A Mini Project Report

On
“Study on Recruitment Process adopted by HELEUM Pvt. Ltd.”
By

“Ayushi Mishra”
“2200520700016”

Under the guidance of

“Dr. Raji”

In partial fulfilment of the requirement for the award of the Degree

of
Master of Business Administration

Submitted at

DEPARTMENT OF BUSINESS ADMINISTRATION

INSTITITUTE OF ENGINEERING AND TECHNOLOGY
JANKIPURAM LUCKNOW, UP-226021
 Department of Business Administration
Institute of Engineering & Technology Lucknow

STUDENT DECLARATION

I undersigned, hereby declare that the project titled “HUMAN RESOURCE

MANAGEMENT AND RECRUITMENT STRATEGIES” submitted in partial

fulfilment for the award of Degree of Master of Business Administration is a

bonafide record of work done by me under the guidance of Dr. Raji. This report

has not previously formed the basis for the award of any degree, diploma, or

similar title of any University.

Date:
Place: Lucknow

Signature of the Student

Ayushi Mishra
2200520700016
 Department of Business Administration
Institute of Engineering & Technology Lucknow

CERTIFICATE FROM INSTITUTION

This is to certify that, Mis. Ayushi Mishra second semester student of Master of
Business Administration, Institute of Engineering & Technology, Sitapur Road,
Lucknow has completed the project report entitled “HUMAN RESOURCES
MANAGEMENT AND RECRUITMENT STRATEGIES” in partial fulfilment of the

requirements for the award of the Degree of Master of Business Administration.

Date:
Place: Lucknow

Dr Durgawati Kushwaha
Co-Convener
 Department of Business Administration
Institute of Engineering & Technology Lucknow

CERTIFICATE FROM FACULTY GUIDE

This is to certify that Ms. Ayushi Mishra Second semester student of Master of
Business Administration, Institute of Engineering & Technology, Sitapur Road,
Lucknow has completed the project report entitled “HUMAN RESOURCES
MANAGEMENT AND RECRUITMENT STRATEGIES” towards partial fulfilment

of the requirement for the award of the Degree of Master of Business

Administration under my supervision.

Date:
Place: Lucknow

DR. Raji
 PREFACE

All students learn theoretical subjects in their classroom, but as we are the management

students apart from theoretical studies, we need to get a deeper insight into the practical aspects

of those theories by working as a part of organization during our summer training. Training is

a period in which a student can apply his theoretical knowledge in practical field. So, this

training has high importance as to know how both the aspects are applied together. The training

session helps to get details about the working process in the organization. It has helped me to

know about the organizational management and discipline, which has its own importance. The

training is going to be a lifelong experience. This Project Report has been completed in Partial

fulfilment of my management Program, M.B.A in the Heleum. The objective of my project is

to get the practical skills and to know every aspect.

 ACKNOWLEDGEMENT

I take this opportunity to express our gratitude to the Department of Business Administration,

IET Lucknow for this project and being the institution for pursuing the degree of MBA. I would

like to thank everyone who helped me in completing this project successfully. First of all, I

express my respect to Dr.Vineet Kansal, Director, Institute of Engineering and Technology

for his constant encouragement and invaluable advice in every aspect of my academic life and

also, I express my gratitude towards my coordinator Dr.Virendra Pathak, Institute of

Engineering and Technology Lucknow. I would like to express my deepest appreciation to my

Co Convener Dr.Durgawati Kushwaha, and my faculty guide Dr. Raji who has been a

constant source of inspiration and guidance for me. She has been very generous with her time

and expertise, and has always encouraged me to pursue my interests and passions. I would also

like to acknowledge the support and assistance of my batchmates who have been very helpful

and friendly throughout the project. They have shared their knowledge, skills and resources

with me, and have made my work easier and more enjoyable. I also appreciate the cooperation

and participation of all the subjects who took part in this study. Their responses and opinions

have been very useful in analyzing the data and drawing conclusions. Finally, I would like to

thank my family, especially my parents, for their love, care and support that motivated me to

do my best.
 Table of contents

Page
Chapters Content
No.
Chapter I 1.Introduction 1-19

1.1 Overview 1-6

1.2 Industry Profile 7-14

1.3 Company Profile 14-17

1.4 SWOT Analysis 17-19

Chapter II 2.Literature Review 20-34

2.1 Review of Literature 20-28

2.2 Conceptual Understanding 29-43

Chapter III 3. Research Methodology 35-30

3.1 Problem Statement 35-37

3.2 Objective of the Study 38

3.3 Data collection and
39-43
Analysis tool
4. Data Analysis and
Chapter IV 44-52
Interpretation
Chapter V 5.1 Findings 53

