A REPORT

ON
DIGITALIZATION IN HR

BY
RASIKA MAHESH MORE
ENROLMENT NO: 19BSP2173

L&T REALTY
 REPORT
ON
DIGITALIZATION IN HR

BY
RASIKA MAHESH MORE
ENROLMENT NO: 19BSP2173
L&T REALTY

A report submitted in partial fulfillment of the

requirement of PGPM Program of IBS Mumbai

Submitted to:
Faculty Guide Company Guide
Prof. Tapas Das Mr. Pramod Paranjape

Date of Submission:

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 AUTHORIZATION

This project entitled "Digitalization in HR" submitted to IBS Mumbai, is

a record of original work done during the period of 18th February 2020
to 22nd May 2020 under the guidance of Mr. Pramod Paranjape of L&T
Realty and Prof. Tapas Das of IBS Mumbai.
The report is submitted as partial fulfillment of the requirement of the
PGPM Program of IBS Mumbai.

Rasika Mahesh More

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 ACKNOWLEDGEMENT

I wish to express my heartfelt gratitude to the following individuals who

have played a crucial role in this internship. Without their active
co-operation the preparation of this internship report could not have
been completed within the specified time limit.
Firstly, I would like to thank Dr. Bhagirath Shanbhag, HR Head of
L&T Realty Mumbai for giving me this wonderful opportunity to
complete my internship from such a reputed organization. I am thankful
to Mr. Pramod Paranjape, my company guide who always helped me
in understanding the organizational culture and helping me getting
adapted to the environment.
Secondly, I would also like to thank the HR Department, naming
Mr. Yogesh Sharma, Head Recruiting, Ms. Shivani Negi, Asst.
General Manager Strategic HRBP and Ms. Sonali Maharana, Asst.
Manager HR who supported me throughout my internship with the
aspects of HR in an organization and inculcating HR knowledge.
Lastly, I am thankful to Prof. Tapas Das for the constant boost, doubt
solving, additional assignments, and providing feedback timely on the
work done. Also I am very thankful to ICFAI Business School,
Mumbai for providing me the opportunity of the internship through
making it a partial requirement of the PGPM Program.

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 TABLE OF CONTENTS

Sr.no Topics Page no.

1 Authorization 2
2 Acknowledgement 3
3 Abstract 5
4 Real estate Industry
5 About the company
6 Porter's Five forces analysis
7 SWOT Analysis
8 Roles of HR in the organization
9 Introduction
10 Detail work performed
10.a Gamification of induction module
10.b Testing of Hirecraft software
10.c Talent acquisition through digital mediums
10.d Learning and development
10.e Online On-boarding vendors search
10.f Preparing employee engagement activities.
11 List of illustrations.
11.a Birthday Calendar
11.b DIY Poster
11.c Meme- Making Poster
11.d Tiktok Competition Poster
11.e Meditation day Poster
11.f Home ergonomics flyer
12 Conclusion
13 Bibliography

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 ABSTRACT

This internship report is about the digital advancement in the human

resource in real estate sector. In this era of technological advancements,
each and every department is becoming digitally abled. A digital
transformation is commonly defined as the process of integrating digital
technology into a business.
For the HR world, this means incorporating digital technology to
improve how the department and the organization as a whole functions.
This digital technology includes cloud-based systems, digital
recruitment solutions, internal communication platforms, workforce
engagement software, and much more. When integrating these digital
technologies, HR professionals need to consider how new software’s,
tools, and programs will transform the workforce and how work is
performed and completed. HR teams that are able to look beyond just
their own departments and operations will have a leg up on their
competition. In this report we will be able to see the results of digitally
abled HR operations.

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 REAL ESTATE INDUSTRY
Introduction
The real estate sector is one of the most globally recognized sectors.
Real estate sector comprises four sub sectors - housing, retail,
hospitality, and commercial. The growth of this sector is well
complemented by the growth of the corporate environment and the
demand for office space as well as urban and semi-urban
accommodations. The construction industry ranks third among the 14
major sectors in terms of direct, indirect and induced effects in all
sectors of the economy.
It is also expected that this sector will incur more non-resident Indian
(NRI) investments in both the short term and the long term. Bengaluru is
expected to be the most favored property investment destination for
NRIs, followed by Ahmedabad, Pune, Chennai, Goa, Delhi and
Dehradun.

