CHAPTER 1

INTRODUCTION

CHAPTER 1

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 MEANING OF HUMAN RESOURCES

Human resources (HR) is the division of a business that is charged

with finding, recruiting, screening, and training job applicants. It
also administers employee benefit programs

A human resources (HR) department performs HR management

functions, such as finding, hiring, training, and supporting new
employees. Its function includes:
 Reviewing resumes
 Keeping track of employee information
 Ensuring the company complies with labour laws and employment
standards.

HR MANAGER

Human Resource Managers are professionals tasked with strategic

planning for staffing, conducting interviews, and hiring personnel
to foster a productive work atmosphere. They consult executives
on decisions impacting all management levels, fostering
sustainable transformation within their business or company.

A human resources (HR) manager is someone who oversees the

administrative and organizational functions of a company or
business. The manager usually heads the HR department, and they
play an important role as a bridge between management and
employees.

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HR managers work in nearly every industry. As long as a company
has employees, an HR manager is typically needed to oversee
hiring, training, and the organization and development of the
company culture.

The Vital Qualities of an HR Manager

1. Leadership Skills - An HR Manager is the bridge between the
employee and the organization. Hence his leadership skills such as
the ability to understand employees and their needs, delegate tasks,
visualize the bigger picture and remain aligned to the vision of the
organization are crucial. It is also important that they possess sound
knowledge of the functioning of every department of the
organization, such as marketing, finance, sales and so on.

2. Self-Discipline - Because the HR manager deals with real

people, challenges can crop up at any hour. He is also engaged in
delivering multiple tasks throughout the day. Hence he should be
adept at prioritizing his tasks and managing any issues that could
come up. This requires great mental and intellectual discipline.

3. Communication Skills - Communication should be the middle

name of an HR Manager. He is responsible for much of the
interpersonal communication with the employees and top bosses of
the organization. Hence he must be both a people’s person and
remain aligned with the organization.

4. Empathetic Attitude - The HR should essentially be a people’s

person. This is a soft skill that can be built with time but it is at the

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 center of the role. He should be able to work towards the
satisfaction of all employees while retaining the essence of the
organization at the same time. He should take care to not involve
himself in personal issues of the employees and restrict himself to
professional complaints unless absolutely necessary.

5. Ethics and Integrity - The HR is aware of confidential

company policies pertaining to salary packages, placement criteria,
selection processes, etc. He is also the one who receives the
smallest to the biggest complaints such as money laundering and
sexual misconduct. Hence his sense of fairness and integrity must
be in the right place. He must be true to his conscience at all times.

Following are some of the roles the HR Manager plays in ensuring

smooth functioning of the organization -

1. Conducting interviews and selecting the appropriate candidates.

Manage the entire recruitment and placement processes effectively.
2. Ensuring training and induction processes are in place to welcome
candidates.
3. Consistently with the founding team on enhancing organizational
climate.
4. Organize programs as and when need to boost employees’ mental
Health.

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WHAT ARE THE GOOD QUALITIES OF AN HR
MANAGER?

THE GOOD QUALITIES OF AN HR MANAGER ARE:

INTEGRITY: A necessary grade of an HR manager is integrity.

An HR manager must be truthful and moral in all their dealings
with employees, employers, and other stakeholders. They must be
able to maintain confidentiality and trust. As well, an HR manager
must be able to make difficult conclusion that are in the companies
or organizations best interests.
MORALS: One of the characteristics of a HR administrator is
morals. In the corporate domain, there are various moral
contemplations that should be considered. As a HR chief, it is your
obligation to verify that your organization conforms to every single
applicable regulation and guidelines. Also, you want to guarantee
that your representatives are dealt with decently and morally.
SELF-RESTRAINT: Self-restraint is one of the fundamental
characteristics of a HR chief. It is the capacity to keep on track and
coordinated under tension and difficulties. A HR chief who is self-
trained can keep an elevated degree of efficiency, in any event,
while working under troublesome conditions.
CORRESPONDENCE: Conveying really is one of the
fundamental characteristics of an effective HR supervisor. HR
chiefs should have the option to speak with representatives at all
levels of an association, as well similarly as with outside partners
like government organizations and different organizations.

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ISSUE SOLVER:
With regards to dealing with a professional workplace, a HR chief
should have the option to take care of issues productively and
successfully. Here are a few characteristics of a decent HR director
that can assist them with doing exactly that:
They have magnificent relational abilities: A decent HR
supervisor should convey plainly and compactly with workers, the
board, and different partners. They ought to likewise have the
option to listen mindfully and figure out various perspectives.
They are great at compromise: A decent HR director knows how
to determine clashes rapidly and productively. They ought to have
the option to intercede between parties, distinguish the basic reason
for the issue, and think of intelligent fixes that fulfill all gatherings
included.
They are conclusive: A decent HR supervisor can pursue choices
rapidly and with certainty. They ought to gauge all choices
cautiously prior to choosing, yet whenever they have chosen, they
ought to adhere to their choice and own it.
They are versatile: A decent HR director is adaptable and
versatile to change. They ought to have the option to change their
arrangements and systems as per the organization's always
evolving needs.

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INVENTIVE:

The HR administrator is liable for the Imaginative division, which

is answerable for creating and carrying out innovative procedure
across all channels. The office incorporates Imaginative Chiefs,
Craftsmanship Chiefs, Publicists, and Architects. The HR director
leads and deals with a group of exceptionally innovative people.
HR supervisors need to deal with the spending plan and timetables
for projects. They need to consider some fresh possibilities and
foster new and creative thoughts.

EXPERIENCED:
An accomplished HR chief will have a profound comprehension of
the inward functions of their organization. They will know pretty
much everything there is to know about the organization culture
and have the option to successfully oversee and propel workers.
They will likewise be knowledgeable in work regulation and have
the option to deal with any disciplinary issues that might emerge.
An accomplished HR director will be a genuine resource for any
organization.

