Academic session 2022-2023

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 Summer Training Report
In
Human resource management
At

Certificate of Internship SUBMITTED TO

BACHELOR OF COMMERCE(HONS.)
RAMA MAHAVIDYALAYA, CHINHAT, LUCKNOW
INDUSTRY MENTOR’S NAME: SUBMITTED BY:
MISS NIVEDITA CHAUHAN Karishma Rawat
ROLL NO: - 200660050007

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 DEPARTMENT OF PROFESSIONAL
STUDIES
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(B.COM (HONS))
 DECLARATION

I Karishma Rawat Roll No. 200660050007 a bonafied student of Bachelor of

Commerce Hons. (B. Com (Hons.)) Programme, Batch (2020-2023) of Rama
P.G. College, Chinhat, Lucknow, hereby certify that this Summer Training is
carried out by me at Evolve HR Solution and the report submitted in the partial
fulfillment of the requirements of the programme is an original work of mine
under the guidance of the industry mentor Nivedita Chauhan and is not based
or reproduced from any existing work of any person or on any earlier work
undertaken at any other time or for any other purpose, and has not been
submitted anywhere else at any time.

Karishma Rawat

Date

ACKNOWLEDGEMENT
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Firstly, I would like to thanks my mentor, Prashant Tiwari Sir for providing
me with invaluable guidance in preparation of this internship report, without her
help and support, I could never have finished this report. I am very much
thankful to the Miss Nivedita Chauhan director of Evolve HR Solution.
He provided me with much needed information and other required assistance in
order to prepare this report. Especially I want to thank my batchmates who
helped me a lot in finalizing the report within the limited time frame. They give
their valuable time and suggestion.
I perceive this opportunity as a big milestone in my career development. I will
strive to use gained skills & knowledge in the best possible way, & I will
continue to work on its improvement, in order to attain desire career objectives.

Karishma Rawat
B.COM (HONS.) V Sem

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 CONTE
Chapter 1: Introduction:
NTS
1.1Summary of whole report

Chapter 2: Industrial Sector Profile:

2.1 Brief description about Industry
2.2 Different Companies under the industry sector.
2.3 List of top HR outsourcing companies
2.4 Growth & Opportunities in human resource sector
2.5 Share of human resource industry sector in total.

Chapter 3: Company Profile:

3.1 Review of company i.e., Name of the company, complete address, e-mail id.
3.2 Company pictures & Logo.
3.3 Company Mission & Vision.
3.4 Different plant locations of the company.
3.5 Service range of company
3.6 Size of the company.
3.7 SWOT analysis of the company.
3.8 Competitors of the company.

Chapter 4: Department Details:

4.1 Organizational Chart showing different departments.
4.2 Snapshot of various departments.
4.3 Area in which training has been taken.
4.4 Roles and responsibilities of the specific area

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4.5 Detailing of each and every work performed by Evolve HR Solutions
4.6 List of staff members and their designation
4.7 Training method adopted during training period.

Chapter 5: Learning’s & Value Addition:

5.1 Learning’s & Value addition during training
5.2 Difference between practical exposure and theoretical work.
5.3 Challenges faced during internship.
5.4 Usefulness of training that should also be highlighted.

Chapter 6: Recommendations & Suggestions:

6.1 The suggestions which you would like to give to company related to:
(a) Their operations & functions.
(b) The techniques and methodology.
(c) Their policies & programmes where there is a need for improvement.

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 Chapter- 1
Introduction

1.1 Summary

During my internship I gained practical knowledge on how the human resource

division of an organization operates and coordinates its activities to ensure
smooth functioning of the organization at all levels by ensuring right numbers
of people are available at the right time to do the right job. Not only that I have
also gained insight into the working culture of the organization and observed
how Evolve HR Solutions handles its employees with value and empowerment
to ensure they are motivated to give their best to the organization.
The report starts with an organization profile of Evolve HR Solutions giving its
background, mission, vision, its products and services, the hierarchy and
organogram of the organization.
The next section is the comprises the project, Human Resource Management in
Evolve HR Solutions. The project encompasses introduction to the topic,
recruitment, selection, training and development.
Each chapter contains detailed discussion of the HR functions followed by
Organization Practice at Evolve HR Solutions which basically conveys how
things are done in the HR Department.
The next part of the project carries out SWOT Analysis that touches upon
strengths, weakness, opportunities and threats to the organization followed by
findings and recommendation on critical factors regarding Human Resource
Management of Evolve HR Solutions. Finally, there is the conclusion followed
by references.

