A Project Report

On

“HR Practices of Acad Prime Private Ltd”

Submitted in partial fulfilment of

Requirements for the award of degree

of

BBA

By

YASHWANT SHRIVASTAVA

Course: BBA

SEMESTER -5th

BATCH : 2020-2023

Under the Supervision of

Project guide : Deepali Ratra

State Highway-22, Bahadurgarh-Jhajjar Road, Jhajjar, Haryana-124507 Phone:

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01276-699700 Website: www.jagannathuniversityncr.ac.in

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3
 Student’s Declaration

I Yashwant Srivastava, hereby declare that the project titled HR Practices of Acad
Prime private ltd, which is submitted by me to Faculty of Management and
Commerce, Jagannath University, Jhajjar, Haryana, in partial fulfilment of the
requirement for the award of Degree of BBA, is my original work and has never been
submitted elsewhere.

Yashwant
Srivastava

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 Certificate by Faculty Guide

On the basis of declaration submitted by yashwant srivastava, student of BBA, I hereby

certify that the project titled “HR Practices of Acad Prime Private Ltd.” which is
submitted to the Faculty of Management, Jagannath University, Jhajjar, Haryana, in partial
fulfilment of the requirement for the award of the degree of BBA, is an original
contribution with existing knowledge and faithful record of research carried out by him/her
under my guidance and supervision.
To the best of my knowledge this work has not been submitted in part or full for any
Degree or Diploma to this University or elsewhere.

Name of the guide: Ms Deepali Ratra Sign of Department

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 ACKNOWLEDGEMENT

I have taken efforts in this project. However, it would not have been possible without
the kind support and help of many individuals. I would like to extend my sincere
thanks to all of them. I am highly indebted to Ms. Deepali Ratra for her guidance and
constant supervision as well as for providing necessary information regarding the
project & also for their support in completing the project. I would like to express my
gratitude towards my parents & member of for their kind co-operation and
encouragement which help me in completion of this project. I would like to express
my special gratitude and thanks to industry persons for giving me such attention and
time.

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EXECUTIVE SUMMARY

Internship at Acad prime private ltd was a great exposure to the industry. After going
through summer internship training, this was a first-hand experience of how an industry as
well as HR department functions. In 2 months of my internship, I learnt about recruitment,
selection, training and development of the employees.
This project is about the HR Practices in Acad prime private limited. The HR Policies in an
organisation helps every individual to raise his/her potentials in all facts by helping the
person to be satisfied and secured about his present and future.
The Human Resources are the most important assets of an organisation. The success or
failure of the organisation is largely dependent on the caliber of the people working
therein. Without positive mind creative contributions from the people, organisations cannot
progress and prosper. In order to achieve the goals of the organisation, they need to recruit

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 Table of content

SNO. PARTICULARS PAGES

1. CHAPTER1: INTRODUCTION 11-20

Overview of the industry

Overview of the company
2. Chapter 2: INTRODUCTION TO THE PROJECT 22-41

3. CHAPTER 3: RESEARCH METHODOLOGY 43-45

Title of the project
Objectives of the
study Research design

4. CHAPTER 4: DATA ANALYSIS 48-58

5. CHAPTER 5: FINDINGS AND CONCLUSION 60-63

6. CHAPTER 6: SUGGESTIONS 64-65

7 Annexure 66

8 Reference 67

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 CHAPTER
INTRODUCTION

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OVERVIEW OF THE INDUSTRY

E-LEARNING INDUSTRY

Global e-learning market, which was over a $90 billion market last year, is the fastest
growing market in the education sector. Indian e-learning industry is set to reach $1.29 billion
by FY 2018 with the e-learning content market expected to grow at a CAGR of 18.4% from
FY 2014-FY 2018. Indian e-learning technology market is also growing YoY. And
the number of internet users in India crossing 200 million is supporting it well.

E-learning refers to the use of electronic media and information and communication
technologies in education. It replicates and supplements the process of classroom teaching in
electronic form. In a classroom, knowledge is delivered by a teacher who manages (portions
and sequence of content to be taught and assessments related to it) and delivers a prescribed
curriculum to a set of students. Similarly, e-learning involves efficiently managing and
distributing relevant content to the consumers/customers.

E-learning industry can be said to be broadly comprising four components: content,

management system, delivery/distribution system and the consumers/customers. An efficient
collaboration of all the three - content, management system, delivery/distribution system-
leads to a satisfying and successful e-learning experience for a consumer.

MARKET SIZE

E-learning service is providing education through electronic technologies. E-learning is also

called by names such as internet learning, distance learning, online learning, Stimulation
learning among others. E-learning is applicable to corporate training and academic learning.
Some of the applications of e-learning are sales training, online customer training, safety
training, IT training, new product customer training, tools training in healthcare.

+For instance, in the pharmaceutical industry, it introduces several drugs over the period into
the market, and this makes it necessary to impart training on the features of these new products
to their sales people. Banking and financial organizations are in the continuous need to train
their employees on new processes, financial instruments, technologies, and so on. The retail
industry uses learning courses for customer service excellence. The manufacturing industry
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requires major safety precautions along with training their employees on various aspects such as
the code of conduct, anti-bribery policies, information security, good manufacturing practices
(GMPs), among others.

