A Summer Internship Project Report

On
“A STUDY ON CONSULTANCY BUSINESS”
At
HR REMEDY INDIA PUNE)
By
SNEHANKA DAS
MBA-II (MARKETING)
Batch (2018-20)
Under the guidance of Dr.
AMIT MEDHEKAR
Submitted to Savitribai
Phule Pune University
In partial fulfillment of the requirement for the award of
Degree of Master in Business Administration (MBA)

ARIHANT INSTITUTE OF BUSINESS MANAGEMENT

PUNE-411021
 ACKNOWLEDGEMENT

Primarily I would thank God for being me able to complete this project
successfully with in time. Then I would like to thank our project guider and our internal
mentor Dr. Nidhi Molgi whose valuable guidance has been the ones that helped me patch
this project and make it full proof success his suggestion and guidance has served as the
major contributor towards the completion of the project.

Then I would like to thank my organization mentor Mr. Kashish Punjabi who gave
me direction how to complete the project, how to deal with difficult situation. He gave
me the knowledge of all product of Organization due to which it became a very easy for
me to complete this report in a given time period.
 EXECUTIVE SUMMARY

Internship Is Such A Program Which Makes A Student Experiences The Corporate Life For The First
Time. I Was Assigned As Intern Under Market Operation Division And Business Development
Team. I Did My Report on “Sales & Marketing for HR remedy India”. This Report Is Prepared On
The Basis Of My Two-Month Practical Experience At Hr. Remedy India. This Internship Program
Helped Me To Learn About The Practical Scenario Of A Hr. Business Consultation Firm. HR
Remedy India Is A Pune Based HR Consulting, Manpower Recruitment, HR Training And Core HR
Practical Training Firm With An Aim To Provide Value Aided Service To Employers With In-Depth
Understanding Of Their Requirements. There Are Working As A Perfect Bridge Between Employer
And Employee To Fulfill Their Needs By Placing A Best Suitable At Place. We Work For Employer
As Well As Employee To Meet Their HR Functional Need. Their Core Philosophy Is To Establish
Stable, Long Term Relationship With Our Clients, and Customers By Delivering High Quality
Services. There Are Having Dedicated Teams For Each Client Organization. With Right
Combination Of People, Process, Knowledge Sharing And Technology We Provide Cutting Edge,
Outsourcing Solutions; Thereby Ensuring Significant Cost Saving In Long Term. To Get And Retain
Quality Client Have Always Been One Of The Success Key Of Any Organization. They Do Not
Solely Rely On The Commercial Databases But Have Strong Alternate Channels To Get Referrals.
They Have Career Guidance Program Which Offer Complimentary To Individuals. They have
Process Of Careful Evaluation Tests, Candidates On Their Technical Proficiency, Soft Skills, Fit To
A Company Team’s Culture, And Willingness, and Time Frame for Finding a New Position. In
Today’s Rapidly Changing Environment, They Are Committed To Providing Quality and Efficiency
in a Confidential and Knowledgeable Manner to Each And Every Candidate and Client. Their Clients
Rely On Our Ability To Identify Strong Qualified Candidates That Will Meet Needs. Indeed, They
Spend Time With Every Candidate In Person, To Understand Better About Their Skills And Realize
Goals, Then Guide Them Towards The Suitable And Best Job Within Our Clientele. They Have Best
Advanced HR Training And Prefer Practical Methodology For HR Generalist Training, HR Payroll
Training, Core HR Training, HR Recruitment Training. HR Certification Program Is Rated A+ By
AIMA. HR Remedy India Is Best HR Training Firm Recognized By Pune University And Top B-
Schools In Pune.
SR.NO. NAME PAGE NO.

01 CHAPTER 1: INTRODUCTION 03-05

02 CHAPTER 2: COMPANY PROFILE 06-22

03 CHAPTER 3: LITERATURE REVIEW 23-26

04 CHAPTER 4: RESEARCH METHODOLOGIES 27-28

05 CHAPTER 5:DATA SHOCASE MODEL AND INTERPRETATION 29-30

06 CHAPTER 6: FINDINGS 31-35

07 CHAPTER 7:RECOMMENDATION 36

08 CHAPTER 8: CONCLUSION 37

09 CHAPTER 9: LIMITATION 38

10 CHAPTER 10: BIBILOGRAPHY 39

TABLE OF CONTENTS
CHAPTER: 1 INTRODUCTION

Human Resource Management is concerned with human beings, who are energetic
elements of management. The success of an enterprise will depend upon the ability,
strength and motivation of persons working in it. Human Resource Management refers to
systematic approach to problems in any organization. Human Resource Management is
concerned with all aspects of managing the human resources of an organization.

According to Likert “Every aspect of firm’s activities is determined by the competence,

motivation and general effectiveness of its human organization. Of all the tasks of
management, managing the human component are the central and most important task
because all depends upon how well it is done.’’ This quotation sums up the importance of
human component in an organization and need for managing it effectively.

Human Resources are the most important assets of an organization. Its objective
is the maintenance of better human relations in the Organization by the development,
application and evaluation of policies, procedures and
programmes relating to human resources to optimize their contribution towards the
realization of organizational objectives .It is concerned with getting better results with
the collaboration of people.

Human Resource Management has been defined by various eminent authors. Some of
them are mentioned below:-

‘’The policies and practices needed to carry out the people or human resources aspects
of a management position including recruiting, screening, training, rewarding and
appraising.’’