PERFORMING MULTIPLE TASK:

One of the fundamental characteristics of a HR administrator is the

capacity to perform various tasks. With the consistently developing
labor force scene, HR supervisors should shuffle various errands
all the while. They should have the option to remain refreshed with

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the progressions and patterns in the work market while additionally
overseeing representative relations, advantages, and finance.

MECHANICAL UPDATE:
The consistently changing scene of innovation can be a
troublesome one to stay aware of, particularly for those in HR. A
decent HR chief ought to constantly search for better approaches to
refresh their frameworks and cycles to make things run all the more
easily.

VIRTUAL SCHOLAR:
The HR chief should be an essential scholar to find lasting success.
They should have the option to appreciate the situation from start
to finish and foster long haul plans. They ought to think inventively
and concoct shrewd answers for issues.
The HR supervisor should have the option to think scientifically
and go with choices in view of information. They should figure out
complex issues and break them into sensible pieces. They should
likewise have the option to distinguish patterns and conjecture
future necessities.

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 INTRODUCTION ABOUT THE COMPANY

DIGINET INFOSYSTEMS
It was Founded in 1995, Diginet online is one of India’s leading
software companies and belongs to an exclusive business club in
the world.

Diginet online India Pvt, Headquartered in Bangalore, India. Ltd.

Serves a global customer base through its development centres and
business offices. Diginet online India Pvt, Ltd. Meets the diverse
requirements of its clients with its globally experienced team of
software professionals equipped with state-of-the-art hardware and
software resources.

i-Solutions is Diginet online specialized technology line that

provides integrated end-to-end e-commerce solutions with Internet
technology and Flash architecture as the core network.

i-solutions meets the changing needs of today’s business needs

with modern internet/web technology solutions. The services
offered are in the following are:

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E – business

Solutions to manage your business online – B2B, B2B.

Client-to-Client and a combination of all three Multi-tier

intranet/extranet client-server Development of cost-effective and
efficient web-based application and database designs for full-
featured event processing systems Web legacy system integration
Solutions to leverage legacy systems using web technology and
component/object-based middle ware. All the above offers are
based on the E-Flash framework.

Diginet online’s E-Flash offering is a Java-based API with a set of

front-end servers that form a framework that facilitates integration
with existing and future applications.

With the help of the E-Flash framework, our clients can

implement a complete e-commerce solution that is flexible, fast
and cost-effective.

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All the above offerings are based on the E-Flash framework.
Diginet online’s E-Flash offering is a Java based API with a set of
interfacing servers that forms a framework to facilitate ease of
integration with existing and future applications. With E-Flash
framework, our clients can implement an end-to-end e-business
solution, which is flexible, rapid and cost effective.

Profile of company

Introduction :

The ever-changing IT world forces customers to adopt must-have

solutions, and it is evident that these solutions are based on the
Internet. Internet business, or e-commerce.

LOGO:

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is becoming a key tool for achieving a competitive advantage and
shortening the time to market for products and services.

Customers are constantly looking for innovative ideas and

solutions at lower costs to meet their current and future needs. The
solution offered today should be “future proof to meet tomorrow’s
needs”.

This forces a paradigm shift in the development of electronic

business systems – a transition from a traditional software-based
approach that produces expensive and inflexible solutions to an
architecture that rapidly develops flexible, maintainable and future-
proof e-commerce systems.

Architecture

Diginet currently develops E-flash agents with a comprehensive

set of rapid development frameworks that provide a huge
advantage for promoting e-commerce solutions.

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The core framework is intended to build business-to-business or
business-to-consumer electronic commerce marketplaces, as well
as seller and buyer solutions. In addition, e Agents has a
framework for many vertical industries.

These frameworks are brokerage, insurance, banking, travel, HR

for Benefits and job applications, pharmacy, healthcare, education,
media and retail.

This architecture is an open system that transcends technology and

unifies the development of all aspects of an e-commerce system
using an integrated set of architecture and construction tools

It consists of visual, fast and intuitive architectural tools used to

design business objects, business processes, websites, mobile
interfaces, communications, databases and e-commerce system
integration layers. The result is an architectural plan, a business
plan that reflects the exact details of the system, complete code
generation and a highly flexible deployment environment, and
complete decoupling of business processes from the deployment
environment.

The main benefits of the client are:

• E-business plan for rapid implementation of an e-business

solution

• Process independent of the application environment

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Development methodology

Diginet online fully appreciates clients’ concerns about project

implementation, project management, quality control and data
transfer, and therefore has a primary contact person at the client’s
location.

The On-Site Coordinator is the single point of contact for all

activities from initial research, proposal preparation/drafting,
contracting through formal evaluation techniques, quality controls
to ensure low risk and clarity of scope, baselines and
responsibilities.

Offshore project planning, project organization and project

management activities are shared with the client in formal review
meetings and discussions.

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Diginet online’s quality control system uses extensive testing of
functionality, user interface requirements, and independent
verification and validation techniques.

Diginet online’s internal separate communication services, which

include satellite links, enable rapid handling of problems raised by
the customer and/or on-site coordinator.

Diginet online positively addresses customer concerns such as risk

management strategy and protection of intellectual property rights.
Offshore risk management for factors such as distance, quality and
work progress is addressed in our project management procedures.
Communication links make the location of the project transparent
to the client. The risk management process is supported by quality
plans and documents shared with the client, as well as a detailed
project plan defining progress reports and control points.

SOLUTIONS

i-Solutions is Diginet’s special technology line that provides

integrated end-to-end electronic business solutions based on
Internet technology and Flash architecture core.

