Internship Report on

―A Study of HR Management Development ‖.

Submitted in Partial Fulfillment of the requirement of the Award of the Degree of

BACHELOR OF COMMERCE

Bangalore North University

SUBMITTED BY

Mrs. CHANDANA SN

REG NO –U19BC21C0004

UNDER THE GUIDANCE OF

Mr. BALASANJANA

ASSOCIATE PROFESSOR OF COMMERCE AND MANAGEMENT

VIKRAM COLLEGE OF SCIENCE COMMERCE AND MANAGEMENT STUDIES

CHINTAMANI-563125

1
 STUDENT DECLARATION

I am Chandana S N [Link] U19BC21C0004 hereby declare that this report

entitled that ―A Study on HR Management development‖ in EDUPHOENIX
SOLUTIONS, during the summer vacation between the period from 23-03-2024 to
13-04-2024 at EDUPHOENIX Solutions. Under the supervision and guidance Of
[Link], Associate professor of commerce VIKRAM college of
science commerce and management studies, CHINTAMANI.

DATE: Signature

Chandana sn

[Link]: U19BC21C0004

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 ACKNOWLEDGEMENT

The successful completion of this internship report required significant guidance and assistance

from many individuals, and I am truly grateful for their support throughout this journey

Firstly, I would like to express my sincere appreciation to MR. GARVIT GARG chief executive

officer of EDUPHOENIX SOLUTIONS, Bangalore, providing me with the opportunity to intern

at their esteemed organization.

I am also deeply grateful to our faculty coordinator, Mr. BALASANJANA for their unwavering

support and for granting me the valuable opportunity to intern, which has been instrumental in

my learning and exposure to the field of Human resource.

I would like to extend my heart full thanks to my parents for their permission and constant

encouragement throughout this internship. Additionally, I am thankful to my friends for their

support whenever I needed their assistance during this project.

Lastly, I would like to express my profound gratitude to all individuals who directly or indirectly

contributed to the completion of this report.

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 TABLE OF CONTENTS.

SL NO CONTENT PAGE NO

1.
INTRODUCTION 05 - 09

2.
DISCRIPTION OF ORGANIZATION 09 - 16

3.
EXPERIMENTAL LEARNIG 16 - 31

4.
INTERSHIP OUTCOMES 31 - 33

5.
CONCLUSION 33 - 35

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 TOPIC

A REPORT ON HR MANAGEMENT DEVELOPMENT

(HUMAN RESOURCES)

―EDUPHOENIX SOLUTIONS PVT LTD‖

CHAPTER-01

INTRODUCTION

Management development in Human Resource Management (HRM) refers to the systematic

process of enhancing the skills, knowledge, and capabilities of managers within an organization.
It aims to develop effective leaders who can effectively manage people, make strategic
decisions, and drive organizational success. Management development is the systematic process
of creating effective managers. Managers' critical function is to translate leadership and
shareholder objectives (or create them on their own when they do not come from above) into
legal and effective actions to achieve those objectives . HRD is "the process of increasing the
knowledge, the skills, and the capacities of all the people in a society. In economic terms, it
could be described as the accumulation of human capital and its effective investment in the
development of an economy. development management is a process that includes the social
definition of needs and it is embedded in public action. Development management is more than
policy implementation in a rigid sense. Rather, it involves activities that steer and facilitate
intervention towards the identification and meeting of human need. The purpose. of Human
Development & Resource Management is the creation of an environment and outlook. to enable
learner to live a richer and more purposeful life, become future ready and develop 21st. century
life skills for work, livelihood and careers. Management development is a structured way used
by managers and other employees to enhance their skills and to improve their knowledge

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 BACK GROUND OF THE STUDY

Management development is the process of developing the skills and competencies needed to
perform in management positions, either in existing managers or those new to management. It
may also be referred to as leadership development or executive education Some see
management as a late-modern (in the sense of late modernity) conceptualization. On those terms
it cannot have a pre-modern history – only harbingers (such as stewards). Others, however,
detect management-like thought among ancient Sumerian traders and the builders of the
pyramids of ancient Egypt. Executive or management development is a planned process of
learning and growth designed to bring behavioural change among the executives. It is
continuous process of learning. It implies that there will be a change in knowledge and
objectives.

