Suryansh Munjal 05090301719

Title of Project Report

(Name of the organization, if any)

Submitted in partial fulfillment of the requirements for

the award of the degree of

Bachelor of Business Administration (BBA)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Renu Sharma Submitted by: Suryansh Munjal

Roll No.:05090301719

Institute of Innovation in Technology& Management, New Delhi– 110058

Batch (2019-2022)

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Suryansh Munjal 05090301719

Certificate

I, Mr. Suryansh Munjal, Roll No. 90301719 certify that the Project Report (BBA-311)

entitled “Study on Human Resource Management Practices” is done by me and it is an

authentic work carried out by me at Dhirati Education. The matter embodied in this project

work has not been submitted earlier for the award of any degree or diploma to the best of

my knowledge and belief.

Signature of the Student Date:

Certified that the Project Report (BBA-311) entitled “study on human resource management

practices” done by Mr./Ms. Suryansh Munjal, Roll No. 05090301719, is completed under my

guidance.

Signature of the guide:

Name of the guide:

Designation:

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Suryansh Munjal 05090301719

ACKNOWLEDGEMENT

I hereby acknowledge all those who directly or indirectly help me to draft the project report. It would not

have been possible for me to complete the task without their help and guidance. I would like to express my

special gratitude to my teacher Ms Renu Sharma who gave me this wonderful opportunity to work on the

topic “Study On Human Resource Management Practices” , which also helped me in learning a lot of new

things. I am really thankful to them.

I am thankful to all those people who cooperated with me. They not only rendered time out of their busy

schedule but also answered my queries without hesitations.

Suryansh Munjal

05090301719

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Table of contents
S No. Topic
1 Certificate (s)
2 Acknowledgement
3 Table of contents
4 Chapter 1: Introduction
5 Chapter 2: research
methodology
6 Chapter 3 Data
Presentation and Analysis
7 Chapter 4 summary and
conclusions
8 Lessons learnt during
summer internship
9 References/Bibliography
10 Appendices

Chapter 1

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Introduction
There is a growing body of evidence supporting an association between what are
termed high performance or high commitment human resource management
(HRM) practices and various measures of organizational performance. However, it
is not clear why this association exists. This paper argues that to provide a
convincing explanation of this association we need to improve our theoretical and
analytic frameworks in three key areas. These are the nature of HRM, and
especially the rationale for the specific lists of HR practices; the nature of
organizational performance; and the linkage between HRM
HRM and performance. A model is presented within which to explore these
linkages. The existing literature on HRM and performance is reviewed in the light
of this analysis to identify key gaps in knowledge and help to focus further the
research priorities.

Objective of the study

 To study recruitment selection policy followed by Dhirati Education.
 To study the various sources of recruitment followed by Dhirati Education.
 To learn what is the process of recruitment and selection that is followed.
 To study the method of Dhirati Education

About the Company

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Dhirati Education is founded by some brilliant and visionary minds (Alumnus of

IIM/FMS/IIT)of our country with a composite experience of 80+ years in training
students for various management entrance examinations. Everyone in the team is a
passionate trainer. So far,more than 10000 of our alumni have passed out from top
colleges across globe and working in the best firms like MNCs,PSUs, Banks and
Central Government division .We wish to form a society where students can get
value for their money and not only a degree. The team has also serviced its
expertise to more than 50 degree (Engineering+ MBA) colleges in India and
abroad. Dhirati Education is present in Middle East and is catering to test
preparation for GMAT, GRE, IELTS, TOEFL and SAT. Innovation through new
ideas and methods forms the core DNA of Dhirati Education the company has been
actively providing educational solutions to its students. The company is now
rapidly expanding its footprints and becoming famous among the students. The
company has slowly inched its way to become the best-selling educational service
company. When it comes to scoring high in examinations, Dhirati provides the
students high quality educational content so as to enable them to get best results in
the examinations. Dhirati contains huge repository of interactive and practical
applications that makes the learning environment exciting for the students.

Commitment towards the students

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Their team offers an ongoing support and advice whenever the student needs it.
Their team keeps you informed about the changes in the exam patterns and molds
their methods accordingly that in turn helps the students to get best results in the
examination.

What makes DHIRATI EDUCATION special?

We deliver advantages that you can use to build a rewarding career.

