SummerInternshipReport

On

“A STUDY ON HUMAN RESOURCE MANAGEMENT AT descon

infrastructureltd.

Submitted toward the Partial Fulfillment of the Requirement for the

Awardofthe Degreeof

MASTER OF BUSINESS

ADMINISTRATION(MBA-HR)

UndertheGuidanceof:

Dr.Ruchi Misra

SubmittedTo: SubmittedBy:

Dr.ManishDwivedi TarunGautam

AssistantProfessor rollno-2210019025135

IMS,Universityof Lucknow MBA3rdsemester

Batch:2022–2024

Institute of Management

ScienceUniversity of Lucknow (New

Campus),

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 Declaration

I, the under mentioned solemnly declare that this internship report on DESCON INFRASTRUCTURE PVT.
LTD is my original work. I further declare that I have strictly observed reporting ethics and duly
discharged copy-right obligation and properly referred all outsourcing of materials used in this report
and nothing is confidential in this report of the company of my internship. I take the responsibility for
all legal and ethical requirements regarding this report.

Signature:

Name: Tarun Gautam

Roll no: 22100019025135

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 Acknowledgement

I would like to thank Lucknow University for giving me the opportunity to dothis internship.
I would like to thank Descon infrastructure pvt. ltd for lettingme do the internship at their
HR Division Head office. I’d like to thank, myinternship supervisor for guiding me with the
completion of this report. I’d alsolike to thank to my general manager Dipankar rai
Research& HR Division forkeeping me under their supervision and provide me with all the
necessaryinformation which has helped me in the completion of this report. I would alsolike
to thank all the officials of descon HR Department for allowing me to be aninterneeat
theirorganizationandhelpwithnecessaryinformation.Iwouldalso like to say a thank you to my
mentor dr. Ruchi Mishraand Dr. ManishDiwedi.

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 TableofContents
Serialno Content Pageno

1s Executivesummary 5

2 CompanyProfile 7

3 ObjectivesoftheStudy 25

4 SkillAcquired 29

5 Research methodology 30

6 Data Analysis & 40

InterpretationBibliography

7 Conclusion 42

8 Finding,Suggestion 47

9 Bibliography

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 ExecutiveSummary

During my internship I gained practical knowledge on how the human resourcedivision of an

organization operates and coordinates its activities to ensuresmooth functioning of the
organization at all levels by ensuring right numbersof people are available at the right time
to do the right job. Not only that I havealso gained insight into the working culture of the
organization and observedhow Descon infrastructure pvt ltd Capital handles its employees
with value andempowerment to ensure they are motivated to give their best to
theorganization.

The report starts with an organization profile of Descon infrastructure pvt ltdCapital
giving its background, mission, vision, its products and services,
thehierarchyandorganogramof theorganization.

The next section is the comprises the project, Human Resource Managementin Descon
infrastructure pvt ltd Capital. The project encompasses
introductiontothetopic,recruitment,selection,traininganddevelopment

Each chapter contains detailed discussion of the HR functions followed byOrganization

Practice at Descon infrastructure pvt ltd Capital which basicallyconveyshow things
aredoneintheHR Department.

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 Companyintroductio
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 OverviewofHRDivision

Human Resources Management Human resource

managementinvolvesallmanagementdecisionsandpracticesthatdirectlyaffector influence
the people, or human resources, who work for theorganization. In modern years, amplified
concentration has beendevoted to how organizations manage Human Resources.
Thisaugmentedfocuscomesfromthecomprehensionthatan
organization’semployeesfacilitateanorganizationtoattainitsgoalsandthemanagementof
thesehumanresourcesis vital toan
organization’ssuccess.

FunctionsofHRThefunctionsofhumanresourcemanagementare:

1. Staffing

2. TrainingandDevelopment

3. Motivation

4. Maintenance.

BydoingallthesefunctionsHumanresourcemanagementcompleteitsjob.