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 Chapter- 2
Industrial Sector Profile

2.1 Brief Description about Industry

Human resources solutions industry

Stepping into the next decade of growth January 2012

Foreword

Over the last two decades, India’s image as a land of snake charmers has
changed rapidly to that of a power house of human resources. Our greatest
resource today is our people, be it our entrepreneurs or our large, young and
vibrant working population. India’s human resource industry, dominated by
talent acquisition in the form of recruitment, temporary staffing and
executive search, has been growing be an estimated CAGR of 21% over the
last four years and is now estimated at more than INR228 billion. Many
global players have entered the Indian market over the last decade and some
are poised to make the quantum leap. This market is rapidly moving from a
highly fragmented and unorganized sector to a structured and organized
industry. The Executive Recruiters Association (ERA) is a non-profit
chamber of commerce representing Indian executive recruitment consulting
firms. ERA was formed with the objective of creating professional and
ethical standards of recruitment and establishing the recruitment process as
an industry.

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Human resources solutions industry

The HR solutions industry:

While there is no uniform definition for the HR solutions industry, for the
purpose of this report, we may define it as the rewards derived from any
decision on buying services for any part of the human capital value chain. The
HR solutions industry can be broadly divided into two main functions —
permanent recruitment of executives and professionals, and temporary
recruitment, specializing in professional and general staffing. HR solutions are
being increasingly viewed as a distinct industry with the role of HR consultants
evolving with changing market dynamic

The global human resource management market size was estimated at USD
19.38 Billion in 2021 and expected to reach 21.38 billion in 2022.

HR consultants are now increasingly been viewed as partners in an

organization’s growth strategy rather than just being vendors.

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2.2 Different Companies under the Industry Sector

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2.3 List of Top HR Outsourcing Companies

● Comparing Best Human Resource Outsourcing Services

Company name Market share (2021)
Qualtrics 26.71%
Employ 11.13%
Sap successfactor employee central 10.05%
Structural 5.06%
Sift science 4.88%
MANGOAPPS 4.32%
Limeade 3.79%
Namely 3.58%
Recognize 2.85%
Jive 2.25%

A great HR outsourcing company can manage all sorts of critical human

resource functions at your behest. With a reliable HR consulting firm as your
ally, you can focus on goals that matter to your business the most.

This article will acquaint you with top such companies that are widely
recognized as some of the best HR outsourcing companies offering their
services today.

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2.4 Growth and Opportunities in Human Resource Sector

Human Resource Management Professionals are termed as the backbone of an

organization. There is a huge demand for such professionals in both the public
and private sectors. No matter if you’re looking at start-ups or highly reputed
companies, human resources play a crucial role in the formation of a company’s
future. The human resources management department basically is the team that
helps an organization increase productivity while also maintaining employee
satisfaction.

The future growth of the Human Resources (HR) Consulting is influenced by

internal and external factors. Internal factors include structure and competition
within the industry, market demand, and innovative and disruptive factors.
External factors include the state of the economy and cyclical patterns

2.5 Share of Human Resource Industry Sector in total as:

⮚ Approximately 10% of the total global consulting market.

⮚ And growth rate CAGR of 12.8% from 2022 to 2030.

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 CHAPTER-3

COMPANY PROFILE

3.1 Review of The Company

Name Of the Company - Evolve HR Solution Ltd.