Objectives of management development;-

 The primary objective of management development training is to create a more

competent and effective management team capable of driving organizational growth,
employee engagement, and achieving business objectives. This training program
provides managers with the tools and skills they to be good managers.
 The purpose of management is to coordinate and organize an organization's many
operations so that those actions may contribute to the company achieving its goals
 organizations want to accomplish—the end results they want to achieve—in a given
time frame helps you create development pathways for employees and lock in
knowledge and experience when senior managers move on to retirement.
 Management development is a necessity for any organization that expects to grow and
thrive. As well as building management layers into your growing business
 The objectives of development include improving the quality of people's lives in various
dimensions, such as economic, social, environmental, cultural, and political.
Developmental goals are objectives set by individuals or organizations to enhance
personal or professional skills, knowledge, and abilities.

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 Developmental goals typically focus on improving specific competencies or addressing
areas of weakness that may hinder growth and performance.
 The aim of economic development is to improve the material standards of living by
raising the absolute level of per capita incomes. Raising per capita incomes is also a
stated objective of policy of the governments of all developing countries.
 This is the main objective of planning in India. Economic Development of India is
measured by the increase in the Gross Domestic Product (GDP) of India and Per Capita
Income.
 Aim focuses on the purpose and "why" of a project, while objectives emphasize the
actions and "what" to accomplish. Aim is subjective and open-ended, whereas objectives
are objective and quantifiable.
 The planning function includes this vision and goal-setting along with the work of
creating a plan to reach those goals. They identify business challenges, work on future-
facing initiatives (such as growth plans, company goals, and business forecasting) and
make decisions that move the business toward goals
 Originally identified by Henri Fayol as five elements, there are now four commonly
accepted functions of management that encompass these necessary skills: planning,
organizing, leading, and controlling
 Scope management is the process whereby the outputs, outcomes and benefits are
identified, defined and controlled.
 Henry Fayol, also known as the Father of Modern Management Theory, gave a new
perception on the concept of management

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Scope of management development:

Management development is an organizational - or self-initiated process aimed at educating,

training and continuously developing school managers in their. Scope management is responsible
to define the scope and deliverables of the project. It makes sure that the proper team and cost
are aligned with a particular ...

 Management is a process or an activity that brings together several varied resources like.
 the totality of the outputs, outcomes and benefits and the work required to produce them
 Project scope and objectives are distinct yet interconnected elements of project
management. Project scope defines the work necessary for completion, including tasks
and deliverables. It defines the boundaries and extent of the project. Project objectives
focus on the specific results the project aims to achieve.
 Trend analysis
 Planning
 Staffing
 Controlling
 Directing
 Motivating
 Developing the managers
 While Scope 1 covers direct emissions from owned or controlled sources, Scope 2
includes indirect emissions from the generation of purchased energy, and Scope 3
encompasses all other indirect emissions within a company's value chain, Scope 4
introduces a novel dimension by focusing on emissions reductions achieved
 While Scope 1 covers direct emissions from owned or controlled sources, Scope 2
includes indirect emissions from the generation of purchased energy, and Scope 3
encompasses all other indirect emissions within a company's value chain, Scope 4
introduces a novel dimension by focusing on emissions reductions achieved

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 A scope is simply a grouping of claims, You can think of claims as access ranges or
"scopes of access".
 create a more competent and effective management team capable of driving
organizational growth, employee engagement, and achieving business objectives.
 This training program provides managers with the tools and skills they need to be good
managers.
 management development helps you create development pathways for employees and
lock in knowledge and experience when senior managers move on to retirement.
 Management development is a necessity for any organization that expects to grow and
thrive. As well as building management layers into your growing business
 Assess Your Organization's Needs. ...
 Set Clear Development Objectives. ...
 Design the Management Development Plan. ...
 Measure the Results.

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 CHAPTER-02

DESCRIPTION OF THE ORGANISATION

Introduction:

EduPhoenix Solutions is a professional website designing company in Bangalore, who is

creative, driven and solution oriented. We design your website to represent your presence on the
web in ways that are up-trend and market defined. We providing web design services in
Bangalore, our collective experience in working with a wide array of clients and technology has
enabled us to provide the right solution for your needs.

India today produces 1.5 million Engineering graduates a year, it is however agreed by all that 75%
of these graduates are unemployed, agreeing to the fact that there is need to provide Skill training to
the Engineering students. In 2018 when AICTE announced that Internship is mandatory for
engineering students and BCU announced for non-engineering students to ensure that students get
exposure to the Industrial environment, current technology relevant to their subject and opportunities
to learn understand and sharpen real time technical and managerial skills. On request from colleges
we started providing quality internship from our expert team to the students.