INITIATIVES IN THE INDIAN EDUCATION INDUSTRY

 India is well-progressing towards digital education, backed by rising adoption

of digitisation by universities and colleges, increasing internet penetration and
soaring demand from students. As per RedSeer Consulting, the online education
market (higher education and lifelong learning market) in India is forecast to
reach ~US$ 5 billion by 2025, driven by the government’s focus on designing
online education programmes, strengthening digital infrastructure across the
country and catering to the rising demand for upskilling among students.

 In the Union Budget 2021-22, the Indian government established the National
Digital Educational Architecture (NDEAR) to strengthen digital infrastructure and
support activities related to education planning.
The NDEAR aims to offer distinct education ecosystem architecture for
advancement of digital infrastructure in the country and guarantee autonomy of
stakeholders, especially states and UTs.

 The government introduced the PM E-VIDYA programme in May 2020 to make e-

learning more accessible for Indian students and teachers and promote & strengthen
digital education in India. The programme aims to converge all activities related to
online/digital education and is expected to benefit ~25 crore school students.

 In September 2017, the government introduced DIKSHA (Digital Infrastructure for

Knowledge Sharing), a national portal for school education, to offer school
curriculum-based engaging learning materials to students, teachers, and parents

 In 2015, the government launched the E Pathshala portal to build a resource store for
educational videos, audios, flipbooks, etc. Resources on the portal are available in

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 Indian languages such as Hindi, English and Urdu and can be accessed via
smartphones,

DELIVERY OF SERVICE

E-learning systems have received considerable attention from researchers, educational

institutions, and organisations for their anticipated benefits. The objective of e-learning systems
is to provide students with educational services via electronic channels. User dissatisfaction is
considered the main issue facing universities in regards to e-learning systems. Service Delivery
Quality (SDQ) can be deemed an essential concern for management and customers. This
research investigates the role of SDQ on user satisfaction on two levels: the effect of SDQ on
user satisfaction, and the effect of each sub-dimension of SDQ on user satisfaction. This paper
reports on a study which surveyed 720 external students at an Australian university. The
findings highlight the critical role of SDQ on user satisfaction. Based on the results of structural
equation modeling and content analysis, a set of recommendations was formulated. The aim
was to help improve service delivery quality, user satisfaction

Online Learning or e-Learning can go back to the 1990s, where the trend started and was
emerging. In this decade, the development of personal computers was on the rise.

E-Learning became more simplified, and it was easier to learn skills online. With this, e-
Learning opportunities began to rise, with online environments becoming more acceptable.

Interactive CD-ROMs and PDF text files came into the picture to ease the process of online
learning.
As it was monetarily more beneficial, online courses became more and more popular. This
decade saw some notable achievements like personal home computers, online environments,

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About Acad prime:

A learning system based on Formalised teaching but with the help of electronic resources is
known as E-learning. While teaching can be based in or out of the classrooms, the use of
computers and the Internet forms the major component of E-learning. E-learning can also be
termed as a network enabled transfer of skills and knowledge, and the delivery of education is
made to a large number of recipients at the same or different times.

Services

 Provide education to students

 Employment to teachers
 Provide ample of subject content
 Online classes
 Make availability of many foreign

Vision:

Enable education and learning through technology

Mission:

Our mission is to provide best-in-class personalized learning experience through our unique
platform and prepare competent students and professionals for the future.

Why Acad Prime

Acad Prime was launched with the sole intention of keeping learners at the heart of everything
we do. Our programs are designed to ensure learners get the best of knowledge with individual
attention and mentorship. We cater to learners across the globe with high-quality and
diversified tutoring services. Our platform is designed in a way that has something to offer to
every age group. Though Acad Prime programs have multiple features that you come across
during the registration process, below are some of the key differentiators that allow us to stand
out compared to our peers in the education sector.

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Acad prime serves
At Acad Prime, we believe everyone should get equal opportunity to access resources and
growth. An individual’s quest for knowledge should not be limited due to a lack of access to
top-quality resources. To address this problem we have launched the “Better Education, Better
Lives” initiative. We collaborate with individuals, corporations, and NGOs to provide quality
education and counseling to the needy.

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Benefits provided to students

• Effective at producing good outcomes

• Everywhere Learning – not limited by place or time

• Fairer – it extends learning to more people

• Supports individual learning styles and needs

• Self paced

• Cost Effective

• Time Efficient

• Easily adaptable, yet consistent

• Always developing

• Able to leverage analytics

• Environmentally sound

• Building resilience into the education system

• Providing continued education for vulnerable groups

• Promotes collaboration

• A possible solution to teacher shortages

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 Benefit to teachers

1. Individual Pace
Online learning solutions provide much-needed effectiveness for teachers, allowing them to
maximize the potential for individual learning curves and styles within the classroom
2. Application of theory
Now more than ever, children, youth, and students are accessing information and news online,
communicating, sharing, and exchanging ideas and concepts via technology.

