Minor Project Report

On

DEMAND OF HR SERVICES IN SME’s: A STUDY ON HUSYS

CONSULTING LIMITED

Submitted in Partial Fulfilment for the Award of the

Degree of BCOM(HONS) 2018-2019

Under the Guidance of: Submitted By:

MS. KIRTI Bharat Chhabra

Assistant Professor 43812388817

Delhi Institute of Advanced Studies

(NAAC Accredited ‘A’ Grade Institution)
ISO 9001:2015 Certified, AICTE approved and affiliated to GGSIPU
 A+ Grade by State Regulatory Fee Committee
Plot No. 6, Sector-25, Rohini, Delhi-110085

CERTIFICATE FROM THE COMPANY

 CERTIFICATE FROM THE INSTITUTE GUIDE

This is to certify that the Summer Training Report titled “Demand of HR Services in

SME’s: A Study on Husys Consulting Limited” is an academic work done by “Mr. Bharat

Chhabra” submitted in the partial fulfilment of the requirement for the award of the

degree of BCOM(HONS) at Delhi Institute of Advanced Studies, Delhi, under my

guidance & direction.

To the best of my knowledge and belief the data & information presented by her in the

project has not been submitted earlier.

Signature :

Name of the Guide : Ms. KAJAL

Designation : Assistant Professor

 ACKNOWLEDGMENT

This project work which is my first step in professionalism has been successfully
accomplished only because of timely support of my well-wishers. I would like to pay my
sincere regards to those who directed me at every step in my project work. First of all I would
like to express my thanks to my mentor Ms. Jyoti Mahajan (Regional Growth Officer) and
my institute guide Ms Kirti (Assistant Professor) for giving me such a wonderful opportunity
to widen the horizons of my knowledge. I would like to extend my thanks to my parents for
their guidance, supervision and encouragement. Last but not the least I would like to thank all
the staff members of Delhi Institute of Advanced Studies who have directly or indirectly
contributed in making this project a success; it is a tribute for their valuation. Despite all
efforts I have no doubt that error and obscurities remain that seen to afflict a working project
for which I am capable.

BHARAT CHHABRA
Roll No. 43812388817

BCOM(HONS)
 STUDENT DECLARATION

This is to certify that I have completed the Summer Training Report titled “Demand of

HR Services in SME’s: A Study on Husys Consulting Limited” under the guidance of

“Ms. Kirti” in partial fulfilment of the requirement for the award of Degree of

BCOM(HONS) at Delhi Institute of Advanced Studies, Delhi. This is an original piece of

work & I have not submitted it earlier elsewhere.

Date: 6th September 2019 Signature:

Place: Delhi Name: Bharat Chhabra

University Enrolment No.: 43812388817

Title Page

Certificate (by Company)

Certificate (by respective Institute)

Acknowledgement

Declaration

Table of Contents

Chapter 1 Introduction to the Company & Industry 1-13

Chapter 2 Introduction to the topic 14-21

Chapter 3 Research Methodology 22-26

 Meaning of Research
 Objectives of the study
 Scope of the study
 Research Design& Types of Research Design
 Sample size, Sampling technique
 Data Collection/Data Sources
Chapter 4 Data Analysis & Interpretation 27-42

Chapter 5 Findings & Observations 43-44

Chapter 6 Limitations 45

Chapter 7 Conclusion 46

Chapter 8 Suggestions 47
References & Bibliograpy 48

Annexure 49

Table of Contents

Chapter 1
Introduction to the Company
and Industry
 HUSYS CONSULTING LIMITED

ABOUT HUSYS CONSULTING LIMITED

OUR STORY

Husys, Started in the year 2002 with a vision to make the SMEs of the country get a proper
structure for their businesses and their human resources leading them to succeed. We strive
hard to achieve our mission to enable the businesses of our clients. With our dedicated and
experienced HR professional team, we are now pioneers in handling the HR function
management and HR Consulting services in the diverse field within it. We have handled HR
Function Management projects with the modernized methods of technologies for our Local,
National, Global SME clients and some of the Fortune listed 500 companies.

We are lean and agile in adapting to the dynamic changes in modernized methods of
technologies. Our dedicated team efforts have resulted in the introduction of APHUSYS
application, which is a one-stop solution for complete HR solutions and this is one of its kind
in the market. We are well known for providing technologically innovative solutions through
an on-going commitment to quality, and excellence in our field.

OUR VISION AND MISSION

Our practical and customised solutions for every HR need will assist the organization to get
the maximum out of what they put in and help to grow competitively. We analyse the
organizational needs and accordingly design strategies and strive to achieve goals with
respect to every design. For us, collaboration is the core of providing HR solutions through
which our experts will work with our clients as a cohesive team.

VISION: “Is to enable people for business”

MISSION: To bring the best of the people expertise and technologies to build a sustainable
growth for companies. Leveraging our 17 years of expertise for the benefit of Husys and its
clients.

OUR VALUES

Integrity: Commitment: Service: Enterprising

OUR BUSINESS PARTNERS

We believe in Human Synergies at work for helping the world to do business in the next
century. We strongly believe and advocate the collaboration for organizations to sustain a
business edge in the future. To our beliefs, we constantly make our undying spirit of
collaborative ecosystem and partner with people who are like-minded and build synergies for
a better world.

 Collaboration for Growth

 Building Enterprise Network
 Collaboration for Business Values
 Client value creation with complementing skills
 Open to build new partnerships

INTERNATIONAL PARTNERS

Career Star Group is a global transition and outplacement provider. It is spread over 770
offices in more than 70 countries across the globe with an excellent understanding of the
local job market and acts accordingly to provide the best solutions.

Career Star Group provides strategic consulting support to the businesses in building business
plans or considering entry into the Indian marketplace. Featuring customized consulting and
coaching services, Nina E Woodard & Associates provide professional support for assessing
needs and developing appropriate business plans for building Greenfield, Joint Venture or
Partnership relationships in India. The company can also support mergers or acquisitions in
India. Based on years of successful business experience in the United States, India and other
overseas locations NEWA delivers practical business plan and solutions based on business
requirements.

CLIENTS

We have both local and global presence in handling any specialized HR services. We came
up with an advanced level of HR platform with unique HR solutions both for the SMEs and
Fortune listed 500 companies. Our clients are spread over almost every corner of India, as
well as in some foreign countries, which can be count more than 1000 in numbers. All of our
clients are from different fields and we have provided them a unique HR service.

NEWS/MEDIA

We have a good brand image in the market and we are the first HR Company that is NSE
certified. We often get displayed in the media for our outstanding HR services to our clients
and also for our participation in other HR related programs.

AWARDS

Our Husys HR professional team has been honoured with almost 10 awards till date,
both at the national and international platforms. We are extremely glad for
being appreciated for the dedicated work of our team through awards. Our main motto is to
help our clients succeed with our on-going commitment to quality and excellence in our field.

TEAM
We are a pool of expertized HR professionals over more than 15 years of experience in this
service. All our employees having adequate experience and specialization in handling a
diverse range of HR services. We have come up with unique HR solutions for every
HR challenge, whether it may be a lack of talent, high authority recruitment, handling of
resources or performance management, etc. We have a high rate of client acceptance and
appreciation for what we do and what we are and which is the result of our dedication
towards work and our innovative way of providing HR solutions.

SOLUTIONS
We always follow a unique strategy that best suits the situation. There is no question in our
service for which we can’t provide a solution. Our team is well experienced in a diverse
range of fields and we have worked on different scenarios to provide solutions for HR
challenges.