1
 INTRODUCTION TO TOPIC

A consultancy firm is a firm providing placements or job to the individual in a

specific or varied industry. The primary purpose of a consultancy firm is to provide
jobs to the candidates according to their requirements. Consultancy firms in essence
are hired for a variety of purposes starting from something to be as straight forward as
researching a new market, technically challenging as designing and coding a large
manufacturing control system, as sensitive as providing outplacement services for the
HR department, or as a sophisticated as totally rethinking the client’s organization and
strategy. Their expertise in the chosen field not only makes them suitable but also due
to exposure to other clients and similar problems in the same industry aware of best
practices as well as probable solutions. The ultimate aim is to understand the root of
the problem and provide solution that is both cost and time effective and performance
enhancing. The management consultancy industry has seen rapid growth and
development since 1980’s with more than 20% growth rates. And today this sector has
expanded into multiple of branches like:

Information technology consulting

Medical consulting

Human Resources consulting

Financial consulting

Operations consulting

Sales and market research consulting

Strategy consulting

2
On top of the above mentioned divisions, there are consultancy firms which serve
niche sectors like Advertising/Marketing/Public relations consulting,
Environmental consulting, Energy consulting, Consulting in Politics and the Public
Sector, Real Estate consulting etc.

Employment / Placement agencies operate in both the public and private sectors. The
commercial recruitment industry strives to provide a candidate to a client for a price.
Agencies at one end of the spectrum are paid only if they deliver a candidate that
successfully stays with the client beyond an agreed probationary period usually 1 or 3
months. Agencies at the other end charge a retainer to focus on a client's needs and
achieve milestones in the candidate search, and receive a percentage of the candidate's
salary when the candidate stays beyond a probationary period. The agency recruitment
industry is highly competitive, therefore agencies have sought out ways to
differentiate themselves and add value by focusing on a particular part of the
recruitment life cycle. Most agencies provide a broad range of services, and with the
extremes being the traditional providers and the niche operators.
The primary goal of the internship was to get a real time insight into the working
of the organization. The major accomplishment for me during my tenure of two
months internship was to ACQUIRE CLIENT and to learn more about
recruitment process and how it is done for industry in the consultancy. Also I got
to learn about HR consultancy through my study.

3
CHAPTER: 2 COMPANY PROFILE

A company may require a consultant to complete tasks that the internal staff
cannot perform due to lack of expertise, existing commitments, government
regulations, or a need for an unbiased opinion. In such circumstances,
consultants may work alone, with a team, or partner with company employees to
accomplish a wide variety of functional and technical objectives. While
accomplishing these objectives, the consultant might serve as an implementer, an
adviser, a trainer or a publisher.

HR Remedy India is one of the fastest growing HR Consulting, Corporate Training

& Manpower Outsourcing Company in India providing a wide range of HR
solutions specific to the client’s requirements.

HR Remedy India, established in December 2007, within just 10 years has flourished
into a leading Manpower Outsourcing, HR Consulting and Manpower Training
consulting organization with more than 550 clients across the globe. The
organization is offering a range of HR Services like HR consulting, Corporate
training, Payroll Management, Compliance management, RPO, HR Training, Digital
Marketing training, Virtual HR Head Services, Executive coach services and HR
Analytics services in Europe , Middle east ,Singapore , Malaysia & India.

With over 12 years of rich experience in the field of HR & Marketing, the dynamic
young trailblazer Mr. Sachin Patle, founded HR Remedy India, in December 2007,
which is involved in Recruitment, Consulting, RPO, and Training. He is currently
holding the position as CEO & MD of the organization. He has graduated from
Nagpur University with a Bachelor of Pharmacy and has done his Master’s in
Business Management from Symbiosis Institute of Business Management, Pune. His
vision is to provide quality services at affordable prices to all the clients and making
HR REMEDY INDIA as Best HR Consulting and Training Company Globally.
The Well-devised Service Strategies that Aligns with the Core-Business
Resolution

Executive search – HR Remedy India’s search methodology, the mapping system

is extremely strong to get a most appropriate candidate in within time frame. All
CXO level hiring is catered by their senior recruitment team.

HR Practical Training – Very unique and cost-effective training specially designed

for HR students, HR professionals and people who want to enter in to HR field.

RPO for Life Insurance Industry – With the help of Application tracking
system, their expertise in bulk hiring in life insurance Industry that the company
has developed and designed special RPO system for Life Insurance Industry.

HR Analytics – Very unique and special techniques used for analyzing

the employee’s behavior in Recruitment, attrition & PMS.

Virtual HR Head Services (HR Coach) – HR Remedy India is the first

company who started providing virtual HR Head services in India for small and
mid-size companies who don’t want to hire full-time HR head.

“Our Creative & True Business Sense helps us to Provide Complete

Customer Solutions,” says Mr.Sachin Patle
Sachin describes, “I believe, based on quantum principles that our true business scene
is to easily create all we dream for our clients. Our co- creatively concept is
dedicated to Win-Win situation & leading-edge concepts to solve the client’s issues.
We have a team of Expert HR who are empowered & jointly work with clients. We
gently help clients to accomplish their targets on time.”

Some Inventive Steps of HR Remedy India

Today everything in business seems to be about catering ease to the customer.

Advancements have opened a whole slew of doors to do just that, and whoever
provides the most ease will get the most customers. Hard to believe that some
systems, like recruitment, are still lagging innovation-wise and here HR Remedy
India has a lot of Innovative things for HR field.

Provide Legendary Customer Service – The organization treats their clients with
royalty. All clients have an expectation of great services. Around 75% of customers
state that they consider customer service a true test of a company’s competence.
They have discovered the loyalty-generating power of remarkable customer support.