Background of the Internship

EduPhoenix Website Development Internship Program is a 4 week Internship for the

engineering students currently in their final year of bachelor’s degree. The key objective of the
Program is to transform fresh engineering graduates to software professionals. Foundation
program focuses on technology ,communication skills, corporate etiquette, time management ,
team work , frame works and tools.

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History of the company :

Eduphoenix solutions traces its roots back to 2019 in bangalore and got autharised for training
cum internship services in 2021 and since then have never looked back. With abundance of
successful projects under our belt we can proudly say that we are one of the most trusted
engineering internships and training services in bangalore and also extend the services across
india in various states such as delhiaurangabad etc. in 2021 we expand our services in skill
development and training program for engineering and non engineering students in different
domain.

Products and services :

 E - commerce solutions: The company develops customised e commerce website

understanding the genre and the type of business or services that you engaged in making
use of responsive web design they make each e commerce site optimised for the
complete range of devices beginning with desktop ,mobiles, and tablets. To improve the
client experience they make drawing in user interface that is highlight rich with search
choices, trucks ,top picks, lists of things to get , language and installement choices
among others.

 Software development: Eduphoenix solutions is an established software development

company in bangalore, india. They are giving offshore projects development company
bangalore. They give modified software development, mobile web applications
eduphoenix solutions is regards software development company in bangalore offering
online portable applications arrangments. Their capable pool of programing
advancement item to our significant customers. They are gifted and profoundly prepared
to make your necessity stream into an all around created programming that thus help
your business in achieving potential and an always bringing customers back.

 Digital Marketing: The Company offers services like SEO Services, Search Engine
Marketing, Social Media Marketing, Social Media Management, Content Marketing and

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 more. With the rich domain excellence in Digital Marketing, our team of dynamic
professionals are expertise in delivering the quality digital marketing services to
customers.

 Web Hosting:Eduphoenix solutions is the best Web hosting Services providing

organization in Bangalore offering a wide range of Internet facilitating administration,
Website Designing Services, Domain Registration, and Website maintenanceServices in
Bangalore. Best Web Hosting Services Company in Bangalore offering Complete Web
Hosting Services.

 Web Development: A Full Stack Web Developer is someone who has a good
understanding of how the web works at each and every level, including setting up and
configuring Linux or windows servers, coding server-side APIs, running the client-side
of the application by using JavaScript, operating and querying databases and structuring
and website designing with CSS, HTML and JavaScript.

 Mobile Applications: EduPhoenix Solutions is for the most part worried about the web
situated portable applications for both android telephones and IOS. EduPhoenix
Solutions has a group of invigorated and inventive versatile application engineers in
Bangalore. We have over one year of involvement with versatile application
advancement in India and are master in it, having made many intuitive applications.

 Internships: EduPhoenix Solutions provides Virtual Internship & Training Opportunities

for students hailing from varied educational backgrounds.

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PRODUCTS AND SERVICES

 E-COMMERCE SOLUTIONS: The company develops customized e-commerce websites

understanding the genre and the type of business or services that you are engaged in
making use of responsive web design. They make each e-commerce site optimized for the
complete range of devices beginning with desktop, mobiles, and tables. To improve the
client experience, they make drawing in user interface that is highlight rich with search
choices, trucks, top picks, lists of things to get, language and installment choices among
others.

 SOFTWARE DEVELOPMENT: EDUPHOENIX Solutions is an established software

Development Company in Bangalore, India. They are giving offshore Projects
Development Company Bangalore. They give modified Software development, Mobile
web applications. EDUPHOENIX Solutions is a regraded software Development company
in Bangalore offering online, portable application arrangements. Their capable pool of
programming designers consistently Pursue the accomplishment of changing a solid and

13
 sufficient programming advancement item to our significant customers. They are gifted and
profoundly prepared to make your necessity stream inti an all- around created
programming that thus help your business in achieving potential and an always bringing
customer back.

 DIGITAL MARKETING: The company offers services like SEO services, search
Engine marketing, social media marketing social media management, content marketing
and more. With the rich domain excellence in Digital marketing our team of dynamic
professionals are expertise in delivering the quality digital marketing services to
customers.

 MOBILE APPLICAATIONS: EDUPHOENIX Solutions is for the most part worried

about the web situated portable applications for both android telephones and IOS.
EDUPHOENIX Solutions has a group of invigorated and inventive versatile application
engineers in Bangalore. We have over one year of involvement with versatile application
advancement in India and are master in it, having made many intuitive applications.

