A STUDY OF HR ACTIVITIES OF SAGAR GROUP

AN INTERNSHIP REPORT

Submitted To:

Office of Dean

Faculty of Business and Accounting

Lincoln University College, Malaysia

Submitted By:

Usha Shrish

LUC Registration No.: LC00014000652

KFA Business School & IT

In the partial fulfillment of the requirement for the degree of

Master of Business Administration (MBA)

Kathmandu, Nepal

June 2021
 LETTER OF DECLARATION

I wish to express my sincere gratitude to for providing me an opportunity to do my

internship in “A Study of HR Activities of SAGAR GROUP”. I also like to express
my deepest thanks to my supervisor and a great mentor Dr. Sanjeev Pradhan for all
the guidance and encouragement in carrying out this internship. I choose this moment
to acknowledge his contribution greatly. The whole team has been helped me to gain
knowledge in the smallest way possible. The facts and ideas presented in this report
are an outcome of the students’ hard work and dedication to the project, undertaken as
a partial fulfillment for requirements for degree of Masters of Business
Administration. The results embodied in this report have not been submitted to any
other university or institute for the award of any degree or diploma.

Usha Shrish

LUC Reg. No. LC00014000652

i
 ACKNOWLEDGEMENTS
The internship opportunity I had with SAGAR GROUP was a great chance for learning
and professional development. Therefore, I consider myself as a very lucky individual
as I was provided with an opportunity to be a part of it. I am also grateful for having a
chance to meet so many wonderful people and professionals who led me though this
internship period.

Bearing in mind previous I am using this opportunity to express my deepest gratitude

and special thanks to the HR Manager of SAGAR GROUP who in spite of being
extraordinary busy with her duties, took time out to hear, guide and keep me on the
correct path and allowing me to carry out my project at their esteemed organization and
extending during the training.

I sincerely thank Dr. Sanjeev Pradhan for his support, guidance and encouragement in
carrying out this internship. I also wish to express my gratitude to KFA Business School
staffs that rendered their help during the period of my internship. I would also like to
extend special thanks to the entire staff for their full co-operation, guidance and support
during my internship.

…….......

Sincerely

Usha Shrish

LC00014000652

ii
iii
 TABLE OF CONTENTS
Letter of Declaration ................................................................................................................ i
Acknowledgement .................................................................................................................... ii
Certificate/ Letter from Industry ............................................................................................ iii
Certificate of Approval from College ..................................................................................... iv
Table of Contents.................................................................................................................... iv
List of Tables ........................................................................................................................... v
Abbreviations.......................................................................................................................... vi
Executive Summary ............................................................................................................... vii
CHAPTER ONE: INTRODUCTION ................................................................................. 1
1.1. Background of the study ......................................................................................................... 2
1.2. Objective of study................................................................................................................... 3
1.3. Methodology........................................................................................................................... 3
1.3.1. Organization Selection........................................................................................................ 3
1.3.2. Placement............................................................................................................................ 4
1.3.3. Duration .............................................................................................................................. 4
1.4. Limitation of the Study ........................................................................................................... 5
CHAPTER TWO: INTRODUCTION TO THE INDUSTRY .......................................... 6
2.1. Information Technology in Nepal ........................................................................................... 8
2.2. Present Situation……………………………………………………………………………10
2.3. Opportunities and challenges ................................................................................................. 11
CHAPTER THREE: INTRODUCTION TO THE ORGANIZATION .......................... 13
3.1. The context of sagar group .................................................................................................... 14
3.1.1. Brands of the Company .................................................................................................... 15
3.1.2. Subsidiaries Companies of SAGAR GROUP .................................................................. 16
3.1.4. Objective of SAGAR GROUP ......................................................................................... 20
3.2. Present scenario .................................................................................................................... 20
3.3. Challenges and opportunities challenges: ............................................................................. 20
CHAPTER FOUR: ANALYSIS OF ACTIVITIES DONE/ PROBLEMS SOLVED .... 22
4.1. Introduction of department/activities .................................................................................... 23
4.2. Roles and responsibilities of intern and fitting in the organization structure ....................... 23
4.3. Experience in internship, rationale and understanding of systems and procedures .............. 25
4.3.1. Experience in Internship ................................................................................................... 25
4.3.2. Rationale (Importance) of Internship................................................................................ 27
4.3.3. Understanding of System and Procedure .......................................................................... 27
4.4. Problem identified and solved ............................................................................................. 28
4.4.2. Problems were solved/ addressed ..................................................................................... 28
4.5. Felt and observed gap .......................................................................................................... 29

iv
CHAPTER FOUR: CONCLUSION AND LESSON LEARNT ....................................... 30
5.1. Conclusion ............................................................................................................................. 31
5.2. Inferences drawn .................................................................................................................... 31
5.3. Overall experience, learning knowledge gained .................................................................... 32
References ............................................................................................................................... 33

v
 LIST OF TABLES
Table 1: Details of Internship at SAGAR GROUP ................................................................................ 5
Table 2: Brands of SAGAR GROUP ................................................................................................... 15
Table 3: Associates of SAGAR GROUP.............................................................................................. 16

vi
 ABBREVIATIONS
BOD Board of Directors

CEO Chief Executive Officer

COO Chief Operating Officer

ERP Enterprise Resource Planning

HOD Head of Department

HR Human Resource

HRD Human Resource Department

LU Lincoln University

MBA Master in Business Administration

vii
 EXECUTIVE SUMMARY
This is the internship report based on the two-month long internship program that the
intern had successfully completed in SAGAR GROUP under Human Resource
Division from March 11, 2021 to May 11, 2021 as a requirement of MBA program,
Lincoln University. As being completely new to practical, corporate world setting,
every hour spent in the HRD gave the intern some amount of experience all the time
all of which cannot be explained in words. But nevertheless, they were all useful for
intern’s career. This report includes how an HR Department works, what are the
possible divisions and work distribution in an HRD, recruitment process, training and
development initiatives, how to keep employees motivated as well as how to control
insubordinations, compensation and benefits planning, how to lead etc.

The intern has worked in Human Resource Division of SAGAR GROUP with almost
all the wings of HR like Recruitment, Learning & Organization Development
(Training), Documentation and HR Administration. SAGAR GROUP has a rich
Human Resource Department. It maintains the organizational responsibilities
successfully. The HR team of this company is completely organized and well reputed
team.