5.2 Recommendations 54

5.3 Limitations 55

5.4 Conclusion 56
CHAPTER.I INTRODUCTION

1.1 OVERVIEW

Edtech, or education technology, is the practice of introducing information and communication

technology tools into the classroom to create more engaging, inclusive and individualized

learning experiences.

Today’s classrooms have moved beyond the clunky desktop computers that were once the norm

and are now tech-infused with tablets, interactive online courses and even robots that can take

notes and record lectures for absent students.

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WHAT IS EDTECH?

Edtech definition: Edtech, short for education technology, refers to the use of software and

hardware to enhance teaching and learning.

The influx of edtech tools are changing classrooms in a variety of ways. For instance, edtech

robots, virtual reality lessons and gamified classroom activities make it easier for students to

stay engaged through fun forms of learning. And edtech IoT devices are hailed for their ability

to create digital classrooms for students, whether they’re physically in school, on the bus or at

home. Even machine learning and blockchain tools are assisting teachers with grading tests

and holding students accountable for homework.

The potential for scalable individualized learning has played an important role in the edtech

industry’s ascendance. The way we learn, how we interact with classmates and teachers, and

our overall enthusiasm for the same subjects is not a one-size-fits-all situation. Everyone learns

at their own pace and in their own style. Edtech tools make it easier for teachers to create

individualized lesson plans and learning experiences that foster a sense of inclusivity and boost

the learning capabilities of all students, no matter their age or learning abilities.

And it looks like technology in the classroom is here to stay. In a 2018 study, 86 percent of

eighth-grade teachers agreed that using technology to teach students is important. And 75

percent of the study’s teachers said technology use improved the academic performance of

students. For that reason, many would argue it’s vital to understand the benefits edtech brings

in the form of increased communication, collaboration and overall quality of education.

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Benefits of Edtech for Students

An influx of technology is opening up new avenues of learning for students of all ages, while

also promoting collaboration and inclusivity in the classroom. Here are five major ways edtech

is directly impacting the way students learn.

Increased Collaboration

Cloud-enabled tools and tablets are fostering collaboration in the classroom. Tablets loaded

with learning games and online lessons give children the tools to solve problems together.

Meanwhile, cloud-based apps let students upload their homework and digitally converse with

one another about their thought processes and for any help they may need.

24/7 Access to Learning

IoT devices are making it easier for students to have full access to the classroom in a digital

environment. Whether they’re at school, on the bus or at home, connected devices are giving

students Wi-Fi and cloud access to complete work at their own pace — and on their own

schedules — without being hampered by the restriction of needing to be present in a physical

classroom.

Various apps also help students and teachers stay in communication in case students have

questions or need to alert teachers to an emergency.

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“Flipping” the classroom

Edtech tools are flipping the traditional notion of classrooms and education. Traditionally,

students have to listen to lectures or read in class then work on projects and homework at home.

With video lectures and learning apps, students can now watch lessons at home at their own

pace, using class time to collaboratively work on projects as a group. This type of learning style

helps foster self-learning, creativity and a sense of collaboration among students.

Personalized Educational Experiences

Edtech opens up opportunities for educators to craft personalized learning plans for each of

their students. This approach aims to customize learning based on a student’s strengths, skills

and interests.

Video content tools help students learn at their own pace and because students can pause and

rewind lectures, these videos can help students fully grasp lessons. With analytics, teachers can

see which students had trouble with certain lessons and offer further help on the subject.

Instead of relying on stress-inducing testing to measure academic success, educators are now

turning to apps that consistently measure overall aptitude. Constant measurements display

learning trends that teachers can use to craft specialized learning plans based on each student’s

strengths and weaknesses or, more importantly, find negative trends that can be proactively

thwarted with intervention.