Practicality
In modern times of global economic and political instability, federal and provincial/state
education budgets are often placed on the chopping block. Online learning is an
incredible way to compensate for reduced access to teaching information and time
dedicated to tracking student progress.

3 The Way of the Future

Online learning offers significant benefits for educators. It’s estimated that by 2019, at least
50% of all post-secondary courses will be delivered online, providing schedule flexibility and
cost-effectiveness for educators, as well as access to new learning platforms and the opportunity
to learn from celebrated educators located elsewhere in the world via long-distance education.

4 Access to Training
Good teachers love to teach; but further, the best educators enjoy the opportunity to
learn on a constant basis. Teaching with e-learning resources as a means of updating and
honing one’s approach to teaching forces teachers to constantly up their game, in turn
making professional development a daily activity.

Courses
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  CBSE
 ICSE
 IGCSE
 SG CURRICULUM
 Olympiad
 Global orator for kids
 Coding for kids
 Coding for professionals
 Coding for juniors
 French
 Spanish
 Java

Advantages of Acad Prime

 Dedicated mentorship
 Personalized Individual attention
 Live online interactive classes
 Employees motivation

Competitors
 Byjus
 Vedantu
 Unacadmey

SWOT ANALYSIS

 Strength
Providing education in society
 weaknesses
lacking in few areas with non-availability of physical centre
 opportunity
Huge advantage to grab more market and student with high quality of education and best
faculity
 Threats
High competition in market

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18
LOGO OF COMPANY

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 CHAPTER 2

INTRODUCTION TO THE PROJECT

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INTRODUCTION TO HR PRACTICES

FUNCTIONS OF HR MANAGER
A human resources manager has various functions in a company
 Determine the needs of the staff/personnel.

 Determine whether to use temporary staff or hire employees to fill these

needs.

 Determine do's & don'ts.

 Recruit the best employees

 Train employees and upgrade their learning knowledge.

 Supervise the work.

 Evaluate the work.

 Establish 'Discipline work culture' in the organization.

 Avoid politics in the office.

 Apply 'HR Software' for the ease of work in the organization.

 Manage employee relations. If there are unions, perform collective

bargaining.

 Prepare employee records and personal policies.

 Manage employee payroll, benefits, and compensation.

 Ensure equal opportunities.

 Deal with discrimination.
 Deal with performance issues.

 Ensure that human resources practices conform to various regulations.

 Motivate employees.
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 Mediate disputes.

 Disseminate information in the organization so as to benefit its growth

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Core Elements of HRM

 It is necessary to identify the core elements of HRM in order to understand the

activities of HRM clearly. The five core elements are:
 People: Organizations mean people who staff and manage Organizations.
Organizational performances depend upon the performance of people in the
Organization.
 Management: HRM involves application of management functions and
principles for acquisitioning, developing, maintaining and remunerating
employees in Organizations.
 Integration and Consistency: Decisions related to people must be integrated and
consistent, in order to achieve Organizational effectiveness in the long run.
 Influence: Decisions must influence the effectiveness of Organization in
providing quality products and services to customers and in achieving
Organizational goals.
 Applicability: HRM principles are applicable to business as well as non -
business Organizations like education, health, recreation, etc.

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Objective of HR

HRM objectives can be broadly categorized into four types as presented below.
Organizational Objectives: The primary objective of HRM is to build the Organization
with quality and committed human resource and ensure the achievement of Organizational
objectives. In retail individual performances are very critical to the Store environment.

Functional Objectives: HRM should ensure that the right person is assigned to the right job
at the right time. It should facilitate quality performance by way of providing appropriate
human resource policy framework. In retail proper induction programme ensures this
objective.
Personal Objectives: HRM aims to assist employees in achieving their personal goals
because these goals enhance the individual’s contribution towards the achievement of
Organizational goals through proper training and product knowledge. This is necessary to
maintain, retain and motivate the employees in the Organization
which will ultimately enhance employee performance and satisfaction.

Societal Objectives: Organizations need to be ethically and socially responsible to the

needs and challenges of the society. The HRM of an Organization should work for
satisfying such societal objectives while minimizing the negative impact of such measures
upon the Organization.

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HRM ACTIVITIES

Human resource planning: This is the critical job of HR function. Dale Yoder defines
Human resource planning as “the process by which an Organisation ensures that it has
the right number of people, the right kind of people, at the right place and at the right
time doing work in the Organization”. To take hypothetical example, suppose the
objective of marketing is to increase the total sales by 20%, and once this objective
has been established, the HR Manager must determine precisely. This Objective can
be translated into human resources. A logical starting point is to review the present or
current job descriptions. Then determine skills necessary to meet the set objectives.
Finally, they should translate the needed skills and abilities into Types and number of
employees. The HR function collects data related to vacancies due to retirement or
resignation or retrenchment as well as additional human resource requirement for
executing development plans of all functions.