 WEB HOSTING: EDUPHOENIX solutions is the best web hosting services providing
organization in Bangalore offering a wide range of internet facilitating administration,
Website designing services, Domain registration, and Website maintenance services in
Bangalore. Best Web hosting services Company in Bangalore offering complete web
hosting Services.

 WEB DEVELOPMENT: A Full Stack Web Developer is someone who has a good
understanding of how the web works at each and every level, including setting up and
configuring Linux or windows servers, coding server side APIs, running the client side of
the application by using java script, operating and querying database and structuring and
website designing with CSS, HTML and JAVA SCRIPT.

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 INTERNSHIPS: EDUPHOENIX Solutions provides virtual internship and Training.
Opportunity for students hailing from varied educational backgrounds.

 PRESENT PHASE

 Head Quarters: Bengaluru, Karnataka, India.

 CEO and DIRECTOR: GARVIT GARG

 CO-founder: RAKSHA KHAN

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SERVICES

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 CHAPTER-03

EXPERIENTAL LEARNING

Experiential learning is the process of learning by doing. By engaging students in hands on

experience and reflection, they are better able to connect theories and knowledge learned in the
class room to real- world situations.

INTERN’S EXPERIENCE:

The job is definitely challenging as I do not have any work experience with Accounting.
Accounting in the workforce is much force is much more different than accounting that I have
done in school. However, my biggest challenge was surprisingly dealing with different types of
people at work. Many of the employees are nice and are willing to help me. However, I did come
across a few co- workers who would give me little to no feedback at all. It made me struggle a
lot when I was in a situation like this for two reasons: it made me feel bad that it seems like they
do not want to help me and it made me feel even more bad that I even asked them for help. This

17
was a learning experience for me as well because it showed me that not all people in the
workplace are going to be considerate to you. It might get overlooked at first but diligence is the
key. You should never feel that your presence and role in the agenda is undermined. The biggest
key in situations like these is to focus on the areas where things go unnoticed and work hard at
giving those things attention and succeed. All types of learning curves that will occur during time
as a intern, such are building blocks that help prepare for bigger obstacles and newer challenges.
The internship definitely had an impact on both myself and my degree plan. There are many
aspects about an office that cannot be learned in a classroom. For instance, the way that I have
been dealing with difficult co-workers is definitely not something that was taught to me at school
or college. It certainly impacted my knowledge as to how an ideal company follows its
standards, its principles, and how an organization structures its work and its limitations. The
internship really affected my competitiveness on another higher level. Now I always try my best
to get all the work done as soon as possible, as if I am on a time crunch. The internship overall
showed me what skills I have and what skills I need to develop and work on.

Here’s a list of the top seven things I learned from doing

an internship

 How to put my knowledge and skills into practice.

 The benefits of networking.
 Understanding workplace culture.
 Enthusiasm is invaluable.
 Keeping a journal is greater for personal growth.
 How important good communication is.
 The benefits of taking feedback.

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HUMAN RESOURCE MANAGEMENT

During my internship I was mainly assign in HR department. EDUPHOENIX

SOLUTIONS asset management limited always determine what jobs need to be done and how
many and types of workers will be required. So establishing the structure of the asset
management company assists in determining the skills, knowledge and abilities of job holders.
To ensure appropriate personnel are available to meet the requirement set during the strategic
planning process. It believes that the quality work comes from quality workers who are well
motivated and ready to take challenge to provide better service.

Human resource management involves all management decisions and practices that
directly affect or influence the people or human resource who work for the organization.

In modern years amplified concentration has been devoted to how organization manage
human resource. This augmented focus comes from the comprehensive that an organization

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employees facilitate an organization to attain its goals and the management of these human
resources is vital to an organization’s success

FUNCTIONS OF HR

The functions of human resource management are:

1. Staffing
2. Training and Development
3. Motivation
4. Maintenance

By doing all these functions Human resource management complete its job.

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Staffing in HRM:

Activities in HRM concerned with seeking and hiring qualified employees is staffing.

A company needs a well -defined reason for needing individuals who poses specific skills
knowledge and abilities to specify the job. Employee referrals can produce the best applicants for
two reasons. First current employee screen applicants before refer them. Second current
employees believe that their reputations with the firm will be reflected in the candidates that they
recommend. Recruiting is the initial step of staffing. Recruiting is the process of locating,
identifying and attracting capable employee’s. many companies are finding new employees on
the world wide web. This source that is used should reflect the local labor market the type or
level of position and the size of the organization. now the second step of staffing that is

Strategic HR planning: for that a company plans strategically, they set goals and objectives
these goals and objectives may lead to the structural changes in the company.