est

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 StaffinginHRM
Activities in HRM concerned with seeking and hiring qualifiedemployees is Staffing. A
company needs a well-defined reason forneeding individuals who posses specific skills,
knowledge andabilitiestospecifythejob.Employeereferralscanproducethebapplicants for two
reasons. First, current employees
screenapplicantsbeforereferringthem.Second,currentemployeesbelievethat their reputations
with the firm will be reflected in thecandidates that they recommend. Recruiting is the initial
step ofstaffing. Recruiting is the process of locating, identifying, andattracting capable
employees. Many companies are finding newemployees on theWorld Wide Web. The source
that is used shouldreflect the local labor market, the type or level of position, and thesize of
the organization. Now the second step of Staffing, that isStrategic HR planning. For that a
company plans strategically. Theyset goals and objectives, these goals and objectives may
lead to thestructural changes in the company. Third step is Selection. Thisprocess is attracting
qualified applicators and discouraging theunqualified applicants. By this a company can get its
desiredemployees of requirement. It has dual focus, attempting thin out thelarge set of
applications that arrived during the recruiting phase andto select an applicant who will be
successful on the job. To achievethis goal, companies can use a variety of steps. The
employees whoare able to do all the steps and ensure good performance they getthe job.
HRM must communicate a variety of information to theapplicants, such as the organization
culture. Under the selectionprocessthere aresome steps:

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 The company can use these steps to select the employees. With this processtheir
Staffing job is done. The completed selection process ends the staffingfunctions.

TrainingandDevelopment:

Training is one of the important activities of human

resourcemanagement.Inthetrainingprocesscompaniestrytomotivateandtrain the
employees in a manner so that they can work moreeffectively in the future. Under the
training process there are somestepstheyare givenbelow:

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 EmployeeOrientation:

Employee orientation provides new employees with the basicbackground information they
need to perform their jobssatisfactorily. Companies arrange an orientation program for
theemployees.Inanorientationprogramtheemployeesshouldfeel-

feelwelcome

understandtheorganizationinabroadsense

beclearaboutwhatthefirmexpectsintermsof workandbehavior

begintheprocessofsocialization

EmployeeTraining:

Thereissomeprocess,methodandtechniquesofemployeetraining.A company follows the all

the steps of training to provide theemployeesagoodlookon their work.

CareerDevelopment:

Thecareerdevelopmentstageisgivenbelow

Pretransition:Issimplylookingforajobandpreparingoneselfforacareer.

Transition:Anindividualisalreadyhavingajobanddevelopingoneselfforfuture
careerormovingtoanothercareer.

Preferredarea:Anindividualprefersaspecificsectorofthecareer.

Earlystage:First 1-5yearsofcareeriscalledearlycareer.

Midcareer:5-20yearsafterthecareerstarts.

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 Latecareer:Latecareerstartsafter20yearsofjoblife.

Retirement:And finallyaftercompletingthestagesofcareerandindividualdecidestoretired.

MotivationinHRM

Motivation is to inspire people to work, individuals in such as

toproducebestresults.Itisthewillingnesstoexerthighlevelofefforttowards organizational
goals, conditioned by the efforts and abilitytosatisfy someindividualneeds.

An important part of the retention of staff, reducing staff turnoverand minimizing

absenteeism at work is ensuring that staff areproperly motivated. The wage should be
increased, the
facilitiesshouldbeinsuredandsocialsecurityshouldbeconfirmed.Thesearethetypesofcommon
motivationalways.

Staff motivation is the cornerstone of open, flexible and caringmanagement

culture, which the Government aims to establishthroughHRM.

To put it into practice, “open” means not only to listen to

staffsuggestionsandopinions,butalsotoempowerstaff,accepttheir
constructive criticisms and use their suggestions. To be “flexible”, wemay need to change
the traditional ways of doing things. As far asstaff motivation is concerned, the biggest
challenge perhaps is tostop focusing on problems and the guilty party (police behavior)
andstart looking for those responsible for things gone right (coachbehavior).

“Caring”callsforahumanleaderwhowouldgiveemotionalsupporttoindividualsandatthesameti
meattendtotheoverallemotional

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needs of team members – which include treating them all in a fairandimpartialmanner.

Today’s employees want a respect that can be seen as

involvednessindecisionthatwillaffectthem.Listeningtotheemployeesisa wayof Motivation.
All the motivation functions focus on one primarygoal, to have some competent and
adapted employees with up-to-dateskills,knowledgeand abilities,exertinghighenergylevels.

Maintenanceofemployees

Tomaintaintheemployeesofacompanymustlookaftertheemployee

HealthandSafety:

Foremployees healthandsafetythereHRpolicyneedtobeveryclear to all staff so that they

feel safe to work here. They can puttheirattentionandproductivityproperlytowardsthe task.