Attention-Grabbing Lessons

Do you remember sitting in class, half-listening, half-day dreaming? Now, with a seemingly

infinite number of gadgets and outside influences vying for a student’s attention, it’s imperative

to craft lesson plans that are both gripping and educational. Edtech proponents say technology

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is the answer. Some of the more innovative examples of students using tech to boost classroom

participation include interacting with other classrooms around the world via video, having

students submit homework assignments as videos or podcasts and even gamifying problem-

solving.

HUMAN RESOURCE MANAGEMNENT

Human resource management (HRM) is the practice of recruiting, hiring, deploying and

managing an organization's employees. HRM is often referred to simply as human resources

(HR). A company or organization's HR department is usually responsible for creating, putting

into effect and overseeing policies governing workers and the relationship of the organization

with its employees. The term human resources was first used in the early 1900s, and then more

widely in the 1960s, to describe the people who work for the organization, in aggregate.

HRM is employee management with an emphasis on employees as assets of the business. In

this context, employees are sometimes referred to as human capital. As with other business

assets, the goal is to make effective use of employees, reducing risk and maximizing return on

investment (ROI).

The modern term human capital management (HCM) is often used by large and midsize

companies when discussing HR technology.

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The purpose of HRM practices is to manage the people within a workplace to achieve the

organization's mission and reinforce the corporate culture. When people management is done

effectively, HR managers can help recruit new employees who have the skills to further the

company's goals. HR professionals also aid in the training and professional development of

employees to meet the organization's objectives.

A company is only as good as its employees, making HRM a crucial part of maintaining or

improving the health of the business. Additionally, HR managers monitor the state of the job ..

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1.2 INDUSTRY PROFILE

EdTech is short for “education technology.” It uses computers, computer programs, and

educational systems to provide learning and training to students and employees.

The broad field of EdTech encompasses not only the hardware and software programs used in

what is commonly known as “remote learning,” “distance learning,” or “online education,” but

also theories of learning and increasing research into what are the most effective means of

teaching people new knowledge and skills.

EdTech’s been around longer than most people think. Computer-aided learning is simply a

natural development arising from improved technology. In the mid-twentieth century, schools

and training centres were already using available technology, such as copy machines and media

learning through training films.

As early as the 1960s, educational institutions were conducting trials and experiments that

involved using computers to help teach students math and spelling. Online courses sprang up

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soon after the advent of internet connections, and it is estimated that by 2010, there were nearly

six million students taking courses online in the U.S. alone.

The United Kingdom’s Open University and Canada’s University of British Columbia were

early innovators in making online education interactive, enabling direct communication for

teaching and discussion between teachers and students, and between students and other

students.

The development of multimedia sources and better video conferencing computer programs

makes EdTech both more accessible and more effective. The industry now includes such

innovations as EdTech “robots” that students can use to take notes and blockchain tools that

educators can access to grade student work.

Advantages Offered by EdTech

Educational technology offers numerous significant advantages. Educators believe that

different students learn at different paces and learn best in diverse ways.

For example, while some students learn information best from reading, others benefit more

from audio-visual presentations of information. EdTech offers students the flexibility to access

learning from the sources they find most helpful and effective.

A major benefit hailed by online learning students is that of being able to access teaching and

training at their own individual pace and time. The flexibility to access online learning at

whatever time is most convenient for the student makes education and ongoing professional

training much more available to all types of people, in all types of situations.

It is particularly helpful to people with a full-time job and, therefore, would find it extremely

difficult to attend regular courses at a university.

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An obvious and substantial benefit of EdTech is the massive potential cost savings in education.

Online e-learning can be provided at a fraction of the cost of attending a major university or

even a small community college.

The reduced cost of online learning makes obtaining a degree or additional professional

certification much more affordable for anyone interested in expanding their knowledge and

skills.

One Concern

While EdTech offers many obvious benefits, there is one major concern regarding its use for

young children. Many educational theorists, psychologists, and sociologists fear that students

learning solely online will suffer from a failure to develop social skills that come only from

interacting in person with other people.

For that reason, educators caution that parents of children using distance learning should be

careful to arrange regular social interactions with other children through several avenues, such

as sports activities and field trips.

Of course, in the midst of the COVID-19 pandemic, virtually everyone is suffering from an

absence of ordinary social interactions.