Third step is selection. This process is attracting qualified applicators and discouraging the
unqualified applicants. by this a company can get its desired employees of requirement. It has
dual focus attempting thin out the large set of applications that arrived during the recruiting
phase and to select an applicant who will be successful on the job.

Training and development:

Training is one of the important activities of human resource management. In the

training process companies try to motivate and train the employees in a manner so that they can
work more effectively in the future. Under the training process there are some steps they are
given below:

Employee orientation: employee orientation provides new employees with the basic
background information they need to perform their jobs satisfactorily. Companies arrange an
orientation program foe the employees. In an orientation program the employees should feel-

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  Feel welcome
 Understand the organization in broad sense
 Be clear about what the firm expects in terms of work and behavior.
 Begin the process of socialization

Employee training:

There is some process method and technique of employee training. A company follows the
all the steps of training to provide the employees a good look on their work.

Career development:

 The career development stage is given below

 Pre transition: is simply looking for a job and preparing oneself for a career.
 Transition: An individual is already having a job and developing oneself for future career
or moving to another career.
 Preferred area: An individual prefers a specific sector of the career.
 Early stage: first 1-15 years of career is called early career.
 Mid-career: 5-20 years after the career starts.
 Late career: late career starts after 20 years of job life.
 Retirement: and finally after completing the stages of career and individual decides to
retired.

Steps of training program

A typical training program can be classified into 5 steps:

1. Need analysis
2. Instruction design
3. Validation
4. Implementation
5. Evaluation and follow-up

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Motivation on HRM:

Motivation is to inspire people to work, individuals in such as to produce best results.

It is the willingness to extent high level of effort towards organizational goals., conditioned by
the efforts and ability to satisfy some individual needs. An important part of the retention of
staff, reducing staff turnover and minimizing absenteeism at work is ensuring that staff are
properly motivated. The wage should be increased the facilities should be insured and social
security should be confirmed. These are the types of common motivational ways. Staff
motivation is the cornerstone of open, flexible and caring management culture, which the
government aims to establish through HRM. To put into practice,‖ open ―means not only to
listen to staff suggestions and opinions but also to empower staff, accept their constructive
criticisms and use their suggestions.

To be flexible we may need to change the traditional ways of doing things. As far as staff
motivation is concerned the biggest challenge perhaps is to stop focusing on problems and the
guilty party and start looking for those responsible for things gone right.

―Caring ―calls for a human leader who would give emotional support to individuals and at the
same time attend to the overall emotional needs of team members which include treating them all
in a fair and impartial manner. Today’s employees want a respect that can be seen as involve in
decision that will affect them. Listening to the employee’s is a way of motivation. All the
motivation functions focus on one primary goal, to have some competent and adapted employees
with up to date skills, knowledge and abilities exerting high energy levels.

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Maintenance of employees:

To maintain the employees of a company must look after the employee Health and safety:

For employee’s health and safety there HR policy need to be vary, clear to all staff so that they
feel safe to work here. They can put their attention and productivity properly towards the task.

Communication:

The communication between the employees and top level management should be clear and
transparent. There should no gap between top level management and low level management.

Employee’s relation:

Employees should be committed to their companies and the companies also should
understand the needs and wants of the employees. In some companies, employees and labors
create labor union for better relationship among the workers and employ.

UNITS OF HR DIVISION:

There are three units in human resource division of EDUPHOENIX SOLUTIONS

1. HR staffing
2. HR operation
3. Training and development

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Units of HR DIVISION

HR MANAGEMENT DEVELOPMENT INFORMATION

Human Resource Development. Human resource development (HRD) is

defined as the cultivation of an organization's employees. It entails providing workers with skills
and relevant knowledge that may help them to grow in the workplace. That makes human
resource development an integral part of human resource management. Management
development is the systematic process of creating effective managers. Managers' critical function
is to translate leadership and shareholder objectives (or create them on their own when they do
not come from above) into legal and effective actions to achieve those objectives.