Communication:

The communication between the employees and top

levelmanagementshouldbeclearandtransparent.Thereshouldnogapbetweentoplevelmanag
ementandlowlevelmanagement.

Employee’srelation:

Employees should be committed to their companies and thecompanies also should

understand the needs and wants of
theemployees.Insomecompaniesemployeesandlaborscreatelaborunionforbetterrelationshi
pamongtheworkersand employees

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 HRMofDesconInfrastructurePrivateLimited

During my internship i was mainly assign in HR department.

Desconinfrastructure pvt ltd Capital Asset Management Ltd Limited
alwaysdetermine what jobs need to be done, and how many and types
ofworkerswill berequired.

So, establishing the structure of the asset management companyassists in determining

the skills, knowledge and abilities of
jobholders.Toensureappropriatepersonnelareavailabletomeettherequirements set
during the strategic planning process. It believesthat the quality work comes from
quality workers who are wellmotivatedandreadytotakechallengetopr ovide
betterservice.

UnitsinHRdivision:

There are three units in Human Resource Division of Desconinfrastructurepvt ltdCapital-

HRStaffing

HROperation

Training&Development.

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 HRStaffing:

The staffing process- putting the right people in the right positions atthe right times- is one
of the most critical tasks any organizationfaces. The quality of the work performed can be
only as high as thecapabilities of the people performing it. Three officers are working
inHRstaffingunit.Theyperformthefollowing activities

i. Recruitment

ii. Selection

iii. LeaveManagement

iv. PersonalProfileManagement

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 Recruitment:

Recruitmentistheprocessbywhichafirmfindsitsemployees,are perhaps the most critical

tasks any organization faces. Withoutthe rightpeople, no firm canfunction effectively.For
arecruitment program to be successful, managers should cooperatewith the human
resources staff to define needs and
predictvacancies.Thisrecruitingmaybedonebyinternalorexternal.

TypesofRecruitment:

Therearetwotypesofrecruitmentinthisorganization.Theyare:

1. InternalRecruitment

2. ExternalRecruitment.

ForInternalRecruitment:

Theprincipalmethodsare-

Jobposting

Useofcomputerizedskillsinventories

Referralsfromotherdepartments






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 Advertisements

Publicorprivateplacementagencies

Fieldrecruiting

Includingcampusrecruiting

PointofRecruitment:

Therearetwolevelofrecruitment.

Entrylevel

Lateralentry(Recruitmentofexperiencedperson)

 Entrylevel:

There are two entry-level post for recruiting fresh graduates

andpostgraduates.Theseare:

1. ProbationaryofficerLevel

2. TraineeAssistantOfficer(TAO)Level


ProbationaryOfficer:

Probationary officers are confirmed as officer after successfulcompletion of one year probation
period. Probationary Officers arerecruited throw completive written exam that is taken by IBA.
Aftertaking exam top scorers are invited to appear the interview
ofmanagementcommittee.Afterappearingtheinterviewtheyhavetofaceaninterview infront
ofBoardofDirectors.

For recruiting Probationary Officers advertisement are given in

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 dailynewspaperandwebsitealso.OnlyonlineapplicationsareacceptableforProbationaryOfficers(P
O).Theyhavetoapplythrowbdjobs.com.
bdjobs supplies the database of CVs or resume to Desconinfrastructure pvt ltd Capital. HR
team then short lists the resume ofthe candidates. Only short listed candidates are invited
for appearingthewrittenexam.Short-listingcriteria’saregiveninthecirculars.
Therearesomesubjects,whicharepreferredforshortlisting.

Thesesubjectsare:

MBA(MajorinAccounting,Finance,Marketing,HRM,MISetc.)

English

Statistics

Economics

Mathematics

CSE

Developmentstudies
Selection:

The critical criteria in this regard are job relatedness, reliability,

andviability.Forselectionofcandidatesfollowingthingsareconsidered

o Appearance

o Attitudes

o Knowledge

o Personalability&mentalability

o Physicalability

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 o Qualification

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Leavemanagement:

Leave is earned by duty. Leave cannot be claimed as a matter ofright, and leave admissible
under the service rule of Desconinfrastructure pvt ltd Capital Asset Management Ltd may
be grantedby the Managing Director or his authorized person, who may refuseleave, grant
leave for a shorter period than applied for, revoke
leaveofanydescriptionandrecallanemployeebeforetheexpiryoftheleave. One Officer is
looking after the leave matter of employees andkeeping leave records. Employees of
Descon infrastructure pvt
ltdCapitalAssetManagementLtdareenjoyingfollowingkindsofleaves

PersonalProfileManagement:
They maintain employees personal profile with hardcopy of documents
forexample:CV,NID,EducationalCertificatesandother necessarydocuments.