Market Size
By 2040, real estate market to grow to Rs. 65,000 crore (US$ 9.30
billion) from Rs. 12,000 crore (US$ 1.72 billion) in 2019. Real estate
sector in India is expected to reach a market size of US$ 1 trillion by
2030 from US$ 120 billion in 2017 and contribute 13 per cent of the
country’s GDP by 2025. Retail, hospitality and commercial real estate
are also growing significantly, providing the much-needed infrastructure
for India's growing needs. Indian real estate increased by 19.5 per cent
CAGR from 2017 to 2028.
Sectors such as IT and ITeS, retail, consulting and e-commerce have
registered high demand for office space in recent times. Commercial
office stock in India is expected to cross 600 million square feet by 2018
end while office space leasing in the top eight cities is expected to cross
100 million square feet during 2018-20. Co-working space across top
seven cities increased to reach 12 sq. ft. by the end of 2019. In first nine
month of 2019, the office sector demand with commercial leasing
activity reached 47 mn sq. ft. During 2019, the office leasing reached
60.6 million sq. ft. across eight major cities registering a growth of 27
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per cent year on year. In 2019, Bengaluru saw the highest volume of
office space leased at 15.3 msf, followed by Hyderabad at 12.8 msf.

Investments/Developments
The Indian real estate sector has witnessed high growth in recent times
with the rise in demand for office as well as residential spaces. Private
Equity and Venture Capital investments in the sector have reached US$
1.47 billion between Jan-Mar 2019. Institutional investments in India’s
real estate are expected to reach US$ 5.5 billion for 2018, the highest in
a decade. Between 2009-18, Indian real estate sector attracted
institutional investments worth US$ 30 billion and received US$ 2.3
billion in first half of 2019. Real estate attracted around US$ 14 billion
of foreign private equity (PE) between 2015 and Q3 2019. Real estate
attracted around Rs 43,780 crore (US$ 6.26 billion) of investments in
2019.
According to data released by Department for Promotion of Industry and
Internal Trade Policy (DPIIT), construction is the fourth largest sector in
terms of FDI inflows. FDI in the sector (includes construction
development and construction activities stood at US$ 41.53 billion from
April 2000 to December 2019.
Some of the major investments and developments in this sector are as
follows:

 First REIT raised Rs 4,750 crore (US$ 679.64 million) and was
launched earlier in 2019 by the global investment firm Blackstone
and realty firm Embassy group.
 In January 2019, Ascendas acquired Chennai's Pallavaram IT Park
for US$ 35.70 million.
 Iconic RK Studios property which is located in suburban Chembur,
acquired by Godrej Properties.
 New housing launches across top seven cities in India are expected
to increase 32 per cent year-on-year by 2018 end to 193,600 units.
 In September 2018, Embassy Office Parks announced that it would
raise around Rs 52 billion (US$ 775.66 million) through India’s
first Real Estate Investment Trust (REIT) listing.
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Government Initiatives
The Government of India along with the governments of the respective
states has taken several initiatives to encourage the development in the
sector. The Smart City Project, where there is a plan to build 100 smart
cities, is a prime opportunity for the real estate companies. Below are
some of the other major Government Initiatives:

 In order to revive around 1,600 stalled housing projects across the

top cities in the country, the Union Cabinet has approved the
setting up of Rs 25,000 crore (US$ 3.58 billion) alternative
investment fund (AIF).
 Blackstone crosses US$ 12 billion investment milestone in India.
 Puravankara Ltd, a realty firm plans to invest around Rs 850 crore
(US$ 121.6 million) over the next four years to develop three ultra-
luxury residential projects in Bengaluru, Chennai and Mumbai.
 Under Pradhan Mantri Awas Yojana (Urban) [PMAY (U)], 1.12
crore houses have been sanctioned in urban areas creating 1.20
crore jobs.
 Government has created an Affordable Housing Fund (AHF) in the
National Housing Bank (NHB) with an initial corpus of Rs 10,000
crore (US$ 1.43 billion) using priority sector lending short fall of
banks/financial institutions for micro financing of the HFCs.
 As of September 16, 2019, India had formally approved 419 SEZs,
of which 234 were in operation.
 In February 2018, creation of National Urban Housing Fund was
approved with an outlay of Rs 60,000 crore (US$ 9.27 billion).

Road Ahead
The Securities and Exchange Board of India (SEBI) has given its
approval for the Real Estate Investment Trust (REIT) platform which
will help in allowing all kinds of investors to invest in the Indian real
estate market. It would create an opportunity worth Rs 1.25 trillion (US$
19.65 billion) in the Indian market over the years. Responding to an
increasingly well-informed consumer base and, bearing in mind the
aspect of globalization, Indian real estate developers have shifted gears
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and accepted fresh challenges. The most marked change has been the
shift from family owned businesses to that of professionally managed
ones. Real estate developers, in meeting the growing need for managing
multiple projects across cities, are also investing in centralized processes
to source material and organize manpower and hiring qualified
professionals in areas like project management, architecture and
engineering.
The growing flow of FDI into Indian real estate is encouraging increased
transparency. Developers, in order to attract funding, have revamped
their accounting and management systems to meet due diligence
standards.