MAJOR MARKET PLAYERS IN THE INDUSTRY

eLearning has been around for some decades. But several factors have led to the accelerated

adoption of e-learning across multiple levels of education and for upskilling purposes across

domains.

Today, consumers have greater access to affordable smart devices and internet data. The

amalgamation of technologies such as Artificial intelligence (AI), machine learning (ML),

automation, and gamification in education has also made the digital learning process more

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engaging. These shifts have triggered trends like micro-learning, the practice of learning in

smaller chunks, anytime, every day.

As of 2023, India has established itself as the second largest eLearning market, with an

estimated market size of $6 billion, after the US. By 2025, it is expected to grow to $10 billion

by 2025. Currently, the K–12 education market is estimated to be worth $2.7 billion, followed

by university education and upskilling platforms.

In this blog, we spotlight the top education solution providers in India and what makes their

offerings and user journey stand out from the rest.

1. Unacademy

This Bangalore-based Edtech is one of the top EdTech companies in India. Unacademy started

with a mind frame to disrupt how students train for competitive exams. It launched as a

YouTube channel in 2010 and pivoted into a full-fledged platform in 2015.

Today, the Unacademy app boasts over 1 million video lessons across a wide range of over 60

plus cross-sector entrance tests such as CAT, pre-medical, UPSC, banking, CA, CAPF, UPSC,

and CLAT. Students can also follow tutors across subjects and learn from the comfort of their

smartphones.

2. UpGrad

Another EdTech transforming education in India is the UpGrad platform, which offers an

eclectic mix of programs to enable learners of diverse profiles to engage in learning.

For instance, the platform caters to working professionals with virtual master’s programs in

domains ranging from management, Artificial Intelligence (AI), and Machine Learning (ML)

and computer science to engineering, IT, cyber security, and accounting.

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UpGrad has also partnered with several national and international universities, enabling

students to spend some semesters on campus and abroad, thus saving on costs and earning a

legit university degree. Study destinations include the UK, the US, Australia, Canada, and

Germany.

The platform also offers short online programs for college students and a range of free courses.

3. Simplilearn

This platform started as a learning blog and eventually evolved into a full-scale digital learning

platform. Offering a wide range of certificate programs, the program aims to help professionals

and students build skills through an engaged process, emphasizing making learners job-ready.

The platform has partnered with several industry leaders to curate cutting-edge courses, which

comprise a mix of certificates and post-graduate programs. The platform has partnered with

world-class educational institutions to build a pedagogic edge into their programs.

4. TrainerCentral

This EdTech serves a unique model and purpose. TrainerCentral, owned by parent company

Zoho, is a platform that enables individuals, teachers, and trainers to turn their skills and

knowledge into a full-fledged tech-powered education platform.

Instructors can create a website, update content, introduce certifications and assignments,

access course marketing support, and accept learners’ payments. It enables them to introduce

features such as in-built live classrooms with a chat functionality to increase engagement.

5. Udemy Founded in 2009, digital learning platforms like Udemy quickly discovered that

learners aspire to learn based on their schedules and commitments. So, it evolved into an

upskilling platform that offers over 220,000 online video courses in the areas of domains.

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These range from music, IT, and marketing, to personality development, lifestyle, and design.

Their technology boot camps are highly rated and popular. Another interesting trend is

adopting Udemy content to help workforces upskill through high-quality content.

6. WhiteHat Jr

With technology being the backbone of almost every career path today, coding knowledge is

highly valued in business and entrepreneurship. WhiteHat Jr offers courses to help nurture a

love for coding early.

Six to 18-year-olds engagingly learn to code. However, the courses go beyond coding.

WhiteHat Jr also offers programs on Maths and music at various school levels.

7. edX

This platform established itself through partnerships with pedigree universities like Harvard

and MIT. It offers undergraduate, master’s, and certificate programs across almost every

possible domain- from nursing and data science to philosophy and languages like Spanish.

The programs are highly valued for their attention to pedagogy. The platform’s boot camps are

also popular.

8. iMarticus

This platform offers diverse programs designed to enable ambitious professionals to build the

skills and knowledge that can catapult them to the next level in their careers. The flexible

learning schedule and short-term duration of the programs allow professionals to take weekend

classes as they work along the side.