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 HROperations:
HR operations unit mainly work in the area of short term and long-term benefits of the
employees of DESCON INFRASTRUCTURE PVTLTD CAPITAL, like salary, bonus, provident
fund, gratuity, superannulationsfund, etc.

 MonthlySalaryDisbursement

 PreparationanddisbursementofFestivalBonusandPerformanceBonus

 EmployeesFinalSettlement.

 MaintainliaisonwithdifferentAMC,whichareunderthecorporateagreement with Descon

infrastructure pvt ltd Capital AssetManagementLtdLimited.

 Submission of various Salary related MIS report to theManagement&

Regulatorybodies.

 WorkasSystemAdmininHRdepartment

 AssistinAppraisalManagement

 InvestmentwiththegratuityandPFfund

 EmployeeTaxprocessing,etc.

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 Training&Development:

HumanResourceisthekeytosuccessofaserviceorientedbusinessorganization. The famous

quotes from some renowned businessleadersare:

 Takeour20bestpeopleandvirtuallywebecomeamediocrecompany.

o -BillGates,Chairman,MicrosoftCorporation.

 Take my assets, leave my people and within 5 years I will have it allback.

o-AlfredSloan,Chairman,GeneralMotors.

The mission of Descon infrastructure pvt ltd Capital AssetManagement Ltd is to be the
premie financial institution in
thecountryprovidinghighqualityproductsandservicesbackedbylatesttechnology and a team
of highly motivated personnel to deliverExcellenceininvestmentbanking&AssetManagement
Company

StepsoftrainingprogramAtypicaltrainingprogramcanbeclassifiedinto5steps

1 NeedAnalysis

2 InstructionDesign

3 Validation

4 Implementation

5 EvaluationandFollow-up

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 1. NeedAnalysis:

Identifythespecificjobperformanceskillsneededtoimproveperformanceandproductivity.

Analyzetheskillsandneedsoftheprospectivetraineesandtodevelopspecificmeasurableknowl
edgetoperformtheirjob.

Toensurethattheprogramwillbesuitedtothetraineesspecificlevelsofeducation,experiencea
ndskills.

Usestudyreporttodevelopspecificmeasurableknowledgeandperformanceobjective

 TechniquetoidentifyTrainingNeeds:

Task analysis and performance analysis are two main techniques foridentifying
trainingneeds.

 Taskanalysis:

The first step in training is to determine what training, if any, isrequired. The main task in
assessing the training needs of newemployees is to determine what the job entails and
break it downinto subtasks, each of which is then taught to the new employee. So,task
analysis is a detailed study of a job to identify skills required
sothatanappropriatetrainingprogrammaybeinstituted.TaskAnalysisform containssix

typesofinformation-

 Tasklist

 Howoftenperformed

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  Quantity,QualityStandards

 PerformanceConditions

 SkillsRequired

 Wherebestlearned

 PerformanceAnalysis:

Verifying that there is a performance deficiency and determiningwhether that deficiency

should be rectified through training or someothermeans (such astransferringtheemployee).

2. InstructionalDesign:

Gatherinstructionalobjectives,methods,media,descriptionofandsequenceofcontent,examples,
exerciseandactivities.

Make sure all materials such as video scripts, leader’s guides

andparticipant’sworkbooks,complementeachotherarewrittenclearlyand blend into unified
training geared directly to the stated learningobjectives.

Carefully and professionally handle all program elements-

whetherreproducedonpaper,filmortapetoguaranteeandeffectiveness.

3. Validation:

Introduceandvalidatethetrainingprogrambeforeitpresentedtothetrainee.

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 1. Implementation:

When applicable boost success of training workshop focuses

onpresentationknowledgeandskillsinadditiontotrainingcontent.