Address – 3rd Floor, Regal Plaza, Next To IOCL, Munshipulia, Sector-16, Indra
Nagar, Lucknow, Uttar Pradesh 226016

E-mail – evolvehrsolutions@gmail.com

Evolve HR solution – evolve HR can help you by taking care of your HR

requirement that allow you to concentrate on growing your company’s
profitability and productivity.

They provide a comprehensive range of outsourcing services ranging from

payroll and arranging contracts and hiring, recruitment and training. Now focus
on your core function and let him take all clients pain of non – core activity.

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 3.2 Company Logo

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3.3 Company Mission and Vision

COMPANY MISSION

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 Our Mission to develop long-term and strategic partnerships with our clients,
andDifferent
3.4 help them to Plant
transform today's challenges
Location into tomorrow's- successes. And
of the Company:
we are committed to meeting and exceeding the expectations in providing
excellent service, unexpected quality and outstanding value to our people, clients
❖ Guwahati
and partners.
❖ Ghaziabad
❖ Agra
❖ Delhi
COMPANY
❖ Noida VISION
❖ Gorakhpur
❖ Varanasi
❖ Lucknow
Our Vision is to become one of the leading human resources consulting firms
operating globally by maintaining our uncompromising principles and create
value for all our stakeholders.
3.5 Services Range of The Company: -
● Payroll Administration
● HR Helplines
● HR Advice
● Certain amount of Days on Site Per Month
● Benefits Administration
● HR Systems and Materials
● Personnel Administration among others.

3.6 Size of the Company:

⮚ In terms of manpower five employees,
⮚ In terms of turnover 5 lakhs per annum.

(Above data limited to Lucknow branch only).

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3.7 SWOT Analysis of The Company
SWOT analysis is a framework for identifying and analyzing an organization's
strengths, weaknesses, opportunities and threats. These words make up the
SWOT acronym. The primary goal of SWOT analysis is to increase awareness
of the factors that go into making a business decision or establishing a business
strategy.

STRENGTHS

● Strong network of recruiters

● Developing a unique online recruitment system
● HR strengths include strategy and functionality, building a top-tier being
an employer of choice

WEAKNESS

● Poor reputation has a negative effect on recruitment activities

● Weakness may stem from budget constraints, employee morale, high
turnover

THREATS
● Dwindling supply of qualified graduates or increased competition for
graduates
● Offerings better working conditions, higher wages, more desirable
benefits by others cause difficulty recruiting best-qualified people

OPPORTUNITIES
● New geographic markets for recruit
● Recognize or apply new technologies to improve recruitment efforts

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 ● Opportunities could come from workforce growth, demand for products
and services, translating to higher wages growth for surrounding
communities, longer tenure.

3.8 Competitors of the company

● ABC consultants Pvt. Ltd.

● Manpower India

● Vivotex India

● Vibrant HR consultancy

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 Chapter -4
Department Details

4.1 Organisational Chart

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 Director

Recruitment department
Training department

4.2 Snapshot of various department

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4.3 Areas in which Training has been taken

● Training has been taken in recruitment process

In the earliest stages of an intervention, recruitment decisions often get made
based on who is standing in the right place at the right time with the right look
on his/her face. As the situation matures, we have to think more carefully about
picking the right people for longer-term roles including middle and senior
management.
The recruitment process begins when you know you need someone new in the
School or Department, either because an existing staff member has left, or
because there is new work
to be done. It doesn't finish
until after the appointment
has been made and you
have reflected on any
changes that you would
make in future
recruitments.

⮚ The main stages

are identified
below:
Recruitment Activities:
● Identify Vacancy
● Prepare Job
Description and
person Specification
● Advertise
● Managing The Response

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 ● Short-listing
● Arrange Interviews
● Conduct The Interview
● Decision Making
● Convey The Decision
● Appointment Action

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4.4 Roles and Responsibilities of the Specific Area

● Create and put into action HR initiatives and strategies that are in line
with the overall business plan.

● Improve ties between management and employees by responding to

requests, grievances, or other issues.

● Control the hiring and hiring process.

● Support present and future company demands through growing,

involving, inspiring, and preserving human capital.