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Real Estate Info-graph

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 ABOUT THE COMPANY
Company Profile
L&T Realty Limited is a real estate development company and is part of
the Larsen & Toubro Group, an Indian multinational conglomerate in
technology, engineering, construction, manufacturing, and financial
services. Headquartered in Mumbai, Maharashtra, L&T Realty has a
strong presence across Mumbai, Bangalore, and Chennai. The Company
undertakes various projects encompassing the construction of
residential, corporate office, retail, leisure, and entertainment spaces.
Besides independent projects, L&T Realty also undertakes co-
development projects for various reputed builders. Currently, it has over
35 million sq. ft. of the area under various stages of development. L&T
Realty was founded on 30th November 2007. The headquarters is located
at Ballard Estate, Mumbai. Mr. Shrikant Prabhakar Joshi is the current
CEO and MD of L&T Realty.

About Larsen & Toubro:

Larsen & Toubro is a major technology, engineering, construction,
manufacturing and financial services conglomerate, with global
operations. L&T addresses critical needs in key sectors - Hydrocarbon,
Infrastructure, Power, Process Industries and Defense - for customers in
over 30 countries around the world.
Backed by rich experience of over 75 years in the construction industry,
L&T has successfully forayed into the real-estate industry with its real-
estate arm L&T Realty.
Pursuing the philosophies of ethics, quality, assurance and diligence,
L&T Realty has seen a sustained growth since its inception. It has
redefined the real-estate industry in India with its transparent, customer-
focused approach and continuous quest for world-class quality.
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As of today, L&T Realty is present across West, South and North India
with many residential, commercial and retail projects. Committed to
create landmarks of excellence, we have built business parks, Transit
Oriented Development like the Navi Mumbai - Seawoods Grand
Central, and many other such coveted residential buildings and
complexes. They believe in progress with harmony. All the projects are
deeply committed to environmental protection and community welfare.

Company’s Vision and culture:

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Work culture:
At L&T Realty, HR plays the role of a ‘Strategic Business Partner’. The
HR vision is aligned with the organization’s business goals. In the past
few years, they have hired professionals from various real estate
organizations and also from the unorganized sectors to have the right
mix of skills and perspectives.
To define the organization’s culture, they have developed a 5S Way of
Working Model – Speed, Scale, Synergy, Sustainability and Inner Self.
Each of these 5S is defined with respect to L&T Realty’s business
requirements and has been integrated into the day-to-day working of the
employees. L&T Realty offers an array of employee benefits & rewards.
Not only do they offer competitive compensation, but also continuous
performance management and training ensuring a steady professional
growth of every individual.

Businesses of Larsen & Toubro:

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The various projects undertaken by L&T Realty are:
L&T Callisto is a new launch residential project developed by
L&T Realty, offers different configurations of the apartments. This is a
new tower of its current project Crescent Bay. Crescent Bay is being
developed by L&T Realty in collaboration with Omkar Realtors and
Developers. It is a gated residential complex in Parel, Mumbai. The
complex consists of six towers on an elevated podium aligned to form a
crescent shape overlooking the Arabian Sea.
Emerald Isle is an upcoming 16-acre gated complex in Powai, Mumbai.
It is located near the Powai Lake and adjacent to the L&T Business
Park. Clubhouse & recreational facilities are planned within its premises.
Raintree Boulevard is a township by L&T Realty located in Hebbal,
Bengaluru where it is developing residential apartments on about 65
acres of land with a strong emphasis on environmental management. The
project is located before GKVK University on the way to the new
airport.
Seawoods Grand Central is a 40-acre transit-oriented development
project in Navi Mumbai, built around the railway station of Seawoods-
Darave. It has a mix of retail and commercial office spaces. In
Hyderabad, L&T Group is developing Commercial, Retail and Office
Spaces around the Metro Project.
Eden Park project is based in Siruseri, Chennai. It is situated off the Old
Mahabalipuram Road and right beside the SIPCOT IT Park. Phase I of
the project is already delivered. Phase II of Eden Park is right now under
construction. In Siruseri, just behind SIPCOT IT Park, there is one of the
Chennai's top institutions, Padma Seshadri Bala Bhavan Senior
Secondary School. The school is located inside the gated community,
L&T Eden Park. Commercial special economic zone project based on
north Bengaluru obtained consent in March 2017. Residential project in
Nirmal Lifestyle, Mulund L&T Realty which is called Rejuve 360

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agreed with Nirmal Lifestyle Developers to jointly develop a nearly 20-
acre land parcel on LBS Marg in Mumbai's north-central suburb of
Mulund.