SERVICES OFFERED BY HUSYS CONSULTING

 HR CONSULTING FIRM
 Get an effective plan for your business from our HR consulting experts. A structure
that can lead you to climb the ladder of your success. Our HR expert team analyzes
the business operation of our client. Look out for the strategies and plan that best fits
the specific needs of our client business and manage the employees effectively. We
segment the employees with the specific objectives based on the organization
Mission, Vision, and Goals of individuals, department, and organization or Firms.
 Engaged employees are more productive. We create a work culture that helps the
employees to feel more engaged with their work. We arrange the seminars, meetings
and other activities which help employees to know each other and other departments
people, feel more responsible to their assigned work and which helps every individual
to deliver their best based on their objectives. Motivate the employee enough to
contribute their best to organizational growth.
 Enhance productivity of your employees with the right skills. We focus on the
organizational mission, vision, and goals based on that we segment the roles and
responsibilities of the individual and departments. By taking that as a reference, we
analyse the performance of every individual and take the necessary step to appreciate
the employees for their high performance or provide the training and development
program for employees if they lack in performing any of the tasks.
 Improve employee retention with right pay. We provide the appropriate strategies for
determining the salary of an employee based on market demand. So that employees
get satisfied with what they paid for their efforts. Compensation data changes
frequently, so we do a quarterly survey to update the latest market price. Our Husys
HR professionals are always updated with the compensation rates for every profession
so that it will not take much time to deploy in clients’ need.
 Assist employees to get the right job even after they stop working for you.
Outplacement is the unique concept which is not much familiar in India. It is
generally practiced by the large organization to satisfy their employees, even after
 they left the job at the time of retrenchment. So that employees can be re-joined when
company attains the stability. Our Husys Team handled outplacement services to
Local, National and International clients. This is a win-win situation for both-
employee to get a new job and for an employer to protect their brand and maintain
stability in their business.
 Implement right strategies for better business results. We analyse the complete HR
service process and operation of the company and assists the organization to identify
the pitfalls and work on it with the right strategies defined by our expert team. We
suggest the necessary and standard ways to implement right strategies in the
workplace.

HUMAN RESOURCE INDUSTRY

What do we mean by human resources?

Human resource is the process of hiring and developing employees so that they become more
valuable to the organisation.

Human resources are the people who make up the workforce of an organization, business
sector, or economy. "Human capital" is sometimes used synonymously with "human
resources", although human capital typically refers to a more narrow effect (i.e., the
knowledge the individuals embody and economic growth). Likewise, other terms sometimes
used include manpower, talent, labour, personnel, or simply people. The term human
resources was first coined in the 1960s when the value of labour relations began to garner
attention and when notions such as motivation, organizational behaviour, and selection
assessments began to take shape.

Every organization, large or small, uses a variety of capital to make the business work.
Capital includes cash, valuables, or goods used to generate income for a business. For
example, a retail store uses registers and inventory, while a consulting firm may have
proprietary software or buildings. No matter the industry, all companies have one thing in
common: they must have people to make their capital work for them. This will be our focus
throughout the text: generation of revenue through the use of people’s skills and abilities.

What is human resource management?

Human resource management (HRM) is the process of employing people, training them,
compensating them, developing policies relating to them, and developing strategies to retain
them. As a field, HRM has undergone many changes over the last twenty years, giving it an
even more important role in today’s organizations. In the past, HRM meant processing
payroll, sending birthday gifts to employees, arranging company outings, and making sure
forms were filled out correctly—in other words, more of an administrative role rather than a
strategic role crucial to the success of the organization.

Human resource management includes conducting job analyses, planning personnel needs,
recruiting the right people for the right job, orienting and training, managing wages and
salaries, providing benefits and incentives, evaluating performance, resolving disputes and
communicating with all employees at all levels.

Virtual human resources

Technology has a significant impact on human resources practices. Human resources is

transitioning to a more technology-based profession because utilizing technology makes
information more accessible to the whole organization, eliminates time doing administrative
tasks, allows businesses to function globally and cuts costs Information technology has
improved HR practices in the following areas:

 E-Recruiting

Recruiting has mostly been influenced by information technology. In the past, recruiters had
relied on printing in publications and word of mouth to fill open positions. HR professionals
were not able to post a job in more than one location and did not have access to millions of
people, causing the lead time of new hires to be drawn out and tiresome. With the use of e-
recruiting tools, HR professionals can post jobs and track applicants for thousands of jobs in
various locations all in one place. Interview feedback, background and drug tests, and on
boarding can all be viewed online. This helps the HR professionals keep track of all of their
open jobs and applicants in a way that is faster and easier than before. E-recruiting also helps
eliminate limitations of geographic location. Jobs can be posted and seen by anyone with
internet access. In addition to recruiting portals, HR professionals have a social media
presence that allows them to attract employees through the internet. On social media they can
build the company's brand by posting news about the company and photos of company
events.

 Human Resources Information Systems (HRIS)

Human resources professionals generally handle large amounts of paperwork on a daily basis.
This paperwork could be anything from a department transfer request to an employee's
confidential tax form. Forms must be on file for a considerable period of time. The use of
Human Resources Information Systems (HRIS) has made it possible for companies to store
and retrieve files in an electronic format for people within the organization to access when
needed. This eliminates thousands of files and frees up space within the office. Another
benefit of HRIS is that it allows for information to be accessed in a timelier manner. Files are
accessible within seconds via the HRIS. Having all of the information in one place also
allows for professionals to analyse data quicker and across multiple locations because the
information is in a centralized location. Examples of some Human Resources Information
Systems are PeopleSoft, MyTime, SAP, Timeco, and JobsNavigator.

 Training
Technology makes it possible for human resources professionals to train new staff members
in a more efficient manner. This gives employees the ability to access on boarding and
training programs from anywhere. This eliminates the need for trainers to meet with new
hires face to face when completing necessary paperwork to start. Training in virtual
classrooms makes it possible for the HR professionals to train a large number of employees
quickly and to assess their progress through computerized testing programs. Some employers
choose to incorporate an instructor with virtual training so that new hires are receiving
training considered vital to the role. Employees can take control of their own learning and
development by engaging in training at a time and place of their choosing, which can help
them manage their work-life balance. Managers are able to track the training through the
internet as well, which can help to reduce redundancy in training as well as training costs.
Skype, virtual chat rooms, and interactive training sites are all resources that enable a
technological approach to training.
Scope of Human Resource Management

The scope of HRM is very wide it involves the following aspects:

 Personnel aspect-This is concerned with manpower planning, recruitment,

selection, placement, transfer, promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.
 Welfare aspect- It deals with working conditions and amenities such as canteens,
rest and lunch rooms, housing, transport, medical assistance, education, health and
safety, recreation facilities, etc.
 Industrial relations aspect-This covers union-management relations, joint
consultation, collective bargaining, grievance and disciplinary procedures, settlement
of disputes, etc.

Training and Development

It’s part of performance management system in the workplace. Which is carried out when the
technology changes in the market or new strategies are implemented or change in resources
or manpower or when new software or hardware are used in the projects in these cases the
employer must need to provide the training to the employees so that they can learn and
implement the same in the projects. This improves the individual skills and increases the
performance level of an organization.

Importance of Training & Development in Organizations

Large organizations generally provide training to their employees for better utilization of
their skills. Also, they know the importance of training and development impact on the
organization. While in case of SME’s they don’t feel much benefit because they concentrate
on every single amount spend on the business.

In training and development process the employees don’t concentrate much on projects in
order to attend the training sessions. That may delay the deadline for the projects. Despite this
fact, a large organization employer doesn’t feel for that, because as employees get highly
skilled the process would be much faster and they can be competitive in the market. With
lack of skilled employees, the process and strategies utilized will make the overall process
slow and the quality may also get affected.

What are the primary reasons for training in an organization?

 Increased productivity and adherence to quality standards
 Increasing organizational stability and flexibility
 Reduced supervision and direction
 Economical use of resources & Heightened morale
 Increase in productivity & Better industrial relations
 Role & career flexibility & Reduced learning time
 Future manpower needs
 Reduced accidents at workplace
 New appraisal techniques
 Reduction of errors & accidents
 Reduction of turnover and absenteeism

What are the Goals of Training & Development?

 Improve team morale, confidence and hone the skills
 Improve human relations
 Improve organization efficiency
 Reduce monitoring needs
 Improves the organizational viability, scalability, and flexibility.

What are the benefits of Training and Development in an organization?

