Acknowledgement

This project bears the imprint of many people who have assisted me

in the successful completion of this report. I wish to express

my sincere gratitude HR Department at SBPDCL and

acknowledge the contribution of all the people who took active part

and provided valuable support to me during the course of this

project With due reverence, I acknowledge the valuable support of

sir, Amlesh Kumar Mentor”, for giving me the opportunity to add

to my knowledge reservoirs. Lastly, I would like to thanks to the

ALMIGHTY and my parents for their moral and financial support

and my colleagues with whom I shared my day-to-day experiences

and received lots of suggestions that improved my work quality.

 Content

Chapter-1

1.1 Declaration

1.2 Certificate

1.3 Perface

1.4 Acknowledment

Chapter -2

2.1 Introduction

2.2 Background

2.3 Scheme

2.3 National Electricity policy plans

2.5 Distribution of Electricity

2.6 Profile of SBPDCL

Chapter-3

3.1 Overview of HR division

3.2 Job satisfaction

3.3 Job satisfaction defined

3.4 Technology development and R&D

3.5 Scope of HR Department

3.6 Process of HR planning

3.7 Training and development

3.8 Concussion
 INTRODUCTION

Bihar State Electricity Board (“Board” or “BSEB”) originally constituted on 1 st April 1958

Under Section 5 of the Electricity (Supply) Act, 1948 and was engaged in the management

Of electricity generation, transmission, distribution and related activities in the State of

Bihar.

Under the new ‘Bihar State Electricity Reforms Transfer Scheme 2012’, the BSEB has

Been unbundled into five companies:

a. Bihar State Power (Holding) Company Limited (BSPHCL),

b. Bihar State Power Transmission Company Limited (BSPTCL),

c. Bihar State Power Generation Company Limited (BSPGCL),

d. South Bihar Power Distribution Company Limited (SBPDCL),

e. North Bihar Power Distribution Company Limited (NBPDCL)

With effect from 1st November’ 2012 vide notification no.

Dated 30.10.2012.

a) “Bihar State Power (Holding) Company Limited” means the Company that owns

Shares of newly incorporated reorganized four companies i.e., Bihar State Power

Generation Company Limited, Bihar State Power Transmission Company Limited,

South Bihar Power Distribution Company Limited, and North Bihar Power

Distribution Company Limited.

b) “Bihar State Power Generation Company Limited” means the Generating

Company to which the Generating Undertakings of the Board were transferred in

accordance with this Scheme.

c) “Bihar State Power Transmission Company Limited” means the Transmission

Company to which the Transmission Undertakings of the Board were transferred in

d) “South Bihar Power Distribution Company Limited” And “North Bihar Power

Distribution Company Limited”, collectively mean the Distribution Companies, to

Which the Distribution Undertakings of the Board were transferred in accordance

With this Scheme.

SCHEME
This Petition is being submitted separately by South Bihar Power Distribution Company

Bihar, CM Nitish Kumar on Saturday launched a series of power projects worth Rs 4,855.37 crore

through video-conferencing from ‘Nek Samvad’Bihar, CM Nitish Kumar on Saturday launched a series

of power projects worth Rs 4,855.37 crore through video-conferencing from ‘Nek Samvad’.

Of the total amount, Rs 3,130.54 crore was spent on replacing rickety and old electrical wires in different

parts of the state.

Addressing the inaugural event, CM said the state government’s programme to provide electricity

connection to all households under the ‘Har Ghar Bijli Lagataar’ programme ended in October, 2018; two

months prior to the deadline for completing the project in December 2018; and all rickety wires across the

state were replaced by the end of December, 2019.

“Now, I wish that all consumers must be provided a pre-paid meter so that the frequent complaints

regarding overbilling becomes a thing of the past. Once, a pre-paid meter is installed, people will use

electricity as per their requirement and recharge their meter in advance as they recharge pre-paid mobile

phone connection. Then, there will be no complaints over billing,” Nitish said and asked the power

officials to expedite the ongoing work of providing pre-paid meters to all consumers.

