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INTERNSHIP PPT.pptx

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INTERNSHIP PPT.pptx

  1. 1. SUMMER INTERNSHIP PROJECT In collaboration with HUMAN MICRO SYSTEM Compiled by: AMREEN NAWAZ Enrollment no. 2018-334-024 BBA (2018-2021)
  2. 2. ABOUT THE COMPANY ◦ Human Micro Systems Private Limited is a Private incorporated on 10 September 2015. ◦ It is classified as Non-govt Company and is registered at Registrar of Companies, Kanpur. ◦ Its authorized share capital is Rs. 1,000,000 and its paid up capital is Rs. 40,000. ◦ It is inolved in Activities auxiliary to financial intermediation, except insurance and pension funding.
  3. 3. OBJECTIVES OF INTERNSHIP ◦ To gain practical experience of the jobs carried out in the HR Department of Human Micro System ◦ Clarify personal interests, skills, and competencies, and their implementation toward development of career goals. ◦ To gain ideas from the experienced people working for HR department. ◦ To understand the challenges faced by the HR department. ◦ To understand the different types of training provided to the employees. ◦ Development of personal standards of professional and ethical behavior required in the workplace.
  4. 4. BACKGROUND OF COMPANY ◦ Website: http://humanmicrosystemsinc.com/india/ Industries: Staffing and Recruiting Company size: 501-1000 employees Headquarters: Kanpur, Uttar Pradesh Type: Privately Held ◦ Specialties: Best Recruitment and Staffing Solutions, Expertise in Headhunting, and Expert in Analysis of candidate's interest and Background Locations Primary Address: HMS Pvt Ltd. RHDL BPO Unit, 1st Floor, P/no. 46, Block P&T Scheme, Fazalganj Kanpur, Uttar Pradesh 208012,IN.
  5. 5. ORGANIZATIONAL CHART: ◦ Satyam Rathore Group Chief Executive Officer at Human Micro Systems Private Limited ◦ Prachi Pal Recruitment Executive at Human Micro Systems Private Limited ◦ Deepshikha A. Team Leader (Media Specialist) at Human Micro Systems Private Limited ◦ Ayushi Malhotra Management trainee at Human Micro Systems Private Limited
  6. 6. PORJECTS DONE DURING INTERNSHIP ◦ TWO MINOR PROJECT: RESEARCH PROJECT ON HR STARTEGIES POST COVID 1. WORK FROM HOME OR OFFICE: WHAT IS BETTER & WHY 2. LATEST AND BEST PRACTICES FOR HAPPY WORK PLACE ◦ ONE MAJOR PROJECT: CONSUMER BEHAVIOUR AND DATA ANALYSIS
  7. 7. LITERATURE REVIEW ◦ Customer views’ can of course vary considerably between individuals, groups and organisations. It is for this reason that Edgar and Geare (2004) argue against the 2 2006 © Institute for Employment Studies universal applicability of Best Practice models, and the implication that employees can be treated as a homogeneous cluster. ◦ Their research identifies gender differences in the relative importance assigned to different HR policies and practices. Meanwhile Guest (1999) found that employees in non‐blue‐collar jobs, those in the private sector, those on permanent contracts and those in traditional industrial and manufacturing sectors, reported a greater awareness and experience of HRM than workers falling under other occupational categories. Howes (2003) similarly notes the importance of considering biographical and functional subsets within benchmarking data, as opposed to relying on aggregate measures as a basis for decision making. ◦ Factors such as gender, tenure, grade and occupational group may show significant inter‐variation on a wide range of HR metrics, and it is fair to assume that these differences will extend to attitudinal data also.
  8. 8. RESEARCH METHODOLOGY ◦ ◦ ◦ Sample Size: 50 ◦ Responses: 50 ◦ Sample: Random ◦ Survey Platform: Google form (https://forms.gle/VXL1vAEPMb4cSzrs9) ◦ RESEARCH PROBLEM ◦ CONSUMER BEHAVIOUR SURVEY ◦ RESEARCH INSTRUMENT USED ◦ QUESTIONNAIRE: ◦ The term questionnaire usually refers to a self-administered process whereby he respondent himself read the question and records without the assistance of an interviewer. ◦ INTERVIEW (Through Google Forms) ◦ The interview method of collection data involves presentation of oral- verbal stimuli and reply in terms of oral-verbal response. ◦
  9. 9. To accomplish the objective of project, data collected from secondary sources. ◦ SECONDARY DATA COLLECTION -Secondary data are the data that are collected by others and is to be "re-used" by the researcher. The most common sources of secondary data today are books, research journals, internet etc. To accomplish the objective of this work, secondary sources of data collection were used. To collect the data, questions were circulated on internet, on www.citehr.com a community of HR practioners and professionals. The purpose was to find the practical application, use and satisfaction derived by the organization from using these psychometric tools.
  10. 10. DATA ANALYSIS OF PROJECT Q1. What time do you spend in : Reading Newspapers Reading Books Social Media DATA ANALYSIS: Maximum Person spend time in reading newspaper less than one hour and in case of reading books maximum people spend time 1 to 3 hrs and while using social media maximum time spent by them is more than 3 hrs.