Addressing Weakness:

Every employee is weak at certain skills every employee will not be perfect, which you need
for the position. If the employee certain skills match and if you know you can strengthen its
skill by training, hire them or assign tasks to them, definitely your employee will work hard
to stand on your expectations.
Improving Performance:

Once the employee gets the desired skills required for the task to execute. Their weakness
will turn into their strengths and they get the better understanding what and how to execute
with better ideas.

Fostering Growth:

The main aim of any organization is to get development and growth for the effects they put
on. Growth can be achieved if all the workforce of an organization pays equal attention to
development. That requires the skilled and ambitious employees to handle the situation. By
providing training to your employees, you’re providing them the space to learn and grow.

Enhancing Satisfaction:

Employees feel confident in gaining skills. Training helps the employees to perform tasks
easily and also they can innovate new strategies to execute the task. This builds some level of
satisfaction in employees.

Reducing Turnover:

Initially, when you train your staff, it will cost you time and money. Once the employee gets
skilled in their role they can provide you better revenue than before. It reduces the frustration
level of both the employee and the employer. Expertise brings the quality of the work and
development of the organization.

PERFORMANCE MANAGEMENT SYSTEM

Sometimes referred to as a PMS, is the process that a company uses to appraise and recognize
its personnel. A company with a properly executed performance management system can
improve employee morale, increase productivity and retain its top workers.

But why do you need PMS?

 It helps to measure performance

 See if what you are paying is more or less
 Understand how your Company performed in the last year.
 Review your HR Practices.
 Appraisals for your Employees
 And is one step ahead in your next year planning.
What happens in PMS?

 Evaluate your employee performance

 Conduct job analysis
 Audit your HR
 Review the current system
 Review the Compensation and benchmark the same.

HR Audit – Tool for HR Effectiveness

HR Audit:

A Human Resource Audit is an important HR management control strategy to review present

HR Policies, Procedures, systems and documentation to analyse the improvements to be
made in HR operations also to assess statuary compliance with ever-changing rules and
regulations. HR audit will provide the feedback about the HR functions to HR managers,
which ensure how effective is the personnel programs. It also determines how effectively HR
managers are planning and performing their duties. HR audits can be done by reviewing
factors like- Hiring and on boarding, Personnel File Review, Job Profiles, Form Review,
Performance Evaluation, Compensation & Benefits, Training & Development, and Exit
Process.

Why HR Audits?

 To review the performance of the HR department activities in order to assess the

effectiveness of the deployed different policies to ensure the organizational goals.
 To take the necessary action on the feedback by identifying the lapse, gaps,
irregularities, pitfalls, in the implementation of the policies, procedures, acts,
practices, directives of the HR department.
 To Evaluate the HR team and employees with an assistance of performance appraisal
reports and do necessary actions for improving the efficiency of the employees.
 To evaluate the job chart or hierarchy, to identify employees’ skills is effectively
utilized in the organization or employee skills can be utilized in different roles.
 To seek priorities in values and goals of management decisions.
Who can carry out the HR audit?

A person, who know the roles and responsibilities of an individual in an organization,

including the line staff, HR functions manager, and middle & upper management. They can
carry out the HR audit if they have the expertise, ability to acknowledge imperfection in
current procedures and implement the necessary changes. In case, if no one has the in-depth
knowledge of the laws and regulations they can follow the strict audit procedures and
protocols and consider hiring the third party to conduct the HR audit.

What are the different approaches to HR Audit?

An HR Audit is designed in different ways; each is designed to accomplish the specific

objectives of an organization. Some of the more practiced HR audits are:

Strategic: It focuses on the strengths and weakness of processes to identify whether they
align with the HR departments or the company’s strategic plan.

Compliance: It focuses on how well the organization is implementing the federal and labour
laws and regulations.

Function Specific: It focuses on every HR function and Operations such

as Payroll, Recruitment, Performance Management, Administration, etc.

Best Practices: This helps the organization to compare their HR practices with the similar
organizations and implement the same in order to improve their HR management.

Outside Authority: The auditor Compares with the standard rules as a measure by the
outside consultant and then fined the difference in their organization performance with that.

Benefits of HR Audit:

 HR audit maintains the standardization in the organization also in the work of every
individual.
 It creates a highly professional image of the HR department.
 It clarifies the department roles and improves the uniformity in geographically
scattered organizations.
 It ensures the compliance with a variety of laws and strategic plans in an organization.
 It focuses on the contribution of HR department to the organization.
  Help to find the critical HR problems.
 Ensures timely compliance with legal requirements.

Reduces the overall organization costs through more effective HR procedures.

 Chapter 2

Introduction to the topic

 Demand of HR in Organisations

Why are HR Services important to any organisation?

More and more companies seek the outsourcing services of HR recruitment companies. The
focus on HRM is now moved to the strategic utilisation of employees and the measurable
impact of employee programs over business. Nowadays successful companies need to be
adaptive, resilient, quick to change direction and customer-centred. HR professionals
establish systems for performance development, career succession planning and employee
development. This keeps people motivated, happy, personally engaged and contributing to
company success. Furthermore the HR professional helps the development of organisational
culture and climate in which employees have the competency, concern and commitment to
serve customers well.

Why HR Consulting Companies Are In High-demand nowadays?

From tech-giants to blooming start-ups every organization fuels their core business
operations with agile and exceptional HR consulting solutions. Most firms hire HR specialists
or staffing consultants for specific interventions or assignments which are time-bound in
nature. HR Consulting Companies offer specialized recruitment services that cover the entire
business operations.

As human resources professionals, consultants will be in a position to efficiently fit a

prospective employee to the required job role which requires a high degree of efficiency. HR
consultants focus on finding cost-saving recruitment procedures or efficiently managing old
systems of hiring with advanced staffing services. Top staffing firms with a trustworthy
group of highly experienced human resources and business growth specialists are working
day-and-night to provide skilled and flexible workforce on demand. Indian Staffing Industry
is predicted to expand by almost 20% by 2020 giving good scope to the HR Consulting
companies in India to expand their business swiftly. This is the perfect time for the staffing
companies to pull up their socks, grab the opportunities, and scale up the new growth
trajectory. After all, all businesses require the efficient functioning of human resource
management system, thereby sustaining their economic growth.
 Services Offered by Husys Consulting Limited

Different clients of HR recruitment companies demand different HR Services. Husys

Consulting Limited Started in the year 2002 with a vision to make the SMEs of the country
get a proper structure for their businesses and their human resources leading them to succeed
offers various Human Resources Services such as:

 HR Consulting
 HR Operations
 HR Technology

Under different services Husys Consulting have various sub services which can be explained
as follows:

HR CONSULTING

1. HR Business Framework: HR Business Framework enables HR Departments

with right engines and fuels to take businesses to new heights. It helps the
employees to get a clear idea regarding whom to report to and what will be its
next stage of development in their job life-cycle. An effective HR Business
Framework of an organization must be built in a way that pleases both, the
employee and the organization. HR framework and policies will act as a
reference for the HR and employee to take any action accordingly. Strategies
are some defined techniques the organization makes to achieve its mission and
move forward with its vision. With an HR business framework, we can
execute the plan with the right talent which meets the organizational goals,
both the professional and the personal way.
2. Employee Engagement: Devising strong employee engagement in
organization leads to at least 70% improvement of productivity at work.
Employee Engagement is a workplace HR strategy resulting in the appropriate
plan for all employees of a firm to deliver their best every single day,
dedicated to their individual and organizational objectives and goals.
 Motivated enough to contribute to organizational success. Employee
Engagement is grounded in integrity, trust, two-way commitment to
excellence and interaction between the organization and its employees. It’s
one of the HR strategies that develop the chances of business success, aid to
organizational and individual productivity, performance and well-being.
Employee active participant in sharing their ideas, innovation, and knowledge
in the development of product & services.
3. Performance Management System: Performance expectation act as a key to
determine the performance of the employee throughout the year. It also helps
both the employer and employee to match the performance with the expected,
so that employee can be appreciated or provided some training and
development programs to hone their skills. By involving all its employees –
individuals and members of an association. To advance organizational
effectiveness in achieving of agency mission and goals. Performance
Management ensures that all employees must know the level of performance
expected from them in that role, also to achieve overall organizational
objectives. Setting the performance expectations doesn’t mean the work of the
employee for that role is confined to those certain limits. Performance
expectations may go beyond the job description.
4. Compensation Survey: At Husys we believe that for employers, employee
retention is a major benefit, which reduces the annual turnover of the
organization. The energy required to hire the new employee for the same
position will cost more to the employer than compensating employees
competitively. Half yearly or quarterly you need to do compensation survey
because the data collected will be of no use after a certain period of time.
Husys is always updated with the market demands at any time. Compensation
OR Salary survey is the win-win situation for both. We do research on
different compensation strategies of different employers in small and big
companies and come up with an exact figure to compensate the employee.
Based on the market demands which value the skills of the employees.
5. Outplacement: Outplacement Service is the way to handle retrenchment,
which covers various acts in India and takes care of the employee career
transition program. Layoffs are the tough decision made by HR because of
their relationship with employees. When employee suddenly gets laid off from
the company, there may be lots of responsibilities associated with that salary.
Employees get into frustration and disappointment. The outplacement service
provider first emotionally builds the employee by communicating with their
family members and then provides them the path to get the job of their
interest. Outplacement services ensure a smooth exit from an organization and
transition to another organization with confidence. Outplacement speaks about
the employer dignity and respect towards their employees, even after they lost
their jobs, whatever may be the reason for the exit.
6. HR Audit: The analysis of your complete organization to find out the pitfalls
in an organization, in implementing federal & labour laws and other business
functions & operations. It also ensures that the firm every operation is carrying
out in a competitive manner. HR Audit is the practices which company carries
out on a periodic base to ensure everything in the firm is running
competitively. Human Resource audit can help the HR to explore whether HR
functions are practiced according to federal & labour laws and how well
they’re implemented the HR practices. It’s an audit from the scratch, which
covers most important aspects of the HR department. Starting from designing
the organizational structure, HR policies, procedures, & Practices are
reviewed. The necessary procedures and policies for Family and Health are
thoroughly checked in an audit.
HR OPERATIONS

1. HR Function Management: Recruitment, Orientation, Maintaining good

working conditions, Employee Engagement, Training & Development, and
Smooth exit of the employee are the most common roles of HR that needs to
execute in any organization. In small companies, they don’t focus more on the
HRFM needs. But it will add great impact to their firm operations. Our Husys
team is expert in analysing and tackling the issues concern to the HR Function
Management services. That makes the business owners run their business
competitive in the market. Our Team analyses the ability of the organization
and set up the structure of works to be carried out by the organization so that
products/services to be delivered to the clients is on time with maintaining
their quality. We organize the regular meetings for describing the roles and set
up the communication plan.
2. Payroll: We at Husys, specialized HR professional designed Payroll software
by keeping in mind all the requirements of SME’s at a diverse range of
industries and with different salary structures. We designed our payroll
services by analysing these factors- Tax Services, Tax Guarantees, Ease of
use, Accounting Software Integration, Customer Service, Mobile
Accessibility, Incentives Offered, Payroll Reports, Employee Self-Service,
Compensation, Better Business Bureau Ratings and Complaints and some
other additional benefits (in case of Retirements/Special Cases). We offer our
clients with a full-fledged payroll services solution that bring down clients
processing costs while ensuring our clients’ with- Decreased IT Infrastructure
investment, Consolidated, error-free reports & documents with business
intelligence, Lower risk concerned with compliance & penalties, Speedy
resolution of employee queries, Better resource deployment, and Maintain
your complete employee payroll life cycle, from the joining to relieving.
Hassle free payroll process with a service you can trust. It’s not just paying
your employee it needs a lot of things to consider ensuring Errors free
documents, Generating Tax reports, Better resource deployment, Employee
life cycle payroll management from entry to exit, Speedy resolution of
employee queries and Updated with employment compliance & laws.
3. AMS/PEO: PEO/AMS is not so unfamiliar concepts for SME’s, PEO is an
organization which maintains a healthy relationship/partnership with an
SME’s, to provide them a dedicated HR management services and benefits
administration partner through a firm to firm relationship called co-
employment. The PEO is responsible for maintaining the entire HR services.
The employee with the organization becomes the co-employee of the PEO. A
PEO will undertake all the HR service management of the client company.
The company business owner need not worry about the HR operations and can
focus on the core firm process and the rest left with the PEO.
4. Talent Acquisition: Husys professionals can utilize their expertise in finding
the right talent for you. It’s a very systematic procedure that has gone through
many analysing steps for appropriately fulfilling the organizational outcomes.
With the Talent Acquisition, a firm can completely utilize the skills of an
employee. The main motto of talent acquisition is not to fill the vacant
position, but to find the right talent which best fits the position and which
maintains the employee retention. Talent Acquisition is generally taken care of
the big challenges faced by the organizations, in recruiting the rare skilled
employees. Talent Acquisition helps the firm to build their employment
branding practices and hire the skilled employees following corporate hiring
mechanism, to make better recruitment decisions, to advance and future-proof.
The workforce, Mitigate risks and Increase efficiency.
5. HR Lease: HR works look simple, but actually, they are not. It will be easy to
handle only if you have an effective HR management. For start-ups and SMEs,
generally, they don’t focus more on HR management and services. But for any
growing company, the need to effectively plan and recruit the right talent is
imperative. Our dedicated professional team is well qualified and holds
enough experience to handle the HR services to our clients without
compromising on the quality of service. We are focused to reach our target at
any time. It’s a good option for SME’s to opt HR Lease than to hire an HR of
their own. HR lease will take care of the complete administration and HR
tasks starting from structuring the organization till the exit of the employees in
a standard manner, you will get the highly professional HR and you need not
 worry about the payroll errors or may get fail in implementing any legal laws
of employment.
6. Affinity Services: We completely analyse and protect the financial assets of
our clients. We provide necessary suggestions and information to improve and
maintain their health policies. We offer a customized solution while offering
our utmost commitment to honesty, ethics, and integrity. Our Group
Mediclaim and Group Personal Accident policies cover the complete medical
emergency requiring the member to be hospitalized or based on the situations
or according to the insurance policy guidelines. We believe delivering utmost
care to the employee. On the go, employees are the one who takes care of
every business operation. We understand the needs of different businesses and
create an innovative, cost effective solution designed to improve the value of
different program. Our policies cover the employer needs and also satisfy
employees with their health insurance needs, thus, provide greater value to
different business. Our team is ready to help you in increasing your revenue
potential and meet your objectives.
HR TECHNOLOGY

1. HR Department Automation: Complete data are present on cloud servers

and you can retrieve data from any date at any time from any devices without
any hassle. It’s the Best solution to reduce the error rate. Our APHUSYS team
is always ready to assist you. The companies with HR automation can see
progress in productivity and profits within a short span of time. Also, HR
automation builds self-motivation in employees as the payroll and other details
produced by HR automation software are precise. Automation in HR functions
and operations will completely reduce the work of the HR department to more
than half. They no need to spend their whole day in handling a single task;
multiple tasks can be carried out in a single click through APHUSYS App.
2. Employee Engagement Survey: Employee feedback survey is the key tool
for an organization to understand the employee needs and issues within an
organization and come up with the suitable solutions that will be beneficial for
both the employee and the firm. Employee behaviour has direct impact on the
customer behaviour. If an employer shows concern to the employee
satisfaction and provides them the things which they really deserve, they feel
happy and like to work for the company and they don’t get a word to leave an
organization. Survey motivates the employees to contribute their best to
achieve organizational success. It helps the employee to give their best every
day and dedicated to reaching their goals. To make employees relieved from
the regular work tensions.
 Chapter 3
Research Methodology
 RESEARCH METHODOLOGY

What is the meaning of research?

 Research is defined as the creation of new knowledge and/or the use of existing
knowledge in a new and creative way so as to generate new concepts, methodologies
and understandings. This could include synthesis and analysis of previous research to
the extent that it leads to new and creative outcomes.