First two weeks of the internship program on Human Resource Division, the intern have
worked with the full support of Documentation and the next four weeks the intern
worked with the recruitment wing and the last three weeks the intern got attached with
the Training and Development wing. The intern has worked with different types of
recruitment procedure of SAGAR GROUP. Within the intern’s two months internship,
employees are recruited in regular basis in SAGAR GROUP in different procedure and
system. The intern has also assisted the recruitment team in doing other works like
telephonic interview, CVs screening, updating CVS etc. In Training wing, the intern
has mainly assisted the training team in updating the number external and internal
trainings that they have done within training period.

With my knowledge and experience, the intern tried best to make this report as much
understandable as possible and translated the real-world experience into a document.
Before drawing any conclusion based on this report it may be noted that the report was
prepared in a very short term and there is lack in data. But still the report may be useful
for designing any further study to evaluate the HR facilities.

viii
CHAPTER ONE
INTRODUCTION
1.1. Background of the Study
KFA Business School is the conscientious learning center where students at different
levels prepare to meet the challenges and opportunities. It offers students to learn agility
and resilience. Students enable themselves to multi task and respond to changing times.
KFA’s MBA helps students to realize their career aspirations. A rigorous and intense
activity on Research, Leadership, Career Development and many more learning
activities are carried out throughout the program. An internship program where the
students are required to prepare a project report on a topic relevant to the work they
were assigned during the internship.

An internship is a form of learning that combines the knowledge and skills acquired
during the class with practical application. It is a part of a student's academic session
that involves participation in a specific industry. It helps students develop practical
knowledge and broaden their experience beyond the theoretical concepts they have
studied in class. Through an internship, students are exposed to the real world of the
market, which can be of use to them when they apply for jobs.

As per the requirement of Lincoln University, we were supposed to undergo internship

in any organization. Internship is one of the essential parts required for the completion
of MBA Program and allows the students to imply their theoretical knowledge in the
real workplace. It is the form of applied knowledge that enhances the individual’s
ability and confidence level to compete in the dynamic and global business world. It is
also one of the pertinent ways to grasp the opportunity by being exposure to the internal
as well as external environment of the organization. It is just like a training section in
which we get familiarity with the corporate culture and gain practicability.

Upon subsequent research to find the best suitable organization to match both my major
and area of interest, I selected the HRD of a well-known company called SAGAR
GROUP. This internship program was approved by KFA Business School, affiliated to
Lincoln University (LU). The objective of the internship is to provide the students with
the real-world experience of working in a corporate environment. This helps the
students to prepare themselves for the challenges that they will face in the future.

2
1.2. Objectives of Study
The Faculty of Management, LU has its ultimate objectives of preparing students for
professional pursuits of business, industry and government. It helps the student to gain
practical knowledge and experience in the field of business. The core objective of the
internship is to fulfill the requirement of the MBA program as prescribed by the LU.
Apart from this, the internship was completed with the objective of getting practical
knowledge in the HR department of SAGAR GROUP.

More specifically, the objectives of the study are as:

• To gain practical experience of the jobs carried out in the HR Department of the
SAGAR GROUP.
• To compare the theoretical knowledge of HR with the practical experiences
carried out at the SAGAR GROUP.
• Clarify personal interests, skills, and competencies, and their implementation
toward development of career goals.
• To gain ideas from the experienced people working for HR department.
• To understand the challenges faced by the HR department.
• To understand the different types of training provided to the employees.
• To have better understanding of process of each and every unit like
recruitment, operation, training and development, etc.
• Development of personal standards of professional and ethical behavior
required in the workplace.

1.3. Methodology
The internship report is mainly based upon the primary and secondary data which helps
to explore the valuable information to make this report. The primary data is collected
through observation, interview with staffs, and the work experience gained during
internship period. The secondary data is collected through different websites, annual
reports, newsletter and another published document.

1.3.1. Organization Selection

Organization selection is a crucial factor in an internship program because it is a place
where interns can analyze the practical implication of the theoretical aspects learnt in
the classroom. Among all the Organizations, service sector was more preferable as they
had lot of work, fast growing, had more scope, new challenges, opportunity to learn.

3
Upon the subsequent research to find the best suitable organization to match both my
major and area of interest, I selected SAGAR GROUP for internship program.

1.3.2. Placement
As an internee, I was placed at HR Department for 8 weeks. So, the present report is
based on the data and information gathered while working in those respective
Department. During my internship period besides being placed, I was given sufficient
time to get used to the organizational operations and norms and values. I was also given
some time to know about other departments as well. Each and every staffs at this
company are cooperative, supportive and friendly. The proper guidance and supportive
and friendly environment in the organization helped me to complete my 8 weeks
internship period efficiently.

I was very interested in the various activities of the HR department. Being placed in
this department helps the intern in gaining knowledge about the various activities of the
organization.

1.3.3. Duration
As per the requirement of the MBA curriculum, one has to complete eight weeks
internship period in the workplace as per their partial fulfilment of MBA program
according to their specialization subjects.
Name of The SAGAR GROUP
Organization

Address Kalanki – 14, Kathmandu, Nepal

Website: https://sagarnetwork.com/
Email: hr@sagarnetwork.com
Phone: +977 1 5218008, +977 1 5219530
Position Intern

Department Human Resource (HR)

Working Hours 9:30 AM to 5:30 PM

Name & Mr. Aryan Upadhyaya, HR Manager

Designation of
Internship
Supervisor at
Sagar Group

4
 Table 1: Details of Internship at SAGAR GROUP
1.3.4. Activities
During my internship period at SAGAR GROUP, I was assigned various tasks under
HR activities. I performed all those tasks with total devotion, which was fruitful in
understanding real workplace. I got opportunity to deal with following activities during
my stay:
• Updating recruitment database on google sheet and ERP
• Documentation: ERP and physically
• Facilitate and give HR orientation to new hires
• Employee refreshment plans
• Memo on cost finalization and approval from concerned authority
• HR Activity Summary Report -- Monthly/weekly internal and external trainings
• Request for ID cards and visiting cards (as per required) for new hires
• Welcome note to the new hires
• Facilitate ERP Orientation
• Job posting in website, job portals & social media (Facebook, Instagram,
LinkedIn)

1.4. Limitation of the Study

In undertaking this study, a number of problems were faced. Thus, the study has several
limitations. The limitations are:

• It does not give the detail view of the overall functioning of the organization, as
the data processing, analysis, and presenting are done by my personal
experience. This issue is a limiting factor for me to obtain the accurate results I
want.
• For the time limitation I could not gather more information to justify exact
condition. The time constraints are limiting factors.
• Due to privacy policy maintained in an organization, unavailability of
information created a problem.