Recruitment and selection: It involve design of policies and procedures for fair
recruitment and selection of human resource required by the Organization time to
time in order to contribute to the fulfilment of the Organization’s corporate strategy.
Identifying the credible sources of employment and adopting effective selection
process to identify suitable persons by taking into consideration Organizational goals.

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Training and development: The objective of training and development is to develop
key competencies in individuals to perform current or future jobs. It involves
identification for training needs, selection and execution of training methods and
facilitation of skill development and behaviour shaping.

Provision of fair treatment: HR function designs policies and procedures for the entire
Organization to ensure fair treatment of employees at work. These policies are
communicated to all the employees.

Organization/Job Design: Defining how tasks, authority, and systems will be

organized and integrated across Organizational units and in individual jobs, is the
responsibility of HR department.
Employee counselling: One of the important activities of HRM is to develop
appropriate system for employment counselling either through in-house or by external
consultants.

Information Systems: HR information base will be developed through HR research

and information system to provide access to internal departments and also
Organizational clients.

Payment and reward of employees: HRM involves designing of appropriate payment

and reward systems for all employees. These systems should be acceptable to all
employees. They need revision from time to time. The payment and reward systems
should be competitive.

The Organization collects comparative data from other Organizations and work for
developing better systems. HRM also deals with individual problems or complaints
about payment and reward systems.
Employee welfare: Establishment appropriate systems for employee welfare in
accordance with the objectives of the Organization and monitoring the cost and
effectiveness of such provision are an important HRM activity
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 Health and safety: HRM deal in designing and implementing the Organization’s
health and safety policy, and monitors the effectiveness of the policy. It also involves
in promoting health and safety and encourages the involvement of all employees
throughout the Organization.

Union/Labour Relations: HRM recognizes Unions, facilitates elections and provides

supporting services to promote healthy union and Organizational relationship.

Assessing performance of employees: HRM involves in the design and

implementation of techniques to assess performance of employees effectively. The
employees are trained, informed and involved in performance management
techniques. Maintenance of performance records and monitoring the effectiveness
of the performance assessment procedures are the responsibilities of HR department.

Disciplining individuals: Design of disciplinary procedure, monitoring the effectiveness of

the procedure, advising line managers on disciplinary problems, organizing training for
line managers and employees on disciplinary issues, and maintaining records of
disciplinary action taken against employees are the important HR activities.

Dealing with grievances: Employee grievances are common in many Organizations.

Design of grievance procedure and communicating, training people in grievance
handling, implementation of grievance procedure and monitoring the effectiveness of
the grievance procedure are activities that HRM takes care of.

Dismissal: HRM also involves development of procedures for dismissal to ensure that
they comply with legislation and reviewing the same, providing advice and guidance
on fair dismissal procedure, and training people who are involved in the dismissal
process.

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RECRUITMENT

“Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for the job.”
“Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient
working force.”

FEATURES OF RECRUITMENT

Features of Recruitment:

It is a process rather than a single act or event.

 Linking activity as it brings together the employer and the prospective

employees.
 Positive activity to seek out eligible persons from which suitable ones are
selected.
 To locate the sources of people required to meet job requirements.

 Ability to match jobs to suitable candidates.

 A two- way process between recruiter and recruited.

 A complex job that involves lots of factors like image of the company, nature
jobs offered, organizational policies, working conditions etc.

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STEPS IN RECRUITMENT PROCESS
1. progression. Requisitions contains the details about the positions to be filled,
no. of persons to be recruited, etc.
2. Developing and location of sources, i.e., both internal and external.

3. Communicating the information of the organization to acquire prospective

employees.
4. Encouraging the identified candidates to apply for the job.

5. Analysing and evaluating the effectiveness of recruitment process by

candidate

SOURCES OF RECRUITMENT

INTERNAL SOURCES: Internal sources refers to recruitment that takes place

from within the organization. It includes:
A) Transfers & Promotions: Transfers implies shifting of an employee from one job
to another without any shift in change of responsibilities, and on the other hand
promotion refers to shifting of an employee to a higher position carrying
higher status, responsibilities and pay.

B) Retired and retrenched employees who want to return to company may be hired.

C) Dependents and relatives of deceased and disabled employees.

EXTERNAL SOURCES: External sources of recruitment lie outside

the organizations The include:
Educational Institutions: Various companies visit many colleges which have made
arrangements for campus interviews and recruit candidates. Colleges like IIT’S and
IIM’s have a more than 100 famous companies like Barclays, Boston

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consultancy group coming and recruiting candidates.

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Recruiting Agencies: These are basically various private consultancy firms like Price
Waterhouse coopers, ABC group which recruit candidates on behalf of the
client companies by charging a fee.

Employment exchanges: These exchanges provide information about job vacancies to

jobseekers. These can be private and also government exchanges.

Casual callers: Many candidates visit the company by themselves and give
interviews. The companies may not need them presently but can call them anytime in
future when there are vacancies.

Labour contractors: Manual workers recruited through contractors who maintain close
relations with such labours, basically seen in construction jobs.