Flash believes that e-commerce should be a business initiative, not

an IT initiative. Flash consultants combine both business and IT
skills to provide complete solutions. Our view is that the benefits
of e-commerce transformation are attracting increasing interest as

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companies realize the importance of not only doing business better
(e-commerce) but also doing business differently (e-commerce).

Our approach is to create a complete solution for a company using

E-Flash architecture. Our consultants understand existing business
processes and then provide an optimal solution to the client’s needs
using best practices. Functional experts from various industries
support DSQ’s service offering in the industry.

The following diagram illustrates the layers of corporate e-

commerce solution.

Corporate e-commerce solution layers

electronic - Bundle offers the following types of e-services to help

its customers enter the e-commerce arena:

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❖ Electronic - Strategy The digital strategy defines the
organization’s priority initiatives for future investments in digital
technology to make the company more competitive by digitizing its
processes and revising the business model. It is broad and covers
how digital technology can support business objectives across the
enterprise.

• Define Objectives : Electronic device is an overarching term that

refers to a hardware whose function is to control the flow of
electrical energy for the purpose of processing information or
controlling a system. Examples of these devices include computers,
mobile devices, and smart televisions.

• Define measurable objectives : Objectives must be measurable,

and you should outline how you will measure success. Your goal
might be to increase brand awareness, but your objective must
include how you will measure it—for example, by measuring an
increase in organic brand searches, social mentions, or social
followers.

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 • Will Define Quality Management Strategy : The Quality
Management Strategy describes how the quality management
systems of the participating organizations be applied to the project
and confirms any quality standards, procedures, techniques and
tools that will be used.

• Define Advanced Change Management : Change management

(CM) is a collective term for all approaches to prepare, support,
and help individuals, teams, and organizations in making
organizational change. It includes methods that redirect or redefine
the use of resources, business process, budget allocations, or other
modes of operation that significantly change a company or
organization.

• Define e-application development strategy : Application

development goes through a process of planning, creating, testing,
and deploying an information system, also known as the software
development lifecycle.

❖ Electronic Plan

E-planning is the e-government concept applied to urban and

regional planning. It is the widespread use of information and
communication technologies (ICTs), especially the Internet, in the
planning system.

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• Define project management strategy : Project management
strategies are methods of leadership that project managers use to
unite their teams and address specific challenges

• Define software design methods : Software design is the

process of conceptualizing how a software system will work before
it is implemented or modified.

• Define development technical requirements : Technical

requirements are the technical issues that must be considered to
successfully complete a project. These can include aspects such as
performance, reliability, and availability.

• Define solution development environment : Design and

develop custom business applications and solutions, including
major enhancements and working with selected vendors to
integrate and manage Software-as-a-Service (SaaS) solutions.

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• Define implementation plan : An implementation plan is a
written document that outlines a team’s steps to accomplish a goal
or project. Having such a document enables team members and key
stakeholders to understand all aspects of a project before executing
it.

• Define task-level project plan for resource mapping : A

resource plan identifies, organizes, and lists the resources required
to complete a project. Because most organizational expenses are
resource related, it’s essential that they’re used as efficiently as
possible.

❖ Electronic Development

The electronic product development process encompasses three

main stages: design, development, and production.

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• Translate electronic requirements from e-design : Electronic
design and applications is a vital area of electrical engineering,
encompassing the experimentation, design, modeling, simulation
and analysis of single devices or circuits as well as complete signal
processing systems.

• Reconcile quality process : Product reconciliation is a process

that is used to calculate and monitor the line loss or yield of a
product that is under manufacturing.

• Develop e-prototypes : Prototype development meaning is when

the working replica of the product is developed. A business to
conquer a place in the market needs to have a product that is ready
to meet the market standards and meet the users’ requirements.

• Perform multi-level e-testing : An electrical test is an

evaluation of the parametric, functional, or timing performance of a
component when electrical power is applied.

• Prepare user documentation and training material : Training

documentation is an easy and cost-effective way to pass crucial
information related to various subjects to your employees.

• Update high-level project and deployment plan : A high-level

project plan is a plan that considers the resources, time and goals
required to complete a project and monitors them over a certain
period of time.

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❖ E – Commerce

E-commerce (electronic commerce) is the buying and selling of

goods and services, or the transmitting of funds or data, over an
electronic network, primarily the internet

• Solutions to run your business on the Internet – business to

business, business to customer. Customers to customers and a
combination of all three

• Solutions to manage your business on the Internet – business

to business, business to customer. Client-to-client and a
combination of all three

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• Multi-tier intranet/extranet client-server deployment –
software engineering, multitier architecture is a client–server
architecture in which presentation, application processing and data
management functions are physically separated.

• Development of cost-effective and efficient web-based

application and database designs for full-featured event processing
systems.

❖ Web legacy system integration

Solutions to leverage legacy systems using web technology and

component/object-based middleware.

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All the above offers are based on the E-Flash framework.

Diginet Online’s proposal is a Java-based API with a set of front-

end servers that form a framework that facilitates integration with
existing and future applications. With the help of the E-Flash
framework, our clients can implement a complete e-commerce
solution that is flexible, fast and cost-effective .

Networking solutions

Computer networks and the Internet, which have reduced physical

distances, turned the world into a global village, creating effective
networks is the first on the priority list of every organization.

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Although there are many software tools and utilities for properly
dimensioning networks, choosing and optimally applying such
tools requires expertise and is itself based on knowledge.

This is where Diginet online’s extensive experience in network

solutions is of immense value to customers. Diginet online
generally classifies its services in this area as network and network
management solutions, each of which has its own teams.

The Networking team consists of professionals with extensive

experience in TCP/IP socket programming, SNA and client-server
architecture.

Members of the network management team have a deep

understanding of network management concepts and have
customized management solutions using SNMP, RMON and CMIS
protocols. Experts are also available for HP OpenView, Net view
6000 and user interface systems such as X-Windows, MOTIF and
UIM/X. This group has general expertise in areas such as Unix/C,
MFC, BC++, VC++.