5
 CHAPTER TWO
INTRODUCTION TO THE INDUSTRY
2.1. The Context
The Merriam-Webster Dictionary defines information technology as “the technology
involving the development, maintenance, and use of computer systems, software, and
networks for the processing and distribution of data.” Merriam-Webster states that the
term was first used in 1978. The key point of information technology is that it involves
the processing of data by computers. Therefore, the construction of computers does not
fall within the definition, and the processing of information by manual or mechanical
methods, also does not count, (the Merriam-Webster Dictionary, 1978).

The Evolution of Information Technology

The capabilities and design of computers developed rapidly through the forties and
fifties, with the first office application appearing in 1951. In the early days of
computing, most computer operations were reduced to calculations. The programs that
drove them had to communicate directly with elements of the computer. For example,
to add one number to another, the programmer would have to write an instruction to
fetch one number from an area of storage into a register and then fetch the second
number from another named area of storage and add it in the same register.

Information technology, as we know it today, could never have happened without the
development of natural language programming. Early programming language involved
a series of codes, which were numbers. Early computer programmers usually came
from a mathematics background, (The Complete IT, 2020).

In the 1950s and early 1960s, if you wanted to be a computer programmer you would
have to first get a bachelor’s degree in mathematics. When electronic computers first
appeared in the 1960s, established computing staff all came from electrical and
mechanical engineering, mathematics, and statistics backgrounds. New skills
requirements meant that the first information technology jobs went to engineers and
mathematicians. As computers evolved, the concept of a compiler, or interpreter,
became possible. This is a program that is permanently resident on the computer and is
the very basis of an operating system. The interpreter could translate programs written
in very basic instruction sets – called assembly languages – into the machine instruction
code.

7
This advancement enriched the capabilities of programming and made more
complicated instructions possible. By the late 1960s, screens, keyboards, text editors,
and languages such as FORTRAN and COBOL, made programming available to those
interested in a career in business, rathe than only to scientists and engineers. Scientists
and engineers continued to advance computing. Programmers, business analysts, and
commissioning enterprises created the field of information technology, (the Vista
College, 2020).

In a modern context, the term ‘IT’ is commonly used to describe computers and
networks within a business environment. It refers to their applications in: generating,
manipulating, storing, regaining, transmitting, handling, exchanging, studying and
securing all data or information in an electronic format. IT is also used as an umbrella
term to cover: television, telecommunication equipment, software, e-commerce and the
internet, (The Complete IT, 2020).

2.1. Information Technology in Nepal

There is not a long history of computers in Nepal. Nepal hired some types of calculators
and computers for its census calculation. Following list shows it’s history in Nepal.· In
2018 BS an electronic calculator called “Facit” was used for census.· In 2028 BS census
IBM 1401 a second generation mainframe computer was used.· In 2031 BS a center for
Electronic Data Processing ,Later renamed to National Computer Center(NCC),was
established for national data processing and computer training.· In 2038 BS ICL
2950/10 a second generation mainframe computer was used for census.· Now-a-days
probably each and every institutions, business organizations, communication centers,
ticket counters etc. are using computers. (Tech sansaar, 2021)

The history of computer in Nepal is not that old since Nepal has not given any
contribution in the development of evolution of computer. It was in 2028 B.S. when
HMG brought IBM 1401 (a Second-Generation computer) on rent for Rs. 1 lakh and
25 thousand per month to process census data. Later the computer was bought by
National Computer Center (NCC). In 2038 B.S., a fourth-generation computer was
imported with the aid of UNDP and UNFPA from England for 20 lakhs US dollars. Its
name was ICL 2950/10. This computer had 64 terminals and it is kept in museum now.
At that time British Government helped to develop manpower of NCC. In the
meantime, Nepalese students went to India, Thailand and USA for the computer
education themselves. In 2039 B.S., microcomputers such as Apple, Vector, Sins, etc
8
were imported by private companies and individuals. Many private companies like
Computer Consultancy (CC), Management Information Processing System (MIPS),
Data System International (DSI), etc. were established. Such private companies started
selling computers and training people in other to produce manpower in Nepal itself.
(Tech sansaar, 2021)

Nowadays, computers with faster processing and larger storage are found cheaply in
Nepalese market. Students are given computer education from school level. At present
Computer Association of Nepal (CAN) is the governing body of Nepal.

Internet technology has also been introduced to the country. Modern

Telecommunication Services, which are the backbone of IT, are recently developed. In
Nepal first Telephone Exchange was established in 1960. Telephone Services are
provided only by Nepal Telecommunication Corporation (NTC), a government
undertaking. There is more than 7 private Internet Service Provider (ISP) in the
Kathmandu valley, besides NTC. Government has also issued license for Cellular &
WLL networks to Private parties.

The government has also brought forward IT policy to encourage IT related activities.
The government is building an IT park at Dhulikhel, a mountain resort of east of
Kathmandu. Many overseas companies have also opened their franchise at Kathmandu.
Many are conducting internationally recognized certified IT courses. With all these
activities, and infrastructure development, the information technology situation in
Nepal is heading towards rapid development. Qualified HR well versed in IT is rapidly
growing in the country. The IT related works done in the overseas country can be done
here at the one fourth of that cost, since HR costs as well as infrastructure costs here
are very low. In fact, many qualified IT personnel have immigrated to overseas for
greener pastures. (Tech sansaar, 2021)

Nepali IT companies are trying to get a breakthrough in the global market, which they
are finding it extremely difficult to get access and directly penetrate. IT is the main
hope for a landlocked mountainous country like Nepal. The day, Nepal will show its
presence in the IT map of the globe, will be the brightest day in the history of the
country.