Top Competitors of L&T Realty:

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 PORTERS FIVE FORCES ANALYSIS
• The threat of new entrants- Low
The initial investment in setting up a real estate company is very high
since the raw material costs have to be arranged by the developer in the
earlier stage i.e. there is no advance payment from the customer. New
players in this sector find it difficult to win projects since the real estate
sector projects also consider the track record of the developer. Economic
downturn across the globe and an increase in the number of real estate
construction and development companies have reduced the profitability
of the business. Cost reduction plans in terms of real estate for office
space are being carried out by many companies. So this is kind of a
dampener for new companies as well as existing companies. The new
players in this sector are expected to be affected the most.
Bargaining power of buyers- Moderate
Powerful customers can exert pressure to drive down prices or increase
the required quality for the same price and therefore reduce the profits in
the industry. Customers significantly influence business operations in
real estate. Customers do possess a threat of integrating backward.

• Bargaining power of suppliers- Low

There is a lower switching cost in changing suppliers for raw material
(cement, bricks, paint, etc.). There is a negligible threat of forwarding
integration by suppliers. There are a large number of suppliers of raw
materials for the real estate sector. The bargaining power of suppliers is
low in this case.

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• The threat of substitutes- No threat
There is no substitute for the real estate sector for real estate
construction and development. So the threat of substitutes for the real
estate sector is seemingly nil.

• The intensity of rivalry- High

The rivalry is strong because of the large number of real estate firms
operating in India and around 40 companies are listed on BSE in
Construction and Contracting- Real estate. The product (i.e real estate
space) cannot be differentiated. There is minimal profitability
considering the status of the current economy and so only companies
with high cash reserves would survive. The intensity of rivalry is,
therefore, high.

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 SWOT ANALYSIS
Strengths:
• Well-known brand name.

• Risk management in land sourcing.

• Diversified portfolio.

• Superior execution.

Weakness:
• New in the real estate sector.

• Reach is limited to few metro cities.

Opportunities:
• With RBI'S rate cut, there can be a boom in the real estate sector.

• There are largely untapped markets in various cities.

Threats:
• Infrastructure safety is always a risk.

• Emerging competitors.

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 ROLES OF HR IN ORGANIZATION
With the advancement in technology, conventional methods are being
replaced by new-age techniques. Globalization is on the rise and
companies are spreading out all around the world, no longer restricted
by geographical barriers. Economies are rising and falling and evolving
continuously. Adding to the turmoil are stringent laws and regulations
passed, leading to a constant void waiting to be filled with effective
policies that follow all the legal guidelines and at the same time are not
compromising on the organization’s survival. In the midst of all this, is a
function necessary, but minimally looked upon the human resource
function? In a quest to integrate the operations and strategies of a
business across a wide array of products, services, ideas, and cultures,
the role of human resource managers is constantly evolving. HR
managers, who were once confined to handling basic data work and
routine record keeping amongst employees, are now exposed to an
evolving nature of diverse workforce complexities, legal obligations,
and strategic management of the organizational goals.

1) Recruitment
This is the one function which is hand in glove with HR. Recruitment
has been one of the major responsibilities of the HR team. It is the job of
HR personnel to plan and devise strategic campaigns and guidelines for
recruiting suitable candidates for a required job description. They also
have to serve as a mediator between the employer and the candidate and
communicate company policies and terms of the contract to the
candidate before he is hired. This is the first pillar of HR management
that every HR manager starts with. It’s probably one of the most
important aspects of any HR professional’s career. The recruitment
function comprises 2 main objectives:

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 2) Attract Talent
Attracting talent starts with the first planning the requirement of
manpower in the organization. Gauging needs of the organization's
human resource requirements, and accordingly putting a plan of action
to fulfill those needs with the placement of "talented professionals".
That's followed by creating an "employer brand" which will be
representative of the organization's good image and portray an attractive
impression in the minds of potential candidates.
The employer branding aspects have become very important owing to
the new-age media and awareness of employee rights. Putting the best
foot forward is no longer enough, it needs to be followed through with
honest actions in favor of the employees. And finally… the HR manager
needs to create detailed recruitment strategies to carry out the hiring
process.