Visual Basic, Macro Assembler, and databases such as Oracle and

Ingress, which can be applied to all development activities..

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Diginet online has more than 500 years of network experience,
some of the main projects implemented are:

• Comprehensive network management system,

• Multi-level architecture middleware product

• Network management and transmission platform

• Network management solutions

• Leading NW periphery manufacturer for Element Manager.

Diginet online can provide network services such as network

planning, network design, management, control and operations,
performance optimization, backup and recovery planning and
network auditing.

Embedded system

Globally, thousands of microprocessor and microcontroller based

real-time applications consist of embedded systems. Designing and

26
maintaining such systems requires a deep understanding of the
processes down to the system architecture level.

Diginet online is able to provide software for such real-time

systems thanks to a dedicated team of professionals who specialize
in embedded systems. This team has in-house platform experience
on several popular microprocessors and microcontrollers and good
assembly-level development skills.

This group has over 40 person-years of project implementation n

experience, which includes:.

• Development of anti-lock brakes (ABS)

• Collaborative rotary multi-function timer, where system

functions are divided into separate and closely related tasks

• Fully automatic electrical system

Diginet online’s built-in system group can provide complete

solutions in system software and design. Some popular 8-, 16-,

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development of 32 and 64-bit microprocessors and real-time
microcontrollers.

Telecom solutions

Solutions for the telecommunications sector are proof of Diginet

online’s ability to understand and develop software for constantly
evolving technological areas such as voice communication, data
transmission, voice and data networks and multimedia broadband
networks.

Another area of Diginet online, telecommunications solutions, is

also in the core group of professionals. The competences of the
Telekom team include key telephone systems, ISDN, ATMs and
multimedia center. A dedicated team works in multimedia center to
develop key features of cutting-edge technology, including ATM
standards.

Due to its extensive development and project management

capabilities, this group has been able to provide its offshore
development center in Bangalore, India, where projects have been
continuously handled in wired and wireless systems for over 5
years..

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Transit Exchange functionality for exchanges operating high-speed
voice and data channels.

• Call recognition and interactive response system

• ATM interface development

• Roaming function over ISDN for PPH

Services provided by Telecom group are:

• ISDN, x DSL.

• ATM user interface and management.

• Frame relay.

• Remote support for switches.

• Development of products in technological fields.

Software testing

Diginet online has been providing independent software quality

assurance and testing services since 1999. Whether you want to
expand your existing QA department or outsource the entire QA
process, Diginet online can meet your needs.

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We provide testing that is done quickly, comprehensively and cost-
effectively so that your product reaches its release date, on time
and on budget.

Euro conversion

A typical example of how Diginet online can quickly prepare to

solve urgent problems is its euro conversion service. Thanks to the
huge staff and wide knowledge base, Diginet online was able to
form a core group of Euro conversion solutions and developed
concise methods that combine solutions with specific business
needs of customers.

Euro methodology – FLASH EURO

Diginet online has created a team of experts with experience in

banking and finance together with IT solutions and project
management. With this core group, Diginet online can offer its

30
clients exchange strategy consultation in addition to software
conversion services

Diginet online has already served the biggest names in the industry
and handled many applications. Diginet online has completed euro
conversion projects for one of Europe’s largest freight forwarders.

Client’s

Diginet Online has clients in many different industries namely :

• Financial Services :Financial services are a broad range of more

specific activities such as banking, investing, and insurance.
Financial services are limited to the activity of financial services
firms and their professionals, while financial products are the
actual goods, accounts, or investments they provide.

• Retail & Distribution : Retail distribution is the process of

getting products from the manufacturer to the consumer. An

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example of this would be a clothing store purchasing garments
from a clothing manufacturer and then selling them to customers in
their store.

•Telecommunications/Utilities/Transportation:
Telecommunications are the means of electronic transmission of
information over distances. The information may be in the form of
voice telephone calls, data, text, images, or video.’

• Healthcare: Health care, or healthcare, is the improvement of

health via the prevention, diagnosis, treatment, amelioration or cure
of disease, illness, injury, and other physical and mental
impairments in people. Health care is delivered by health
professionals and allied health fields.

• Manufacturing: Manufacturing is defined as the creation of new

products, either from raw materials or components. Examples of
manufacturing include automotive companies, bakeries,
shoemakers and tailors, as they all create products, rather than
providing services.

These are some of the areas in which we have achieved a very

high level of expertise . . new projects are coming our way that will
allow us to strengthen our profile by adding a few more industries.
Clients who have been with us have seen the rise of our technical
expertise and world-class development practices so that our end
products match the latest technologies in the IT world.

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Diginet’s global delivery model enables us to support a single
customer from one or more locations, whether their needs are
onshore, nearshore or offshore. With a unified approach, we
effectively standardize IT and business processes to achieve high
performance. Diginet research shows that industrialization is one of
the five key attributes needed to ensure high performance in critical
IT and business processes. Many leading organizations use the
principles of industrialization to achieve the seemingly impossible:
reduce costs and improve business performance.

At the beginning of the 20th century, manufacturers moved from

the shop to the factory y to lower costs, standardize quality and
increase production. Manufacturing is now a global enterprise, so
all parts of the process can be carried out wherever the right skills
are available at the best cost. Now, the same principles of

33
industrialization and globalization are changing information
technology and the business processes it enables.

However, multi-site delivery environments are complex and

difficult to manage. Diginet’s global delivery model makes it easy
for customers to effectively use global sourcing and delivery to
reduce costs and improve performance.

Quality focus

Diginet online’s activities are based on the organization’s focus on

quality. Diginet online has been evaluated as a framework that
provides mature software process management – comprehensive
and enables continuous improvement across all delivery processes
and provides a framework for regular audits to provide independent
feedback on the “health” of the organization .