9
2.2. Present Situation of IT Industry
The IT sector is an emerging area in Nepal. The Government of Nepal has identified IT
and business process outsourcing (BPO) as one of the 5 priority potential export service
sectors in the Nepal Trade Integration Strategy (NTIS) 2010. IT has the potential to
generate high growth, investment, and significant profits in the coming years and is
expected to be one of the most significant growth contributors to the Nepali economy.

Business process outsourcing is a major emerging area in IT in Nepal. These IT entities

are often referred to as ITES-BPO (informational technology enable services-business
process outsourcing). The existing players in ITES-BPO in the market serve both the
domestic and international market. Three types of companies are involved in the ITES-
BPO sector: local solution providers focusing on the local market, export-oriented
providers (e.g., offshore center), and hybrid providers (both local and export oriented).
(Tech Sansaar, Parajuli Anish, 2015)

In the 1980s, American couple Diana and Bill Miller established DSI International in
Kathmandu to build software, train engineers and cater to clients, mostly in the US,
heralding the arrival of the IT industry in Nepal. By the time DSI closed shop in the
mid-’90s, homegrown companies like Professional Computer System and Yomari were
in place. The 2000s saw an influx of medical transcription work and call centers, and
more players soon joined the game. Since then, homegrown and foreign companies
have multiplied to meet the software and design needs of customers at home and abroad.
They work in data processing, call-center operations, medical prescription transcribing,
map digitization, mobile and web app development, website development and
animation, among others. (Nepali Time, Shrestha Sahina, 2017)

A company called DSI International started operating in Kathmandu in the early 1980s
with their base office shifting to various places including next to Jai Nepal Cinema,
Kamaladi and finally at the current Lumbini Bank office. The company was into
software development and had started their business in the country with a view to cater
to local needs, which of course at that time were non-existent and to export to other
countries, mainly to the U.S. One of the company’s greatest contributions to the
development of information technology in Nepal was to train a vast number of local
youths in computer hardware maintenance and software programming. It was also the
first company to send Nepali software programmers, trained by them, to assist their

10
clients in the US on short-term contracts. Most of their staff reportedly stayed back in

the US after expiry of the contracts between DSI and its clients in the US. Then, as
now, Nepal lacked laws to enforce contractual obligation on the part of the employee
to honor and abide by their service contracts. Managed by an American couple, Diana
Miller and her husband Bill, it was a very big multinational company of the day offering
its staff and trainee’s good salaries and perks, then unknown in Nepal including lunch
on the house. It employed and trained a large number of youngsters at a time when job
opportunities were non-existent. Besides, this was a revolutionary field for employment
second only to the great travel business which was of course the number one employer.
It also spawned quite a few restaurants in Durbar Marg to cater to the emerging IT
elites.

“There are great things happening in the IT scene in the country right now but we still
have long way to go if we are to move from a labor economy to a knowledge economy”,
says Lava Kafle, a software engineer with over 15 years’ experience. (Aryal Mina,
2016)

2.3. Opportunities and Challenges

Opportunities:
There are strong linkages between ICT and GDP growth. According to a World Bank
report, every 10% increase in penetration of broadband to have an impact of 1.21% on
high-income economies and 1.38% on low- and middle-income economies. Proper
implementation of ICT would propel socio-economic growth in Nepal by addressing
crucial challenges while unlocking the growth potential in various social and economic
sectors like agriculture, education, tourism, urban infrastructure, health, energy,
finance, and disaster management. Some of other opportunities are:
• Smart irrigation project, digitization of land records, e-Haat Bazar are some of
the services that ICT can contribute to the development of agriculture.
• Smart classrooms, online learning platforms, biometric attendance systems, and
mobile learning centers in rural areas can bring massive reform in our traditional
education system.
• Electronic visas augmented, and virtual reality tours, electronic tour guides,
tourist tracking systems, online information regarding tourism and websites,
and mobile apps can expand the scope of tourism globally.
• Urban infrastructures such as smart building, intelligent waste management,

11
 public transport management, municipality mobile application, etc. could lead
to a creative and prosperous Nepal.

• Electronic health records, mobile health units, centralized telemedicine centers

would help in gaining better health care. Smart grid projects, smart metering
can improve our energy system go digital.
• National payment gateway, information management system, mobile wallet
system can lead to financial reform.
• ICT plays a significant role in disaster prevention, mitigation response, and
recovery. The use of Drone for security monitoring and delivery of emergency
equipment can help in easing disaster.
• ICT has a consistently positive impact on job creation. The opportunities exist
in infrastructure development, equipment manufacturing, distribution,
maintenance, and also in the event of websites, mobile apps, information
systems, etc.

Challenges:
The successful use of ICT in these various sectors will require a high degree of
emphasis on implementation. The Government of Nepal needs to focus on the following
priority areas to create an enabling environment:
• Technology and Infrastructure development, entrepreneurship/PPP so that
private organizations would involve in every sector, talent, and skills
development so that country will get the skilled technical workforce to
implement the efficient use of ICT.
• Encourage private sector participation, improve professional education,
facilitate the event of a robust financial ecosystem, encourage foreign direct
investment in priority areas, making public servants digitally-ready will be
essential.
• Emerging business models and disruptive technologies such as artificial
intelligence (AI), robotics, the Internet of things (IoT) and over the top (OTT)
are transforming the way work is done.
• Other challenges are: sustainability and scale, lack of knowledge, pace of
change, proper funding i.e., development finance, changing world wide rules
and policies, lack of infrastructure, lack of technologist or technical expert and
lack of local government support.
12
 CHAPTER THREE
INTRODUCTION TO THE ORGANIZATION
3.1. The Context of Sagar Group
Since 1995, Sagar Group has set up a benchmark every year in setting up high standards
& cost-effective solutions, services and products for the sectors like Nepali IT &
Electronics, Printing and Solutions, Micro-Financing, Wellness & Spa, Hospitality,
Media & Events to name a few. Having started a humble beginning in 1995 from
Banepa, Kavre as only a Desktop Publishing Service Organization with limited human
resource and funds, as a single company, today it has evolved into a multi company,
multi-location & multi activity-based Group.