Come Up With Something New – Continue to reinvent the company by

adopting emerging technologies and introducing new processes and solutions. For
example, Virtual HR Head services are not just to cut the companies overhead but
also economical.

Cost-effective Solutions to HR Issues – HR Remedy India believes research &

innovations can help the world if it is available at affordable price, and here they
are always offering affordable solutions for each and every client.
HR Remedy India is a Pune based HR Consulting, Manpower Recruitment, HR
Training and Core HR Practical Training firm with an aim to provide value aided
service to employers with in-depth understanding of their requirements. We are
working as a perfect bridge between employer and employee to fulfill their needs by
placing a best suitable at place. They work for Employer as well as Employee to
meet their HR functional need. Their core philosophy is to establish stable, long term
relationship with our clients, Customers by delivering high quality services. We are
having dedicated teams for each client organization. With right combination of
people, process, knowledge sharing and technology we provide cutting edge,
outsourcing solutions; thereby ensuring significant cost saving in long term.
Get and retain quality client have always been one of the success key of any
organization. They do not solely rely on the commercial databases but have strong
alternate channels to get referrals. We have career guidance program which we offer
complimentary to individuals. Their process of careful evaluation tests, candidates on
their technical proficiency, soft skills, fit to a company team’s culture, and
willingness, time frame for finding a new position. In today’s rapidly changing
environment, we are committed to providing quality and efficiency in a confidential
and knowledgeable manner to each and every candidate and client.
Their clients rely on our ability to identify strong qualified candidates that will meet
needs. Indeed, we spend time with every candidate in person, to understand better
about their skills and realize goals, then guide them towards the suitable and best
job within our clientele.
They have Best Advanced HR Training and we prefer Practical Methodology for HR
Generalist Training, HR Payroll Training, Core HR Training, HR Recruitment
Training. Our HR Certification program is Rated A+ by AIMA. HR Remedy
India is Best HR Training firm recognized by Pune university and top B-Schools in
Pune. Most of the Management Colleges preferred HR REMEDY INDIA’S for Best
Advanced HR PRACTICAL Training is their first choice. We are Famous as HR
Training Institute in Pune.

They started their company as Job Consultancy in 2008 and gradually we entered in
to Payroll Outsourcing, HR Consulting
Services, HR Compliance Management, RPO ( Recruitment Process
Outsourcing ), Corporate Training, HR Practical Training, etc.
In HR Training & Development
Field Our Journey since 2008 to
Till Date
RECRUITMENT PHILOSOPHY

Their Search Process is designed to attract exceptional talent in the shortest possible
time frame .If we all thought recruitment is just getting the right person at right time
at right place and at right price, it’s time we rethink if it’s that simple. Recruitment is
not just getting vacancy filled, in our opinion that is just halfway through recruitment,
because the problems start after that, they are

 Attrition False Commitments Discrepancy in perceived role and responsibility

Increasing Market and opportunities Interpersonal issues with peers and
superiors.
 Work delegated not in tune with the professional interest.

Hence their recruitment philosophy takes into account all these parameters while
hunting a prospective employee for any employer. They at HR REMEDY INDIA
conduct an extensive screening process to ensure the current requirements and
the future anticipated problem, are taken care of.
All candidates are evaluated according to your specific job requirements and the
prospective candidate’s potential & abilities. Reference checks are also done on all
candidates and can be made available on request. They furthermore also do credit and
background checks, should the position require personnel with a clean credit history.
In all their recruitment philosophy is a 360° approach to selling an employer to an
employee and vice versa, Cautious enough not to undersell or oversell anyone and
making the facts as it is available to each so that the relationship of theirs last longer.
They have 5 branches in Pune with all amenities (Training Rooms, Dedicated
workstations, Conference room with projector), We have access of almost all the
job portals available in market (Naukri, Monster, Timesjob.com, shine, Click In,
Indeed, Baba Jobs, LinkedIn etc...) They have our their ATS (Applicant Tracking
System). They have All India Presence with more than 500 + satisfied clients.
Their core team comes to us with Intelligence, Information and Energy. We instill in
them both Passion and Commitment to work effectively. It‟s the teamwork that
enables us to take performance and service to new level of excellence.
They trust in achieving target on time and providing qualitative services to our clients.
They presently achieve this with their team of 70 + dedicated and skilled professional,
who endeavor to go one step beyond the expected.
Providing quality services in affordable prices to their all clients & making HR
REMEDY INDIA a Global company in near future
Franchise:
Franchise is the legal right to carry out a business in accordance with a particular
operational method and under a specific brand. This includes the right to use
trademarks, logos, a business system, operating procedures and marketing
techniques. It can be seen as you working for yourself and running your own
business; however, you go to market with the benefits of a household name and a
dedicated team supporting you with advice and guidance on how to operate
effectively. Franchise is your own Business.
HR Remedy India provides Franchise opportunities in Recruitment Business and
in Training Business. Your low cost investment in our franchise can give you
bigger opportunity to earn more money. Recruitment Franchise is Business
opportunity for HR professionals, Recruiters.