2. EvaluationandFollow-Up:

Assesprogramsuccess-accordingtoReaction:Documentthe

learner’simmediatereactionstothetraining.Learning:Usefeedbackdevices or pre and post

tests to measure what learners have actuallylearned.

Behavior:

Note supervisor’s reactions to learner’s performance

followingcompletionofthetraining.Thisisonewaytothedegreetowhichlearnersapply
newskillsandknowledge totheirjobs.

Results:

Determine the level of improvement in job performance and assessneeded maintenance.

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 Settingtrainingobjective

Aftertrainingneedshavebeenanalyzed,concreteandmeasurabletraining objectives should be

set. Objectives specify that what thetrainee should be able to accomplish after successfully

completingthetraining program.

Techniquesoftrainingprogram:
Afterdetermineemployeestrainingneeds,settrainingobjectivesand designed the program,
the training program can beimplemented. Mostpopulartrainingtechniquesare:

Onthejobtraining

Offthejobtraining

Onthejobtraining:

On the job training is like having a person learns a job by actuallyperforming it

Ausefulstepbystepjobinstructionapproachforgivinganewemployeeon the jobtraining

isasfollows

o Preparationoflearner

o Presentationoftheoperation

o Performancetryout

o Follow-up

Onthejobtraininghasseveraladvantages

o Itisrelativelyinexpensive

o Traineeslearnwhiletheyworking

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 o Thereisnoneed ofclass-room,programmedlearning devices

o Traineeslearnactuallydoingthejob

o Getquickfeed-backaboutthecorrectnessoftheirperformance.

On the job management development techniques: On the

jobtrainingisoneofthemostpopulardevelopmentmethods.Importanttechniqueshere include

o Jobrotation

o Coaching/under-studyapproachoJuniorboards

o Actionlearning

Offthejobtraining:DesconinfrastructurepvtltdCapitaldonotprovide offthe job training

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 workresponsibilitiesduring theinternship
firstweekofinternship
During my first week of internship, I was introduced to InterNations‘s tools,
necessarydocumentsandinterns‘recruitmentprocess.Therecruitmentprocessinvolvesscreeni
ngcandidates intalentportal,evaluationwrittentestsandinterview setup

Reporting onWorkActivities

My internship started on 02May 2023 at 9:00.Every Monday morning, the whole

companyhas breakfast together in a conference room. The purpose of the weekly breakfast
is to getto know other colleagues better and introduce new full-time employees or new
interns. Asnew employees always start on a Monday of the month, they have a chance to
know theircolleagues before jumping into work. The same applies for interns. It is nice to be
greeted byfellow interns when joining InterNations. After breakfast, I headed to Human
Resources (HR)office to get my computer set up and sign some paper work with HR Team
Lead. The HRTeam Lead explained about company security rules, and scanned my insurance
and passportfor monthly wages. For my first two weeks of internship, the previous HR
intern handedtasks over to me. I had introduction of Confluence — company‘s notice
board– HR tool
tomanageemployees.Detailsofthehandoverarepresentedbelowunderdifferentcategories.

Departmentintroduction

Departments which have interns consist of Human Resources, Social Media, Public
Relations,Editorial Office, Online Marketing, Business Solutions, and Community Support. Public
Relations,EditorialOfficeandSocialMediabelongtoabiggerdepartmentcalledContentandCommunicati
ons

EditorialOfficeteamtakescareofreviewingarticles,editarticlesaccordingtoInterNations‘s
guidelines,writearticlesonInterNations‘splatformsandgradeallcandidates‘writtentests.EditorialOfficet
eamincludestwomanagersandoneintern.

Public Relations (PR) team is in charge of writing press releases, carrying out annual
surveys,contacting the press and posting articles on Confluence page. This team has one Senior PR
ManagerandfourPRinterns.
Themainobjectivesofthisprojectare

 Tostudytherecruitmentprocedureofemployeeusedinanorganisation.

 To analyze the effectiveness of this very important function in terms of development of

theorganizationandtheindividual.