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Marticus has partnered with several corporations and educational institutes to deliver more

value to the programs. The mix of on-demand content, live instructor videos, and brief stints

on partner campuses make the programs engaging.

9. Emeritus

This EdTech is another player in the professional program space but with a difference. Emeritus

has partnered with 55 top-tier universities in India, China, the US, Europe, and Latin America

to deliver pedigree education virtually.

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The universities include ISB, INSEAD, Harvard, MIT, Columbia, Cambridge, IIT, Wharton,

IIM, UC Berkeley, INCAE, NUS, and HKUST. Over 100 plus programs are facilitated in

multiple languages. Domains range from digital marketing, AL/ML, and design to sales,

marketing, technology, and leadership.

10. Next Education

Founded in 2007, this tech-powered education platform caters to K–12 students. Schools have

enhanced the quality of education through their signature modules, such as TeachNext,

LearnNext, MathsLab, ScienceLab, and EnglishLab.

Study guides and products are accessible to various school state boards, CBSE, and the ICSE

curriculum in multiple languages. Education is delivered via their state-of-the-art app through

interactive, engaging content.

MY COMPANY RELATIVE POSITION IN THE MARKET

Heleum is a company that operates at the national level but doesn’t have much higher position

in the market as compared to other players of the market. Heleum has a turnover of only 2 crore

a year and in the last financial year of 2022-2023 it has incurred a profit of only 3 cr.

So, in comparison with big players of the market it has no existence in the market and has no

impact on the market share of the other companies.

The big players like Upgrad, unacademy, physicswallah etc. are a very large unicorns and they

have annual turnover of more than 1 billion and share almost 90 percent of the ed tech market.

So, the companies which operates at small scale doesnot impact or influence the market share

of these companies. And so is Heleum, it’s a small-scale startup which has a market share of

relatively 0.99 percent of the total market.

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1.3 COMPANY PROFILE

Heleum is a team of well-refined intellectual people who work collectively to provide a

brilliant mentorship to the young budding minds looking for guidance and assistance is

deciding their career paths. It is a wide digital learning-platform which helps enhance the

technological and intellectual skills of an individual and help them grow to their full potential.

We believe in skills over knowledge and therefore, services provided by us would help the

learner a long way in the future and will assist them fairly well while making important career

decisions because these are the decisions which form the most crucial part of one’s life.

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OUR CURATED CURRICULUM

Our curriculum is designed in such a way that still can’t use electricity well.

A full-fledged learned and well-experienced team of professionals to provide guidance and one-to-
one mentorship to each student.

Completely Beginner-Friendly courses with step-by-step explanation and advanced teaching to

enhance the skills further.

Refining of skills already present along with embodiment of new ones to help them make fit for the
jobs in any field they wish to take up.

COMPETETIVE STRUCTURE OF Heleum

1.Heleum has a total of 6069 competitors and it ranks 6,069th among them.

2.170 of its competitors are funded while 110 have exited.

3.Overall, Heleum and its competitors have raised over $5.03B in funding across 498 funding

rounds involving 1417 investors.

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4.There are 4 private unicorns, 12 public and 98 acquired companies in the entire competition

set.

COURSES BEING OFFERED BY THE COMPANY

Python Courses

1. Python for Beginners

2. Python for DataScience
3. Python Crash Course

Designing Courses

1. Adobe Photoshop
2. Adobe Indesign
3. Ux/Ui Designing
4. Motion Graphics

Web Dev Courses

1. Fullstack Webdevelopment
2. Mean Stack Development
3. React
4. Javascript

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 Hacking Courses

1. Ethical Hacking
2. Pentesting Android A

1.4 SWOT ANALYSIS

Strengths

1. Maximum utilization of fund

2. Web based HR management

3. Diversification

4. Good relationship with employees.

5. Training for Train up the Employees. Immense machineries support.

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Weakness

1. Manipulation of other Departments.

2. Small workforce.

Opportunities

1. Skilled workforce.

2. Introduce new HR strategies

3. Time to time foreign trade training.

4. New employees (fresh graduates) are recruited every year.

5. New branches will be opened in different parts

Threats

1. Market leaders are very experienced in this concern.

2. Increase competition to better customer service.

3. Pressure to decrease rate of profit.

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CHAPTER.II LITERATURE REVIEW
2.1 REVIEW OF THE LITERATURE

Prepared by: Ahmed Al-Harerat Submitted to: Dr Rula Halaseh Abstract :The

purpose of this review is to review what came in some studies and articles that talk about the