3) Hire Resources
This is where the recruitment strategies are put into action. In the current
age, there’s a ton of competition vying for the attention of the best talent
in the market. The HR manager needs to run all possible engines to go
out there in the market and find that one suitable gem.
This part of the role includes things like finding relevant locations to
look in, reach out to maximum potential candidates using mass
communication mediums, aggregate all responses, filter out irrelevant
applications, judge suitable incumbents and coordinate internally to get
them interviewed. Once the finalists are decided, the HR manager turns
into a ‘negotiator’ of sorts, working as a mediator between the company
and the candidate to find that win-win ground.

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 4) Training
Not all is done once you've recruited a suitable candidate for the job.
Many organizations perform tasks a tad differently. Training employees
is important to help the new hires get acquainted with the organization's
work pattern. The HR department must incorporate a training program
for every new employee based on the skill set required for their job. It
will further also contribute to employee motivation and retention.
For the training to be effective, every new employee can be subjected to
on-the-job training for the initial days to get him in sync with the work
guidelines of the organization. This training will not only be of
assistance to the employee but also give the HR team an insight into the
employee's workmanship. On completion of the training, HR plays a
significant role in assessing the results of the training program and
grading employees on the same.

5) Professional Development
Closely related to training, developing your employees professionally is
a bonus for the employee as well as the organization. Enrolling the
employee to attend conferences, trade shows, seminars, etc that may be
in his interest will make the employee feel cared-for and a vital part of
the organization, thus increasing employee engagement. It will be
beneficial to the organization by way of the employee's added skill set.
In short, it is a win-win. It is the HR head’s job to get to know the
employee’s hobbies and areas of interest and lookout for opportunities
that will help them build onto those hobbies. For example, if an
employee wants to master the technique of SEO, HR could enroll him
for seminars and conferences that talk on the same. However, this should
not turn out to be a selfish attempt that benefits the organization only.

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 6) Appraisals
Since HRM is a body meant for the employees, carrying out timely
performance appraisals is a given. Performance appraisals help in
employee motivation by encouraging them to work to their fullest
potential. It also enables them to give them feedback on their work and
suggest necessary measures for the same. This helps employees to have
a clear view of what is expected of them and what they are delivering.
They can thus, work well towards improving their performance and
achieving targets.
The role of HR (especially the HR manager) in this would be to have a
policy of generating timely appraisal reports and a review of the same by
the authorities. The HR team should communicate individually with
employees and give clear feedback or suggestion on their performance.
A system to reward employees excelling at their work would help in
employee motivation and thus garner a higher degree of productivity and
employee engagement.

7) Maintaining Work Culture

The HR must maintain a healthy, safe, and fun work environment to
ensure a level of comfort amongst the employees and eliminate any
stressful or awkward atmosphere that may hinder the performance of the
staff. It is vital to have an efficient work atmosphere because of an
individual's performance largely depends on the surrounding he’s
working in.
It would be great to have an open-door policy up to some extent wherein
employees can freely communicate and voice their opinions to be given
consideration. The HR department's role is to be a friendly body with an
open attitude. By communicating and treating every employee as equal,
HR can build a rapport with the employees. This goes a long way in
increasing employee engagement and gives higher job satisfaction.
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 8) Resolving Conflicts
Where different people have different views, conflicts are almost
inevitable. Whether the dispute is amongst two or more employees or
between the employee and the management, an HR manager has the
right to intervene and help map out a solution.
The HR should be available at the disposal of the conflicting parties and
hear out their issues without being judgmental. Prior investigations are a
must before passing any judgment. The HR head is not expected to
discriminate or play favorites in this matter and always deliver an
unbiased and practical decision. Reimbursement in case of any loss
caused and strict actions against the defaulter should be practiced for
effective conflict resolution by the HRM.

9) Employee Relations
Human Resources is called so because its major responsibility is dealing
with the human part of the organization and this involves having great
interpersonal skills. An HR manager who sits in the office all day will
not turn out to be good at building connections with the employees and
thus fail to serve the purpose of being an HR head. As an HR person,
employees should feel comfortable coming up to you with their
problems and for that, the HR team must build a good public image
within the organization.
The HR team has to be proactive and know their employees. An HR
personnel’s job is not a desk job altogether. The HR head’s role is to
establish the trust and confidence of the employees and not have a
“don’t mess with me” demeanor. He should be looked upon as both an
HR expert and an employee advocate.