Objectives of the study

The objectives of the study are as follows:

 To study what kind of HR Services are needed by the SME’s.

 To study which HR Service is the most demanded in different SME’s.
 To determine the future prospects of HR Services in the SME’s.

Scope of the study

 Activities that support the conduct of research and therefore meet the definition of
research.
 Professional, technical, administrative or clerical support staff directly engaged in
activities essential to the conduct of research.
 Management of staff who are either directly engaged in the conduct of research or are
providing professional, technical, administrative or clerical support or assistance to
those staff.
 This study will help to look at the statistics of the most demanded HR services in the
SME’s which demand different HR practices.
 This study will help solve the problem of applying the same HR practices as all
organisations do not work in the same way.
 This study will find out what the future holds for HR Service providers in the global
organisations.
 RESEARCH DESIGN

Meaning of Research Design

Research design can be described as a general plan about what you will do to answer the
research question. A research design is a systematic approach that a researcher uses to
conduct a scientific study. It is the overall synchronization of identified components and data
resulting in a plausible outcome. To conclusively come up with an authentic and accurate
result, the research design should follow a strategic methodology, in line with the type of
research chosen. To have a better understanding of which research paper topic, to begin with,
it is imperative to first identify the types of research.

TYPES OF RESEARCH DESIGN

Research design can be divided into two groups: exploratory and descriptive. Exploratory
research, according to its name merely aims to explore specific aspects of the research area
and does not aim to provide final and conclusive answers to research questions. In
exploratory research the researcher may even change the direction of the study to a certain
extent, however not fundamentally, according to new evidences gained during the research
process. Descriptive research design, as the name suggests, describes specific elements,
causes, or phenomena in the research area.

EXPLORATORY RESEARCH DESIGN

Exploratory research, as the name implies, intends merely to explore the research questions
and does not intend to offer final and conclusive solutions to existing problems. This type of
research is usually conducted to study a problem that has not been clearly defined yet.

Conducted in order to determine the nature of the problem, exploratory research is not
intended to provide conclusive evidence, but helps us to have a better understanding of the
problem. When conducting exploratory research, the researcher ought to be willing to change
his/her direction as a result of revelation of new data and new insights. On other words,
exploratory research design simply explores the research questions, leaving room for further
researches, whereas conclusive research design is aimed to provide final findings for the
research.
DESCRIPTIVE RESEARCH DESIGN

Descriptive research design is a scientific method which involves observing and describing
the behaviour of a subject without influencing it in any way. Many scientific disciplines,
especially social science and psychology, use this method to obtain a general overview of the
subject. Some subjects cannot be observed in any other way; for example, a social case
study of an individual subject is a descriptive research design and allows observation without
affecting normal behaviour. It is also useful where it is not possible to test and measure the
large number of samples needed for more quantitative types of experimentation.

The results from a descriptive research can in no way be used as a definitive answer or to
disprove a hypothesis but, if the limitations are understood, they can still be a useful tool in
many areas of scientific research.

What is sampling?

Sampling

A sample means a small group taken in a large lot. This small group taken in a large lot .This
small group should be emanative cross section and really “representative” in character. This
selection process is called sampling.

Purpose of sampling

 To gather data about the population on order to make an inference that can be
generalized to the population by taking different samples from different target groups.

TYPES OF SAMPLING TECHNIQUES

Sampling takes on two forms in statistics: probability sampling and non-probability

sampling:

Probability sampling uses random sampling techniques to create a sample. Probability

sampling is based on the fact that every member of a population has a known and equal
chance of being selected. For example, if you had a population of 100 people, each person
would have odds of 1 out of 100 of being chosen.
Types of Probability Sampling

1. Stratified Random Sampling

2. Systematic Sampling
3. Cluster Random Sampling
4. Simple random sampling

Non-probability sampling is a sampling technique in which the researcher selects samples

based on the subjective judgment of the researcher rather than random selection. In non-
probability sampling, not all members of the population have a chance of participating in the
study unlike probability sampling, where each member of the population has a known chance
of being selected.

Types of Non Probability Sampling

1. Convenience Sampling
2. Consecutive Sampling
3. Quota Sampling
4. Judgmental or Purposive Sampling
5. Snowball Sampling

Methods of Sampling used:

In this study Non Probability Sampling Technique is used which was based on the selected
samples based on subjective judgement. The type of Non Probability Sampling Technique
which was used in this study was Convenience Sampling Method.

Convenience Sampling: Convenience sampling is a non-probability sampling technique

where samples are selected from the population only because they are conveniently available
to researcher. These samples are selected only because they are easy to recruit and researcher
did not consider selecting sample that represents the entire population.

Sample size: Samples are devices for learning about large masses by observing a few
individuals. The sample size was taken to be 50.
 DATA COLLECTION & DATA COLLECTION METHODS

Collection of Data

One of the important tools for conduction market research is that availability of necessary
and useful data. Date collection is more of an art than a science. The methods of marketing
research are in a way the methods of data collection. The sources of information fall under
two categories.

 Internal sources:

Every company has to keep certain records such as accounts, reports etc. these records
provide sample information which an organization usually keeps collection in its working

 External sources:

When internal records are insufficient and required information is not available, the
organization will have to depend on external sources of data are.

 Primary data:

The data collected for a purpose in original and for the first time is known as primary data.
The researches collect this data to study a particular problem.

 Secondary Data:

The data, which is collected from the published sources i.e., not originally collected of the
first rime is called secondary data.

Here the secondary data is data collected from the company’s website, brochures,
advertisements and the catalogues.
 Chapter 4
Data Analysis &
Interpretation
 DATA ANALYSIS AND INTERPRETATION

 In this study we have studied different case studies to find out which HR Services are
the most demand services for SME’S.

CASE 1: TRANSITION PHASE OF THE MUSIC INDUSTRY (ADITYA MUSIC/

ENTERTAINMENT) (OPERATIONS) (2015)

Client Introduction

The Company is a household name in the Entertainment/ Music Industry, based in

Hyderabad. It has its commanding presence in the Telugu Film Industry.

Business Scenario

The Company was in its transition phase with employees leaving and being added. Husys
was called in to provide a framework to reduce attrition and to develop the human resource
potential within the firm.

Husys Solution: Support to Design a Framework to Reduce Attrition

 Setting up the Basic HR Practices and Standardisation.

 Creating Organisational Structure, reporting system for improvement of Business

Support by various functions.
 Design, Implement and Documentation of the Employee Relations Process of Joining
and Appointment formalities
 Organizational Work Norms, Leaves, Conveyance, Exit Formalities and other HR
related processes along with supported formats..
 Designing & Implementing Performance Management Process along with supporting
formats.

Key Benefits

 Structured Manpower Planning was ensured leading to recruitment and selection

processes.
 Formalised Employee Joining and Exit Formalities.
 Appropriate Employee – Organisational Culture fit as per the organizational structure.
 Employee Data Confidentiality to prevent mismanagement of employee information.
 CASE 2: ENGINEERS HIRING SUPPORT (AVEVA / IT COMPANY)
(OPERATIONS) (2015)

Client Introduction

A Software Multinational, established in the year 1967 is based out of UK with 40 offices in
27 countries. It extends support to Marine, Power, Oil, Gas, Chemical, Mining and Paper
Industries.

Business Scenario

The Company required hiring support for establishing their Engineering Domain Solution
division for Hyderabad location. Husys provided full-time business support for Hiring and
Recruitment. Currently, Husys caters to another division hiring.

Husys’s Solution: Support for Large-Scale Recruitment

 Understand manpower requirements and drive recruitment process as per hiring plan
 Sourcing, Screening, Short listing and facilitating hiring process
 Support in Negotiation for closure of positions

Key Benefits

As per the assigned plan, recruitment closures and campus drives were completed.