At DHIRATI, we strongly believe that there is a winner in every student and it just
needs to be identified. We strive endlessly to discover this hidden potential of
every student and work with heart and soul to enable every student to achieve
his/her goal. We make a concerted effort to make a difference to every single
student.

At DHIRATI, we prepare students with subject knowledge as well as the skill to

apply it in various competitive examinations. To be successful, these components
are critical and essential. The academic programs at DHIRATI are rigorous in
which we develop problem analyzing and solving skills in students which makes
even the most arduous problems easy to solve. We create a space for students to
explore their subject knowledge to greater depths. Our faculties stay continuously
updated in this ever-changing competitive environment and design innovative
ways of learning, teaching and testing.

Finally, we help students to objectively evaluate their test results and thus, mirror
their preparation level for them to introspect. Moreover, DHIRATI governs a

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disciplined immaculate system throughout, not only for the students but also for
faculty and administrative staff. Each one at DHIRATI is equally important and
makes his/her own contribution, to the strong and time tested system of DHIRATI.
Once students join DHIRATI, they can be rest assured that they have a secure and
hurdle free path to success.

Vision

To become the best education provider in test preparation industry to fulfill the
dreams of every aspirant for shaping her/his future.

Mission

To continuously provide affordable education to every section of society. To be

with every aspirant always to help them making right decisions in her/his career
paths by following our core values- Honesty, Dedication and Hard Work.

Product range

 CAT  Study Abroad Consulting

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 XAT  SSC
 GMAT  Banking
 GRE  All Government Exams etc
 SAT
 CLAT
 IPM
 BBA
 FD
 HM
 BMS
 IELTS
 TOEFL

The team behind “Dhirati Education”

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We have successfully counseled more than 15,000 students through Career

Workshops and Seminars in last 20 years. Our dedication and hard work has
helped several students to achieve their dreams. Our up -to-date knowledge
about all Career streams, makes us conversant with all types of Careers. Our
team has addressed seminars in various Colleges and schools in Mumbai,
Pune, Dehradun, Nainital area, Dubai, Sharjah and MP. Our team members
have been panelists in numerous academic competitions in schools like
Scindia School, GGHS, IPS School etc. We are in research and development
of making proper mock tests for various competitive exams with analytics to
help the students for getting better scores.

The team behind Dhirati Education has been engaged in providing

counseling to Indian students aspiring to get better jobs with better perks.
Till date we have helped more than 1500 students from various Indian
Schools like IIT Kharagpur, IIT Mumbai, IIT Delhi, NSIT Delhi, DCE
Delhi, IIT Roorkee, NIT Surathkal, IIT BHU, NIT Jalanadhar, SGSITS
Indore, VIT, LSR New Delhi, IIITM Gwalior, IRIMEE (SCRA) etc. We
have always gone an extra mile to help our students get that extra boost and
push as a result, the majority of our students get selected in various
Government sectors.

Size

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As one of the leading one stop solution providers for all the test prep
services, we have successfully counseled more than 15,000 students through
Career Workshops and Seminars in last 20 years.

Recruitment
Perfect matchmaker for talent and job roles We're looking out for
individuals with intensity so intense it converts ordinary beginners into -
masterminds, visionaries and pioneers who can place thoughts into
movement. Whip-savvy, exceptionally energetic people have been the
drivers behind Dhirati Education since it's inception. So come, join and let's
share a trip of taking Dhirati Education to bewildering statures and roaring
success.

ADDRESS Flat No. 22, Second Floor, Near

Tilak Nagar

Metro Gate No. 1

Tilak Nagar Market
Tilak
Nagar, Delhi, India - 110018
Landmark: Above Bata Showroom
CONTACT NUMBER. 8287477876
Email ID Info@dhiratieducation.com
Website Link Info@dhiratieducation.com

Strength

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o Proficient Faculty- Dhirati Education have brilliant and visionary minds,

the teachers are passed out from IIM/ FMS Delhi/ IIT.
o There are 5 venchers-
Dhirati Education
UG Entrance Guru
Clactonic
Global Careers
Carrier Architect
o Superior Infrastructure- Dhirati Education provides India’s best
personalized classrooms. There are only 15 to 20 students in a batch.
o “360 DEGREE APPROACH”- Dhirati Education has uniquely designed
peer to peer marking and mentoring of students.
o Modernized “ADVANCE MATERIALS”- Our study material is well
researched and developed by best experts of the industry.
o Innovative “Success Method” – Unique pedagogy of Dhirati Education:
Learning is not memorizing, but executing accurately.