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 10) Rewards and Incentives
Rewarding the employees for a work well done imparts motivation and
at the same time induces a desire to excel at tasks in the hope of
obtaining rewards. It serves as bait for inculcating a healthy competitive
environment amongst employees to achieve targets and meet deadlines.
A reward needs not be materialistic always. It could just be a word of
appreciation in front of all coworkers for a menial task done with
complete honesty.
However, with globalization and evolving trends, compensations like
holiday packages, pay incentives, bonuses, and promotions are taking a
backseat. If as an HR manager you are wanting to reward your
employees efficiently, it’s time you adopt new ways of awarding
benefits such as flexible work times, paternity leave, extended holidays,
telecommuting, etc. These non-traditional rewards will prove fruitful not
only in engaging the existing workforce but also as an added benefit to
attract new talent to your organization.

11) Legal Knowledge

This may seem the least glamorous of all, but is an important aspect of
the HRM. An HR manager should always comply with the law. Whether
it's drafting new policies or writing terms of a contract, it is the HR
department's job to build guidelines keeping the laws in mind. This
ensures an organization's continued growth and existence. While
drafting policies, the HR should always ensure to be at an upper hand
legally and keep the organization's practices in tune with the labor laws,
tax laws, permissible working hours, minimum wages, and a no-
discrimination policy.

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 12) Organizing functions
An HR head is responsible for organizing all functions of the
organization. To start with, it includes employee on-boarding, i.e.
welcoming new employees. It is a must for every HR head to carry out
induction for every new hire and give them an orientation regarding the
company policies and rules.
The HR personnel should also introduce the new employees to their
colleagues and assign them a mentor. It also involves listing out job
expectations and defining roles and responsibilities, thus getting the new
employees in tune with the working of the organization. The HR
personnel is also responsible for organizing and storing all employee
data efficiently and keeping it secure.

13) Management
Management is the most important job of an HR manager. It is what
defines a good HR manager. Management extends right from managing
employees to managing the employers and the whole HR department as
well.
The role of an HR manager is to manage, create, implement, and
supervise policies/regulations, which are mandatory for every employee
and also have knowledge of its appropriate functioning. Monitoring
attendance and tracking leave form a major chunk of the HR
management function. There should be proper management of the clock-
in/out time to avoid late arrivals and track overtimes and half-days. As
mentioned before, the HR as a department should also be well managed
by the HR head. If the HR department itself is in a state of chaos, it
cannot serve as a peacemaker for the other departments.

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 INTRODUCTION
Digitalization in an organization has been a part and parcel of the
organization structure. However, digitalization in HR activities is
something in which various organizations are planning and working on
the same. This digitalization can be in the aspects of training, hiring,
employee engagement, learning, and development. This report includes
my work which is related to the digitalization of HR activities. I have
worked with the digitalization activities of gamifying the induction
module, hiring, talent acquisition, online onboarding, learning and
development, and employee engagement.

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 DETAILED WORK DONE
Understanding the industrial aspects of HR, I have worked in the
following domains:
1) Gamification of induction module
2) Hirecraft software
3) Talent acquisition
4) Learning and development
5) Online- Onboarding
6) Employee engagement

1) Gamification of induction module:

Gamification is the application of game-design elements and game
principles in non-game contexts. It can also be defined as a set of
activities and processes to solve problems by using or applying the
characteristics of the game element. Induction: Employee induction is
the first step of welcoming new employees to the company and
preparing them for respective roles. Induction is the introduction and
orientation of the employee in the organizational culture and showing
the employee how interconnected he is to everyone in the organization.
An induction module contains:
 Mission and vision
 Values and philosophy
 Company policies
 Dress code
 Health and safety rules
 Personnel practices
 Time scales
 Holiday routines
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  Maps about canteen, washroom, meeting rooms, and board rooms.
 CSR Expectations from employees.
The L&T Realty manpower requirement is identified by two means
which are replacement and new requirements. Replacement comes into
picture when a person is either resigning or retiring from the
organization. New requirement occurs according to the need of the
department's heads or upcoming projects. Both of these are uncertain,
hence induction is carried out every three months for the new
employees. As some employees might have to wait for a longer duration
for their induction process. That is why we are introducing gamification
of induction modules.
This can help in their ongoing induction sessions at any time and help
them acquainted with the organization's culture, departments, and their
roles and responsibilities. Gamification of the induction module can help
the employees understand the organization better with the interactivity
of the games. This can lead to employee's positive perception of the
company, learning without fear of mistakes, creating engagement
amongst the employees, and learning. Vendors in the field of
gamification were to be found which would help the company in
fulfilling their expectations. Various vendors were found, however, we
had to narrow down to one. Hence the vendors were asked to share their
commercial details, clientele, and work for various companies and
proposals. According to the proposals received, each company proposal
was assessed based on:
• Time
• Cost
• Quality
• Experience
• Delivery

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• Maintenance
• Clientele
The various vendors who shared their details with us were:
1. G-Cube Solutions
2. Mobcast Innovations
3. XLPRO
4. Juego studios
The proposals of these mentioned firms were compared and we
narrowed down to the best two firms which were:
1. G-Cube Solutions
2. Mobcast Innovations
A skype meeting was held with both the firms for understanding their
work and along with their suggestions on our project. The meeting was a
success and the final decision is to be taken by the head of HR.