SAGAR Group today, has become one of the highly reputed name in Nepali market
with 100+ Staff, 14 Subsidiary Companies, 7 international brands, 1 own Nepali brand,
300+ dealers and more than 1000,000 satisfied consumers that is expanding to its
efficient and user-friendly business network all across the country. Keeping a constant
focus on best services for the customer satisfaction helped Sagar Group to reach a
customer base from single consumer, small/medium volume organization to a large
multi-billion organizations as well. In a short period of two decades the company has
grown by leaps and bounds and is now standing tall as one of the top distribution
powerhouses of the country.

The 14 Associate Companies of Sagar Group can be categorized as IT Distribution

Houses, IT Retail Stores, Finance & Investment Companies, Wellness & Spa,
Hospitality Centre and Media & Events Company. The Distribution Houses are
responsible for consumer and corporate needs related to ICT equipment, peripherals as
well as software. It is committed to make reach of more and more Nepalese users to the
latest technologies within their budget capacity. They are responsible for import and
distribution of the products to the inside valley and outside valley Dealers. They
basically supply the wholesale products of the Sagar’s Global Associate brands like
Brother, Kaspersky, Totolink, NEC, Zebex, Mitsubishi Electronics and xLab. The 5
Retail Store lines on the other hand deal with the consumers directly with reasonable
prices of the multi-vendors with all kinds of IT products. They offer reasonably
qualitative product with best warranty support and service. The two finance and
investment companies have been micro-financing the revenue from the locals and have
been investing in various sectors. Sagar Group also proudly owns a wellness and
hospitality centre in the heart of Kathmandu, a wellness healing spa which is the First

14
Medi-Spa in Nepal living up to the ancient traditions. The SPA is facilitated by
traditional, contemporary and natural forms of therapy under the constant and
competent supervision. The Spa provides one-of-a-kind experiences for everyone, a
perfect place to let go of one’s stress and relax.

3.1.1. Brands of the Company

The brands that SAGAR Group has been dealing with are:

BRANDS PRODUCTS

Brother Printers, Copier, Fax Machine & Label Printers

Kaspersky Anti-Virus & Security Solution

Totolink Routers, Adapters, Ethernet Switches,

Extenders

NEC PABX Telephone System & Multimedia

Projector Zebex – Barcode Scanner

Sewoo POS Billing Printer

Mitsubishi Electric Multimedia Projector & Home Theatre

Projector

xLab Optical Mouse, Projector Screen, Telephone

Sets etc.

Baleyo Micro Laptop, Professional Laptop & Mobile

Phones

Table 2: Brands of SAGAR GROUP

Among these, SAGAR Group has been not only the authorized distributor for Brother
and Kaspersky brand, but it has been given the authority to distribute above mentioned
international brands as well.

15
3.1.2. Subsidiaries Companies of SAGAR GROUP
Sagar Group has business associates with several ventures which are summarized below
in the table:

S.No. Associates of SAGAR GROUP Details

Nepal's most comprehensive online store
1 Baleyo Online Store
catering wide range of ICT products.
Chaitanya - Wellness and A wellness healing spa to look after
2
Health health and well-being.

Franchise retail store offering fast-

fashion Korean design products covering
3 XIMIVOGUE.LIFE
various categories such as beauty,
fashion, home décor and lifestyle.

xLab is a brand - for IT and Electronic

4 xLab Global products based in McKinney, Texas,
USA.

Hotel Sarathi Pvt. Ltd. Is a relatively new

5 Hotel Sarathi establishment in the field of hospitality,
located in the heart of Dhulikhel.

HAMP (Hamro Afnai Multi- Helping the local people with financing
6
Purpose) and saving associated services.
Table 3: Associates of SAGAR GROUP

3.1.3. Departments of SAGAR GROUP

The Departments of Sagar Group and its functional activities are as described below:

a) Board of Directors: The BOD includes the members of Chairman, Vice-

Chairman, CEO (Chief Executive Officer) and COO (Chief Operating Officer).
The members are responsible for recruit, supervise, retain, evaluate and
compensate the Heads of Department (HOD). Other functional activities are:
providing direction for the organization, establishing a policy-based governance
system, protecting the organization’s assets and member’s investment, and
monitoring and controlling the functions of HOD.
b) Corporate Social Responsibility (CSR) Department:
The main role of CSR (Corporate Social Responsibilities) is to practice and
undertake the policies for the better treatment of employees and their family that
are intended to have a positive influence on the company. The objective of this

16
 department is to promote volunteerism among company employees, and
donating to charity.
c) Enterprise Resource Planning (ERP) Department:
ERP Department is responsible for the designing application in software that
automate and support a range of administrative and operational business
processes and data model, covering broad and deep operational end to end
processes, such as those found in finance, HR, distribution, manufacturing,
service and the supply chain. The software is Odoo which is a suite of open-
source business apps that cover all your company needs: CRM, eCommerce,
accounting, inventory, point of sale, project management, etc.
d) Finance Department:
The finance department is responsible for acquiring funds for the firm,
managing funds within the organization and planning for the expenditure of
funds on various assets. It is the part of an organization that ensures efficient
financial management and financial control necessary to support all business
activities. The main roles of the finance department are: bookkeeping,
management of company’s cash flow, budgets and forecasting, advising and
sourcing longer term financing, management of taxes, management of
company’s investments, financial reporting and analysis and making strategic
decisions.
e) Information Technology (IT) Department:
The IT Department is responsible for providing the infrastructure for
automation. It implements the governance for the use of network and operating
systems, and it assists the operational units by providing them the functionality
they need. The IT department oversees the installation and maintenance of
computer network systems within a company. This may only require a single IT
employee, or in the case of larger organizations, a team. Its primary function is
to ensure that the network runs smoothly. The IT department must evaluate and
install the proper hardware and software necessary to keep the network
functioning properly.
f) Logistics Department:
The main responsibilities of logistics department are as:

17
• Plan warehouses and distribution centers for efficiency in both operations and
capacity
• Organize transportation activities, including storage of goods, managing
information accrued from point of origin to delivery, orchestrating
transportation movements, and arranging for services as necessary
• Coordinate and track movement of goods through logistic pathways
• Execute logistics plan to move products and packages to reach destinations on
schedule
• Review freight rates and other transportation costs to keep working costs low
• Maintains quality throughout the logistic processes

g) Marketing Department:
The marketing department has overall responsibility for growing revenue,
increasing market share and contributing to company growth and profitability.
In a small business, the marketing department may just be one person, or it
may include a marketing director or manager plus marketing executives
responsible for functions such as advertising, publications or events. The other
roles and responsibilities are as follows:
• Setting Marketing Strategy
• Importance of Market Research
• Internal or External Product Development
• Communications and Promotional Materials
• Sales Team Support
• Exhibitions, Seminars and Events
h) Operation Department:
An operations department ensures that the production process is completed from
start to finish. These production processes need to line up with the goals and
functions of other departments within a company. Managers assigned to the
operations department provide constant oversight on the production process to
make sure their employees can systematically perform their tasks.
i) Sales Department:
Sales Department focuses on the following as role and responsibilities:

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 • Looking for the Sales Opportunities with the existing and new customers
to sell products and services
• Organization effective presentation to the customers regarding the
requested product and service
• Permanent contacts with the customers to know their needs and
requirements
• Identify the target budget for each year with following-up percent of the
budget realization each quarter of year
• Definition Business Opportunities with each customer to be considered
in the target budget or forecast list
• Development the rapports with all existing and new customers to know
their future plan as well as co-ordination with Marketing Department to
reach the strategic goals

j) Human Resource (HR) Department:

HR is instrumental in providing labor law compliance, record keeping, hiring
and training, compensation, relational assistance and help with handling
specific performance issues. The roles and responsibilities of HR Department
are as pointed below:
• Ensure compliance with labor laws
• Recruitment and Training
• Record Keeping and Tax Compliance
• Payroll and benefits
• Employer-employee relations
• Employee performance improvements plans

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3.1.4. Objective of SAGAR GROUP
Sagar Group’s management philosophy is based on responsibility and mutual respect.
The main objective of the company is to bring the finest technology and services for
and our customers, partners and the technological community as a whole. The company
seeks to attract highly motivated individuals that want to work as a team and share in
the commitment, responsibility, risk taking and discipline required to achieve our
vision.

3.2. PRESENT SCENARIO

Today the Sagar Group is involved in the activities of sales, services, hospitality,
manufacturing, media & events and micro-financing. This Group has nurtured a strong
& long-standing relationship with many of the partners not just from Kathmandu valley
but all over Nepal. The Group has customized its technologies and manpower to meet
the local requirements of quality & best cost performance ratio.

In Nepali market Sagar Group is recognized as branding-expert since it succeeded to

establish new brands products and services to top market share holder within few years.
We know NEPALI market better than others in terms of introducing new brands &
products or services marketing, branding, and distributing throughout the nation as we
have largest networking reach.

3.3. Challenges and Opportunities

Challenges:
• Recruitment of creative and talented employees has been always one of the
biggest challenges as per the demand of company.
• Due to high competition of the competitors, making high selling point is also
tough work to do.
• High competition to meet the competitive advantage.
• Sometimes, not able to meet the expectation of the clients is also a challenge for
the company to fulfil their demands.
Opportunities:

• With regular internal surveys, Sagar Group assesses its effectiveness in creating
a positive work environment in which employees feel their creativity and

20
 autonomy is promoted, and then implements improvements based on the
results.
• Sagar Group is striving to create a corporate culture based on creativity and
autonomy. While forming a work environment in which employees work hard
and improve their quality of life, it is also trying to elevate the standard of living
for each individual member.
• Competition has made firms to achieve maximum utilization of skills, resources
and made them more competitive

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 CHAPTER FOUR
ANALYSIS OF ACTIVITIES DONE AND PROBLEM
SOLVED
4.1. Introduction of Department/Activities
While doing my internship at Sagar Group, the internee got the opportunity to learn
about the HR activities and process. During the internship period, reporting manager
helped a lot while performing task in designated department. As well as, the internee
gained much knowledge from him. While working with at Sagar Group, the internee
have the task to maintain good relationship as well as to maintain fluent
communication with the employees. In Sagar Group, Human Resource Department is
responsible for five core functions and they are staffing, development, compensation,
safety and health and employee and labor relations. These activities are all linked by a
concern for employee well-being and ensuring organizations treat employees in a way
that provides mutual benefit for both the employee and the organization.

4.2. Roles and Responsibilities of Intern and Fitting in the Organization

Structure
The HR Department deals with the management of people within the organization. The
department is responsible for attracting employees, designating them in their positions
and ensuring their performances. The attendance, annual leaves, casual leaves, sick
leaves, complimentary leaves etc. are also updated on a daily basis into the system. HR
also handles the Intra Department trainings, Supervisor Trainings, and employee
orientation & trainee orientation programs. Medical Insurance file is updated once in
every year.

The other responsibilities of the Human Resource Department are as follows:

• Managing and using people effectively

• Tying performance appraisal and compensation to competencies
• Developing competencies that enhance individual and organizational
performance
• Increasing the innovation, creativity, and flexibility necessary to enhance
competitiveness
• Applying new approaches to work process design, succession planning, career
development, and inter-organizational mobility
• Managing the implementation and integration of technology through improved
staffing, training, and communication with employees

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And, as an Intern the roles and responsibilities in the Human Resource Department of
the Sagar Group are as follow:

• Onboarding
o HR Orientation and general ERP Introduction
o ERP training collaborating with ERP Department
o Office tour to new hires
o Handover employees to respective HODs
• Training and Development
o Arrangement of training programs
o Liaising with managers/supervisors and interviewing employees at all
levels to identify and assess training and development needs
o Delivering and overseeing the training of individuals or groups of
employees
o Conduct employee feedback surveys
o Cost finalization and Approval from concerned Authority (Prepare
memorandum)
o Organize a session for the motivation, personal development and
training for operational and entry-level staff
o Coordinate with HOD for skill mapping and finalize for the requirement
of training
• Assisting in Recruitment
o Preparation of Job Descriptions of all employees, coordinating with
HOD
• Documentation
o Ensure that contract letter is signed by each and every employee and is
documented in filing, ERP and server. All Contracts to be renewed at
time.
o Track expiring contracts and initiate timely contract review and renewal.
• Recruitment
o Update manpower requisition as per the requirement of departments.
o Design and update job descriptions.
o Source potential candidates from various online channels (e.g. social
media and professional platforms).