HR REMEDY INDIA will support your business and help you grow with
1)Start-up training and full technical and operational support.
2)Recruiting the team, preparing team structure, hierarchy & salary structure.
3)Providing HR Policies, Training to team, payroll processing, and legal compliance.
4)Share clients across the country.
5)Back office operations – Centralized Invoicing & Collections
6)Operational processes (Reporting formats, database management,
requirement management, incentives etc.)
7)Continuous interaction and guidance on all aspects of running the business
including business development, delivery, finance, manpower issues etc.
8)Share recruitment software ( ATS ) and the on-line database of the company.
9)Share promotional and Branding Material? Ongoing Business
Development guidance and support.
10)Continuous guidance on sourcing against typical requirements (Sourcing
methods, target companies, etc.)
11)Cost Optimization.
12)Dedicated Access to job portals.
13)Infrastructure Guidance- Infrastructural equipment, Office layout plan, etc.
14)Promotional activities for Admissions in Training program ( HR
Training, Personality Development, Digital marketing )
15)Providing study material, Books, promotional leaflets, etc.
Products and Services
HR Remedy India offers various services and Products. Now I am going to
describe some of the products
Provide are as follows:

Recruitment And Staffing

Training in all sector

Payroll Management

Social Media Marketing

Certification and Many Other HR Function

 Recruitment And Staffing

The process of recruitment and staffing constitutes the means by which businesses find
employees. Recruitment occurs at various times in a company's life, although most
intensively when a new business starts or when an existing business undertakes
expansion or new directions. The process begins with extensive planning that goes on
behind closed doors and continues through recruitment, interviews and staff selection. A
handful of options exist for small businesses involved in the recruitment and staffing
process. The recruitment and staffing process begins with extensive planning. Before
commencing the actual recruitment and hiring of employees, a business must identify its
employee needs, including the type and number of employees it wants and can afford.
Types of employees include actual positions --- IT, legal, front desk --- as well as desired
education, experience, employment history and age demographic. Working with its
employee budget, a company decides how many employees it can afford based on
contemporary market salary averages and considerations such as full-time vs. part-time
employees, benefits packages and experienced vs. inexperienced employees. Initial
planning requires a pragmatic assessment of what a business needs and the type of
employees it can attract. The identification and use of recruitment channels begins after
a business creates a basic framework regarding its employee wants, needs and budget.
Myriad recruitment channels exist, including overseas outsourcing, Internet job boards,
internal reorganization, employee recommendations,
campus recruiting campaigns and online tools such as social networking sites, blogs
and Craigslist. According to the authors of "Management: Current Practices and
New Directions," social networking sites provide increasingly important recruitment
tools, while traditional methods of recruitment such as print ads and job fairs prove
less effective in the digital world. Upon identifying the ideal recruitment channels
for a business' wants and needs, recruiters use those channels to collect resumes,
identify job candidates and arrange interviews.

 Training in all Sectors

Training is teaching, or developing in oneself or others, any skills and knowledge that
relate to specific useful competencies. Training has specific goals of improving one's
capability, capacity, productivity and performance. It forms the core of
apprenticeships and provides the backbone of content at institutes of technology (also
known as technical colleges or polytechnics). In addition to the basic training required
for a trade, occupation or profession, observers of the labor-market recognize as of
2008 the need to continue training beyond initial qualifications: to maintain, upgrade
and update skills throughout working life. People within many professions and
occupations may refer to this sort of training as professional development.
Recruitment and staffing prove especially important for small businesses. The success
of a limited-income venture often depends upon the performance of the staff. Hiring
the right staff might mean success and expansion, while hiring the wrong staff puts a
business back at square one.
A number of recruitment and staffing agencies exist, including temp agencies, which
identify temporary employees and potential temp-to-permanent employees, and
standard recruitment and staffing agencies. Standard staffing agencies undertake the
entire recruitment and staffing process for a business, from initial planning to final
hiring. International staffing agencies offer the option of outsourcing, although this
rarely serves a practical purpose for a small business. Alternate options include
purchasing recruitment and staffing software, which business owners can use in place
of a recruitment agency, and hiring HR staff to perform this function
Payroll Management

While payroll deals with compensating employees, human resources take care of
employee relations. Although the two departments have distinct roles in an
organization, they also share functions that are crucial for the organization’s success.
Integrating human resources and payroll can reduce paperwork, allows automatic
updating and reduce difficulty in providing consolidated reports. Payroll refers to the
process by which employees receive their salary. Functions involve balancing and
reconciling payroll data and depositing and reporting taxes. The payroll department
takes care of wage deductions, record keeping and verifying the reliability of pay
data. The payroll department delivers payroll checks, maintains compliance with tax
laws, records paperwork for new hires and edits existing employee files. Payroll
professionals are also responsible for calculating reimbursements, bonuses, overtime
and holiday pay. Managing people within the organization, the human resources
department aims to bring out the best in employees, thus contributing to the success of
the organization. The primary responsibility of the human resources department is to
hire new employees, and this involves attracting the right candidates for available
positions. After they bring on new employees, HR professionals must make sure the
employees deliver according to expectations. The HR department is also responsible
for motivating employees, and to this end, they reward employees by developing
compensation packages that may include holiday or midyear bonus awards and salary
increments. HR also develops training programs and ensures that employees follow a
general direction by reminding them of the organization’s goals. Many payroll
activities are related to HR issues so the payroll and human resources departments
must coordinate shared functions. This includes recruitment, salary increases, bonus
payments, benefit deductions, vacation leaves and firing employees. The human
resources department must be sensitive to the time devoted to payroll processing
because as the champion of
Cutting pay cheque is just the inaugural event of the long and important process . It’s
not only a responsibility but a legal liability. To deal with the hassle of numerous
transactions, complicated regulations, it’s only fair to take expert help. At Hr. remedy
india, with our end-to-end Payroll processing services keep more than 120000
employees happy per month by providing 100% error free pay cheque s on or before
time. Through our robust processes, employee query support and exhaustive reports
and analytics, we travel extra miles to keep our customers and their employees
delighted. We are one of the first Integrated HRO players to be accessed on SSAE 16.
With our lean processes backed up by world class technology platform we provide a
payroll service that is Cost Effective, efficient, flexible, confidential and secure.
The payroll and HR departments are also privy to confidential employee data, including
financial information, social security numbers and home addresses. The two
departments must work together to ensure that this information doesn’t fall prey
to unauthorized individuals or companies.