SELECTION

The selection process can be defined as the process of selection and shortlisting of the
right candidates with the necessary qualifications and skill set to fill the vacancies in
an organisation. The selection process varies from industry to industry, company to
company and even amongst departments of the same company.

STEPS IN SELECTION PROCESS

Preliminary Interview
This is a very general and basic interview conducted so as to eliminate the candidates
who are completely unfit to work in the organisation. This leaves the organisation with
a pool of potentially fit employees to fill their vacancies.

Receiving Applications
Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about\ the candidates like their bio-data,
work experience, hobbies and interest

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Screening Applications
Once the applications are received, they are screened by a special screening
committee who choose candidates from the applications to call for an interview.
Applicants may be selected on special criteria like qualifications, work experience etc.

Employment Tests
Before an organisation decides a suitable job for any individual, they have to gauge
their talents and skills. This is done through various employment tests like
intelligence tests, aptitude tests, proficiency tests, personality tests etc.

Employment Interview

The next step in the selection process is the employee interview. Employment interviews are
done to identify a candidate’s skill set and ability to work in an organisation in detail. Purpose
of an employment interview is to find out the suitability of the candidate and to give him an
idea about the work profile and what is expected of the potential employee. An employment
interview is critical for the selection of the right people
Checking References
The person who gives the reference of a potential employee is also a very important
source of information. The referee can provide info about the person’s capabilities,
experience in the previous companies and leadership and managerial skills. The
information provided by the referee is meant to kept confidential with the HR
department. for the right jobs.

Medical Examination

The medical exam is also a very important step in the selection process. Medical exams help
the employers know if any of the potential candidates are physically and mentally fit to
perform their duties in their jobs. A good system of medical check-ups ensures that the
employee standards of health are higher and there are fewer cases of absenteeism, accidents
and employee turnover.

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 Final Selection and Appointment Letter
This is the final step in the selection process. After the candidate has successfully passed all
written tests, interviews and medical examination, the employee is sent or emailed an
appointment letter, confirming his selection to the job. The appointment letter contains all the
details of the job like working hours, salary, leave allowance etc. Often, employees are hired
on a conditional basis where they are hired permanently after the employees are satisfied
with their performance.

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 TRAINING

Employee training is a short-term process utilizing a systematic and organized

procedure by which non-managerial personnel learn technical knowledge and skill for
a definite purpose. It refers to instructions in technical and mechanical operations.
Training begins the very first day an employee starts to work. The main aim of
training programme is to fill in the gap between the existing and the desired pool of
knowledge, skills and aptitudes. Executive development is a long-term education
process utilizing a systematic and organized procedure by which managerial
personnel learn conceptual and theoretical knowledge. In this unit, you will learn
meaning and importance of training and development, difference between training
and development, steps of development and methods of training and development.

On-the-job Training: In this method, the trainee is placed on a regular job and taught
the skills necessary to perform it. The trainee learns under the guidance and
supervision of the instructor. The trainee learns by observing and handling the job.
Therefore, it is called learning by doing. The following techniques are used for on-
the- job training of the employees.

Coaching: This technique is used to train generally the manager level employees. It is
also applied to the other categories of employees. It is a person- to- person interaction.
The superior or expert in a particular area observe the performance of an employee
closely and initiates corrective action. This technique focuses identifying weaknesses
and finding the areas of improvement.

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Mentoring: The junior employees are attached to seniors for training. The seniors will
provide guidance and understanding of various issues related to the organization, job
performance techniques, culture and traditions, vision and mission, team work and
group behaviour, etc to the juniors.
Committee assignments: The employees are nominated as a member of committee to
facilitate learning under this method. This method provides an opportunity for the
employee to participate in decision making process, observe the activities of other
members and investigate organizational problems.

Vestibule Training: In this method, a training centre called vestibule is set up and
actual job conditions are simulated in it. Expert trainers are employed to provide
training with the help of equipment and machines which are identical with those in
use at the workplace.

Apprenticeship Training: In this method, theoretical instruction and practical training

learning are provided to trainees in training institutes. In India, the Government has
established Industrial Training Institutes for this purpose. The main aim is to develop
all round craftsmen. Generally, a stipend is paid during the training
period. Thus, it is also known as “earn when you learn” scheme.

Classroom Training: Under this method, training is provided in company classrooms

or in educational institutions. Lectures, Case studies, group discussions and audio-
visual aids are used to explain knowledge and skills to the trainees. Some Companies
maintain their own training institutes or schools. Classroom training is suitable for
teaching concepts and problem-solving skills.

Internship Training: It is basically a joint programme of training in which educational

institutions and business firms cooperate. Selected candidates carry on regular studies
for the prescribed period. They also work in some factory to acquire practical
knowledge and skills. This method helps to provide a good balance between theory
and practice. This method is used in professional work, i.e., MBBS, CA, ICWA, etc.

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DEVELPOPMENT

It is a systematic process of learning and growth by which managerial personnel gain

and apply knowledge, skills, attitudes and insights to manage the work effectively and
efficiently.