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Purpose of HR management

The HR (Human Resources) department is a group who is responsible for managing the
employee life cycle (i.e., recruiting, hiring, on boarding, training, and firing employees) and
administering employee benefits. Also known as HR Management Systems (HRMS) or HR
Information Systems (HRIS), an HR system is a business application designed to manage the
complete employee lifecycle from recruitment and on boarding through core HR
administration to employee engagement and performance management.
 Recruitment and hiring.
 Training and development.
 Employer-employee relations.
 Maintain company culture.
 Manage employee benefits.
 Create a safe work environment.
 The purpose of a strategic HR strategy is to align the skills and goals of your
people with the goals and objectives of your business.
 The idea is to plan out a concrete set of measures, programmes and KPIs to reach
those objectives.

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HR policies information

Some of the major types of HR Managers include Compensation and Benefits Managers,
Recruiting Managers and Employee Relations Specialists. Each of above-mentioned
segregations has a different set of duties that are discussed in the sections below. Depending
on the size and industry of an organization, you may hear different terms used in reference
to human resources, including "HR," "employee relations," and "people management".
However, these terms, while they may sound similar, aren’t interchangeable. The same can
be said for the different types of human resources jobs. However, whether you say employee
relations, human resources, or people management, types of HR roles and associated
functions are vital to overall organizational success.

Why? While there are various types of HR roles and jobs, the primary responsibility of an
HR department is the management of your organization’s greatest resource: your people.

How well the professionals in different HR positions work together contributes to the
functioning of the entire HR department thereby contributing to the overall success of an
organization. Here is an overview of the various types of HR roles and positions, as well as
the responsibilities each type of HR professional is tasked with.

What is HR

HR is the short acronym for human resources. An HR department handles all administrative
activities related to your current roster of employees and potential new hires. For instance,
some of the typical responsibilities of an HR department include:

 Recruiting or scouting

 Hiring

 Training new hires

 Payroll and benefits administration

27
 Depending on how you’ve structured your company, your HR department might also be
tasked with:

 Employee engagement

 Creation and delivery of internal messaging and communications

 Ongoing learning and skill development programs

The varied responsibilities of HR teams depend greatly on the company’s size and the types
of human resources positions within the organization. Some businesses may have only a few
people who manage HR tasks, whereas large corporations may have a large HR department.
Other organizations may outsource HR tasks and responsibilities to a third-party
organization.

HR responsibilities and specialties | Source: Author

28
5 different types of HR roles

Human resources isn’t a singular discipline, but rather a complex interplay of various roles,
each contributing to the organization in a distinctive way.

 Recruiting and staffing

Recruitment and staffing, although distinct, are integral aspects of the organization's
workforce strategy. Recruitment is a proactive endeavor to discover potential candidates
suitable for job roles, concluding in the selection process—a core aspect of staffing—where
the most apt candidates are chosen.

Organizations can benefit from either internal or external recruiting teams to attract, engage,
and onboard candidates. Staffing encompasses all the processes crucial to developing and
retaining a solid workforce.

 Employee relations

HR is the catalyst that identifies and mitigates potential workplace issues through internal
employee engagement surveys, meetings, and a holistic understanding of the organizational
landscape. By incorporating approaches that foster a healthy workplace culture, HR plays a
pivotal role in addressing employee activity, burnout, and conflict resolution.

Organizations benefit from the establishment of communication standards, which promote

transparency and encourage openness within the organizational hierarchy.

 Learning and development (L&D)

Commonly abbreviated as L&D, learning and development is often considered an extension

of the HR department. An L&D team is entrusted with the responsibility of providing
training, skills development, and other professional opportunities, enabling employees to
enhance their performance or transition to new roles within the organization.

29
While company budgets constrain many L&D teams, companies can benefit from robust
training programs in career development, leadership development, skills training,
compliance training, and continuing education courses.

 Performance management

Performance management, while tailored to each organization, primarily involves

evaluating employees against established objectives and expectations. Effective
performance management can generate a sense of connection among employees toward the
broader organizational goals, illuminating the impact of their contributions.

Businesses benefit from performance management types of HR responsibilities, suc h as

clearly communicated expectations and fair performance evaluations, resulting in a positive
workplace culture, clearer communication, and enhanced employee engagement—all of
which are fundamental elements of improved productivity.

 Company culture

Although not solely the responsibility of HR, the HR department is uniquely positioned to
influence and cultivate a positive company culture. From recruiting to nurturing employer -
employee relationships, HR plays a critical role in communicating the organizat ional ethos
to potential and existing candidates and ensuring a symbiotic alignment between recruits
and the organizational culture.

Through these endeavors, HR strives to create a vibrant work environment conducive to

both personal and organizational growth.

