HUMAN RESOURCE MANAGEMENT

PRACTICES AT SHINE PROJECTS

BY MONALISHA BHUYAN
BIMI520BM019
 INTRODUCTION
◦ I have selected the topic of this report as “Human Resource Management of ‘’SHINE PROJECTS”.
◦ I tried to integrate my theoretical knowledge of HR and combine it with practical examples as observed during my
internship.
◦ I have tried to cover all the major functions of Human Resource Management- recruitment, selection, compensation
and benefits, training and development and convey my understandings of the different functions of Human Resource
Management through this project.
◦ At the end of the report, I have done a SWOT Analysis on the HRM Practice of Shine projects.
◦ I have also tried to provide some recommendations based on my knowledge followed by the conclusion which I
gathered during my internship.
o The report is prepared, reflecting on my three-month internship at shine projects. It describes my weekly tasks and
responsibilities. My tasks mainly included recruitment and selection for interns to make sure company has a smooth
circulation of works done. Based on given task report, I give my personal feedback and suggest changes to improve
shine project's recruitment and selection process.
Review of literature

1. Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize on techniques of
recruitment and selection and outline the benefits of interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details, advertising, job application and
interviewing process, assessment, decision making, formal selection and training (Korsten 2003). Jones et al. (2006) suggested
that examples of recruitment policies in the healthcare, business or industrial sector may offer insights into the processes
involved in establishing recruitment policies and defining managerial objectives. Successful recruitment techniques involve an
incisive analysis of the job, the labor market scenario/ conditions and interviews, and psychometric tests in order to find out the
potentialities of job seekers. Furthermore, small and medium sized enterprises lay their hands on interviews and assessment with
main concern related to job analysis, emotional intelligence in inexperienced job seekers, and corporate social responsibility.
Other approaches to selection outlined by Jones et al. (2006) include several types of interviews, role play, group discussions and
group tasks, and so on.
2. Work by Alan Price (2007):
Price (2007), in his work said that Human Resource Management in a Business Context, formally defines recruitment and selection as the
process of retrieving and attracting able applications for the purpose of employment. He states that the process of recruitment is not a
simple selection process, while it needs management decision making and broad planning in order to appoint the most appropriate
manpower. There existing competition among business enterprises for recruiting the most potential workers on the pathway towards
creating innovations, with management decision making and employers attempting to hire only the best applicants who would be the best
fit for the corporate culture and ethics specific to the company (Price 2007). This would reflect the fact that the management would
particularly shortlist able candidates who are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any management position (Price 2007).
3. Work by Hiltrop (1996):
Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices, HRM-organizational strategies as well as
organizational performance. He conducted his research on HR manager and company officials of 319 companies in Europe regarding HR
practices and policies of their respective companies and discovered that employment security, training and development programs,
recruitment and selection, teamwork, employee participation, and lastly, personnel planning are the most essential practices (Hiltrop
1999). As a matter of fact, the primary role of HR is to develop, control, manage, incite, and achieve the commitment of the employees.
The findings of Hiltrop’s (1996) work also showed that selectively hiring has a positive impact on organizational performance, and in turn
provides a substantial practical insight for executives and officials involved. Furthermore, staffing and selection remains to be an area of
substantial interest.
Statement of the problem:
This project illustrates how employee performance may be utilized to determine the clarity of the tasks assigned to employees as well as
their weaknesses in achieving the goal in turn providing long term success of the organization as well as the employees.
Profile description:
An HR intern is hired for the job role of Human Resource which involves the job description of:
→ Adding new hiring information to the company's employee records, analyzing
applicants, and scheduling interviews are all tasks that must be completed.
→ Ensuring that the intern’s team meets weekly business engagement metrics.
→ Working with the management of SHINE PROJECTS to coordinate initiatives (this
involves representing the company and speaking on its behalf).
The responsibilities involved analyzing the selected candidates throughout the process
and helping them in clarifying their doubts regarding any tasks that would be provided
during their internship.
OBJECTIVES