STEPS IN DEVELOPMENT

1. Analysis of Development Needs: First of all, the present and future development
needs of the organization are ascertained. It is necessary to determine how many and
what type of executives are required to meet the present and future needs of the
enterprise. A critical analysis of the Organization structure in the light of future plans
will reveal what the organization needs in terms of departments, functions and key
executive positions. Then job descriptions and specifications are prepared for all
executive positions to know the type of knowledge, skills, training and experience
required for each position.

2. Appraisal of Present Managerial Talent: A qualitative assessment of the existing

executives is made to determine the type of executives’ talent available within the
Organization. The performance of every executive is compared with the standard
expected of him. His personal traits are also analysed to estimate his potential for
development.

3. Inventory of Executive Manpower. This inventory is prepared to obtain complete

information about each executive. Data on the age, education, experience, health, test
results and performance appraisal results are collected. This information is maintained
on cards or replacement tables for each executive. An analysis of this information will
show the strengths as well as deficiencies of executives in certain functions related to
the future needs of the Organization
.

4. Establishing Training and Development programmes. The human resource

department prepares comprehensive and well- conceived programmes. The

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department

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identifies development needs and may launch specific courses in the areas of
leadership, decision-making, human relations, etc. It also recommends
specific executive development programmes organized by well-known Institutes. On
the basis of recommendations, the top management nominates the executives to
participate in these programmes at the cost of the Company.

5. Evaluating Development Programmes: Considerable money, time and efforts are

spent on executive development programmes. It is therefore; natural to find out to
what extent the programmes objectives have been achieved. Programme
evaluation will reveal the relevance of the development programmes and the
changes that should be made to make these more useful to the Organization.
Observation of the trainee’s behaviour, rating of the training elements, opinion
surveys, interviews, and changes in productivity, quality, cost, etc. can be used to
evaluate development programmes.

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CHALLENGES OF HRM

Globalization: Growing internationalization of business has its impact on HRM in

terms of problems of unfamiliar laws, languages, practices, competitions, attitudes,
management styles, work ethics etc. HR managers have a challenge to deal with more
functions, more heterogeneous functions and more involvement in employee’s
personal life.

Corporate Reorganizations: Reorganization relates to mergers and acquisitions, joint

ventures, take over, internal restructuring of Organizations. In these situations, it is
difficult to imagine circumstances that pose a greater challenge for HRM than
reorganizations itself. It is a challenge to manage employees’ anxiety, uncertainties,
insecurities and fears during these dynamic trends.

New Organizational Forms: The basic challenge to HRM comes from the changing
character of competitions. The competition is not between individual firms but
between constellations of a firm. Major companies are operating through a complex
web of strategic alliances, forgings with local suppliers, etc.

39
These relationships give birth to completely new forms of Organizational structure,
which highly depend upon a regular exchange of people and information. The
challenge for HRM is to cope with the implications of these newly networked
relations, in place of more comfortable hierarchical relationships that existed within
the Organizations for ages in the past.

Changing Demographics of Workforce: Changes in workforce are largely reflected by

dual career couples, large chunk of young blood between age and old superannuating
employees, working mothers, more educated and aware workers etc. These dynamic
workforces have their own implications for HR managers and from HRM point of
view is a true challenge to handle.

Changed Employee Expectations: With the changes in workforce demographics,

employee expectations and attitudes have also transformed. Traditional allurements
like job security, house, and remunerations are not much attractive today; rather
employees are demanding empowerment and equality with management. Hence, it is
a challenge for HRM to redesign the profile of workers, and discover new methods
of hiring, training, remunerating and motivating employees.

Weaker Society Interests: Another challenge for HRM is to protect the interest of
weaker sections of society. The dramatic increase of women workers, minorities and
other backward communities in the workforce has resulted in the need for
Organizations to re-examine their policies, practices and values. In the name of global
competition, productivity and quality the interests of the society around should not be
sacrificed. It is a challenge of today’s HR managers to see that these weaker sections
are neither denied their rightful jobs nor are discriminated against while in service.

Contribution to the Success of Organizations: The biggest challenge to an HR

manager is to make all employees contribute to the success of the Organization in an
ethical and socially responsible way because the well being of the society’s to a large
extent depends on its Organizations.

40
 CHAPTER – 3

RESEARCH METHODOLOGY

41
 TITLE OF THE PROJECT
HR Practices of Acad prime private limited.

OBJECTIVES OF THE STUDY

Research objectives describe concisely what the research is trying to achieve.
The objectives of my study are:
1. To study the “recruitment and selection policy” followed in Acad Prime
private Ltd
2. To study the various sources of recruitment followed in Acad Prime private ltd

RESEARCH DESIGN (TYPE OF RESEARCH)

A research design is the set of methods and procedure in collecting and analysing
measures of the variables specified in the problem research. A research design is a
framework that has been created to find answers to research question

Descriptive research is defined as a research method that describes the

characteristics of the population or phenomenon that is being studied. This
methodology focuses more on the “what” of their search subject rather than the “why”
of the research subject. This study contemplated descriptive research design.
Sampling
Sampling is a process in statistical analysis where researchers take a predetermined
number of observations from a larger population The method of sampling depends
on the type of analysis being perform.
Random sampling
Random sampling is a part of the sampling techniques in which each sample has an
equal probability of being chosen A sample chosen randomly is meant to be an
unbiased representation of the total population
Sample size
I have collected 20 people opinion so the sample size is 20.