  11. 11. Q2. Do you think that your business can be completely done online- if yes, how if no , what are the challenges? DATA ANALYSIS: Most of the people wanted to do business online through promoting their business digitally and selling their products through E- Commerce. Q3. Who is the decision maker in your home to buy Daily needs Consumer items Properties Financial services DATA ANALYSIS: Daily Needs:- Maximum number of decision maker -Parents Minimum number of decision maker- Guardian Consumer Items:- Maximum number of decision maker- Self Minimum number of decision maker- Guardian Properties:- Maximum number of decision maker- Parents Minimum number of decision maker- Grandparents/ Guardian Financial services:- Maximum number of decision maker- Parents Minimum number of decision maker- Guardian
  12. 12. Q4- How would you chose to shop:- Online Mall Nearest shop/market DATA ANALYSIS: Maximum number of people chose to shop online which is 51% of the population. Q5. Given a choice in case you have around 10 lacks as savings, what would you love to buy Gold Car Financial instrument Home Any other DATA ANALYSIS: Maximum number of people which is 23.5% would love to buy FINANCIAL INSTRUMENTS followed by gold.
  13. 13. Q6. What is your preference Job Business Job long with some small business as well. DATA ANALYSIS: Maximum number of people that is 49% prefers to do job along with small business. While minimum number of people prefer to do job only. Q7.Would you go with 5 day job 6 day job Job with no time boundations DATA ANALYSIS- Maximum number of people that is about 53% opted for JOB WITH NO BOUNDATION followed by 6 day job
  14. 14. Q8. How would you like to apply to jobs Consultants Directly to the client Job portals Newspaper ads Social mediums Friends and relatives DATA ANALYSIS- Here a mixed reaction towards the option is observed, most of the people opted for job portals followed by the social Q9. How much do you plan to stay in jobs Less than 6 month 6 month to 1 year 1 year to 2 year I a m not sure Forever Depends on the job. DATA ANALYSIS Maximum number of people that is about 61% plans to stay in jobs is according to job nature.
  15. 15. Q10.. In what situation you will resign immediately. • Salary delay • Not a good working atmosphere • Lack of basic utilities like tea/coffee/water/AC • Conflict with seniors or colleagues • Unable to achieve targets • Health issues • News about company like merger/bankruptcy etc. DATA ANALYSIS- Maximum no. of people that is about 41% will resign immediately due to unethical business practice which is really good followed by the working environment seekers. Q11. What kind of culture would like to have in your company? • Open door policy where anyone can approach any dept ,even the management • Hierarchy system • Not sure DATA ANALYSIS Maximum no of people that is 70% would like to have culture in their company which is OPEN DOOR POLICY WHERE ANY ONE CAN APPROCH ANY DEPT,EVEN THE MANAGEMENT.
  16. 16. RECOMMENDATION & SUGGESTION Recommendations: ◦ The organization should practice proper Human micro system. ◦ The purpose of Human Resource Management is to improve the productive contribution of people. ◦ To get effective and efficient employee, the organization should arrange proper training and development programs. ◦ The entire HR department should be well informed regarding the employment personal. ◦ The organization should provide well direct compensation as well as direct to its staffs. ◦ The management should have job evaluated salary structure, which is most competitive than other organizations in the country. ◦ To evaluate employee’s performance; the management should follow promotion policy properly.
  17. 17. CONCLUSIONS: ◦ We should have a broad knowledge on how consumers and business responds towards the marketing programs of the company. ◦ Knowledge about who is consumer, what they buy, who buy, who is the decision maker, how they buy and what makers they buy is very important to marketers in understanding the consumer behavior as well as the behavior of the business customers. ◦ Conclusion from the above discussion it can conclude in such a way that since human resource management is a continuously practicing issue so it plays a significant role on organizations overall performance. If an organization wants to gain full benefit from human resource management, it should follow all the sections of HRM. But it will expand soon or later and then the number of HR employee may not be enough to run the company. Committed and trustworthy employees are the most significant factors to becoming an employer of choice; it is no surprise that companies and organizations face significant challenges in developing energized and engaged workforces. However, there is abundance of research to demonstrate that increased employee commitment and trust in leadership can positively impact the company’s bottom line. In fact, the true potential of an organization can only be realized when the productivity level of all individuals and teams are fully aligned, committed and energized to successfully accomplish the goals of the organization. Thus, the objective of every company should be to improve the desire of employees to stay in the relationship they have with the company.
  18. 18. THANK YOU

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