 Future Plan for Organisation

 Executive Hiring (Leadership roles)
 Performance Management System
 Payroll Management
 Corporate Event Management
 Career Counselling

CASE 3: EXPANSION PHASE- MANPOWER UTILIZATION (BUILDING

BLOCKS/ CONSTRUCTION COMPANY) (OPERATIONS) (2016)

Client Introduction

A dynamic group, with an extensive experience in a wide range of Plotting, Housing, Farms,
Infra, and Resorts & Leisure Services, the firm is headquartered in Hyderabad with offices
spread over globally in USA, UK, Australia, and Dubai. Exuding a strong synergy between
its internal and external teams inclusive of Architecture, Engineering, Marketing, and Law,
the firm holds a good and reputed name as the best developers in Hyderabad.
Business Scenario

The company was in the expansion phase and required optimal utilization of manpower
resources for increasing profitability. There was a requirement for an effective leadership
team to facilitate the process and help in building the organization. The basic HR activity in
the organization needed to be taken care of by an external entity to ensure focus on core
capabilities. Husys was roped in.

Husys Solution: Support for Building Manpower

 Defining Organizational Chart and Grading

 Drafting of Roles & Responsibilities, Framing Job Descriptions
 Appointment Terms and Conditions
 Attendance and Leave Policy, Work Norm Policy
 Designing of Performance Appraisal Process
 Role Definition
 Increment Advise based on Performance Review
 Training and Development Process

Key Benefits

 Effective Leadership Development

 Closure of Key Positions for the organization
 Setting up and managing of HR department
 Future Plan for Organisation
 Engage in further HR process development as per future requirement

CASE 4: IMPLEMENTATION IN HR DEPARTMENT (HITAM/ EDUCATION

SERVICES) (OPERATIONS) (2016)

Client Introduction

Located in Medchal on a sprawling 11-acre campus, the college established in 2001 imparts
relevant and meaningful college education to those who need it the most. The college is
focused on enabling learning, and growth of students who believe their primary inheritance is
knowledge. Going beyond boundaries, the college also ensures the maturing of educational
best practices, spreading of eco-consciousness, facilitating career planning, ensuring faculty
development and organizational growth.

Business Scenario

The college has a well-established HR department. However, for implementation of

processes and from a third party perspective, Husys was roped in. The college believed in
Husys as the support required to transform the college into a deemed university. Embarking
on this journey, Husys initially concentrated on consulting, then through consistent delivery,
expanded its services to include the whole HR function.

Husys Solution: Support to Implement the Standard HR Services

 Development of Organizational Levels and Grading Structure

 Defining Roles & Responsibilities
 Selection Processes
 Interview Rating Sheets
 Employee Terms and Conditions, Joining Formalities
 Personal File Management and Maintenance
 Performance Appraisal Process and Reward Mechanism
 Training and Development Processes
 Compensation Management Structures
 Salary Structure
 Employee Relations

Key Benefits

 Performance Management System

 Development & Implementation of Training Programs
 Drafting of Roles and Responsibilities
 Recruitment’s
 Manpower Planning
 Exit Process
 CASE 5: MEET THE EMPLOYEE NEEDS (INTERPRID / E-COMMERCE
INDUSTRY) (CONSULTING) (2016)

Client Introduction

Founded two decades ago, in 1991, the firm is India’s first curated fashion and lifestyle
online destination and have constantly strives to offer leading Indian and international
designers and brands. Their product portfolio encompasses a range of affordable luxury
products –including apparel, accessories, home decor, fragrances, watches, handbags and
much more. The firm has been synonymous with some of the finest couturiers and craftsmen
from the sub-continent. As a pioneer in the Indian fashion industry, the firm has managed to
carve a niche for itself in the luxury retail and ecommerce industry, even serving as a launch
pad for several of India’s leading fashion personalities.

Business Scenario

Directors, Founders and Co-founders were in need of an unbiased HR function to buffer the
decision time taken by the management and also to have a futuristic focus in place to ensure
that the company meets employee needs from inception as per the statutory laws and on par
with the current market strategy, to maintain and utilize resources optimally.

Husys Solution: Support to Implement the Standard HR Process

 Joining Formalities, Appointment Letter

 Leave Management
 Training Management
 Employee Engagement
 General Administrative Procedures
 Performance Management
 Exit Management
 Policy Documentation (Travel, Leave, Work Norm)
 Pre-Payroll Documentation

Key Benefits

 Improved Employee Relations

 Implementation of Performance Appraisal System
 Employee Exit Management
  Future Plan for Organisation
 Development and Implementation of Employee Recognition Programs

CASE 6: STANDARDIZATION IN HR DEPARTMENT (IRISS/ TRAVEL

INDUSTRY) (CONSULTING) (2016)

Client Introduction

A Low Cost and Multi-Dimensional Global Distribution Service, serving as a single point
connection between the Airlines and Agents, the firm is the first of its kind in the industry.
The company exhibits a clear, operational economy of scale and proposes to simplify the
distribution system by offering cutting edge technology to travel fraternity, which would
foster stability among travel distributors, expansion in the network, lower airline distribution
costs and slow content fragmentation.

Business Scenario

The organization was a start-up. Despite offering salaries above the market level, employees
were dissatisfied as the basic HR processes were not in place. The HR activity was
administered through the accounts department. There was a need for role clarity and
accountability. Compensation rationalization was a need and employees required managerial
support.

Husys Solution: Support to Exercise the Standard HR Function Management

 Development of Employee Terms and Conditions

 Development and Implementation of Induction Process
 Drafting of Roles & Responsibilities
 Development of Performance Review Mechanism
 Defining and Implementation of Recruitment Processes and Procedures

Key Benefits

 Management of Reimbursement, Pre-Payroll and Payroll Activity

 Managing Employee Relations
 Documentation and Implementation of Performance Management System
 CASE 7: ALIGNING WITH MARKET DEMANDS (JAGDAMBA PEARLS/ RETAIL
COMPANY) (CONSULTING) (2017)

Client Introduction

The company is based in the Pearl City, Hyderabad. A partnership firm, it is in the business
of manufacture and retailing of pearls. Having been in the market for the past 84 years, it
stamps its mark with over 2 million customers in India.

Business Scenario

As the company grew in size and competition grew, the management focused attention on
core activity and sought the help of Husys in managing its employees. The levels of
employee grievance were high and a sturdy backbone of satisfied employees was imperative
for the propelling the enterprise forward.

Husys Solution: Engage as an HR Service Partner

 Strategic Interventions:
 Business Objective Setting
 Organizational Grading
 Organogram Designing
 Role Grading Documents
 HR Process Defining

Recruitment:

 Manpower Planning Process and Approvals

 HR Recruitment Budgeting and Approval
 Recruitment Policy and Related Formats
 Interview Rating Sheets
 Reference Check Formats for Key positions

Induction and Training:

 Role Orientation
 Skill Identification
 Employee Positioning
 Key Benefits

 Clarified hierarchical orientation leading to clarify role positioning in an organization.

 Development of Policies (Incentive, reward & recognition, leave, etc.) streamlined the
HR Process flow in the firm.
 Employee role fit and positioning based on the identification of skill set and
appropriate training streamlined recruitment and selection process.

CASE 8: REVOLUTIONIZED FOOD INDUSTRY (MANJILAS/ FOOD SERVICES)

(OPERATIONS) (2016)

Client Introduction

Founded in the year 1959 as a rice milling company selling high quality rice, it revolutionized
the food sector in Kerala and began branching into breakfast powders, mixes, wheat products,
curry powders and condiments to name a few. Today the company offers more than 20
superior types of rice and 100 premium quality products in different ranges.

Business Scenario

The firm desired to have a more professional and updated HR process and system in place.

Husys Solution: Engaged to Provide a Standard HR solution

 Development of HR Manual
 Development of Organizational Structure Model
 Assessment of Internal Team for Role Fitment
 Salary Structures for Various Levels

Key Benefits

 Preparation of HR Manual
 Development of Organizational Structure and hierarchical levels
 Development of Training framework for implementation
 Assessment of Internal team for role fitment
 Development of Salary Structures for various levels
 CASE 9: ENERGY MANAGEMENT FIRM IN INDIA (NEXTGEN/ ENVIRONMENT
CONSULTING) (OPERATIONS) (2017)

Client Introduction

Initiated in 2009, the company is a pioneer in Carbon Footprint and Sustainability

Management in Asia. Operating in 6 countries with Fortune 500 companies across 16 sectors,
it is a first of its kind initiative, energy management firm in India, delivering clean energy and
ensuring sustainable performance.