Background
South Bihar Power Distribution Company Limited (SBPDCL) is a public sector

undertaking (PSU) controlled by the Government of Bihar. It was formed on 1

November 2012 under section 14 of the Electricity Act of 2003, and is the successor

to the erstwhile Bihar State Electricity Board.[1]

South Bihar Power Distribution Company Limited

दक्षिण बिहार पावर डिस्ट्रिब्यूशन कंपनी लिमिटे डTypeGovernment ownedIndustryElectricity

distributionFoundedNovember 01, 2012 (Carved out of BSEB)HeadquartersPatna, Bihar,

India

Area served :-

17 districts of south Bihar list.

Patna

Nalanda
Gaya

Bhagalpur

Lakhisarai

Jehanabad

Aurangabad

Buxar

Bhojpur

Rohtas

Arwal

Munger

Banka

Nawada

Jamui

Sheikpura

Kaimur

Sanjivan Sinha Chairman cum Managing Director of products Electricity parents

government of Bihar website.

NATIONAL ELECTRICITY PLAN

3.1 Assessment of demand is an important pre-requisite for planning capacity addition.

Section 3 (4) of the Act requires the Central Electricity Authority (CEA) to frame a

National Electricity Plan once in five years and revise the same from time to time in

accordance with the National Electricity Policy. Also, section 73 (a) provides that

formulation of short-term and perspective plans for development of the electricity

system and coordinating the activities of various planning agencies for the optimal

utilization of resources to subserve the interests of the national economy shall be one

of the functions of the CEA. The Plan prepared by CEA and approved by the Central

Government can be used by prospective generating companies, transmission utilities

and transmission/distribution licensees as reference document.

3.2 Accordingly, the CEA shall prepare short-term and perspective plan. The National

Electricity Plan would be for a short-term framework of five years while giving a 15

year perspective and would include:

Short-term and long term demand forecast for different regions;

Suggested areas/locations for capacity additions in generation and transmission keeping

in view the economics of generation and transmission, losses in the system, load

centre requirements, grid stability, security of supply, quality of power including voltage

profile etc. and environmental considerations including rehabilitation and resettlement;

Integration of such possible locations with transmission system and development of

national grid including type of transmission systems and requirement of redundancies;

and

Different technologies available for efficient generation, transmission and distribution.

Fuel choices based on economy, energy security and environmental considerations.

3.3 While evolving the National Electricity Plan, CEA will consult all the stakeholders

including state governments and the state governments would, at state level, undertake

this exercise in coordination with stakeholders including distribution licensees and

STUs. While conducting studies periodically to assess short-term and long-term

demand, projections made by distribution utilities would be given due weightage. CEA
will also interact with institutions and agencies having economic expertise, particularly

in the field of demand forecasting. Projected growth rates for different sectors of the

economy will also be taken into account in the exercise of demand forecasting.

th th
3.4 The National Electricity Plan for the ongoing 10 Plan period and 11 Plan and

th th th
perspective Plan for the 10 , 11 & 12 Plan periods would be prepared and notified

after reviewing and revising the existing Power Plan prepared by CEA. This will be

done within six months.

Job Satisfaction
The relation between man and work has always attracted the attention of philosophers, scientists

and novelists. A major part of man’s life is spent in work. Work is a social reality and social

expectation to which men seems to conform. It not only provides status to the individual but also

binds him to the society. The nature and significance of work would be important as an area of

study, if only the basis that it occupies so much of man’s life span.

On the surface it may seem that with the growing complexities of the industrial society, work is

other functions for an individual. As a matter of fact, by working on a job most men gratify many

of their needs. Work in this regard is a potent source of need gratification of all types such as

physical, security social and ego need. The concept of ‘needs’ and ‘attitude’ have been taken
from animal psychology and social psychology respectively. The term ‘need’ is defined as a

condition marked by the feeling of lack of want of something or of requiring the performance of

some action’ (Drever 1964). The same lexicon defined an attitude as “a more or less stable set or

deposition of apenion, interest or purpose, revolving expectancy of certain kind of experience

and redness with an appropriate response.”

The goal or purposes to which needs are directed are technically termed as incentives. Needs are

terminated by attainment of incentives. The termination accompanies a “simple feeling state”

known as satisfaction. According to Drever satisfaction is the end state in feeling accompanying

the attainment by an impulse of its objective.” The resultant feeling of satisfaction is a function

of motive (need) strength and opportunity that environment provides for the attainment of the

attainment of the appropriate incentive.