Payroll functions are covered by either the finance department or human resources
department in most organizations. Essentially, payroll is number-driven and calls
for knowledge of tax laws and accounting. Thus, many respondents believe it
should be positioned with the finance department.

At the same time, payroll is also considered a function of HR because it pays and
deals with people. Take, for example, maternity pay. The HR side is that the company
must preserve the employee’s rights and abide by federal and state anti-
discrimination and maternity laws. At the same time, the employee must receive
compensation, a finance function, in accordance with the company’s policies.

Social Media Marketing

Social media marketing, or SMM, is a form of internet marketing that involves

creating and sharing content on social media networks in order to achieve your
marketing and branding goals. Social media marketing includes activities like posting
text and image updates, videos, and other content that drives audience engagement,
as well as paid social media advertising.
Certification and Many Other HR Function

They help companies HR to learn current laws and regulations related to labor law,
PF laws, EPFO Regulations and procedures. They help companies HR at time of
employee Appraisal, Benefit and Compensations also managing HR Payroll. Also
they provide Advanced Certifications for HR... they provide 100 %Job Assistant and
professional help to find HR job in IT, Manufacturing , Pharmacy, Healthcare, EPC,
Engineering, Telecom, Banking, Insurance sectors. If you are fresher or experienced
looking for a job they can help you discover right job related to your skills. HR
REMEDY INDIA, HR certification course is one of the best HR Certifications
available for HR professionals in India. Students from different universities, different
management colleges and working professionals in HR field have proved that HR
Remedy India’s training course is “Best HR Certifications” in India. To become
generalist HR you have to go through all 3 modules of hr. training which they provide
in our HR certification course. As they develop our HR Certification Training concept
for MBA HR students, now they are getting lot of other MBA’s, graduates , working
professionals who want to go for such job oriented training in HR field . HR
Certification Training for HR professional is very unique certification course where
they learn about advanced HR rules, payroll rules, recruitment concepts, Compliance
and recent changes in PF Act... Lot of graduates, MBA’s have question in mind that
which courses in HR are more suitable for their future, as there are lot of courses in
HR available in market! They as a HR company and HR consulting firm can guide
you to go for HR Remedy India’s HR Course which is designed & crafted for HR
professionals. HR REMEDY INDIA is best Training Institute for HR professionals
who are searching for short term HR courses in Pune. Short term HR course is very
profitable for people who want to learn HR practically; this 2 month course can give
you good job in HR field. Students who have done BBA, MBA and want to pursue
HR carrier are generally come for short term HR courses in Pune .Many universities
offer 2 year full time HR Courses, 2 year part time MBA HR courses, but these all are
theoretical base studies. they at HR REMEDY INDIA offer HR courses with 100%
practical knowledge, where chances of getting placements are more. HR Remedy
India’s HR Training Course is top among all HR Courses available in market.
Following are the companies where their HR candidates are working and have been
placed:
1. TCS
2. Mahindra & Mahindra
3. HCL Technologies
4. HDFC Bank
5. Oracle
6. Evolve Technologies
7. General Motors
8. Future Group
Five major challenges faced by the HR Remedy India
1. Changing client behavior
Corporate buyers of professional services have become more demanding, pushing
back against concepts such as billable hours, and requiring fixed fees and with greater
transparency on costs. In an increasingly agile environment, intensified by rapid
digital innovation, clients now expect more value, a higher quality of work, and a
faster delivery of solutions and services.
2. Profitability
As clients are more willing to shop around for consulting services, they
understandably hold more sway than in the past, and are demanding greater value and
flexibility at lower prices. In Delta’s survey, 54% of chief operating officers said their
biggest challenge caused by “changing client behavior” was that of providing more
value at the same cost.
3. New competition
Buoyed by innovative new technologies enabling them to do more with less, new
players are entering the consulting market, and alternative, digital-savvy business
structures are being deployed. In Delta’s survey, 55% said that addressing the
increasing competition in the sector was a major business priority, while 33% of chief
operating officers said “defining competitive advantage” was among their top three
priorities for the next five years.

4. Project complexity
Consulting firms are facing an increasingly complex macro macro-environment in
which they must continue to provide the best advice. The global nature of the industry
adds to the problem, as firms deliver more projects overseas, in many cases also
working with subcontractors, partner companies and/or independents. Delivering a
project itself is not the issue – the challenge is doing so faster, more efficiently and to
tighter budgets, while continuing to satisfy customer needs.
Complexity is also rising because clients are gaining better insight into their projects
and demanding more control. The evolution of mobile technology has, for instance,
caused a seismic shift in the sector, enabling stakeholders to gain instant access to
project information on the go. It presents project managers with the challenge of
staying on top of their projects within a more dynamic data environment. Project
complexity comes with a cost.
CHAPTER: 3 LITERATURE REVIEW
The process of establishing a new business is preceded by the resolution to select
entrepreneurship as an occupation. This calls for recognizing lucrative business ideas
upon a meticulous evaluation of the entrepreneurial prospects. Creation of business
ideas is not sufficient; they must be tested on techno -fiscal, economic and authorized
viewpoints.