HR is the cornerstone of an organization, fundamentally contributing to its success through

strategic recruitment and talent management methods and initiatives. HR positively
contributes to organizational success by identifying and attracting individuals whose skills,
values, and ambitions resonate with an organization's goals.

30
Human resources implements training and development programs that promote growth and
adaptability, which helps ensure the company remains competitive in a business landscape
that’s always shifting. Plus, HR policies on employee relations, compensation, and benefits
can bolster employee satisfaction, employee retention, productivity, and overall
organizational culture.

Choosing the right human resources roles for your organization requires a profound
understanding of your company's current and future needs.

Begin by evaluating your organization’s strategic objectives and identifying the gaps in your
workforce that could hinder those goals. Focus on roles that drive growth, such a s talent
acquisition specialists who can build a strong team, or learning and development trainers
who can help enhance employee skills and knowledge.

Prioritize roles that shape company culture and employee engagement, such as employee
relations managers or benefits coordinators.

When you invest in HR roles that align with your business’s priorities, you help ensure a
more efficient, satisfied, and high-performing workforce.

Focus on the types of HR roles that make the most sense for your company and lev erage the
appropriate HR systems judiciously. This not only augments operational efficiency but also
strategically boosts your chosen HR initiatives and prepares your business to navigate the
multifaceted HR landscape with agility and foresight.

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 CHAPTER-4

INTERNSHIP OUTCOMES AND CONCLUSIONS

FINDINGS OF THE STUDY

 Compensation and benefits: compensation basically consists of direct and indirect

compensation and EDUPHOENIX solution is very much concerned about both these
types of compensation. They offer attractive package that is in per with current market
practice in similar sector. They also offer bonuses and yearly incremental. For long term
benefits EDUPHOENIX solution has provision of gratuity, provident fund. They also
have planning for employees consisting of different kind of leaves according to employee
needs.

 Performance evaluation: The evaluation of employee’s performance of EDUPHOENIX

is not properly done by HR division.

 Officers of the organization are competent even through many of them simply know the
working procedure of what they are doing but don’t know the philosophy behind doing
those.

 Service equality of EDUPHOENIX solution is commendable. It is very important for

every organization serve its customers so that it create a loyal customer base who will
repeatedly buy its products and carry a long time relationship with the company as well
as work as a spoken person to promote the products of the company to peers, friends,
relatives, etc. this organization is really good as its service quality.

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 RECOMMENDATIONS
 The organization should practice proper EDUPHOENIX 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 a job evaluated salary structure, which is most competitive

than other organization 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 employee

 EDUPHOENIX solution asset management should hire specialist for each individual

sector.

 The management should create customer 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 customer database.

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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 workforce. 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.

It is said that we have tried to provide all our best efforts to prepare this research report
in such a manner that the report contains least level of technical knowledge to understand the
main contents of this report. I collected relevant information through questionnaire and
interview. Then I presented reasons and solutions point by point. EDUPHOENIX SOLUTIONS
ltd is a well- established modernly facilitated and one of the largest manufacturing private
organization in Bangladesh. It has maintained a strong market position by providing quality
service to its buyers. By earning a huge foreign currency, it also enriched and accelerated the
economy of the country. Without making proper use of human resource the development of an
organization is considered as impossible. So it considers its employees as the core resource and
put great emphasis on the process of manpower selection and recruitment. The development of
the employee ensures the development of the organization and to make the development happen
in reality it also provide sufficient facilities. It combines business along with morality and
responsibility to achieve its ultimate goal. Recruitment and selection are two important words
which are linked to each other. One generate poll of potential candidates and other choose the
best one. Effective and efficient process of recruitment and selection help an organization to

34
become more competitive. The pictures of HR management are satisfactory. Month to month
they focused how to grow more. This is the time of change. EDUPHOENIX limited should take
more important steps which will helpful for them.

Study of HR policy shows that:

 The policy of the company provides facilities for all round growth of individuals by
training in house and outside the organization, reorientation, lateral mobility and self-
development through self-motivation.
 The policy grooms every individual to realize his potential in all facts while contributing to
attain higher organizational and personal goals.
 The policy builds teams and foster team-work as the primary instrument in all activities.
 The policy implements equitable scientific and objective system of rewards incentives and
control.
 The policy recognizes worth contributions in time and appropriately, so as to maintain a
high level of employee motivation and morale.
 The employee Agree on the part of their performance that they know what is expected from
them.
 The employees understand how their work goals relate to company’s goal.
 Company inspires the employees to do their best work every day.
 The employees are not satisfied with the communication and decision making process as it
leaks the information related to organization.
 The employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments.
 The employees feel that they are not paid fairly for the contributions they make to
company’s success.