Business Scenario

Keeping with its core values of innovation, impact, and integrity. Husys, which initiated
service in June 2013, was a quick blend with the firm.

Husys Solution: Assistance to Provide Complete Manpower Solution

 Recruitment Process, Screening

 Scheduling of Interviews, Conduct of Interview Process
 Employee Joining Process, Finalization of Job Description
 Collection of Pre-Joining Documents, Salary Negotiation
 Maintenance of Resume Database
 Provision of Appointment Letters and Personal File Maintenance
 Training and Development, Training Data Compilation, Training Feedback Analysis
 Exit Process, Execution of Exit Formalities
 General Administration Procedure
 Development of Organizational Structure
 Performance Management System, Award and Reward Mechanism

Key Benefits

 Conduct of Recruitment’s from manpower planning to provision of candidates for

interview
 Support in managing Payroll
 Salary Negotiation with prospective candidates
 Development, Implementation, and clarification of HR Policies
 Execution of Exit Formalities
 Completion of Full and Final Settlement
 CASE 10: HR MANAGEMENT FOR LOGISTICS INDUSTRY (SAMPARK
LOGISTICS/ LOGISTICS COMPANY) (CONSULTING) (2017)

Client Introduction

The firm is a well-known global conglomerate, with diversified interests in the field of
Supply Chain Management & Logistics, Medical Support, Information Technology, Base
Metals, Courier Industry, Real estate and Lentils Manufactures. The logistics arm of the firm
had carved a niche for itself in the highly critical and time-sensitive Premium Freight
segment comprising of Railway & Air Freight, for more than 20 years!

Business Scenario

The firm needs a proper HR function management for maintaining their HR resources to be
utilized properly and get the best for what they pay. Also to meet the quality service to their
clients on time at any time.

Husys Solution: Implement the Standard HR Service

 Defining of organizational hierarchy and grading

 Orientation of an Internal HR team to administer processes
 Defining and Implementation of effective recruitment Process
 Conduct of effective Induction Process
 Defining and Implementation of Employee Work Norms
 Employee Communication, Engagement & Appreciation, and Encouragement System
 Building of Training and Development Process
 HR Manual and Handbook

CASE 11: TRANSPORT INDUSTRY (STEEL CARRIERS/ TRANSPORT INDUSTRY)

(OPERATIONS) (2017)

Client Introduction

A leading and an outstanding player in India for crane hire, transport and warehousing
industry, the firm was established in the market for the past 5 generations. The firm is an ISO
9001: 2008 & an ISO 14001: 2004 Certified Company and provides economical services with
optimum utilization of assets.
Business Scenario

The firm is family run and required streamlining of processes for development into a
professional business. The organizational values required definition as culture, HR Processes
needed to be defined for organizational efficiency, teams required induction with clarity of
roles and the performance and compensation structure required mending.

Husys entered in June 2012, and begun setting up the HR function and having focused
discussions with the CEO on integrating the business plan to HR strategy.

Husys Solution: Support to Provide Competent HR Service

 Recruitment Policy
 Recruitment Process Documentation, Procedure for Recruitment
 Terms and conditions for Employee Agreement
 Employee Joining Process
 Personal File Maintenance (Procedures and Formats)
 Appointment Letter, Terms/ Professional agreements for Employers
 Organizational Design and Grading
 Work Norms (Onsite and Remote)
 Attendance and Leave Policy – Tracking and Recording Mechanism format
 Performance Appraisal Process – Design and Implementation
 Training Process Design and Documentation
 Exit Policy Design and Management
 Increment Advise

Key Benefits

 Focused Discussions with CEO on business plan for Expansion

 Integrating Business plan into HR Strategy
 Support Hiring Team through Husys Back Office, Setting up basic HR Function
 Designing recruitment models for quick and easy hiring
 Defined Standard Appraisal models for career development and productivity
improvement
Future Plan for Organisation

 HR Manual implementation

CASE 12: GLOBAL ON DEMAND HIRE (JAYANTI/ EXPORTING COMPANY)

(CONSULTING) (2017)

Client Introduction

The exporting company, headquartered in Bangalore, is a merger with the world’s leading
specialist in the industry having operations in 29 countries. They are India’s leading exporter
(mainly in Europe) showcasing the potential of Indian producers on to the global scene.

Business Scenario

Being a company with global presence, it required the support of Husys in managing its
extensive data and executing HR practices by identifying employee needs and providing
customized solutions to cater to the HR needs of the employees.

Husys Solution: Customize Service to Satisfy Employee Needs

The following activities were taken care of by Husys:

 Joining Formalities & Induction

 Performance Management System
 Employee Engagement
 Day to day HR Operational Support e.g. Leaves and Attendance Management
 Statutory Compliance

Key Benefits

 The major benefits received include:

 Data Confidentiality
 Customized HR Solutions
 Meeting of Statutory Compliances
 CASE 13: PROPER SYSTEM TO HANDLE EMPLOYEES (KOSMODERMA/
HOSPITALITY INDUSTRY) (OPERATIONS) (2017)

Client Introduction

Kosmoderma offer scientifically proven treatments using US FDA approved technology.

Providing safe, effective and affordable treatments with high standards of quality.
Kosmoderma provides personalized consultants coupled with state of the art technology to
ensure personalized skin flair.

Business Scenario

The firm lacked an HR department and systems to handle employees. The spa was expanding
and required an effective HR team to manage and streamline HR operations. Husys enters.

Husys Solution: Support to Provide HR Expert Assistance

 Recruitment Process, Screening, Scheduling of Interviews

 Conduct of Interview Process
 Employee Joining Process
 Finalization of Job Description
 Collection of Pre Joining Documents
 Salary Negotiation
 Provision of Appointment Letters and Personal File Maintenance
 Development of HR Policies (Work norm, Recruitment, Leave, Travel, Exit, etc.,)
 Training and Development, Programs Execution, Training Feedback Analysis
 Exit Process, Execution of Exit Formalities
 Coordination for Full and Final Settlement
 Performance Management System, Award and Reward Mechanism

Key Benefits

 Basic HR system and Processes were set up

 CASE 14: STANDARD HR SOLUTION (PRAYAMA BUSINESS/ MANAGEMENT
CONSULTING) (OPERATIONS) (2017)

Client Introduction

The company was set up in the year 2007 to manage the sales and operations for its parent
Company in Mauritius. Having their corporate office at Bengaluru, this 15 member’s strong
Fiduciary firm provides support to help in creating Fund and management services for clients
across the globe.

Business Scenario

By growing demand to inculcate best HR practices and make the India Operations team
strong, Prayama invited Husys to handle the operations for 4 cities of the world from India
Office. The company at this time did not have any in-house HR and also no proper records of
employees. From 2013 onwards, Husys is servicing the client.

Husys Solution: Support to Instil Best HR Practices

 India Business Unit and Cultural auditing

 Employee Capability Assessments
 Talent Acquisition
 Role Documentation with measurable performance delivery
 Productivity improvement plans
 Review and Advice on the Employee terms and conditions of Employment
 Review and implement Performance Management System
 Employee Communication, Engagement, and Appreciation & Encouragement
 Building Training and Development Process within organization
 Turnaround of Company operations in India via best HR practices

Key Benefits

 Consistent HR support (No dependency on the resource)

 HR Reports, helping them to manage the Manpower and Costs
 Performance Management and Improvisation
 Systematic and Scientific Appraisal Process
 Clear definition of Roles and Responsibilities
 Hiring Competent People
 Diagrammatical Interpretation of Data

Most Demanded HR Services

14%
Operations

Consulting

86%

Demand of HR Services through the years 2015-

2017

Operations Consulting
2015 2 0
2016 3 2
2017 4 3
INTERPRETATION OF THE STUDY

1. According to the objectives of this study we found out that although Husys
Consulting Limited offers a variety of services like HR Operations, HR Consulting
and HR Technology; SME’s only require only two of these services under which the
operations service is mostly needed in SME’s.
2. According to the analysis of the data the second objective of the study is found out to
be HR Operations service as the most demanded service of the SME’s followed by
HR Consulting Services.
3. The third objective of the study was to determine the future prospects of HR Services
in the SME’s. By understanding the opportunities of HR business with SME’s one
can easily come up with a business where one can find a good scope to grow in the
HR market. Unlike other businesses, HR businesses have different opportunities that
you can get in order to provide HR specific services. Anyone can start HR business
irrespective of your background in any field.
 Chapter 5
Findings & Observations
 FINDINGS AND OBSERVATIONS

FINDINGS OF THE STUDY

 It was found out in the study that the demand for the HR Services provided by Husys
Consulting Limited has been increasing through the years 2015 to 2017.