● Create and keep track of the organization’s overall HR strategies,

methods, tactics, and procedures.

● Cultivate a supportive workplace.

● Managing and maintaining a setup that promotes optimum

performance.

● Maintain the benefits and pay schedule.

● Analyze the training requirements for a programme and keep an eye

on it.

● Report to management and use HR indicators to assist in decision-

making

● Always maintain legal compliance while managing human resources.

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4.5 Detail of Each and Every Work Performed by Evolve
HR Solutions

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 1- Designing of new 1- Goal Setting
4.6structure
List of staff members and their Designation
2- Strategy
2- Review formulation to
Organizational achieve goal
structure
3- Use of various
3- MSME, Start Ups, Management and
Corporates,
Members strategic techniques
Position
Manufacturing to formulate policy

Nivedita Chauhan-
4- Policy
Director- formulation
Human
Resource
1- Designing
Supriya
1- Job Rastogi-
Analysis Corporatecompensation
coordinator
Anvisha
2- RoleAwasthi-
profiling structure
Human Resource as per
Recruiter
Industry norms and
3- Determination of (Non- Technical)
organization’s
essential
Ankit skills
Srivastava- Human Resource Recruiter
requirement
4- Defining (IT2-Specialist)
Survey of
accountability
Hina Pathak- of a Industry
Digital marketer
role.
3- Internal survey
within organization
to evaluate
employee
satisfaction
Note: - I was working as a Human Resource Intern (Karishma and
Rawat).
expectation on
compensation
structure
4- Develop new
compensation
structure

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4.7 Training Method adopted during Training Period

On the Job Training

On the job training method adopted by company, Training and development
methods refer to the way a job is being performed or the technique used to
enhance the skills and knowledge of an employee

When an employee learns the job in actual working site in real life situation,
and not simulated environment, it is called On-the-job training and also called
as Workplace training. Employee learns while working. Take the instance of
roadside mechanics.

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 Chapter: - 5
Learning’s & Value Addition

5.1 Learning and Value Addition During Training

Since HR professionals often handle issues like harassment and payroll,

empathy is a core skill for HR professionals to succeed. An HR professional
with strong empathetic skills might connect more with employees and help
facilitate a more genuine relationship between the employer and their
employees

Communication is arguably the most important skill a human resources

manager must possess. A qualified HR manager needs strong written and verbal
communication skills to handle daily tasks. Here are several examples of HR
duties that require excellent communication skills: Salary negotiation.

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5.2 Difference Between Practical Exposer and Theoretical
Work

● Practical knowledge

Practical knowledge is knowledge that is acquired by day-to-day hands-on

experiences. In other words, practical knowledge is gained through doing
things; it is very much based on real-life endeavors and tasks
The best part about practical education is that you learn without textbooks or
scholarly references. You don’t have to mug up any information or memorize
anything for an exam. Everything is in the form of a practical experience where

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you do things on your own. You gain more and more knowledge as you keep
building upon your practical experiences.

● Theoretical knowledge

Theoretical knowledge teaches the reasoning, techniques and theory of

knowledge. While theoretical knowledge may guarantee that you understand the
fundamental concepts and have know-how about how something works and its
mechanism, it will only get you so far, as, without practice, one is not able to
perform the activity as well as he could.
Theoretical knowledge means learning anything without adopting practical
approach. It helps you understand why one technique is successful while the
other fails. Theory teaches you the experience of others. Theoretical knowledge
can give you a deeper understanding of a concept through seeing it in the
context of understanding the why behind it.

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5.3 Challenges Faced during the internship

● Too Many Information Absorption

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Your orientation is not finished yet. You get a brief (not really brief!)
introductions to the company profile, what they do, and all the HR
facilities/bindings. The information comes at such a velocity that before even
processing one part comes the other parts.
And the data gets jumbled on your head resulting in the ultimate perplexed
expression in your face. Moreover, when you’re asked, “are you clear on
these?” you just simply give a hesitated nod or a quick ‘yes sir’.