In literature on industrial psychology, the term job satisfaction is quite frequently used for

individual attitudes towards the specific aspects of the total work situation. The word ‘job’ is

used in a restricted sence refers to a specific task. Whereas the term job satisfaction covers the

satisfaction derived from being engaged in work or in any pursuit of a higher order, it is

essentially related to human needs and their fulfilment through work. It is generated by the

individual’s perception of how well his job satisfies his various needs.
 Job Satisfaction Defined

If people claim to be satisfied with their jobs,what do they mean? They are usually

Expressing something more like a feeling about their job rather then their thoughts

About it.

Locked (1976) attempted to capture the affective nature of Job satisfaction in his

Definition ‘ a pleasurable positive emotion state resulting from the appraisal of

Once Job or job experience’.

Behavioral scientists have argued that it is useful to distinguish two type of feeling

People have about their jobs. Global end fact. Global job satisfaction reflects an

Individuals overall feeling towards his or job. But in addition , people may express

Feelings about aspects or facet of their jobs.

‘Job satisfaction is the favorableness and unfavorablness with which employee

View their work’.

Similarly, since a job is an important part of life, job satisfaction influences one’s

Feeling on the job . Similarly, since a job is an important part of life, job

Satisfaction influence one’s general life satisfaction. Relationship may be

Positive or negative. It can be usually seen that the person is satisfied with

His home and community life is also satisfied with his job . It may also
Also satisfied with his job. It may also be possible that a person is very sat

With his family life but his job satisfaction is below his other satisfaction.

Some other employees are quite disappointed with him community and

Family life but their satisfaction on job is average. Here job satisfaction is

Relatively high in comparison to his community life. These two satisfactions

Are related this is known as spill over effect meaning that one spill over

To other. A difference less prevailing Relationship is that people compensate

For there low job satisfaction by trying to achieve high life expectation.

This is called the compensatory effect.

Job satisfaction is dynamic. Management cannot establish high job satisfaction once and then

forget about it for several years. It can go as quickly as it came. Usually more quickly so it

come. Usually more quickly so it has to be maintained week, month after month and year

after year.

As workers grow older, they tend to be slightly more satisfied with their job. Apparently

they lower their expectations to more realistic levels and adjust themselves better to their

work situation. Also people with higher level occupations tend to be more satisfied with

their jobs.
 TECHNOLOGY DEVELOPMENT

AND R&D

1. Effective utilization of all available resources for generation, transmission and distribution of

electricity using efficient and cost effective technologies is of paramount importance. Operations

and management of vast and complex power systems require coordination among the multiple

agencies involved. Effective control of power system at state, regional and national level can be

achieved only through use of Information Technology. Application of IT has great potential in

reducing technical & commercial losses in distribution and providing consumer friendly services.

Integrated resource planning and demand side management would also require adopting state of

the art technologies.

Special efforts would be made for research, development demonstration and commercialization

of non-conventional energy systems. Such systems would need to meet international standards,

specifications and performance parameters.

Efficient technologies, like super critical technology, IGCC etc and large size units would be

gradually introduced for generation of electricity as their cost effectiveness is established.

Simultaneously, development and deployment of technologies for productive use of fly ash

would be given priority and encouragement.

Similarly, cost effective technologies would require to be developed for high voltage power

flows over long distances with minimum possible losses. Specific information technology tools

need to be developed for meeting the requirements of the electricity industry including highly

sophisticated control systems for complex generation and transmission operations, efficient

distribution business and user friendly consumer interface.

The country has a strong research and development base in the electricity sector which would be

further augmented. R&D activities would be further intensified and Missions will be constituted

for achieving desired results in identified priority areas. A suitable funding mechanism would be

evolved for promoting R& D in the Power Sector. Large power companies should set aside a

portion of their profits for support to R&D

2.4 Organization Mission

Its mission statement is-

“Our mission is to give you the best possible return for your money and secure your

financial future. We utilize only the best local talents available and comply completely

with international norms and standards at every step of the way. Every decision made is

completely transparent and undertaken with total professionalism. The interest of our

stakeholders is our foremost concern

2.3 Organization Vision

Their vision statement is-

“Our vision is to establish Alliance Capital Asset Management Limited as the ultimate

Investment choice in Bangladesh. We want to develop a rich pool of research tools and

Strategies that will yield the best possible returns for our stakeholders and investors.”