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Diginet online’s process focus has led to its superior quality and
on-time delivery in an industry characterized by high friction,
human turnover and rapid technological change.

Metrics built over thousands of employee years of software work

provide Diginet online partners with better project evaluation and
better project tracking.

Diginet online is constantly striving to improve its practices and

processes and is now setting its own goals, which have already
begun.

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 CHAPTER 2

DESIGN OF THE STUDY

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CHAPTER 2

Research Methodology
Research methodology simply refers to the practical “how” of any
given piece of research. More specifically, it’s about how a
researcher systematically designs a study to ensure valid and
reliable results that address the research aims and objectives.
Research in common parlance refers to a search for knowledge.
One can also define research as a scientific and systematic search
for pertinent information on a specific topic. Research is an
academic activity and the term should be used in a technical sense
DATA COLLECTION
While deciding about the method of data collection used for the
study of research should keep on mind two types of data i.e.,
primary and secondary, the primary data are those which are
collected a fresh and for the first time, the secondary data on the
other hand are those which have already been collected by
someone else. Therefore, data collection can be broadly classified
in to two types.
1. Primary Data
2. Secondary Data
PRIMARY DATA: Primary data is collected in order to avoid any
mistake due to transcription which may arise when collected
through secondary sources the data is collected my questionnaire
method.

37
SECONDARY DATA: Secondary data is collected from the
companies report manuals and brochures company records, books,
HR reports etc.

Training and development objectives:

The main objectives are as follows-

[Link] a broad overview of administration instead of narrow

departmental vision.

[Link] of precession and clarity in the transaction of

business .

3. The need for innovation in administration to meet the demands

and challenges of time.

[Link] efficiency.

[Link] of morale.

[Link] impart to new entrants the basic knowledge and skill they
need for an intelligent performance of definite task.

[Link] ensure that each employee is equipped with capabilities to

perform various task associated with his role.

[Link] assist employees to function more effectively in their present

position by exposing them to the latest concept, information and
techniques and developing skills the need in their particular fields.

38
 [Link] help the employee develop as an individual so that the
organization can recognized use the maximum possible potential of
its employees.

[Link] help employees work as team members since no individual

can accomplish the goals of the organization

LIMITATIONS
1. Cost implications:
Training programs can be costly to develop and implement.
2. Time constraints:
Employees may have limited time for training alongside their
regular work duties.
3. Varying effectiveness:
Not all employees may benefit equally from the same training
methods.
4. Difficulty in measuring ROI:
Assessing the actual impact of training on employee performance
and organizational goals can be challenging.
5. Resistance to change:
Some employees may resist training initiatives, impacting their
effectiveness.
6. Lack of alignment:
Training programs may not always align with the organization's
strategic goals.
7. Skill retention:

39
 Employees may not retain all the skills learned during training
sessions.
8. Limited resources:
Organizations may not have the resources to provide
comprehensive training for all employees

.
9. Lack of customization:
One-size-fits-all training may not address individual employee
needs effectively.
[Link] delivery methods:
Some employees may not respond well to the chosen training
delivery methods.
[Link] engagement:
Low employee engagement can hinder the success of training
programs.
[Link] transfer:
Ensuring that knowledge gained in training is effectively applied
in the workplace can be a challenge.
[Link] limitations:
Integrating new technologies into training may be difficult for
some employees.
[Link] evaluation:
Assessing the effectiveness of training programs and making
necessary improvements can be complex
[Link] barriers:

40
 Language differences among employees can hinder the
effectiveness of training sessions.
[Link] consistency:
Ensuring consistent training quality across different locations or
departments can be challenging.

[Link] turnover:
High turnover rates can lead to a constant need for training new
employees.
[Link] changes:
Keeping training programs up-to-date with changing laws and
regulations can be demanding.
[Link] from management:
Some managers may not prioritize or support employee
training initiatives.
[Link] Differences:
In multinational organizations, cultural differences can affect the
acceptance and effectiveness of training programs.

41
CHAPTER 3

DISCUSSION

42
CHAPTER 3

Training

Training is a learning experience. It seeks a relatively permanent

change in employees that improves their job performance. Thus
Training involves changing skills, knowledge, attitude or behavior.

William g torpey said, ‘training is the process of developing, skills,

habits, knowledge and aptitude the employee’. Ad gorwala
mentioned that ‘the general conception of training is a mixture of
many elements. In one sense, Training means the imparting
knowledge of facts and their inter relation. In another sense
training involves teaching of techniques.

Ricky w. Griffin define ‘Training usually refers to the teaching

operational or technical employees how to do the job for which
they were hired’. Training helps guideline for works, it’s in
understanding and carrying out organizational policies, it also
creates and appropriate climate for growth communication and
help employees adjust to change. Hence it may be said that

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Training is a process through which organization prepare its human
resources to reach organizational goal.

Training has four phases.

01. First phase is individual training,

02. Second is departmental Training

03/Third is plant of facilities Training.

04. Co-operate and outside Training and development

Development

Employee development is more future oriented and more

concerned with education than employee job specification training.
Development help individual in making better decision. It also
provides information for improving leadership knowledge
communication and communication skills and attitudes.

Gary Dessler define 'any attempt to improve current or future

management performance by imparting knowledge, changing
attitude or increasing skills'.

By development we mean, to enhance ones ability to understand

and interpret knowledge. It focuses more on the employee's
personal growth.

Importance of Training:

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 Training is important for improving the skill of employees. The
importance of training can not be underestimated. The importance
of training are as follows-

1. Training leads to increase the skill of employee and he

performance the job better than before.
2. The trained worker does not commit mistakes, he knows his job
well.
3. Trained worker do not cause any damage to machines and
equipment because they know how to use them. So the wastage of
materials and damages to the machines and equipment are low.
4. A trained workers morale increases because of the support and
encouragement he gets from his superior at the work place.