24
 o Craft recruiting emails to attract passive candidates.
o Screen incoming resumes and application forms.
o Interview candidates (via phone, video, and in-person).
o Advertise job openings on company’s careers page, social media, job
boards and internally.
o Provide shortlists CV of qualified candidates to hiring managers.
o Send job offer emails and answer queries about compensation and
benefits.
o Update the recruitment tracker (call and interview tracker).
o Update interview assessment form.
o Reference Check

4.3. Experience in Internship, Rationale and Understanding of

Systems and Procedures
Based on my eight-week term as an intern, I realized that I was successful to gather a
lot of significant learning experiences which would be helpful in my future career. The
HR department of Sagar Group offered me ample space and opportunities, not only to
learn but also to exhibit my skills as a HR team member. My contributions were well
recognized Internship Report MBA, by the organization. I successfully completed all
the assigned duties and handed them over to the Manager at the end of the internship.
Master Database Update (Employee Database) was completed successfully where I
tried to update the data to the best of my knowledge.

As HRD is the department that connects all the departments of any organization, I was
introduced to many department heads and seniors who gave me a wider spectrum of the
organization. My assistance to some of the presenters using slideshows and PowerPoint
proved to be a crucial support in many presentations.

4.3.1. Experience in Internship

In these two months of internship at Sagar Group, I carried the following study and
analysis:

• Client Relationship

Clients are among our organization’s most valuable assets. Every employee
represents SAGAR Group to clients and the public. The way the employees do jobs

25
presents an image of entire organization. Customers judge the company by how
they are treated with each employee contact. Therefore, the first business priorities
are to assist any customer or potential customer. Nothing is more important than
being courteous, friendly, helpful, and prompt in the attention you give to
customers.
The personal contact with the public, etiquette on the telephone, and the
communications with customers are a reflection not only of company, but also of
the professionalism of SAGAR Group. Positive customer relations not only
enhance the public’s perception or image of SAGAR Group, but also pay off in
greater customer loyalty and increased Sales and Profit.

• Employee Relation
SAGAR Group believes that work conditions, wages, and benefits it offers to its
employees are competitive with those offered by other employers in this industry.
If employees have concerns about work conditions or compensation, they are
strongly encouraged to voice these concerns openly and directly to their seniors and
HR-Department. My experience has shown that if employees deal openly and
directly with their seniors or HR, the work environment can be excellent,
communications can be clear, and attitudes can be positive.

• Equal employment opportunities

In order to provide equal employment and advancement opportunity to all
individuals, employment decisions at SAGAR Group is based on merit,
qualification, and abilities. SAGAR Group does not discriminate in employment
opportunities and practices based on race, color, sex, state origin, age or any other
characteristic protected by law.

Any employees with question or concern about any type of discrimination in the
work place are encouraged to bring these issues to the attention of their head of the
department or HUMAN RESOURCE DEPARTMENT. Employees can raise
concerns and make reports without fear of reprisal. Anyone found to be engaging
in any type of unlawful discrimination will be subject to disciplinary action, up to
and including termination of employment.

26
 • Business Ethics and Conduct
The successful business operation and reputation of SAGAR Group is built upon
the principles of fair dealing and ethical conduct of our employees. The continued
success of SAGAR Group is dependent upon the customer’s trust and the company
is dedicated to preserving that trust. Employees owe a duty to SAGAR Group, its
customers to act in a way that will merit the continued trust and confidence of the
Public. In general, the use of good judgment, based on high ethical principles, will
guide the employees with respect to lines of acceptable conduct.
4.3.2. Rationale (Importance) of Internship
In general, I would say internships are vitally important, because working in Human
Resource Department we want to see experience on our CV. Without experience our
CV does not stand out from everyone else's. Yes, we've got a degree, but we need work
experience to back that up. Ideally it is in the field we want to get into, but if it is not
we've still got something to talk about in interviews.

In relation to HR, it is very important. During an internship we learn the basics of what
HR does. We can use transferable skills and allows us to develop our self for a career
in HR. At Sagar Group we emphasized doing internships, because it might do the
opposite of gear you towards a career. You might undertake an internship in say
Marketing and realize that it's not for you. You need to understand the ins and outs of
an industry before you commit yourself onto a graduate scheme when you're then tied
in for two years.

4.3.3. Understanding of System and Procedure

The internship program was a truly rewarding experience. I encountered with real life
HR activities and also received the opportunity to perform in those activities. My
knowledge of HR was helpful to add new perspective while we gathered for department
meetings. I witnessed the execution of all the HR functions in real life however I only
had the theoretical knowledge about them which answered many "whys" of mine. It
was commendable to see how wholeheartedly they welcomed, acknowledged and
appreciated new ideas and knowledge. I also attempted to gather more information on
basic job functions of other departments to have better understanding of the relation
between them and the HR department.

27
If I am to highlight on the most significant aspect of my internship learning, then it
would be the importance of communication. Good communication is crucial in any
organization and it holds more importance in bigger organization with significant
number of workers. It was quite surprising to see how the HR department of a hotel
employing 100 plus workers lacked effective communication procedures. It was the
biggest flaw the department had, so to say and I did learn a lot from the errors committed
by the others. The junior HR personnel lagged tremendously behind when it came to
effective communication. In this regard, it was hard to put my freshly acquired, updated
academic knowledge into practice, yet I succeeded in learning many new things from
this experience as well.

4.4. Problem Identified and Solved

4.4.1. Problem Faced by the Internee
The main project the internee was working on was hiring the new employees at Sagar
Group. the internee had to upload all the job descriptions onto our system, make sure
they were live on our careers sites. The internee had to then filter through around 100
plus applications, making sure they were eligible to apply and then put them forward
for a telephone interview, assessment centers and right through to contracts.

The scale was certainly the biggest difficulty the internee faced because the projects
internee got involved in were so big, often ended up staying in the office until 6 pm
because of the volume of applications and all these were responsibility of the internee.

At Sagar Group, the biggest difficulty the internee faced was understanding the ERP
system (Odoo) of the company that they are using for all purpose and such modules
are like sales report, performance appraisal, recruitment, planning, expenses etc.