The business report covers two main areas of the organization strategy for recruitment
andselection.Theseareasaretherecruitmentprocessesandselectionprocesses.Encompassesthosetwo
areas are the specific steps that are used to implement the organization recruitment
andselectionprocess. All stepswereassessedandissueswerefoundinthefollowing:

 Recruitmentprocess

 Employmentagencies

 Vacancypromotion

 Selectionprocess

 Interviewstructure

 Orientation
 RESEARCHMETHODOLOGY

his Research involves the collection of primary data through survey approach because
datais to be collected only by meeting people of different age groups, different segments
anddifferentworkinggroupswhoareinterestedindoingworkforearningmoney.Surveyhelpstok
nowthatwhichtypeofpersons‟profilehasbeenmoreinterestedin earningmoney.
Approachedpeoplethroughvariousmeans.Wedidcoldcalling,targetedonvarioussegments.

Invited people for COPs, a meeting that talks about the career opportunity being
providedand the benefits that employee can avail once he starts with his work. We
mainlyapproached people ones who seemed to be on a look out for a job. Once people
are shortlisted and recruited, we follow a series of procedures through which they are
finallyselected.Theprocedureisknown as theselectionprocess explainedindetail.

RESEARCHINSTRUMENT

The research instrument used here for collecting primary data is questionnaire. This
hasprovidedflexibilityinsubstantialInformationfromdiversifiedpeople.Thissurveyhelpedtokno
wthathowpeoplebeanemployeeinanorganisation.

SAMPLINGPLAN:

 Samplingunit:30

(Qualifiedpeopleofageabove18year)

 Samplesize:30

 SamplingProcedure.

 Randomsampling.
DATACOLLECTION:

 PrimaryData:Datacollectedthroughmarketsurveyandcoldcalling.

 SecondaryData:Datacollectedfrommagazines,yellowpagesandfromotherindirectsourc
es

PRIMARYDATA:

For collecting data I directly approached to persons of different profile with

questionnaire.With the help of pilot I took the relevant information out of them.
kindofdata,whichiscollectedbytheinvestigatorhimselfforthepurposeofthespecificstudy.

character.Theadvantagesofthismethodofcollectionsauthentic.ForPrimarydatawedidMarkets
urveyswhereweapproachedpeoplethrough questionnaire, used posters & banners (many
people came enquiring & we gotquestionnaires filled on which calls were made later, we
also did cold calling on randomnumbers telling people about the career opportunity &
those that seemed interested werecalled to the office for formal meeting. The method of
sampling was the random convenientsamplingmethod.

SECONDARYDATA:

FirstIsegmentedthemarketofcandidatesofrequired
profileforbeingasanemployee.ThenItookdatacontainingtheirinformation fromothersources.

Thesedatawas takenWhenaninvestigatorusesthedatathathasbeenalreadycollectedbyothers
is called secondary data. The secondary data could be collected from
journals,Reports,internetandvariouspublications.Theadvantagesofthesecondarydatacan
beitiseconomical, both in terms of money and time spent. 37 For secondary data we used
varioussourceslike,CA‟sdirectory,Yellowpages,references&alsodatafromvariousinternetsites
like naukri.com, monster.com where there are few free resumes available. We were
alsogivendataby ourrespectiveB.A.‟s toworkon

DATAANALYSISANDANALYSIS

The data gathered was analyzed qualitatively. The analysis was aimed to figure the
idealtype of employees to make the distribution chain more effective. Data getting
fromquestionnairecategorizedintofourcategories as:

 People whowereinterestedindoingjob&notsatisfiedwiththeirearning.

 Peoplewhowereinterestedindoingjob&satisfiedwiththeirearning.

 People whowere notinterestedindoingjob&satisfiedwiththeirearning.

 Peoplewhowerenotinterestedin
doingjob&notsatisfiedwiththeirearning.Allthedatatakenfromthesurveyclassified
intothreesegment.Findingschangesaccordingtoprofile..
 findingshowsthat
mostoftheemployeewithorganisationhaveamixreaso
nforbeing anemployee

Since the above finding shows that most of the employee with organisation have a
mixreason for being an employee so, the dominating feature will be that one which forms
themajorportionofthemixreactionThus,organisationisabletosatisfythetwomajordesiresofits
employees thosearemoney andgrowth.
 FINDING 2

Analysis:

A majority of employee s are able to deliver a good results and giving good figures.
About81%aregivingbusinessmorethanRs.70,000ayearbutitisnotlastitneedssomeproperatten
tiontodevelopitmore.
 Findings3

Analysis:

Thefindingisabletotellthattheemployeelikingorganisationbecausefriendlypolicyandcanworka
lloverthecountry.Itsbenefitoftheemployee‟sandforthecompany.
 Findings4

Analysis:

The finding shows the most employee perceptions for the organisation. Good
workingenvironmentandsomebodyaresaysverygoodenvironment.Itisbenefitsforthecompany
thenthey canprovidethebetterfacilityfortheemployees.
 Findings5

Analysis:

Intheorganisationmaximumemployeesareworkingbetweenonetotwoyears.Thefindingsshow
theemployeesgrowthinthecompany.
Areyousatisfiedwithorganisation?

yes 85%
no 15%

Analysis:

Abovegraphshows85% respondentsatisfiedwithorganisationbut15% notsatisfied.