 It can be seen from the bar chart that the demand for HR Operations has been
increasing from the year 2015 to 2017.

 On the other hand the service for HR Consulting provided by Husys Consulting
Limited has only started from 2016 to 2017.

 From the pie chart it can also be found out that the service of technology is not in
demand among the SME’s in India.

 On the other hand it can also be interpreted from the pie chart that the HR Service for
operations is demanded among 86% of the SME’s and the HR service for Consulting
is demanded for the rest 14% of the SME’s.

OBSERVATIONS OF THE STUDY

 The observations of the study are that though the demand for HR service of
technology is not there in the SME’s it will be in the near future as the demand for
technological services are increasing on a global level in the industries.

 HR Service of operations was the highest because the SME’s being small and medium
firms are among the firms which are the emerging businesses of India and will further
contribute to the economy of India thus they need to have a proper structure of their
HR Operations service.
 HR Service of consulting provided by Husys Consulting Limited was lower in
demand as compared by the service of operations because the service of consulting is
considered more expensive than the operations service provided by Husys Consulting
Limited and the emerging SME’s sometimes cannot afford the consulting service
provided for them.

 The further observations done under this study was that it understood the future
prospects of the opportunities of the services by Husys Consulting Limited. By
understanding the opportunities of HR business with SME’s one can easily come up
with a business where one can find a good scope to grow in the HR market. Anyone
can start HR business irrespective of your background in any field.

 It can also be observed that the future of the HR Services in India is increasing and
further the other services of HR Services will also be needed as the Indian SME’s are
developing SME’s and some of the SME’s can also turn into bigger companies in the
future of India.
Chapter 6
Limitations
LIMITATIONS OF THE STUDY

 One of the limitations of the study was that the study was not able to cover a wide
range of case studies because there were not enough time for the project to cover a lot
of services of the case studies.
 The sources of these case studies were limited to interpret the past data from the year
of 2015 or earlier.
 The demand of HR Service: Technology was not there in the SME’s because of their
limited capital structure. The SME’s cannot afford the technology service of the
Husys Consulting Limited as it includes a larger amount of money to be invested in it.
 The sample number of the clients of Husys Consulting Limited was also not a very
large number as Husys Consulting Limited only targets SME’s. Which sometimes are
not very much interested in HR Services because they want profit maximisation rather
than wealth maximisation and because they are more labour intensive than capital
intensive.
Chapter 7
Conclusion
 CONCLUSION OF THE STUDY

It was found out in the study that the demand for the HR Services provided by Husys
Consulting Limited has been increasing through the years of 2015 to 2017. It can be seen
from the bar chart that the demand for HR Operations has been increasing from the year 2015
to 2017. On the other hand the service for HR Consulting provided by Husys Consulting
Limited has only started from 2016 to 2017.

HR Service of operations was the highest because the SME’s being small and medium firms
are among the firms which are the emerging businesses of India and will further contribute to
the economy of India thus they need to have a proper structure of their HR Operations
service. The demand of HR Service: Technology was not there in the SME’s because of their
limited capital structure. The SME’s cannot afford the technology service of the Husys
Consulting Limited as it includes a larger amount of money to be invested in it. Husys
Consulting Limited only targets SME’s which are not very much interested in HR Services
because they want profit maximisation rather than wealth maximisation.
Chapter 8
Suggestions
 SUGGESTIONS FOR THE STUDY

 It can be observed that the future of the HR Services in India is increasing and further
the other services of HR Services will also be needed as the Indian SME’s are
developing SME’s.

 The SME’s should focus more on the technical and future trends of the industries if
they want to survive in the cut throat competition on the national and international
level for the industries.

 The observations of the study are that though the demand for HR service of
technology is not there in the SME’s it will be in the near future as the demand for
technological services are increasing on a global level.

 It can be a turnaround for the Consulting services as the SME’s of India are emerging
and they will further need the Consulting services for the further growth of their firms
and so Husys Consulting Limited should also focus for recruiting more people as a
backup for the Consultation services of their company.
References & Bibliography
 REFERENCES AND BIBLIOGRAPHY

 https://husys.com/
 https://husys.com/about-us/
 https://husys.com/services/hr-consulting-firm/
 https://husys.com/services/hr-operations-services/
 https://husys.com/services/hr-technology-services/
 https://husys.com/case-studies/
 https://husys.com/case-studies/aditya-music-entertainment-industry/
 https://husys.com/case-studies/aveva-software-industry/
 https://husys.com/case-studies/building-blocks-construction-industry/
 https://husys.com/case-studies/hitam-education-industry-case-study/
 https://husys.com/case-studies/intrepid-online-pvt-ltd-e-commerce-industry/
 https://husys.com/case-studies/iriss-tourism-industry/
 https://husys.com/case-studies/sampark-logistics-logistics-industry-case-study/
 https://husys.com/case-studies/steel-carriers-transport-industry-case-study/
 https://husys.com/blogs
Annexure
 ANNEXURE

CASE 1: TRANSITION PHASE OF THE MUSIC INDUSTRY (ADITYA MUSIC/ ENTERTAINMENT)

(OPERATIONS) (2015)

CASE 2: ENGINEERS HIRING SUPPORT (AVEVA / IT COMPANY) (OPERATIONS) (2015)

CASE 3: EXPANSION PHASE- MANPOWER UTILIZATION (BUILDING BLOCKS/ CONSTRUCTION

COMPANY) (OPERATIONS) (2016)

CASE 4: IMPLEMENTATION IN HR DEPARTMENT (HITAM/ EDUCATION SERVICES)

(OPERATIONS) (2016)

CASE 5: MEET THE EMPLOYEE NEEDS (INTERPRID / E-COMMERCE INDUSTRY) (CONSULTING)

(2016)

CASE 6: STANDARDIZATION IN HR DEPARTMENT (IRISS/ TRAVEL INDUSTRY) (CONSULTING)

(2016)

CASE 7: ALIGNING WITH MARKET DEMANDS (JAGDAMBA PEARLS/ RETAIL COMPANY)

(CONSULTING) (2017)

CASE 8: REVOLUTIONIZED FOOD INDUSTRY (MANJILAS/ FOOD SERVICES) (OPERATIONS)

(2016)

CASE 9: ENERGY MANAGEMENT FIRM IN INDIA (NEXTGEN/ ENVIRONMENT CONSULTING)

(OPERATIONS) (2017)

CASE 10: HR MANAGEMENT FOR LOGISTICS INDUSTRY (SAMPARK LOGISTICS/ LOGISTICS

COMPANY) (CONSULTING) (2017)

CASE 11: TRANSPORT INDUSTRY (STEEL CARRIERS/ TRANSPORT INDUSTRY) (OPERATIONS)

(2017)

CASE 12: GLOBAL ON DEMAND HIRE (JAYANTI/ EXPORTING COMPANY) (CONSULTING) (2017)

CASE 13: PROPER SYSTEM TO HANDLE EMPLOYEES (KOSMODERMA/ HOSPITALITY INDUSTRY)

(OPERATIONS) (2017)

CASE 14: STANDARD HR SOLUTION (PRAYAMA BUSINESS/ MANAGEMENT CONSULTING)

(OPERATIONS) (2017)