4.4.2. Problems were Solved/ Addressed

The internee was given trainings on particular fields where intern faced difficulties to
work with. The reporting manager and colleagues also helped to sort out all the
problems faced. Firstly, the internee was being felt valued in the HR team by the team
members where the internee felt comfortable to report all my difficulties and queries
to them without any hesitations. One of the ways they helped to fit in was each intern
was assigned a buddy within the team, so the internee was assigned a buddy in the
Recruitment team and we did everything together.

28
4.5. FELT AND OBSERVED GAP
The company offered a friendly and cooperative environment. Everyone in the HRD
was occupied with their own routine work which the internee believe limited learning
possibilities. However, this internship has helped me to bridge the gap bet real life
practice. The primary objective was to observe, evaluate and compare the relationship
between the knowledge that the internee has gained in my MBA and workplace. This
eight-week internship has certainly helped intern to learn how tasks are performed in a
workplace. However, some of the practices of the HR department during internship
raised my concerns.

This experience has given me a rare opportunity to take a closer look at a workplace
and understand the differences between the classroom knowledge and real corporate
world. Naturally, in a country like ours, we certainly have a big gap between the bookish
knowledge and the one earned from experience. It is extremely difficult for those to
understand the real world without any prior working experience. Our curriculum has
provided us with an extremely relevant academic knowledge. All the academic learning
may have not been applied in practice, the internee could still see the need of its
implementation and how it could bring about positive changes to the HR department.

While doing the internship, the internee experienced real working environment. The
major gaps observed are as follows:

• The knowledge of office packages such as MS word, Excel, and equipment were
limited.
• Most of the decisions in are more situational and practical rather than based on
specific theoretical lesson we learnt.
• Managerial scope of Planning, Leadership, Teamwork, etc. was limited to Top
level management.

29
 CHAPTER FIVE
CONCLUSION AND LESSON LEARNT

30
5.1. Conclusion
It was an absolute worthwhile experience working at the Sagar Group. The friendly
welcoming staff and the space they have created for a trainee/intern allowed with
ample opportunities to learn and known as a worker. This experience brought out
intern’s strength and also the areas the internee needed to improvise. It added more
confidence to professional approach, built a stronger positive attitude and taught intern
how to work in team as a player. The primary objective of an internship is to gather a
real-life working experience and put their theoretical knowledge in practice. The
internee is grateful to the entire team of HRD of the company for their unprecedented
support to make the working experience truly rewarding. Especially working in this
department made the intern realize the competencies and level of understanding
regarding the human resources. On completion of this internship period, the internee
came to know about the importance of human resources and the role of HR manager,
Training Executive, HR Senior Supervisor and HR Senior Assistant in an
organization.

As an intern, though the internee had a limited works, still managed to grab plentiful
of experiences. The internee made the best of every opportunity which was given and
made the utmost use of intern’s abilities and knowledge to fulfill all the
responsibilities. The intern could implement the academic skills into practice and the
efforts were highly acknowledged. There is however some gap between our
theoretical knowledge and real-life practice, yet the managerial level staff members
are quite open towards upgrading current approach, which was extremely motivating.

Hence, the internee can sum up by saying that the internship experience was a
milestone to the academic and professional experience. The internee thoroughly
enjoyed the challenges that came along every single day. The internee could also
bring some minor improvisations during my internship which were able to leave their
marks. These lessons that the intern has learned will be a valuable one for my future
endeavors as well.

5.2. Inferences Drawn

This internship program as per the requirement of MBA curriculum is the starting point
of professional career. It helped the internee to understand the challenges and prospect
of an organization and develop a dynamic and attractive personality. In this

31
competitive world we can learn only by seeing others working and understanding the
environment. Internship gave us the best platform to know real workplace before taking
a step toward the future.
Internship at Sagar Group provided a good exposure to learn and adopt the working
environment. There are lots of things to learn from the organization. Learning process
is a never-ending process. Working with the highly professional was challenging as
well as good exposure to business environment. By working in the organization, we get
to know about its operations, difficulty and know ways to tackle the problem. We can
boost our confidence level and build organizational skills.

5.3. Overall Experience, Learning Knowledge Gained

During my eight weeks as internee in Sagar Group, I expanded my knowledge to a new
level. This internship had added a new dimension to my level of knowledge and skill.
A student has only theoretical knowledge before the internship. Internship fulfils the
knowledge gap of the student. During my internship period, I learnt many things from
the firm.
Major lessons learnt by me during the internship period are as follows:
• The major learning, detail process and activities of Human Resource i.e.
recruitment process, training and development, payroll, documentation, data
entry, onboarding process, exit process etc.
• Communication and interpersonal skills also enhanced.
• Team work is one of core key element in an organization.
• Flexible to cope with the new environment.
• Importance of Time Management.
• Importance of Performance Appraisal process.
• Importance of employee rewarding and recognition practice to motivate the
employees.
• Skill mapping, analysing requirement of trainings and arranging training
sessions.
• Retention and Succession Planning.
• Handling staff grievance and address to concern person.
Experience matters in the real world. One having theoretical knowledge is not sufficient
for his/her excellence.

32
REFERENCES
Aryal Mina, 2013 from the article of A very short history of Information
Technology in Nepal: (https://ictframe.com/a-very-short-history-of-
information-technology-in-nepal/)

https://ictframe.com/opportunities-and-challenges-to-use-ict-in-nepal/

KFA College (https://kfaltd.com/)

Main roles in HR, 2020 (https://www.paycor.com/resource-center/articles/the-5-main-

roles-in-hr/)

Nepali Times, Shrestha Sahina, 2017

(https://archive.nepalitimes.com/article/Nepali-Times-Buzz/it-is-all-about-it-
in-nepal,3887)

Parajuli Anish, 2015 from the article of

https://techsansar.com/technology/current-status-ict-nepal-ongoing-efforts/)

Sagar Group (https://sagarnetwork.com/)

The Merriam-Webster Dictionary (1978), History of Information Technology

(https://www.merriam-webster.com/dictionary/information%20technology)

The Vista College, 2020 (https://www.vistacollege.edu/blog/careers/history-

information-technology-evolution)

The Complete IT, 2020(https://www.complete-it.co.uk/the-history-of-

information-technology/)

Tech Sansaar, 2021 (https://techsansar.com/computer-history-nepal/)

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