2.Profile of SBPDCL

2.1 SBPDCL is a company registered under the provisions of the Companies Act 1956 and is

A fully owned subsidiary Company of BSPHCL.

2.2. SBPDCL is engaged primarily in the business of distribution and retail supply of electricity.

It has been vested with the distribution assets, interest in property, rights and liabilities of

The erstwhile, BSEB necessary for the business of electricity distribution in its area of

Distribution comprising of all 11 circles of South Bihar.

2.3. SBPDCL has been given the status of a Distribution Licensee as per Section 14 of the

Electricity Act 2003, to fulfil the obligations of the Distribution Licensee as mandated under

The provisions of the Bihar State Electricity Reforms Transfer Scheme 2012 and the

Electricity Act, 2003.

2.4. The Bihar State Electricity Reforms Transfer Scheme, 2012 details out the following for

The distribution business of SBPDCL:

• Schedule-C, Part-I: Description of Assets, Liabilities etc.,

• Schedule-C, Part-II: Provisional Balance Sheet as on 1st November 2012,

• Schedule-C, Part-III: Function and Duties of SBPDCL.

2.5. SBPDCL has divided its area of supply into 11 Distribution Circles which further comprises

of 47 divisions and 129 subdivisions.

2.6. The Petitioner has a total consumer base of 61.5lakhs as on 31st March 2021.

2.7. The details of the existing distribution infrastructure of the Petitioner as on 31st March

2021 are tabulated.

HR DEPARTMENT
An HR department is tasked with maximizing employee productivity and

protecting the company from any issues that may arise within the workforce. HR

responsibilities include compensation and benefits, recruitment, firing, and

keeping up to date with any laws that may affect the company and its employees.
Human resources management (HRM) considers employees the company’s most
valuable asset. Therefore, it sets up and supervises various actions to develop the
human capital and talent of a company. A department of HR takes care of
employee motivation and wellness, compensation, benefits, recruitment,
organizational development, safety, employee relations and training. HR plays a
strategic role in business management and the implementation of workplace
culture. If effective, it can contribute significantly to the company’s overall
success.
 
A human resources department manages more than administrative tasks. It
implements the strategic use of employees and the development of programs that
will impact the business in positive ways.

HR PLANNING
Human resource planning (HRP) is the continuous process of systematic planning
ahead to achieve optimum use of an organization's most valuable asset—quality
employees. Human resources planning ensures the best fit between employees and
jobs while avoiding manpower shortages or surpluses.

There are four key steps to the HRP process. They include analyzing present labor
supply, forecasting labor demand, balancing projected labor demand with supply,
and supporting organizational goals. HRP is an important investment for any
business as it allows companies to remain both productive and profitable.

Human resource planning allows companies to plan ahead so they can maintain a

steady supply of skilled employees. That's why it is also referred to as workforce

planning. The process is used to help companies evaluate their needs and to plan

ahead to meet those needs.

Human resource planning needs to be flexible enough to meet short-term staffing

challenges while adapting to changing conditions in the business environment

over the longer term. HRP starts by assessing and auditing the current capacity of

human resources.

Challenges of Human Resource

Planning
The challenges to HRP include forces that are always changing, such as
employees getting sick, getting promoted, or going on vacation. HRP ensures
there is the best fit between workers and jobs, avoiding shortages and surpluses in
the employee pool.

To satisfy their objectives, HR managers have to make plans to do the following:

 Find and attract skilled employees.

 Select, train, and reward the best candidates.
 Cope with absences and deal with conflicts.
 Promote employees or let some of them go.

Investing in HRP is one of the most important decisions a company can make.
After all, a company is only as good as its employees, and a high level
of employee engagement can be essential for a company's success. If a company
has the best employees and the best practices in place, it can mean the difference
between sluggishness and productivity, helping to lead a company to profitability.
 Responsibilities of HR
 Updateing company database by inputting New employees contact

information and employment details

 Screening potential employes resumes and applications form to

identify suitable candidates to fill companies vacancies

 Organizaing interview with shortlisted candidates

 Posting job advertisements to job boards and social media

platforms

 Removing job advertisements from job boardsandsocial media

platforms once vacancies have been filled

 Assisting the HR staff in gathering market salary information.