Sample unit
I have conducted survey of 20 people so sample unit is 20

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DATA COLLECTION METHOD

PRIMARY DATA
Primary data is collected through survey method by sending questionnaire to branch
manager and other managers. The questionnaires were carefully designed by taking
into consideration the parameters of the study.

SECONDARY DATA

Secondary data refers to data that Is collected by someone other than the user.
Common sources of secondary data for social science include censuses, information
collected by government departments, organizational records and data that was
originally collected for other research purposes. The main sources of secondary data
were:

 Research articles

 Newspapers

 Google

43
 LIMITATIONS OF THE STUDY
• The information and data may not be accurate.

• The data may be old and out of date.

• Data may lack authenticity.

• The sample used to generate the secondary data may be small.

Some people were not willing to give the full information.

44
 Chapter 4

DATA ANALYSIS AND INTERPRETATION

Table no 1: source of recruitment

Sources Respondent Percentage
Job portal 10 40%
News paper 2 10%
45
Employees referral 3 30%
Consultant 5 20%

Chart no 1: what are sources do you use for recruitment

40%

10%

120%
30%

job portal news paper employees referals consultant

Interpretation :

From the survey conducted, I found that 50% candidates are recruited from job
portals, 20% are recruited from advertising, 20% from candidate referrals and 10%
candidates from other sources.

46
Table no 2: Defines Job Description and specification
Options Respondent Percentage
Yes 10 60%
No 5 40%

Chart no 2: Does management clearly defines position objective requirement

and candidate specification requisition

Chart Title
70%

60%

50%

40%

30% 60%

20% 40%

10%

0%
yes no

Interpretion :
From the data I found that 60% of people are aware of job position
And whereas 40% are not aware about the job because of lack of communication occurred by
organization in some cases.

47
Table 3: stages are involved in selecting process
Stages Respondent Percentage
Initial screening 5 30%
Pre interviews 6 20%
In person interview 8 50%

Chart no 3: which stage is most important while selecting candidate

30%

70%

20%

initial screeining pre interview In person interview

Interpretation
From survey I found that there are mainly three stages of selection process 50% in person
interview is preferred by the organisation.

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Table no 4: Best suited for shortlisting candidate
Following Respondent `Percentage
Salary 6 30%
Experience 6 30%
Qualification 8 40%

Chart no 4: which of the following are best suited for shortlisting candidates

which of the following is best suited for shortlisting

candidates

45%
40%
40%
35%
30% 30%
30%
25%
20%
15%
10%
5%
0%

which of the following is best suited for shortlisting candidates

Interpretation
From the data I found that qualification is preferred for selecting candidate with 40% and other
option with 30% in organization they focus on knowledge and ability to teach the student

49
Table no 5: ways of performing interviews
Ways Respondent Percentage
Walk In 5 50%
Virtual 5 50%

Chart no 5: How do you perform interviews

50% 50%

walk In virtually

Interpretation
From survey I found that interviews conducted by organization is 50% through walk In and
50% by virtual method

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Table no 6: Test conducted by organization
Tests Respondent Percentage
Written 5 20%
Aptitude 7 30%
Group discussion 3 10%
Personal interviews 8 40%

Chart no 6: Which one is most preferable test while selecting candidates

5%

20%

written
Aptitude
Group discussion
personal interviews

40%

Interpretation
From the survey I found that 20% written 30%aptitude 10% group discussion 40% personal
interviews are conducted to test candidate.

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Table 7: medical test
Option Response Percentage
Yes 10 70%
No 9 30%

Chart no 7: Is medical test mandatory for candidate before joining

30%

70%

Yes No

Interpretation

From the survey I found that 70% medical test are conducted for joining new employees

52
Table no 8: Training method
Methods responses Percentage
On job training 10 70%
Off job training 10 30%

Chart no 8: which training method do you follow for employees training

Column1

20%

70%

on job training off job training

Interpretation
From survey I found that 50% training are provide through internship and 20%,30% in off and
on job training

53
Table no 9: screening and shortlisting are satisfying
Responses Percentage
Yes 15 90%
No 5 10%

Chart no 9: Is the screening and shortlisting done by company is satisfying

10%

90%

Yes No

Interpretation
From survey I found that 90% satisfaction level from the screening and shortlisting methods of
company

54
Table no 10 : Backout percentage

Response Percentage
1-5 2 5%
5-10 3 5%
10-15 6 50%
15-20 8 40%

Chart no 10: what is the backout percentage of candidates being offered

0.05
0.1

0.3

1 to 5 5 to 10 10 to 20 Above than 20

Interpretation
From the I found the backout percentage is 15-20 candidates in recruitment process

55
Table no 11:Any change requires in system
Opinion Responses Percentage
Yes 10 40%
No 5 40%
May be 5 20%

Chart no 11: Is there any change in the system required in organization

If yes then suggest

Column1

40%

120% 40%

20%

yes no may be

Interpretation
From survey I found 40% for yes the want certain change in the
system of organization and 40% no change requires for organization .