Opportunities-
o Increased focus on Higher Education- In India, there is an increase in the
demand for higher education or for government exams.
o Online Classes- After the pandemic the world is changed and people
started working from and students started taking classes from home,
Dhirati Education also started giving online classes so there are no
boundaries to learn, Happy Learning.

Chapter 2
Research methodology
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Research design
In this project descriptive research design has been used.

Descriptive research 

is used to describe characteristics of a population or phenomenon being studied. It

does not answer questions about how/when/why the characteristics occurred.
Rather it addresses the "what" question (what are the characteristics of the
population or situation being studied?).[1] The characteristics used to describe the
situation or population are usually some kind of categorical scheme also known as
descriptive categories. For example, the periodic table categorizes the elements.
Scientists use knowledge about the nature of electrons, protons and neutrons to
devise this categorical scheme. We now take for granted the periodic table, yet it
took descriptive research to devise it. Descriptive research generally
precedes explanatory research. For example, over time the periodic table's
description of the elements allowed scientists to explain chemical reaction and
make sound prediction when elements were combined.

Hence, descriptive research cannot describe what caused a situation. Thus,

descriptive research cannot be used as the basis of a causal relationship, where one
variable affects another. In other words, descriptive research can be said to have a
low requirement for internal validity.

SAMPLING TECHNIQUE

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Sampling design is to clearly define set of objectives, technically called the universe to be
studied. This research has infinite set of universes and the sampling design used in this study is
non-profitability sampling-convince sampling.

LIMITATION OF THE STUDY

This study was conducted with less sample size due to time constraint and the
survey was conducted only in Delhi, so the research findings may not be generated.
Some of the customers are reluctant to give full information, this leads to bias and
may not reflect the true picture. The observations are only based on current
situation, as it could change in future.

RESEARCH PROCESS
The research process has four different distinct yet interrelated steps for research
analysis it has a logical and hierarchical ordering.

 Development of appropriate research design.

 Determination of information research problem.

 Execution of research design\

 Communication of results.

Each step is viewed as a separate process that includes a communication of task,

step and specific procedure. The steps undertake are logical, objective, systematic,
reliable, valid and ongoing.

SAMPLESIZE

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I have targeted 20 employees in the age group above 19 years for the purpose of
the research. The target population represents the Delhi City regions. The people
were from different professional backgrounds. The details of our sample are
explained in chapters named primary research where the divisions are explained in
demographic sections.

SOURCES OF DATA COLLECTION

PRIMARY DATA

Primary data was collected through survey method by distributing questionnaires

to human resource interns and their teams. The questionnaires were carefully
designed by taking into account the parameters of my study.

SECONDARY DATA
Data was collected from books, magazines, web sites, going through the records of
the organizations, etc. It is the data which has been collected by individual or
someone else for the purpose of other than those of our particular research study.

SAMPLINGPLAN
SAMPLING PLAN: Unit was also 20 respondents of Dhirati education Work area:
Delhi city, Tilak Nagar, Delhi-110018

Sampling unit: Individual owners of Dhirati Education.

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Conceptual framework

Recruitment

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Recruitment is hiring of employees from outside. Recruitment has been regarded

as the most important function of the HR department, because unless the right type
of people is hired, even the best plans, organization charts would not do much
good. Recruitment is the discovering of potential applicant for actual or anticipated
organizational vacancies. Accordingly, the purpose of recruitment is to locate
sources pf manpower to meet the job requirements and job satisfaction.

It is defined as a process to discover the sources of manpower to meet the

requirements of staffing schedule and to apply effective measures for attracting the
manpower to adequate number to facilitate effective selection of an effective
workforce. Yoder points out that recruitment is a process to discover the sources of
manpower to meet the requirement of the staffing schedule and to employee
effective measures to attracting that manpower in adequate number to facilitate
effective selection of an effective workforce. It is the process of finding and
attracting capable applicants for employment. The process begins when new
recruits are sought and ends when their application are submitted. The result is a
pool of applicants from which new employees are selected.