TECHNIQUES ADOPTED IN TRAINING AND

DEVELOPMENT

In order to achieve the training objectives successfully, it is

essential that a careful choice is made from amongst a variety of
pedagogical tools, techniques and training methods available for
facilitating learning. Some of the widely used methods and
techniques are briefly discussed below.

1. Job instruction Training (JIT):

The job instruction Training is a form of individual instruction by
supervisors and is similar to coaching. The JIT involves the

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following steps, Preparing the trainee in term of existing skill on
the job, securing his interest and attention.
Presenting the job operation in term of what the trainee need to do.
Applying and training out the instruction and following up
Training.

2. Coaching:
Coaching is again on the job training of individual by the superior
in the area of specifically defined tasks. This method is more
appropriate for organization of new employee and for helping for
disadvantaged employees to learn specific job. The supervisor must
have interpersonal compliance and be able to establish helping
relationship with the trainee.

3. Programme learning:
A form of individual study, programmed learning is more studied
to meet the behavioral objective and non-motor skill on knowledge
is to be learned by a large number of trainees. The trainer motivates
the trainees independent progress through the programme.

4. Job Rotations:
These are the form of on the job individual training into emphasis
on providing the training experience in various types of job,
location, and department. These techniques are more appropriate
for developing multi skill, operational flexibility, providing
satisfaction from routine jobs and bordering of overall perspective.

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5. Lecture:
Lecture is by for the most widely used techniques of training of
involve speaking to the large number of trainee usually from
prepared notes. There are two variations of this method.
Talk: Talk involves encouraging trainees to raise questions thus
maintaining interest in this topic.
Discussion: In discussion, Knowledge, ideas, are opinion freely
exchanged among the Trainee and Trainer.

6. Conference:
The Conference method is used to help employees develop
problem solving skill. Group discussion and meeting are the two
techniques often used in the organization. The conference method
or group discussion effect change in the participation though
modification of their experience sharing and reshuffle there views,
thinking, and attitudes.

7. Laboratory training:
Laboratory Training often called sensitivity training or group T-
group, is based on the participation of the group dynamics, and is
widely used as a tool of inculating term sprit among employees.
Both unstructured experienced and structured experienced are
provided to the participation to help them increase their self-
awareness, develop interpersonal competence, and sharpen skill to

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work, in term of effective member and leaders. The trainer must be
professionally trained to lead the group.

8. Role Playing:
Role Playing is used in helping trainees to find out human relation
problem, to develop insight though. In depth analysis of problems
relating to human interaction, to aquar skill inter personal
communication with particular emphasis on the
empathy and listening.

9. Case study:
The Case study method involves diagnostic and problem solving
study of usually a written description of some event or set of
circumstances or organizational problems providing relevant
details. This method is appropriate for developing analogical and
problem solving orientation, and skill, providing practical in
applying management concept, tools and techniques, emphasis
awareness on management concept and progress.

10. In-Basket:
In-Basket or In-Tray techniques involve in stimulation of a series
of decisions a trainee might have to make in real life. The Trainee
is presented with pack of paper and fails in a containing
administrative problems and are asked to the take decisions within
specific time limit. The decision taken by several trainees are
recorded and compared with one another, Learning occur as trainee

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 reflect and evaluate the decisions taken on participations customers
complaint, superiors demand, irrelevant information and the like.

Analysis And Interpretation

SWOT Analysis:

STRENGTHS:

The strengths of a company are the most important building blocks

required for growth to take place. The following are a few of the
most prevalent strengths that Diginet infosystem has at the present
time.

 Recruitment:

Their recruitment and selection policy is very strong. Diginet

Infosystem recruits talented candidates from the market through
proper testing- written and interview.

The written part contains questionnaires that are of IBA standard

which is a renowned education institution of our country.

 Work environment:

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 During my stay I found the work environment very satisfactory.
Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting
a productive working environment

 Transparency:

For clear communication to the employees of the HR Practice in

Diginet Infosystem they have a service rule book which they give
to every employee. The guide articulates important and covers all
HR Practice followed by the organization. This is very helpful both
for the employees and the employer as it removes chances of
misinterpretation, bias etc.

 Leave Management:

They Provide a 44 days leave balance which include earn leave 20

days, Casual leave 10 days and Medical leave 14 days. So
employees have no worries regarding having leave.

 Accountable Corporate Governance is very important for the DNI:

Good Corporate Governance is an issue of vital importance to the

Board and Management of Diginet Infosystem. The Board of
Directors, as the head level of authority, is responsible and
accountable for the overall direction and is ultimate answerable to
regulatory authorities and shareholders for the activities, strategies
and performance of the company.

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 The board now has 9 members, which also includes 2 independent
directors. Diginet Infosystem board has a formal schedule of
matters especially reserved for its decision including corporate
strategy, approval of budgets and balance sheet, annual financial
results, Director Appointment, proposal for dividend, approval of
major corporate transactions and credit proposals beyond the
delegated business power of the management.

 Diginet Infosystem provides online Services:

Diginet Infosystem provides the online services to its customers.

By using the modern online services, where customer can purchase
or repurchase an amount of shares of unit fund under its account.
This service gives customer huge flexibility. More and more urban
customers are becoming attracted to this service day by day. This
online service provides great benefit for the customers, as they do
not have to face the hassle of going to the office to know their
balances.

 Training and development system of Diginet Infosystem is a prime

reason of their success:

Diginet Infosystem gives regular training to the officer of both

middle and lower levels. Again if there is any strategy or
technology change, there will be special training program arranged
based on individual needs. They arrange special training on their
software also which they use in the office to operate their system,
which eventually becomes beneficial not only for the employee but

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 also for the organization, because if they do not know the exact
procedure of carrying out work in their system then that might
affect them both the employee end into making mistake, and as a
result the reputation of the organization also might get hampered.