 FINDINGS
Thedatashowsthattorecuitingaemployeevariesaccordingtoperson‟sprofile.Mostoftheunemp
loyedpersonwanttogetajobwithsalary

Unemployed don‟t have any kind of job. They just want to do something which can
givethemapositionincorporateworld.Sincetheworkprofileofanemployeeistointeractingwitht
hepeopleandconvincing themforpurchasing.

Private employees whose salary within Rs 15,000, are highly interested to become
anemployee. They just want to make money. Age also matters here, most of the
privateemployeewhowereshowingtheirinterest.Hencetheyhavethehigherpercentageamong
alltheemployee.

The organisation a multinational concern is busy in recruiting and selecting

employeestactfully, skillfully and with expertise. In view of the competition, especially in the
privatesector,theorganisation.Makesefficientsalesteameffortwithexpertisetocreateexcellent
customerrelationshipmanagementwithgreatonlinesupportandpersonalcontacts.

The organisation is one of the most prominent companies with expertise and
experience.Employeeareextensivelytrainedinunderstandingcustomers‟needswithadedicate
dworkforce behind it, the organisation success story is a result of the unique vision of
thecompany.

Hence, recruitment of employees is one of the most important jobs. Inefficient

employeesare burden for the company. Hence only the capable people who have desire
to earn andworkhardareselected.

The intensive market research shows that most of the respondents are showing
theirinterestinorganisation.Theyarelookingforhighcommissionslabandmarvelouscareergrow
thpath.
 RECOMMENDATIONANDSUGGESTION
Newfollowingsuggestedtechniques&theirimplementation

 Market survey for doing job in fastest growing sector, conducted in different region
inLucknow

 New flexible tele-calling script based on data collected by survey. It changes according
toperson‟sprofile.

 Fullexhibitionofpostersshowingthebenefitsofbeinga employee

.Presentationtovisitorshasdoneonebyone.

 Advertisementinprintmedia.

 SMStomobileholdersaboutjob.

 Newdesignedpostersandbanners.

 References

 Stickingthebannerswithintheofficeandoutsidetheofficewhichshowstheextrabenefitfor
becoming employee
 CONCLUSIONS
The today‟s scenario signals that there is a lot of potential for the growth of technology
asthepeoplearebecomingmore&moreConcernedaboutthesafety& securityofthemselves &
their loved ones This increasing awareness & concern about the need forcement requires
the presence of expert people who can guide & advice people be anemployee in
organisation & suggest them the products that fits their needs perfectly. AnEmployee is the
one who can take up this responsibility & help people in this It will not onlybe beneficial for
the society but it will also give him an opportunity to grow, to earn &achieveself-
satisfaction.Andwitha
backupofareputedcompany,thereseemsnobarrierinachievingthis.Intheend,Iwouldliketosayt
hatitwasanamazinglearningexperiencetobeapartoforganization
 LIMITATIONS
Most of the result that is spelt out has been of qualitative

aspect.Researchhadtobecutshortbecauseoflimitedtimeandworkinghours

Sample size was restricted by the guide to 30, which might lead to improper findings
fromthedategathered.

These8weeksatorganisationhavetaughtmeagreatdeal.Sinceitwasmyfirstexperienceofworki
ng,Iinitiallyhadmyinhibitionsbutallof themwentawayverysoon.

Interacting with people, knowing their ideas & way of thinking had been quiet interesting.
Inow have a slightly better understanding about people & how they behave. I met a
numberofpeople&eachofthemwas sodifferent.

Ihavelearntalotabouttheartofcommunicationafterinteractingwithdifferentsetsofpeople.I
also havebetterknowledgeabouttheorganisation&it‟s working.
 ANNEXUREI

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