Recruitment procedure

 Man power requisition

 Form requirement

 Plan budget

 Sourcing

 Selection process

 Joining

Methods of recruitment

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 DIRECT METHOD

In this method, the representatives of the Organization are sent to the potential
candidates in the educational and training institutes. They establish contacts with
the candidates’ seeking jobs. These representatives work in cooperation with
placement cells in the institutions Persons pursuing management; engineering,
medical etc. programs are mostly picked up in this manner. Sometimes, some
employer firms establish direct contact with the professors and solicit information
about students with excellent academic records. Sending the recruiter to the
conventions, seminars, setting up exhibits at fairs and using mobile office to go to
the desired centers are some other methods used to establish direct contact with the
job seekers.

 INDIRECT METHOD

Indirect methods include advertisements in newspapers, on the radio and

television, in professional journals, technical magazines etc.

This method is useful when:

Organization does not find suitable candidates to be promoted to fill up the higher
posts

(ii) When the organization wants to reach out to a vast territory, and

(iii) When Organization wants to fill up scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the
Organization, or the skill sought by the more sophisticated one, the more widely
dispersed advertisement is likely to be used to reach to many suitable candidates.
Sometimes, many organizations go for what is referred to as blind advertisement in
which only Box No. is given and the identity of the Organization is not disclosed.

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THIRD PARTY

These include the use of private employment agencies, management consultants,

professional bodies/associations, employee

referral/recommendations, voluntary Organizations, trade unions, data banks, and

labor contractors etc., to establish contact with the job- seekers. Now, a question
arises: which particular method is to be used to recruit employees in the
Organization? The answer to it is that it will depend on the policy of the firm .

SELECTION
Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means weeding out
unsuitable applicants and selecting those individuals with prerequisite
qualifications and capabilities to fill the jobs in the organization.

Selection Requirements

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The requirements for a selection system are knowledge, skills, abilities, and other
characteristics, collectively known as KSAOs. Personnel-selection systems employ
evidence-based practices to determine the most qualified candidates, which can
include both new candidates and individuals within the organization.

Common selection tools include ability tests (cognitive, physical, or

psychomotor), knowledge tests, personality tests, structured interviews, the
systematic collection of biographical data, and work samples. Development and
implementation of such screening methods is sometimes done by human resources
departments. Some organizations may hire consultants or firms that specialize in
developing personnel-selection systems rather than developing them internally.

Process of selection.

The selection procedure comprises of following systematic steps.

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Preliminary Interview

The preliminary interview is also called as a screening interview wherein those candidates are
eliminated from the further selection process who do not meet the minimum eligibility criteria as
required by the organization. Here, the individuals are checked for their academic qualifications,
skill sets, family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable candidates very much
before proceeding with a full-fledged selection process.

Receiving Applications:

Once the individual qualifies the preliminary interview he is required to fill in the application
form in the prescribed format. This application contains the candidate data such as age,
qualification, experience, etc. This information helps the interviewer to get the fair idea about the
candidate and formulate questions to get more information about him.

Screening Applications:

Once the applications are received, these are screened by the screening committee, who then
prepare a list of those applicants whom they find suitable for the interviews. The shortlisting
criteria could be the age, sex, qualification, experience of an individual. Once the list is prepared,
the qualified candidates are called for the interview either through a registered mail or e-mails.
Employment

Tests

In order to check the mental ability and skill set of an individual, several tests are conducted.
Such as intelligence tests, aptitude tests, interest tests, psychological tests, personality tests, etc.
These tests are conducted to judge the suitability of the candidate for the job.

Employment Interview:

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The one-on-one session with the candidate is conducted to gain more insights about him. Here,
the interviewer asks questions from the applicant to discover more about him and to give him the
accurate picture of the kind of a job he is required to perform. Also, the briefing of certain
organizational policies is done, which is crucial in the performance of the job. Through an
interview, it is easier for the employer to understand the candidate’s expectations from the job
and also his communication skills along with the confidence level can be checked at this stage.

Checking References:

The firms usually ask for the references from the candidate to cross check the authenticity of the
information provided by him. These references could be from the education institute from where
the candidate has completed his studies or from his previous employment where he was formerly
engaged. These references are checked to know the conduct and behavior of an individual and
also his potential of learning new jobs. 3.

Medical Examination:

Here the physical and mental fitness of the candidate are checked to ensure that he is capable of
performing the job. In some organizations, the medical examination is done at the very
beginning of the selection process while in some cases it is done after the final selection. Thus,
this stage is not rigid and can take place anywhere in the process. The medical examination is an
important step in the selection process as it helps in ascertaining the applicant’s physical ability
to fulfill the job requirements.