Below is the sequence of standard format which should be followed while planning
for any new business –

 Background of the business.


 Customer's profile

Long and short term Corporate Objectives.

To perform a viability assessment of the proposed new business ideas in terms of
marketability, technical feasibility, financing and authorities. 
 

  To be able to prepare a relevant business plan. 

 To recognize fundamental start up issues. 
Market Analysis



  Brief discussion on the type of market, chief influencers, players, etc. 

  Market description
  Reasons for starting business in a particular market. 
  Target clients
  Advantages of the services offered by the new business. 
  Market consumption patterns.
  Past and existing supply location.
  Production prospects and limitations.
 Exports and Imports.












Client behavior, purposes, intentions, impetus, approaches, inclinations and
needs.
Supply network and marketing rules formulated by the government.
Government and technical limitations imposed on the promotion of the product.

Investment expenditure and value of the entire project.

Methods of investment.
Anticipated productivity.
Money flows of the project report.
Investment value evaluated in context of different points of merit.
Estimated financial ranking.

Marketing
Assessment

PRODUCT

PRICE

PLACE

PROMOTION

Operational Plan
 Business models
 Production of goods and services.
 Financial Plan
 Management Structure
 Business structure (Ownership, staff, etc.)
In order to attract people for jobs, the organization must communicate the position in
such a way that job seekers respond. To be cost effective, the recruitment process
should attract qualified applicants and provide enough information for unqualified
persons to self-select themselves out. The term “HR Recruiter” may sound redundant,
as both human resource managers and recruiters both find job candidates and get them
hired, this job is very specific. Recruiters will work from resumes or by actively
soliciting individuals qualified for positions. A recruiter’s job includes
Reviewing candidate’s job experience
Negotiating salaries
Placing candidate’s in agreeable employment positions.
Recruiters typically receive a fee from the hiring employers. The search process in
employee recruitment can be lengthy and varies in its complexity and scope. Based on
a client's expectations and specifications, the following steps are taken that should be
performed by an employment agency providing recruitment solutions on behalf of the
client company:
Performing extensive research and networking.

Doing media and web advertising.

Performing assessments, evaluations and interviews with potential candidates.

Facilitating personality profiling to determine the correct fit for the individual
and the company.

Negotiating on behalf of clients and candidates.

Preparing and counseling candidates.

Scheduling and preparing clients and candidates for interviews.

Performing reference checks, and credit checks when required.

Ensuring continuous follow-through after a placement.

Working of the recruitment agency ideally involves the

following steps:
1) Client need assessment:
Define objectives and specifications.
Understand client’s business and culture.
Understand the job/positions specifications.
Understand roles and responsibilities of the prospective candidates.
Develop a search plan and review with the client.
2) Candidate identification:
Identify target sources.
Extensive organization mapping, research and database search of the profile.
3) Candidate assessment and presentation:
Screen and evaluate candidates.
Personal interviews with candidates wherever possible - assess skills, interest
level and culture fit.
Discuss the shortlist with the client and send resumes.

4) Candidate interview, selection and presentation of offer:

dback.

5) Closure & Follow up:

Negotiate offer acceptance.
Execute reference check, compensation & job level discussions.
Coordinate joining formalities and on boarding as per predefined date.
Closing interview to understand client’s level of satisfaction.
CHAPTER: 4 RESEARCH METHODOLOGY

Research methodology is the process used to collect information and data for the
purpose of making business decisions. The methodology may include publication
research, interviews, surveys and other research techniques.

Research Design

A research design serves as bridge between what has been established (the
research objectives) and how to accomplish these objectives. In fact, the
research design is the conceptual structure within which research is
conducted; it constitutes the blueprint for the collection, measurement and
analysis of data. More explicitly, the design decisions happen to be in
respect of;

What is the study about?

Why is the study being made?
Where will the study be carried out?
What type of data is required?
Where can be the required data found?
What period will the study include?
What will be the sample design?
What technique of data collection will be used?
How will the data be analyzed?
In what style will the report be prepared?

The function of research design is to provide for the collection of relevant

evidence with minimal expenditure of effort, time and money. But how all
these can be achieved depends on the research purpose.

Research Type

In this report I have used Descriptive research technique.

Descriptive research includes surveys and fact-finding enquiries of different

kinds. The major purpose of descriptive research is description of the as it
 exists at present. The main characteristic of this method is that researcher
has no control over the variables.
Sources of data collection

PRIMARY DATA is the data which has been collected through

personal contact..
Through personal Interaction- In personal interaction data Is collected
by face to face contact.
SECONDARY DATA is the data which are available in the form
of fact and figures. The sources of secondary data are;
 LINKEDIN

 NAUKRI.COM

 HR REMEDY INDIA 11 YEARS OF DATABASE

Data Collection Tools

For my survey I have used-

 Pie Chart

 Graphs

Method of data collection

For my report I have collected the data from many websites and
personally connecting to the respondent.
CHAPTER: 5 DATA SHOWCASE MODEL AND INTERPRETATION
CHAPTER: 6 FINDINGS

Job Consultancies play a very crucial role in providing the manpower to the
companies PAN India and Abroad. Consultancies are compensated with their
Consultation Fees. This consultation fees can be a percentage of the CTC (ranges
from 4%–22%), fixed amount based on the level of the
position(Junior/Mid/Senior/CXO,etc.). The Consultancies use various Job Boards/
Portals/ Social Media/Advertisements to search for the potential candidate to fulfill
the requirement. Coming to the second part of the Question, Consultancies work very
rigorously to place the candidates in the companies. The services provided by the
Consultancies to the companies according to the nature of the requirement to get the
right candidate are:

 RPO (Recruitment Process Outsourcing)

 Temporary Staffing
 Permanent Staffing (Junior to Executive level)
 Employee Leasing
 Outplacement Services
 Onsite Recruitment Consulting
ACHEIVEMENTS FROM DATA ANALYSIS DURING
INTERNSHIP
1) To convert the normal sized company into client , we need climb the hierarchy of 25-30 HR on
the daily basis.
2) As an intern my main job assigned to me was to generate lead. I have accomplished to on the
daily during my internship to acquire 30-35 potential HR leads of company with employee size
of 1000-5000 employee.
3) My major lead generation of clients includes companies like AMDOCS, REDHAT, CAPEGEMINI,
ELEKTROBIT, INFOSYS, TATA CONSULTANCY SERVICES, 3I INFOTECH, and may other plus sized
company.
4) My major lead generate and clients acquired :

SR.
NO COMPANY LEAD GENERATED POSITION ACQUISITION
. STATUS

1 WIPRO 50-60 HR LEAD CMO, FINANCE ACQUIRED for

GENERATED including VP OFFICER, CRM, national and
HR and all the executive PROJECT international
HR MANAGER position
including CMO
and CXO
position for
Wipro Taiwan

2 ITC INFOTECH 30-45 HR LEAD Robotics Domain ACQUIRED FOR

GENERATION including all position and NATIONAL
VP HR and Senior HR Data analyst POSITION
manager position BANGLORE

3 TECH MAHINDARA 15-25 HR LEAD including CRM, Floor ACQUIRED FOR

senior HR manager Process Manager, NATIONAL
Operation POSITON PAN
Manager INDIA
If your colleagues consider you to be an expert in your field, and you have long
been the go-to person at your office, starting a consulting business may be a good
idea. Consultants are paid to share their expertise with other individuals and
businesses. Successful consultancies can be financially lucrative and provide
opportunities for positioning yourself as a thought leader within your industry.
What Does a Consultant Do?
A consultant is an expert in her field who provides advice and guidance to companies
and individuals. Unlike an employee, a consultant is hired as a third-party contractor,
and typically works with a business or individual on a short-term or part-time basis to
address specific issues. Some consultants are self-employed, while others may form
partnerships or employ other consultants. As of 2017, consultancies did 150 billion
dollars in business worldwide. Often, however, consultancies operate as small or
medium-size businesses. Sometimes, individuals do consulting work part-time while
also working a full-time job.

Examples
There is a need for consultancy services in a wide range of industries. Here are
some examples:

Management consultant: A management consultant works with companies to

improve their efficacy and profitability. They review a company's business practices
and conduct interviews with key managers and employees to develop a better
understanding of its challenges, strengths and processes. From there, the consultant
makes recommendations to company leadership regarding ways that the company
can improve its operations.

IT consultant: IT consultancies provide information, advice and, in some cases,

labor, to businesses. The involvement that an IT consultant will have with an
organization varies, but may involve assisting non-IT professionals in choosing and
installing hardware and software, assessing the performance of IT operations
within the organization and, in some cases, provide labor in situations when a full-
time staffer is not available.

Industrial-organizational psychology consultant: Industrial-organizational

psychologists specialize in the study of how organizations, such as businesses,
operate. Businesses and other organizations often hire industrial-organizational
psychologists as consultants when it is clear that personalities and leadership
styles may be contributing to low productivity and poor morale.

Online marketing consultant: Online marketing consultants are experts in the ways
that businesses and organizations promote themselves online. Typically, an online
marketing consultant has experience in search engine optimization, email marketing,
content management and social media engagement. Sometimes, the online marketing
consultant may train current staff in these areas, or the consultant may handle all,
or most, online marketing duties for client.

Human resource consultant: Many smaller businesses do not have a full-time

human resources department, or even a full-time HR director. Instead, they may
contract with a human resource consultant who performs work on an as-needed
basis. For example, an HR consultant may recruit and interview job applicants,
advise executives and managers having difficulty with an employee, and handle both
onboarding and off boarding for new and departing workers.

Ergonomics consultant: Repetitive stress injuries and conditions, such as carpal

tunnel syndrome, cost companies a significant amount of money in reduced
productivity and workers compensation claims. More importantly, these injuries
can have a long-term, if not permanent effect on the well-being of employees. An
ergonomics consultant is an expert in designing workplaces that encourage healthy
body movement and reduce the risk of injury.

Why Would Someone Hire a Consulting Firm?

Individuals and businesses hire consultants and consulting firms for many reasons
that range from lack of expertise in a specific area, leadership's desire to improve, to a
crisis within the organization:
Specific knowledge: Occasionally, businesses and organizations find themselves
confronted with a challenge or opportunity that requires the opinion and assistance
of an expert. Consultants can provide this expertise on an as-needed basis.

Third-party intervention: When a business is in crisis, it can be difficult for

owners, managers and senior employees to develop an accurate perspective. It can be
even more difficult to get them to work together to take constructive action. An
experienced consultant can provide crisis management services along with
dispassionate feedback and mediation that can get a company back on track.

New business: New business owners may have good ideas, initiative and even
experience in their industry, but they may not fully understand what it means to
assume full responsibility for running an organization. A consultant who specializes
in startups can help an entrepreneur adhere to best practices in setting up a business.