topic of employment and selection during the time period between 2010 and 2020 in order to

study the modalities that are carried out in these two tasks in various organizations. The review

provided an explanation of both tasks, taking into account what came from the

recommendations in those studies. Finally, the researcher presented a brief summary about the

recruitment and selection process. Introduction The human resource management activities are

considered one of the most important activities that have an impact on companies and among

these activities we will review in our review these are related to recruitment and selection

activities to try to clarify these activities more and to stop the most important practices used in

recruitment processes and the selection to review through our review what came in many of

the research papers Documented and published in publishing magazines and websites. The

recruitment process aims to provide the best elements with excellent qualifications and

qualifications. The importance of the recruitment process to the Human Resources Department

is to prevent hiring the wrong person, who may cost the organization very much. Away from

the salaries and incentives offered, the process of employing an inappropriate and effective

component may cost larger losses based on the decisions and activities wrongly practiced.

Therefore, this process is one of the most important processes for managing human resources

and for the company as a whole.

Whereas, the selection process is the process that aims to select the best and most suitable

donor for the job. Taking into consideration the conditions necessary in this process and

adopting the principle of justice, equality and equal opportunities for all candidates, and that

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selection be made on the basis of merit and merit, and there must be a type of control when

selecting employees, as the right person is in the right place. Based on the foregoing,

recruitment and selection processes are among the most important topics that we need to study

and care about, and therefore I chose this topic because of its importance, trying to provide

information of its importance through my review of some of the studies published between

2010 and 2020.

Recruitment Process Recruitment is the process of searching the candidates for employment

and stimulating them to apply for jobs in the organization(Biswas2012). Stonner, Freeman and

Gilbert (2000) stated that the purpose of recruitment is to provide a group of candidate that is

large enough to let managers select the employees they need. Recruitment according to Nzuve

(1997) refers to the discovery and development of the sources of required personnel so that

sufficient number of candidates will always be available for employment in the organization.

The purpose of recruitment is to seek out or explore, to evaluate, to induce and to obtain

commitment from the prospective employees so as to fill up positions required for successful

operation and organization. )Raghavi and Gopinathan 2013) define it as the process of creating

a group of qualified candidates for vacancies within organizations. In both professional and

non-professional fields, employment will include an attempt to identify a diverse group of

applicants with the necessary qualifications and capabilities, and inform them of available job

opportunities. There are various methods of recruitment but for the sake of simplicity, they

have been categorized under two broad headings.) Neeraj Kumari 2013).

Internal Recruitment This is for those people who are already working in the organization; the

HR people publish the circular on notice board and online portal to invite the deserving

employees to participate in the interview via they can also upgrade their position level and avail

their career growth. In this case, employees refer their resume personally and sometimes by

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their internal communication portal. This process may not be followed in all companies and

organizations, for example in the study (Sintheya Rahman 2011). Some of the advantages of

internal hiring have been mentioned. We review what each of Stonner, Freeman and Gilbert

(2000) identified three advantages of an organization policy to recruit from within. First,

individuals recruited from within are already familiar with the organization and its members,

and this knowledge increases the likelihood that they will succeed. Secondly, a promotion from

within policy fosters loyalty and inspires greater effort among organization members. Finally,

it is usually less expensive to recruit or promote from within than to hire from outside the

organization. Certain disadvantages to internal recruitment were also recognized. It limits the

pool of available talent. In addition, it reduces the chance that fresh view points will enter the

organization, and it may encourage complacency among employees who assume seniority

ensures promotion. External Recruitment From other organization/company/institute or fresh

graduate people this process is applicable, step by step selection and recruitment process is

shown (Bushra Bintey Mahbub 2020). Many vacancies are filled from outsiders. Even when

an company own.

candidates if transferred or promoted elsewhere in the company there comes a vacant position,

which should be filled externally. (Ayesha Yaseen 2015) The process below shows how groups

of candidates are created from different sources. It is impossible to gather all candidates from

a different category and experience using only one source. These sources have proven to be

very useful and effective for finding the right number of people who are able.