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 2) Testing of Hirecraft Software:
Hirecraft is an automated online system that helps to keep track of the
recruitment cycle. Hirecraft involves the online submission of the
requests for a specific position which is then ahead approved by the
head. There are various roles which take part in the process namely:
a) Line Manager:
The line manager can create a request for a particular position, edit the
request before approval by the department head, shortlist CVs, and
interview feedback and view the status of candidates and request
progress.
b) Department Head:
Department head can create a request for a particular position, edit the
request before approval by the department head, shortlist CVs, interview
feedback, view status of candidates and request progress and approval of
CTC/ offer letter.
c) Head HR:
Head HR can create a request for a particular position, edit the request
before approval by the department head, shortlist CVs, interview
feedback, view the status of candidates and request progress and
approval of the CTC/ offer letter.
d) Recruiter Head
Recruiter Head can create a request for a position, assignment of
requests to recruiters, view status of candidates, and request progress
and approvals on CTC/ Offer letter.
e) Recruiter:
The recruiter cannot create a request for a particular position. It can
approve the candidates allotted by the recruiter's head.

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This whole process of hirecraft helps in streamlining the recruitment
process which is easily tracked by all the roles on each level. Testing of
the various roles whether they are being able to use the way expected.
Till now testing of line manager and department head is done. In the
coming days, other roles testing would also be done. This testing
procedure also can help in identifying the exact region which needs to be
improved from the developer's side also in understanding the importance
of a specific task in hirecraft.
As the testing of the hirecraft software was completed, it was decided to
create a manual about the software for internal use. Creation of the
manuals for each role was made which included:

 Responsibilities of the respective role

 A detailed explanation of the steps required to be followed
Steps such as:
o TAR Creation and editing
o CV Shortlisting
o Interview
o CTC Discussion
o Offer letter and joining
o Status flow change chart

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 3) Talent Acquisition through digital mediums:
Talent acquisition: Talent acquisition refers to the process of identifying
and acquiring skilled workers to meet your organizational needs. The
talent acquisition team is responsible for identifying, acquiring,
assessing, and hiring candidates to fill open positions within a company.
The manpower requirement can be either by replacement or new
requirement. In L&T Realty currently, manpower mapping is taking
place for filling up the senior position in the company as soon as
possible, within the least amount of time. The senior positions include
AGM, DGM, Heads, GM, CXO, CFO, and MD. Hence manpower
mapping helps in keeping the data ready for the employees from the
other organization who wish to join our company. There is an interview
process through which the candidates have to go through to get selected.
As L&T Realty is a real estate type of organization hence it looks
forward to the employees of the real estate sector. With the help of
linkedin.com, naukri.com, and many more online job portals we find the
candidates and they are then called for the interview process.
As the tapping of senior positions has been taking place, junior-level
position employees are also mapped accordingly. Junior level positions
can include executive, senior executive, assistant manager, manager, and
senior manager. Being a real estate company L&T Realty needs to have
good sales and marketing employees which can help the company
succeed. Hence getting the details of employees through LinkedIn of the
employees at all the levels can help in acquiring the new employee as
soon as possible. Finding out the candidates online and adding them to
the tracker through which we can keep the data ready and understand
their credentials.

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This tracker involves columns such as:
• Name
• Position applied for
• Department
• Current employee
• Designation
• Qualification
• Total years of experience
• Current CTC
• Expected CTC
• Mobile number
• Email id
• Remarks
• Status Remarks and status are filled once the candidate is interviewed.
To date, Lodha, Godrej Properties, Shapoorji Pallonji, Piramal Realty,
Kanakia spaces, Mahindra life spaces, Kalpataru, Wadhwa group, Adani
Realty, Raheja, JLL, Xanadu, Embassy group and Kolte group trackers
have been prepared for the commercial leasing, commercial sales, and
marketing. Along with finding the employee details we also used
https://maharera.mahaonline.gov.in/ which is the Maharashtra Real
Estate Regulatory Authority website. This website holds the details of all
the real estate projects completed and upcoming in Maharashtra state.
With the help of this data we got the information about the number of
projects and the total area captured by the projects. This helped us in
understanding the number of employees working for the dedicated
projects of the competitors. Finding the exact number of employees
working in the competitor's organization along with mapping the data
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which we had in our hands, helped us in comparing the data captured
and finding the missing number of employees that still need to be
mapped. Later on the CVs were shortlisted by the seniors for
commercial marketing, calling them for the rounds of interviews. While
on the call it was important to explain the candidates about the position
and job description for which they have been called. Scheduling their
interviews for the first round on their available time with the HR, which
then is followed by the second round with the head of talent acquisition
and the last round with the head of commercial projects of the company.