WEAKNESS:

Though Diginet Infosystem is a company that has many strengths

but it also has some weakness. The followings are few of the most
common weakness that Diginet Infosystem has at the present time:

 Inadequate human resources:

The human resources are not sufficient in terms of its service

providing system. It has to maintain a number of formalities to
recruit employees.

 Human Resource Planning:

There is not much Human Resource Planning at the Organization

except for an annual need assessment for required workforces

 Lack of Job Analysis:

It is the important part of HR practice in an organization but not

implanted in Diginet Infosystem which means they are less

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 informed about current market trends and that could lead to loss of
potential talents from their pool.

OPPORTUNITY:

In an organization opportunities are positive external

environmental factors. An organization should explore all possible
opportunities available to it. These opportunities are intended to
improve the organization. By making improvements, the
organization should be able to become more competitive in the
market. The following are available opportunities to Diginet
Infosystem in order for it to become more aggressive:

 Recruitment:

Most recruitment in here is through internal recruitment, they can

spread the pool of entry level employees through campus
recruitment.

 Expanded market:

As new industries are coming into the market, capital market is

being large enough and long term financial demand is being

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 created. The open ended mutual fund is a new sector, so there are
high possibilities of growth in this sector. Open ended mutual fund
is a largely untapped market, and Diginet Infosystem will be able
to capture a large number of institutional clients from competitors,
as well as new clients

THREATS:

An organization’s threats are negative external factors. An

organization should explore all possible threats available to it.
These threats are intended to diminish the organization. By making
improvements and proper monitoring of the threats, the
organization should be able to turn more competitive in the market.
The following are threats are available to Diginet Infosystem in
order to threaten its existence.

 The Lack of Motivation of Employees:

Sometimes the lack of motivation in employees can create a threat

to the organization. Employees may be overburdened with tasks
that are not their core-competencies. As a result, the quality and
accuracy of deliverables duties may fall. Employee turnover may
have a negative effect on the overall performance of organization.

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FINDINGS

Company is supportive in upgrading through constant training of

different channel. Due to current pandemic company has allowed
some section to work from home.

The company markets reliable, high-quality products and has a

global client base.

1. Team leaders of the company are so nice to explain all things

properly.

2. The employer of the company must work with goal orientation,

because that makes their work successful and without errors.

3. Sometime company take large amount of donation, which

distract peoples mind to take loans from private companies.

4. It was my good luck to work with Diginet Infosystem,

5. The system, the process, the team work is proper.

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6. The management are good, they will be around interns if they
need any help.

CONCLUSION
Training and development in HR play a pivotal role in enhancing
employee skills, improving performance, fostering engagement,
supporting career growth, promoting adaptability, nurturing
teamwork, and ensuring compliance with regulations and ethics.
By focusing on these key areas and setting clear learning outcomes,
HR departments can drive organizational success, empower
employees to reach their full potential, and create a positive and
productive work environment. Effective training and development
initiatives not only benefit individual employees but also contribute
to the overall growth and success of the organization.

1. Skill Enhancement: Training programs help employees acquire

new skills and knowledge that are crucial for their roles. This
continuous learning process ensures that employees stay relevant
and competent in their positions.

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 2. Performance Improvement: Through targeted training,
employees can enhance their performance levels, leading to
increased productivity, efficiency, and quality of work. This, in
turn, benefits the organization as a whole.

3. Employee Engagement: Engaged employees are more

motivated, satisfied, and committed to their work. Training and
development opportunities show that the organization values its
employees' growth and development, leading to higher levels of
engagement.

4. Career Development: Training programs offer employees the

chance to develop their careers within the organization. By
providing opportunities for growth and advancement, employees
are more likely to stay motivated and loyal to the company.

5. Adaptability and Flexibility: In today's fast-paced business

environment, employees need to adapt to changes quickly.
Training programs that focus on adaptability and flexibility help
employees navigate evolving challenges and opportunities
effectively.
6. Team Collaboration: Effective teamwork is crucial for
organizational success. Training initiatives that promote
communication, collaboration, and conflict resolution skills can
enhance team dynamics and productivity.

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7. Compliance and Ethics: HR training ensures that employees are
aware of and adhere to legal requirements, company policies, and
ethical standards. This helps maintain a positive work culture and
mitigates risks associated with non-compliance.

SUGGESTION

 Make the best decision possible

Many managers are in a haste to fill a position and aren't asking the
proper questions to ensure they've hired the right individual. To
identify the right person who can work well with others and
achieve success, you must consider not just the individual's
experience, but also the organization's principles and
organizational culture. Interview questions based on the
organization's basic values are a wonderful method to learn more
about prospective recruiters and analyze how they contribute to the
organization's broader culture as well as their individual role.
Applicants must engage in an activity as part of the interview
process. Rather of asking questions, candidates are required to

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 perform something they are unfamiliar with, allowing the
interviewer to see their true behavior.

 Improved setup and orientation

Within the first three months of employment, over a third of new

employees quit. New hires need a thorough onboarding process as
well as a well-designed orientation (the first 1-2 days on the job)
(first 90 days on the job). Make sure a new employee is ready to
succeed at this time if you want them to succeed. Setting the proper
goals from the outset, welcoming employees from day one,
implementing a successful training program, and ensuring that new
hires are on track by reviewing them between 30 and 60 days are
all steps in the right direction.

 Employee empowerment and empowerment

Leaders must offer their employees with the information, tools, and
resources they need to make their own choices. Company leaders
must establish high expectations and let their staff to do their tasks
without having to micromanage every step of the process. It's
critical to give your staff a sense of control and confidence.