 Coordinating new hire orientation

 Preparing and sending often and rejection letters or emails to

candidates

 Responding to staff inquiries regarding HR policies ,employees

benefit and other HR- related matters.

 Scope of HR Department
The scope of HRM is very wide: Personnel aspect-This is concerned with manpower planning,

recruitment, selection, placement, transfer, promotion, training and development, layoff and

retrenchment, remuneration, incentives, productivity it is very wide.

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, cr?ches, 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.

i. Personnel Aspect:

Personnel aspect is concerned with human resource planning, job analysis,

recruitment, selection, placement, induction, training and development, lay-off,
retrenchment, compensation, incentives, morale and productivity, etc.
ii. Welfare Aspect:

Welfare aspect deals with organizational environment especially the working

conditions and amenities such as canteen, crèches, first-aid, drinking water, lunch
room etc. These are all intramural welfare facilities provided within the premises
of the organization. Welfare aspect is also concerned with extra mural welfare
facilities such as transportation, medical assistance, education, safety, and
recreation facilities.

iii. Industrial Relations Aspect:

Industrial relations aspect focuses on union management relations, joint

consultation, collective bargaining, grievances, and dispute settlement mechanisms
for example conciliation, arbitration and adjudication (labour court, industrial
tribunal and the national tribunal).

Human Resource Planning

HR managers are responsible for planning and achieving organizational objectives. They usually

engage in identifying, preparing, and executing business goals with top-level executives. 

This proactive participation in planning enables HR managers to gain a thorough understanding

of the activities required to support the sustainable growth of the company. This, in turn,

empowers HRs to assign the right resources to the right project and ensures timely delivery. 
The role of HR manager includes analyzing and acknowledging team leaders (TL) about their

expected vs. actual results. They also help TLs better understand their target and create strategies

to achieve them. 

An HR Planning process simply involves the following four broad steps:

 Current HR Supply: 

Assessment of the current human resource availability in the organization is the foremost
step in HR Planning. It includes a comprehensive study of the human resource strength of
the organization in terms of numbers, skills, talents, competencies, qualifications,
experience, age, tenures, performance ratings, designations, grades, compensations,
benefits, etc. At this stage, the consultants may conduct extensive interviews with the
managers to understand the critical HR issues they face and workforce capabilities they
consider basic or crucial for various business processes.

 Future HR Demand: 

Analysis of the future workforce requirements of the business is the second step in HR
Planning. All the known HR variables like attrition, lay-offs, foreseeable vacancies,
retirements, promotions, pre-set transfers, etc. are taken into consideration while
determining future HR demand. Further, certain unknown workforce variables like
competitive factors, resignations, abrupt transfers or dismissals are also included in the
scope of analysis.

 Demand Forecast: 

Next step is to match the current supply with the future demand of HR, and create a
demand forecast. Here, it is also essential to understand the business strategy and
objectives in the long run so that the workforce demand forecast is such that it is aligned
to the organizational goals.

 HR Sourcing Strategy and Implementation: 

 After reviewing the gaps in the HR supply and demand, the HR Consulting Firm
develops plans to meet these gaps as per the demand forecast created by them. This may
include conducting communication programs with employees, relocation, talent
acquisition, recruitment and outsourcing, talent management, training and coaching, and
revision of policies. The plans are, then, implemented taking into confidence the mangers
so as to make the process of execution smooth and efficient. Here, it is important to note
that all the regulatory and legal compliances are being followed by the consultants to
prevent any untoward situation coming from the employees.

E.W. Vetter viewed human resource planning as “a process by which an organisation should
move from its current manpower position to its desired manpower position. Through planning,
management strives to have the right number and right kind of people at the right places at the
right time, doing things which result in both the organisation and the individual receiving
maximum long-run benefit.”

According to Leon C. Megginson human resource planning is “an integrated approach to

performing the planning aspects of the personnel function in order to have a sufficient supply of
adequately developed and motivated people to perform the duties and tasks required to meet
organisational objectives and satisfy the individual needs and goals of organisational members.”

Job Analysis and Design

Job analysis is the term used to describe the process of analyzing a job or occupation into its

various components, that is, organizational structure, work activities, and informational content.