● No Pay

Lack of pay, or very little pay, can be a fact of life for many interns. Whether an
internship is paid varies from company to company, so if receiving a paycheck
is on the top of your list of preferred benefits, ask your program manager to help
you find an organization that offers a paid internship.
If you are unable to find a paid internship, you must then weigh the pros and
cons. Despite not getting paid, you will still be performing tasks within your
field, which can be used to build your resume.

● Self-Ice-Breaking Sessions

You’re still confused, this is one of the major intern problems. Not sure how to
socialize with your colleagues/supervisor is a major challenge for you. If other
interns are joining with you, you tend to adjust to the office environment more
easily than if you’re the only intern joining.
This is more of a challenge for introverts out there than extroverts. More or less,
everyone takes time for the ice-breaking sessions during the first step of their
career

● No Work – Major intern problems

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 One of your main expectations as an intern is to do some work, some
practical office works. Alas! During the first weeks, you don’t get that much
work other than some printing or scanning.

Yes, at least you learn the printing or scanning machine jobs but you’re here
to contribute much more than that. Deprived work is the main reason for
your boredom in the internship

● How to do the work?

Finally, you’ve been assigned to some work, some real work. But umm…
how to progress? You know several ways to do it but is there any particular
way your supervisor demands from you? You’re confused. You don’t get
enough guidelines or directions

● Should I Ask? Whom Should I Ask? What Shall I Say When

Asking?

A common Intern Problem is asking questions. Your biggest hesitation lies in

asking questions. What if asking questions will create an impression that you
don’t know anything?
Will they perceive you as silly? So many thoughts roam through your mind.
You’re not even sure which of your colleagues will help you or will they feel
disturbed. You feel hesitant in interrupting them.

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5.4 Usefulness of The Training that should also be
Highlighted

❖ Training and Development of employees is one of the most important and

crucial facets of corporate firms. The management of the firms has to
realize the Importance of Training as they need to understand that it is not
necessary that employees possess all the expertise and skills that are
required to accomplish their job duties.

❖ And to retain loyal and expert employees, the firm has to take efforts by
spending time, money, and resources on their training and development.
It will help to sharpen their skills and expertise that are required by the
firm to attain ascertain set of goals and objectives.

❖ The stream of business is known for its dynamism and it is getting

volatile with each passing day and time. The firms face a lot of
competition from the new as well as existing firms that keep on coming
up with the products and services that are innovative in nature and the
overall approach. And when your firm needs to get at the edge of
innovation on the front of products offerings, customer service, and
marketing and promotional techniques; you must embrace the Importance
of Training.

❖ It will help you and your employees to get aligned with the latest
developments of your industry domain plus will help you and your
employees to come up with innovative ideas and techniques to stay ahead
of the competition in the most efficient and effective way.

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 Chapter – 6
Recommendations & Suggestions

Recommendations:

The organization should practice proper Evolve HR Solutions guideline. The

purpose of Human Resource Management is to improve the productive
contribution of people.
● To get effective and efficient employee, the organization should arrange
proper training and development programs.
● The entire HR department should be well informed regarding the
employment personal.
● The organization should provide well direct compensation as well as
direct to its staffs.
● The management should have job evaluated salary structure, which is
most competitive than other organizations in the country.
● To evaluate employee’s performance; the management should follow
promotion policy properly.
● In order to get competitive advantage and to deliver quality service, top
management should try to modify the services.
● Periodical performance appraisal and giving recognition and rewards to
the qualified employees to keep motivating them.
● Proper training needed for ensuring efficient performance of the
employees.
● Alliance Capital Asset Management should hire specialist for each
individual sector.
● The management should create customers database and continuously
informing the investors about the available facilities or opportunities
which will work to achieve twin goal at a time; one is direct marketing
and another is large pool of customers database.

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 Suggestions:

● Improve organizational communication.

● Develop an effective training program.
● Provide more regular feedback to employees.
● Build a company cultural vision.
● Use available technology.

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 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.

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