 Keep staff engaged throughout the year

Low employee engagement continues to be a problem, with just

34% of employees showing interest in their employment.
Employees will be more engaged if their bosses explain how they
help the company achieve its goals. Develop a thorough grasp of
the organization's mission, yearly objectives, and particular

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 activities that must be accomplished. Employees need to be kept up
to date on the company's performance and progress toward its
objectives

 Coaches on staff

Workers may better comprehend how their behaviors match

expectations as a consequence of using informal feedback.
However, 32% of employees are still waiting for feedback from
their bosses after more than three months, unsure if their
performance will match expectations. You must present your
informal opinion in a timely manner, be fair and balanced
(providing both positive and constructive feedback), explain why
"important" behavior is important, be personal and specific, and
include heartfelt thanks or expressions of gratitude for your
informal opinion to be effective.

 Effective employee communication

A prevalent criticism in worker focus groups is a lack of

communication. When this is brought out, management is often
astonished since they believe they are connecting with their people
in this manner. The issue isn't with the quantity of connections, but
with the quality of those connections. If you want to increase the
quality of your communications, keep your notes concise and plain,
pay attention to your body language and voice tone, and make sure
the time and environment are correct. Use a variety of strategies to
promote your message and ensure that it is widely received.

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 Remember that communication is two-way, so inquire about your
workers' next moves. Pose queries like these. To ensure that your
communication is received.

 Determine how workers want to be informed.

Getting to know your staff entails demonstrating your appreciation

for their efforts, establishing healthy workplace practices, keeping
your finest employees, and inspiring them to perform their best job.
Ion. In fact, 63 percent of employees stated they were not given
enough credit. Managers must recognize that some employees like
to be told orally, while others want to see and feel. Depending on
what is spoken, written, or done, managers must utilize various
approaches to learn about employee performance.
Acknowledgement may be expressed in a variety of ways, like
mentioning meetings, sending thank-you notes, or establishing a
fun recognition program. Each employee is distinct. As a result,
each estimate should be tailored to the person.

 Demnstrate to workers that you care about them and your

company's culture.

It's critical to show your workers that you care about their well-
being and that you're dedicated to enhancing the culture of your
organization. By standing next to them and listening to their issues,
you can do this. Pay close attention to the employee's viewpoint
and listen compassionately while you converse with them.
Employees should be treated with respect and gratitude for their

61
contributions at all times. Learn about the interests and hobbies of
your staff. Finally, employees come to trust you when you are open
and honest in your conversations.

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 CHAPTER 4

LEARNING OUTCOMES

CHAPTER 4
Throughout my HR internship, I had the opportunity to develop
and enhance my communication skills, as well as gain valuable
experience in screening and identifying leadership qualities. These
learning outcomes were instrumental in my growth as an HR
professional.

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First and foremost, my internship allowed me to sharpen my
communication skills. I learned how to effectively convey
information, both verbally and in writing, to various stakeholders
within the organization. This included drafting professional emails,
scheduled interviews, and delivering presentations. By practicing
clear and concise communication, I was able to foster better
understanding and collaboration among team members, as well as
establish positive relationships with candidates and employees.
Additionally, my internship provided me with hands-on experience
in screening and evaluating candidates for various positions. I
learned how to review resumes and cover letters, conduct initial
screenings, and assess candidates' qualifications and skills. This
process involved identifying key leadership qualities, such as
effective communication, problem-solving abilities, and
adaptability. Through this experience, I gained a deeper
understanding of the qualities that contribute to successful
leadership and the importance of aligning them with the
organization's goals and values.

64
This internship allowed me to observe and learn from experienced
HR professionals who demonstrated strong leadership qualities
themselves. I had the opportunity to work with and learn from
individuals who effectively managed teams, made informed
decisions, and inspired others to excel. By observing their
behaviors and actions, I gained valuable insights into the qualities
and behaviors that contribute to effective leadership in the HR
field. These experiences allowed me to develop effective
communication strategies, enhance my screening abilities, and gain
a deeper understanding of the leadership qualities that contribute to
success in HR. I am confident that these skills and knowledge will
serve as a solid foundation for my future career in HR. I had the
opportunity to develop and refine my skills in compiling files,
understanding requirements, comparing and matching them with
candidate profiles, and screening qualifications and skills. These
experiences were invaluable in enhancing my knowledge and
abilities in the field of HR.
One of the key aspects of my internship was learning how to
compile files and gather relevant information. This involved
organizing and maintaining candidate files, ensuring that all
necessary documents were included and up to date. I learned the
importance of attention to detail and accuracy in this process, as
even a small oversight could have significant implications.
Additionally, I gained a deeper understanding of the requirements
for various positions within the organization. This involved
reviewing job descriptions, understanding the skills and

65
qualifications needed, and identifying the key criteria for success in
each role. By comprehending these requirements, I was able to
effectively compare and match them with the profiles of potential
candidates.
The screening process was another significant aspect of my
internship. I learned how to evaluate resumes, cover letters, and
other application materials to assess candidates' qualifications and
skills. This involved analyzing their educational background, work
experience, certifications, and any additional relevant information.
I also developed the ability to identify skills and assess their
potential fit within the organization.

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CONCLUSION

The internship was great importance to me since the knowledge

gain would be essential in my coming classes, internship has been
an excellent and rewarding experience. Through my internship in
DIGINET INFOSYSTEM, my scope of knowledge was expanded
as I could apply the knowledge in the class into the practical
context.

It was great success for me to have been given the chance as an

intern in such a company. My interest in human resource has
increased as it has taught me things required by a person to work in
human resource sector, practically. This knowledge that I have now
gained will be useful and will make my work easy in future.

It was a pleasure to be a part of a supportive and encouraging team

which has helped me understand about human resources
operations.

Overall, my internship at DIGINET INFOSYSTEM has been good

and I was able to have a deep insight about the functioning of
human resource department.

I thank my college, company and my parents for supporting me

during my internship.

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