth of its own and valuable workforce

RECOMMENDATIONS
 The organization should provide or set up a communication lab for the

benefit of the fresher and existing employees that makes a career

development and new opportunity to grow up in the organization.

 This increases the employee morale and helps to attain the target.

 Communication classes should be conducted timely to all employees should

be followed by organization.

 Refresher courses may organize intermittently for all employees in the rank

and file category to relive job fatigue and monotony of every day work life.

So employees can gain skills by Communication.

 Candidates who enter into the Job Market must make sure that their

efficiency in Communication is up to the expectation of an organization

which will make them to go through the Recruitment and Selection system

of Royal Space setters private limited Company.

 The respondents in the corporate exhibits that communication skills are

necessary for all the employees from different channels.

 The company should allot funds to create a communication laboratory for

the beneficiary of all the employees.

 SUGGESTIONS

o Current appraisal system is good.

o Loan processing time must be reduced

o Documents required for processing the loan must be reduced

o Bank should completely eliminate the file system and go computerized at

every stage as this removes paper work and creates transparency in the

system

o Care must be taken to ensure that the judgment in appraisal process does

not depend on one single person and a single factor.

BIBLIOGRAPGHY

https://en.wikipedia.org/wiki/spacesettercompany://www.spacesettercompan

y.com/english/about-us/

http://www.recruitment.com/company-facts/spacesettercompany

/management/
 QUESTIONNAIRE
EMPLOYEE SATISFACTION

1. Employee id:
(Short answer text)

2. Your Designation:
Dropdown
 Executive
 Functional
 Junior
 Senior
 Assistant

3. Your Period of support with us?

Dropdown

 Less than 1 year

 1 to 3 years
 3 to 5 years

4. How adventures and enjoyable the work is?

0 to 5
1- Very poor
2- Poor
 3- Ok
4- Good
5- Very good
6- Excellent

5. Expectation to improve your work skill?

Multiple choice

 Salary
 Motivation
 Guidance
 Other

6. Relationship of superior with you?

Multiple choice

 Friendly
 Autocratic
 Democratic
 Others

7. Does your work is supported by the manager ?

Checkbox

 Yes
  No
 Sometimes
8. Does your organization has the formal policy of career planning
and development?

Dropdown
 Agree
 Disagree

9. Does your organization is fully aware of business needs and

strategies?

Multiple choice

 Agree
 Disagree

10. Share your own requirements/need to get interested in the

work?
(long answer text)