There have been some objectives set forward in doing this report so that it can be determined what tasks have to be done. The objectives of
the report are:
• To familiarize with the shine projects, its operation and activities, management style and endeavor to realize the gap between the
theoretical knowledge with the real business world.
• To analyze my theoretical knowledge and learning outcomes from this internship to further use it practically.
• To identify inherent problems associated with the format.
• Employee Personnel practice.
• Developing Employees practices.
HYPOTHESIS
A hypothesis is a statement that introduces a research question and proposes an expected result. It is an integral part of the scientific
method that forms the basis of scientific experiments. Therefore, you need to be careful and thorough when building your hypothesis.
A minor flaw in the construction of your hypothesis could have an adverse effect on your experiment.
H0: The HR practices of the organization does not need any improvement.
H1: The HR practices of the organization needs improvement in some field
TOOLS AND VARIABLES
Data analysis and key results

This following section presents analysis made on the data collected from the online
questionnaire. The first two questions contained background information of the respondents
as gender and age. By asking these two general questions, gender and age,
may help to identify who has what views regarding the management practices of the organization
differently based on these two segmentations.
Also it helps us to find out what percent of people are satisfied with the practices and who need improvement. According to the data collected 40%
of respondents were male, and 28% were female
16% were others who did not prefer to say their gender.
 RESULT /ANALYSIS/CONCLUSION
◦ The analyzed results state that most of the respondents were interns in the organization .
◦ Also majority percent of people were satisfied with the management practices that were followed in the organization.
◦ Some percent of employees need changes and improvements regarding internal recruitment procedure.
◦ It also discloses the qualification of employees working in the organization. 58% employees are graduate whereas 42%
employees are post graduate.
◦ It throws light on that 48% employees said never, 24% employees said hardly ever, 16% employees said sometimes and 12%
employees said that work profile most often help for career growth.
◦ It depicts that 52% employees said never, 22% employees said hardly ever, 16% employees said sometimes and 10%
employees said that their organization most often gives them the feeling of job security.
IMPLICATION/SUGGESTION
It signifies that the “Internal Recruitment helps utilizing talent, Internal Recruitment reduce turnover, Selection procedure maximizes consistency,
Selection procedure reduces risk, Internal Job Posting motivate employees, Internal Job Posting enhance job satisfaction, Job Description
minimizes misunderstanding, Job Description clarifies key performance area, Induction helps in familiarization, Induction is required for congenial
environment, Communication Channels are effective , Existing Communication Channel motivates, Training enhance performance level of
employees, Health and safety measures are adequate, Agree with Performance Appraisal by seniors, Rewards and Recognition boosts performance,
Satisfaction with pay structure, Work Profile helps in career growth and Feeling of Job Security” Signposts that there is a significant difference
between view of employees regarding HR functions of SHINE PROJECTS.

SUGGESTION
➢ During the study, a lot of observations are made, Job security is a factor that put dissatisfaction in employees. If an employee working
on a project that has end, then an employee become unemployed after certain time.
➢ It can be rectified by providing training for the transfer purpose. This way valuable people can be retained and they will become
versatile as well.
➢ Another problem that was observed while conducting research is the unavailability of growth for career. There must be adequate
promotion policies and criteria to promote the employees those are associated with shine projects.
➢ Dissatisfaction related to the career advance can be rectified by providing facilities and opportunities for those who want to pursue for
educational qualification.
REFERENCES
JOURNALS/ARTICLES/RESEARCH PAPERS
➢ Anonymous (2008). “HR Best Practices at FedEx, A Best Company to Work For” Business Management Article.
➢ Deshopande, Satish P., Golhar, Damodar Y. (1994). HRM Practices in Largeand Small Manufacturing Firms: A Comparative Study, Journal of
SmallBusiness Management, 32 (3) 89-93
➢ Gupta Geetanjali Pandit, “Effective HR practices in the services industry”,Effective HR practices in the services industryResearch, VI (12) 33-4
WEBSITES:
https://www.shineprojects.in/
https://in.linkedin.com/company/shineprojects
https://primeinsights.in/shine-projects
https://capsource.io/companies/shine-projects
https://www.ambitionbox.com/reviews/shine-projects-reviews
https://www.shineprojects.in/marketing
https://www.ukessays.com/essays/business/literature-review-recruitment-and-selectionprocess-business-essay.php
THANK YOU !