Final Selection:

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Finally, the candidate who qualifies all the rounds of a selection process is given the
appointment letter to join the firm. Thus, the selection is complex and a lengthy process as it
involves several stages than an individual has to qualify before getting finally selected for the
job.

Difference Between Recruitment and Selection

1. Both recruitment and selection are the two phases of the employment process. The differences
between the two are: 1. Recruitment is the process of searching the candidates for employment
and stimulating them to apply for jobs in the organization whereas selection involves the series
of steps by which the candidates are screened forchoosing the most suitable persons for vacant
posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more employees to apply
in the organization WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e.
encouraging more and more employees to apply WHEREAS selection is a negative process as it
involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the
sources of human resources WHEREAS selection is concerned with selecting the most suitable
candidate through various interviews and tests

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Chapter 3
Data Analysis and interpretation.

What form of interview have you given?

Factor Respondent (% of respondent)
Personal interviews 7 20%
telephonic 14 40%
Video conferencing 14 40%

Forms of interview

20% pi
VC
40% Telephonic

40%

Interpretation
40% Gave interviews through video conferencing. 40% of the respondents gave telephonic
interviews. Whereas only 20 % of the respondents gave telephonic interviews.

How is the induction carried out by Dharati Education?

Factor Respondent (% of respondent)

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Good 11 30%
Very good 17 50%
Can’t say 7 20%
Total 35 100%

40

35

30

25

20

15

10

0
good very good can't say total

. . ..

Interpretation
From the above Graph it shows that the 50% of respondents say very good 30% say good and
20% respondents can’t say for the induction carried out from Education.

What are the preferred sources of recruitment and selection?

Factor Respondent (% of respondent)
Internal 0 0%
External 0 0%
both 35 100%
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Total 35 100%

Number of Respondent

internal
external
both
total

Interpretation
100% of the respondents say that they prefer both internal as well as external sources of
recruitment.

Did you find any biasness in the recruitment and selection process of Dhirati
Education?
Factor Respondent (% of respondent)
no 7 20%
yes 28 80%

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Total 35 100%

40

35
35

30
28
25

20

15

10

5 7

0
Yes No Total

Interpretation

80% of the respondents say that they didn’t find any biasness in the recruitment and selection
process of Dhirati Education whereas 20 % of the respondents find biasness in the process.

How do you rate the HR practices of the company?

Factor Respondent (% of respondent)

Very Good 17 50%
Good 11 30%
Average 4 11%
Bad 3 9%
Total 35 100%

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No of Respondents

9%
Very Good
11%
Good
Average
50% Bad

30%

Interpretation

30% of the respondents say that HR practices of the company are good and 50 % of the
respondents think it is very good whereas 11 % say it is average and inly 9% of the respondents
say it is bad.

Do you think that the criterion of shortlisting of candidates used by Dhirati Education is
satisfactory?

Factor Respondent (% of respondent)

Satisfactory 28 80%
Non satisfactory 3 9%
Can’t say 4 11%
Total 35 100%

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No of respondents

satisfactory
Not satisfactory
can't say
total

Interpretation

The study reveals that at Dhirati Education 80 % of the respondents think that the criterion of
shortlisting of candidates used by Dhirati Education is satisfactory. 9% of candidates are not
satisfied with the criterion of shortlisting of candidates used by Dhirati Education.

Results and findings

 40% Gave interviews through video conferencing. 40% of the respondents gave
telephonic interviews. Whereas only 20 % of the respondents gave personal interviews.

 50% of respondents say very good 30% say good and 20% respondents can’t say for the
induction carried out from Education.

 100% of the respondents say that they prefer both internal as well as external sources of
recruitment.

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 80% of the respondents say that they didn’t find any biasness in the recruitment and
selection process of Dhirati Education whereas 20 % of the respondents find biasness in
the process.

 30% of the respondents say that HR practices of the company are good and 50 % of the
respondents think it is very good whereas 11 % say it is average and inly 9% of the
respondents say it is bad.

 The study reveals that at Dhirati Education 80 % of the respondents think that the
criterion of shortlisting of candidates used by Dhirati Education is satisfactory. 9% of
candidates are not satisfied with the criterion of shortlisting of candidates used by Dhirati
Education.

Chapter 4
Conclusions

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31