The process results in a relevant, timely and tailored database of job-related information that can
be used in a variety of ways: to develop conventional, individualized, computer-based and/or

critical incident education and training programs and materials; to create and classify job titles;

to write job descriptions; to prepare organization charts; to conduct time and motion studies; to

determine quality assurance standards; and to write both knowledge- and performance-related

employee evaluation measures. Also, job analyses are basic to the preparation of such

government publications as the Occupational Information Network (O*Net), Standard Industrial

Classification (SIC), Standard Occupational Classification (SOC), Occupational Outlook

Handbook, and other informational resources describing the job situation.

Two terms often used interchangeably with job analysis are occupational analysis and task
analysis. In the literature, job and occupational analysis most often are viewed as the same. The
process focuses on the analysis of a job into its occupational structure, work activities, and
informational content. Later, the data provided by the analysis guides the organization and
development of the occupational training program.

In contrast, task analysis is an integral part of the job analysis process. More specifically, task
analysis addresses the process of analyzing a particular task into its various elements, that is,
performance steps; performance step details; technical information topics; career and
occupational guidance information topics; standards of performance; frequency, importance, and
complexity; and tools, equipment, materials, supplies and technical references. The information
resulting from the task analysis provides a basis for developing the knowledge- and
performance-based learning activities of the training program.
 Job description

Employee’s position in the organization who the employee should report to

Resources the employee will need to perform the job efficiently individual data related to the

post, such as technical skills, work experience, etc.

Work schedule

Salary and incentives

Personal attributes, such as personality, values, and interests.

In addition to this,

The responsibilities of the HR manager includes:

Job rotation: 

Transferring employees from one task to another depending on the requirement and their skills

Job enlargement: Merging previously distributed (similar) tasks into one job

Job enrichment: Adding more responsibility to an employee’s job 

Creating high-performance working groups: Building teams to complete tasks that require high

levels of performance Looking for HR Software? Check out SoftwareSuggest’s list of the best

HR software solutions.
 Hiring Candidates

Finding and hiring the right talent is a very complex process. Modern HR managers do more

than just post job requirements in portals to fill open positions. They develop

Training and Development

It is Short study about the training and development of the employees, the aim of the the concept

of the training and development of the employees within the organizations.

In today’s scenario change is the order of the day and the only way to deal with it is to learn and

grow. Employees have become central to success or failure of an organization they are the

cornucopia ideas. So it high time the organization realize that “train and retain is the mantra new

millennium”

Training refers improve skills, or add to the exiting level of knowledge so that employees is

better equipped to do his present job, or to prepare him for higher position with increased

responsibilities. However individual growth is not and ends in itself. Organizational growth need

to be measured along with individual to the teaching or learning activities done for the primary
purpose of helping members of an organization to acquire and apply the same. Broadly speaking

training is the act of increasing the knowledge and skills of an employ for doing a particular jobs.

Conclusion
From the above discussion it can conclude such a way that since human resource management is

a continuously practicing issue so it plays a significant role on organizations overall

performance. If an organization wants to gain full benefit from human resource management it

should follow all the sections of HRM. As a small AMC few persons are recruited for its

operations and performances. But it will expand soon or later and then the number of HR

employee may not be enough to run the company. Committed and trustworthy employees are the

most significant factors to becoming an employer of choice, it is no surprise that companies and

organizations face significant challenges in developing energized and engaged workforces.

However, there is abundance of research to demonstrate that increased employee commitment

and trust in leadership can positively impact the company’s bottom line. In fact, the true potential

of an organization can only be realized when the productivity level of all individuals and teams

are fully aligned, committed and energized to successfully accomplish the goals of the

organization. Thus, the objective of every company should be to improve the desire of

employees to stay in the relationship they have with the company.

In a nutshell, this internship has been an excellent and rewarding experience. I can

conclude that there have been a lot I’ve learnt from my work at SBPDCL. Needless to

say, the technical aspects of the work I’ve done are not flawless and could be
improved provided enough time. As someone with no prior experience with Node.js

whatsoever I believe my time spent in research and discovering it was well worth it

and contributed to finding an acceptable solution to build a fully functional web

service. Two main things that I’ve learned the importance of are time-management

skills and self-motivation.