56
 CHAPTER 5

FINDINGS AND CONCLUSION

57
FINDINGS

1. From the survey conducted, I found out that 70% people prefer
telephonic interview, 15% prefer video conferencing, 10% prefer
personal interview and 5% prefer other forms of interview.
2. From the survey conducted, I found that 50% candidates are recruited
from job portals, 20% are recruited from advertising, 20% from
candidate referrals and 10% candidates from other sources.
3. From the survey conducted I found that 40 % employers ask 4-6
questions, 30% employers ask 2-4 questions, 10% employers ask 0-2
questions and 20% employers ask more than 6 questions during the
interview.
4. From the survey conducted, I found 55% employers spend 10-15
minutes, 25% employers spend 5-10 minutes, 15% employers spend 0-
5 minutes and 5% employers spend more than 15 minutes in taking the
interview.
5. From the survey conducted. I found that 60% employers select
candidates in 3 stages, 20% employers select candidates in 4 stages,
10% employers spend 2 stages and 10% employers take more than 4
stages in selecting a candidate.
6. From the survey conducted, I found that 40% employers give
importance to communication skills, 30% employers give importance
to technical skills, 20% employers give importance to inter personal
skills and 10% employers give importance to qualification of the
candidates.
7. From the survey conducted, I found that 40% employers prefer on the
job training, 30% employers prefer internship training, 20% employers
prefer vestibule training and 10 % employers prefer apprenticeship tr
8. From the survey conducted, I found that 50% employers prefer
candidates with 1-2 years of experience, 20% employers prefer
candidates with experience of 6 months- 1 year, 20% employers prefer
candidates with experience of more than 2 years and 10% employers
prefer candidates with experience of 0-6 From the survey conducted, I
found that 60% employees are satisfied with the HR policies, 30%

58
 employees are neither satisfied nor dissatisfied and 10% employees are
not satisfied with the HR Policies of the organisation
9. From the survey conducted, I found that 50% employers use
different process of recruitment for different grades of candidates,
20 of employers don’t use different methods and 30% of employers
sometimes use different methods of recruitment for different grades of
candidates.
10. From the survey conducted, I found that 50% employers use different
process of recruitment for different grades of candidates, 20 of
employers don’t use different methods and 30% of employers
sometimes use different methods of recruitment for different grades of
candidates.

59
 CONCLUSIONS

 Policies adopted by Acad Prime PVT. LTD are transparent, legal and scientific.

 Recruitment is fair.

 Various training sessions are provided to the employees.

 Mostly telephonic Interviews are held.

 Mostly employers prefer to give on the job training.

 In Acad prime pvt Ltd, they prefer candidates with experience of 1-2 years.

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 CHAPTER – 6

RECOMMENDATIONS

61
 Recommendation
 Candidates face various problems while doing the job. The company should provide
sessions to solve their problems.
 Recruitment should be strict. Employees should be evaluated before the selection process.
 Employees should be taught how to handle rejections.

 Communication, personal and technical skills need to be tested for employees.

 Focus should be given on aspects such as time management, stress management, e

62
APPENDICES QUESTIONNAIRE

Q1 what are the sources do you use for recruitment

 Social media
 News paper
 Employees referral
 Job portal

Q2 Does organization clearly defines position objective requirement and candidate specification requisition
 Yes
 No
Q3 which of the following is best suited for shortlisting candidates
 Salary
 Experience
 Qualification
Q4 How many stages are involved in selecting process
 1
 2
 3
Q5 How do you perform interviews
 Walk In
 Virtual
Q6 which one is most preferable test while selecting candidates
 Written
 Aptitude
 Group Discussion
 Personal interview
Q7 which training method is used by organization for employees
 On job training
 Off job training
 Internship
Q8 Is medical test mandatory for candidate before joining
 Yes
 No

63
Q9 Do you satisfy what you do at your job
 Agree
 Disagree
 Neutral
Q10 Is the screening and shortlisting done by company is satisfying
 Yes
 No

Q11 what is Back out percentage of candidates being offered

 1-5
 5-10
 10-15
 15-20
Q12 Do you require any change in the system of your organization
 Yes
 No
If yes then suggest the changes

64
 Bibliography

https://www.ibef.org/industry/healthcare-india.aspx https://o2saver.com/
https://www.toppr.com/guides/business-management-and-entrepreneurship/human- resource-
management/selection- process/#:~:text=The%20selection%20process%20can%20be,departments%20of
%20the%20 same%20company
https://en.m.wikipedia.org/wiki/Human_resource_management#:~:text=Human%20resourc e
%20management%20(HRM%20or,of%20an%20employer's%20strategic%20objectives

65