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 4) Learning and development
“The more that you read, the more things you will know. The more that
you learn, the more places you’ll go.”
― Dr. Seuss
Learning and development gas always been a part and parcel of an
employee’s journey in the organization. Every organization spends a
huge amount for providing best learning experience to their employees.
In L&T Realty, an online platform for learning and development has
been created, which has access to numerous online courses and
certificate is also provided after completion. These courses are
outsourced for the benefit of the employees. During the period of my
internship there were some courses those needed to be completed before
the allocated time span. These courses were:
 Effective meeting management
 Digital advancements
The list of employees of all the branches in Mumbai was made and their
progress of courses were maintained. Catching up with the employees
with their course’s completion was the task. It was also necessary to
explain them about the details of the course such as:
 Access to the portal an course
 Course duration
 Course medium of study
 Importance of the courses.
Along with the courses, there were some physical sessions conducted for
the learning of the use of hardware and software. The hardware sessions
included the use of web-cams and computer systems. The Microsoft
Teams software sessions was conducted as it was the new mandate for
the employees.

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 5) Online-onboarding:
Onboarding, also known as organizational socialization, refers to the
mechanism through which new employees acquire the necessary
knowledge, skills, and behaviors to become effective organizational
members and insiders. As L&T Realty is trying to build an online
recruitment system, online onboarding can help in reducing paperwork
and manual efforts. I can also reduce the chances of errors. For online
onboarding, vendors are to be found which can help in building an
online process. Hence finding out the various vendors which can help us
in doing the same is the first task. Identifying the various vendors in the
market for online onboarding and comparing their available website
details to narrow down to a limited amount of vendors. The vendors
namely:

1. Quodeck
2. Fresh team
3. BizMerlinHR
4. Cake HR
5. Creative Onboarding software

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 6) Employee Engagement:
Employee engagement is the extent to which employees feel passionate
about their jobs, are committed to the organization, and put discretionary
effort into their work. L&T Realty has always been carrying out various
employee engagement activities amongst which happens every month is
celebrating birthdays of employees. Celebrating birthdays of the
employees together which are born the respective months, the cake
cutting ceremony takes place together. Also before the start of the new
month the list of the employees whose birthdays are in the next month is
circulated on the email to all the employees over all the branches in
India.
As the pandemic approached and work from home became a mandate, it
was our responsibility to help them work efficiently and effectively at
residences. According to the instructions given, a list of employee
engagement activities was made. Amongst the list some activities were
finalized. Following were the shortlisted activities:
1. DIY Challenge
2. Meme making
3. Tiktok competition
4. Meditation day
For each of the above-mentioned activities, posters were designed for
the understanding of the events.
Also for making the work from life easy, the introduction of home
ergonomics to the employees by the creation of flyer regarding how can
they apply the principles of ergonomics at their homes.

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 LIST OF ILLUSTRATIONS
Birthday calendar for the month of April

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Poster for DIY Challenge

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Poster for Meme making:

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Poster for Tiktok Competition:

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Poster for Meditation day:

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Flyer for Home Ergonomics:

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 CONCLUSION:

 Human Resources not only works for the benefit of its employees,
its major role is to keep their organization working efficiently.

 The HR department needs to be flexible for the advancement in the

technological systems.

 Employee engagement and employee satisfaction are not the same.

An employee can be satisfied without being engaged in the job.
 Digital methods can enhance the experience of working.

 HR needs to understand the working procedures of all departments

to streamline the operations.

 Using a talent acquisition strategy is necessary as it reduces the

risks involved with recruiting bad hires, which, in the end, will
lower costs, save time, and boost productivity.

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 BIBLIOGRAPHY
 https://www.sumhr.com/hr-manager-role/
 https://en.wikipedia.org/wiki/L%26T_Realty
 https://www.augmenthr.com/blog/why-effective-talent-acquisition-
is-vital-for-your-business/

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