35
During my internship I have learned a lot. I have completed my internship from EDUPHOENIX
solutions. And the experience was awesome it was excellent. And I learnt how to communicate
people directly. Your care in developing our compensation policies shows your dedication to
employee satisfaction. I just wanted to express my appreciation for your guidance and support.
Thank you for being such a great help.

BIBLOGRAPHY

TEXT BOOKS:

ASWATHAPPA K. (2002) Human Resource and personal Management‖, 3rd edition, New
Delhi: Tata MC GRAW-Hill, publishing Company Limited.

Armstrong M. (2003). A handbook of Human Resource Management, 9th edition, USA:

KOGAN page limited.

Wozniak, Jacek. ―HR policies‖. SJ-economics scientific journal24 no.1

Kramer, SORIN. ―Human Resource policies and firm innovation‖. Academy of

management proceedings 2021, no.1

VENI T Krishna and G. KALYANI. ―HR practices and HR policies at ICICI prudential life
insurance company Ltd‖.

JOURNALS AND ARTICLES:

 Articles by T.V. Rao learning systems.

 Policies of LEXIKO infra solutions
 Documents of LEXIKO infra solutions.

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WEBSITES

[Link]
[Link]
[Link]
[Link]
[Link]
[Link]
[Link]

ANNEXURES / QUESTIONNAIRE

Dear sir/madam

I am Chandana SN, studying 3rd year [Link] in VIKRAM College of science commerce
and management studies CHINTAMANI. I undersigned with to seek your kind co-operation in
providing data for the project work titled ―A STUDY OF HR MANAGEMENT
DEVELOPMENT‖ Being done at EDUPHOENIX SOLUTIONS, BANGALORE‖. I request
your good self to kindly spend few minutes for filling of this questionnaire and you that
information provided by you will be kept confidential and used only for academic purpose.

PART-A

1. Name of Employee …………………………

[Link]:

a) Male ( )

b) Female ( )

[Link]:

a) less than 30 [ ] c)41-50 [ ]

b)31-40 [ ] d)above-50 [ ]

37
4. Martial status:

a) married [ ] b)unmarried [ ]

5. Designation ……………………………………….

6. Monthly income level:

a) less than 20000[ ] c)30000-40000[ ]

b)20000-30000 [ ] d) above 40000 [ ]

7. work experience:

a) less than 10 years [ ]

b)10 to 20 years [ ]

c)above 20 years [ ]

[Link]:

a) diploma []

b) Under graduate []

c) post graduate []

PART-B

1. Whether you are satisfied with your job?

a) yes [ ] b) no [ ]

2. Do you agree with organizational plans and policies?

a) Agree [ ] b)strongly agree [ ]

c) disagree [ ] d) strongly disagree [ ]

38
 3. Do you like flexibility in the job work?

a) yes [ ] b)no [ ]

4. Are you satisfied with the clarity of the object of your job?

a) highly satisfied [ ] b)satisfied [ ]

c)partly satisfied [ ] d)dissatisfied [ ]

5. Do you require physical efforts for job competition?

a) yes[ ] b) no [ ]

6. How often do you find your workers stressful?

a) Always [ ] b) Never [ ]

c) Often [ ] d) Really [ ]

7. Are you satisfied with the career growth opportunities in your company?

a) Highly satisfied [ ] b) satisfied [ ]

c) Partly satisfied [ ] d) dissatisfied [ ]

[Link] you satisfied with working environment?

a) satisfied [ ] b) not satisfied [ ]

[Link] you get formal recognition for displaying excellence in your job?

a) strongly agree [ ] b) agree [ ]

c) partly agree [ ] d) disagree [ ]

[Link] participated in decision making process of organization?

a) yes [ ] b) no[ ]

39
[Link] you satisfied with the policies of your job?

a) yes [ ] b)no [ ]

[Link] far your innovative ideas are adopted by the organization?

a) excellent [ ] b)Agree [ ]

c)Good [ ] d) satisfactory [ ]

[Link] do you feel about your team work in the organization?

a) excellent [ ] b) Agree [ ]

c) Good [ ] d) satisfactory [ ]

[Link] is your acceptance level with reference to adequate freedom to do the job?

a) Satisfaction [ ] b) not satisfaction [ ]

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