Underperforming business: Businesses that have a lot of potential sometimes don't

perform as well as they should. A management analyst or business consultant can
evaluate a business and make recommendations that can help improve the
company's prospects.

Cost control: Small and medium-sized businesses may have a limited budget for
staffing. By hiring a consultant for occasional work or to perform specific tasks,
a company can save money while also benefiting from the consultant's labor and
expertise.
Entering a new industry or market: Business owners may engage the services of a
consultant when entering a new industry or market. The consultant can advise the
business owner on best practices while also providing introductions and strategies
that can help make the new venture or direction successful.

Starting a Consulting Company

Many people consider starting a consulting practice after working in an industry
several years. Their reasons for going into consulting can include:

Entrepreneurship: Sometimes, an individual has an entrepreneurial streak and

would like to work for himself. Because he already has knowledge and connections
within his industry, a consultancy may be a safer option than trying to go into an
unrelated business.

Hitting a career wall: Other consultants get their start when they realize that they
have gotten as far as they can in their careers without having to take on a very
different role. For example, an IT professional may face the choice of remaining in
her role as an engineer or admin or moving into executive management, which
means a significant change in job duties. She realizes that she does not want to go
into management, and after crunching some numbers, concludes that she can make
more money as a consultant than she can as an employee.

Need for flexibility: Not everybody wants to or can work a 9-to-5 job. Parents,
caregivers, people with disabilities and many others need or prefer to work a
flexible schedule that allows them to set their own hours and to take on more or less
work to fit with their other responsibilities or limitations.

Specialized expertise or skills: Some consultants have specialized expertise or

skills that are marketable, but that may not lead to a full-time job. For example,
someone fluent in a language or dialect not commonly spoken in the business world
may find that while his language skills won't help him get a full-time job, he can get
hired for plenty of short and medium-term translation and editing projects.
Once you've decided to explore becoming a consultant, there are several things
you can do to help ensure your future success:

Establish yourself in your industry: As a consultant, you will be selling yourself to

clients. To do this, you will need to establish yourself as an expert in your field. Take
into consideration the length of time you spent in your industry, as well as your
educational and professional credentials. Would you hire yourself as a consultant? If
you hesitate to answer that question, consider spending a few more years on the job
or going back to school to get additional training.

Research existing consultancies: As you explore the possibility of starting a

consulting business, do some research on consultancies within your own industry, as
well as outside it. If you plan to begin your practice locally, spend some time learning
whether industry consultants have been successful in your area. After you've done
your research, consider whether small consultancies in your industry are successful.
If they aren't, explore why: If one major consultancy seems to have a lock on the
industry, it can be very difficult for you to get started on your own.

Start part-time: If your current job allows it, try taking on small consulting
gigs. While you may feel a bit overworked, you'll get a chance to understand
what consulting entails while also beginning to develop a client base.

Protect yourself against liability: As a consultant, your clients look to you for
expertise and guidance. If you make a mistake, or your advice doesn't work out, you
may be exposing yourself to potential legal and financial liability. Talk to an attorney
about drawing up contract language that limits your liability and ask about setting up
a legal structure for your business that shields your personal assets. You should also
talk to a business insurance professional who can recommend polices that provide
additional protection.

Get in touch with your network: Let friends and industry colleagues know that you
are starting a consulting business. You may even find that former employers are
eager to become clients.
CHAPTER 7: RECOMMENDATION
During the study of the HR REMEDY INDIA, various areas are found which need to
be improved for efficient and effective working. So, it would be recommended:

More numbers of recruiter should be hired.

Naukri.com job portal should be used for more authenticity
and relevant data.

Proper resources should be there from the time of startup. 

Computerized system for the employees should be in practice
to maintain the database of the candidates. 

Refreshment should be there for the employees during the
calling hours to reduce the stress level. 

Consultancy should be big enough to conduct drives also. 
CHAPTER 8: CONCLUSION
At this moment, it is the end of my project on „Study of a HR Consultancy‟. Now i
have an idea of how a consultancy is started and how it functions. And how
candidates are placed through a consultancy. The consultancy industry currently
represents a highly competitive environment, playing important role in placement.
They have to operate in highly regulated environment; the degree of regulation to a
significant extent depends on the job description provided by the clients. One of the
other regulations for any recruitment firm is price regulation in hiring recruiters. In
conclusion it can be said that

With the rapid growth in the industry, consultancy today is one of the
dominating corporate sectors and their HR policies and practices are accepted
across the world as stable, suitable, efficient and active.
They keep up to date with emerging trends and the HR personnel put in effort
to make all the HR processes fruitful, meaningful and in-line with the job and
the roles being played by the employees.
Running a consulting company isn’t easy. It’s a lot of work, and you have tons
of bosses (each one of your clients is your boss). Although it can pay very well,
at the same time it can be very stressful.
If you want to reduce your stress as a consultant, make sure you learn from
your mistakes and only take on clients you can actually provide results to.








Chapter: 9 Limitation
There are certain limitations of this project report which are listed below.

The study is limited only to the pune region for 2 months of tenure.
The branch was information technology.
No Sample Size taken and inadequate in terms of experience.
CHAPTER: 10 BIBLIOGRAPHY

Books:

Human Resource management by V.S.P Rae

Organizational Behaviors by Robbins, Judge and Zohar

Websites:

https://www.google.co.in/
https://en.wikipedia.org/wiki/Consultant
http://www.wikihow.com/Start-a-Recruiting-Agency
https://en.wikipedia.org/wiki/Business_process_outsourcing