Preliminary Steps for Recruitment: There are some issues which are controlled by the

administration of the company during the recruitment process. These are given below: 1)

Requisition: Whenever recruitment is needed the respective department informs the HR

Operations about their vacancy position and thus the HR starts their activities. 2) Timing: The

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HR Operations department usually gets 60 days to recruit and select a candidate. This time is

not specified by the respective department in which a vacancy has been opened. Time period

is totally controlled by the HR Operations. 3) Types of Contact: Qualification needed to

perform the job is provided to the HR operation by the respective department to make the

recruitment process more efficient.

4) Recruitment budget: Robi Axiata Ltd. allocates a fixed amount of recruitment budget every

year. Division wise this budget is allocated. 5) Sources of candidates: Robi Axiata Ltd. always

prefers recruiting online. They have their own website where applicants send their CV‟s.(

Sintheya Rahman 2011) . However, through my review of the overall studies that I have

researched, I found that there are deficiencies that may be taken into consideration for such

issues, but this ruling may not be correct, perhaps mentioning these issues was ignored because

they may be considered one of the axioms related to the recruitment process . While there was

consensus in the steps necessary to perform the recruitment process, but differences may be in

the nature of the work of each organization or company and in general, the steps used in the

recruitment process were as follows according to a study(G van der Waldt 2014). Common

sequential steps in the recruitment process: 1) Identify the need to recruit/determine whether a

vacancy exist 2) Update the job description, specification and profile 3) Determine the key

performance areas of the job/recruitment planning 4) Consult the recruitment policy and

procedure 5) Consider the sources of recruitment (searching) 6) Choose the appropriate

recruitment method 7) Develop the recruitment advertisement/strategy development 8) Place

the advertisement in the most appropriate and suitable communication medium/implement a

decision 9) Ensuring availability of application blanks/ensure pool of potential qualified

applications/allow sufficient time for responses 10) Screen responses/screening 11)

Recruitment evaluation and control The organization’s decision on whether to adopt the

internal or external depends on many factors. Motivating factors have been mentioned on the

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recruitment and selection process in more than one study, but overall we find that there is a

great similarity between those factors and differences that may occur based on the nature of

the work of each organization and on the environment Work in which the company does its

business. As for those factors, he came up with a study (Dr. Nazrul Islam and others 2010)

Internal Factors: Recruitment policy, Human resource planning, Size of the Firm, Cost of

recruitment, Growth and Expansion External Factors: Supply and demand, Labor market,

Image / Goodwill, Political/Social and Legal, Environment, Unemployment rate, Competitors.

In addition, a study reported (MUSTAPHA, Adeniyi Mudashiru and others 2013) the

following factors have also been identified as factors that determine sources of recruitment;

Organizational policy regarding recruitment, The availability of the required staff within the

organization and its effect on the overall organizational efforts, The level of position to be

filled, The number of job positions to be filled. AhmedAbad(2018) mentioned in his study

about many factors, most of which are consistent with what most of what was mentioned above,

but he also mentioned a factor that differs from what has been mentioned, which are factors

related to the criteria of recruitment Technical criteria, that is, professional skills and

experience in your field. Candidate's personality and charisma are the most effective criteria in

the recruitment process in France. And Communication skills and knowledge of foreign

languages are also very important, to ensure that the smooth flow of communication between

the company and its subsidiary company is ensured. As for the advantages and disadvantages

of internal employment, this was mentioned in the study Zenyka Viedeyona Zebedeus 2015)

through a table sourced from (Bernardin & Russell (2013). The advantages of the internal

recruitment came as follows: a healthier evaluation for the candidates and reduces the training

time, and it is considered quick in comparison with the external recruitment, by cheaper

confirmation, and more than that, it motivates the current employees. But at the same time it

has the disadvantages of it creating vacancies that can stifle the diversity of politics and may

P a g e | 24
be the shortage of candidates. On the other hand, (Bernardin & Russell 2013) mentioned the

advantages of external employment, which he summarized as increasing diversity and

facilitating growth and can provide training time and is also considered to be able to solve new

problems. But the disadvantages that we may be exposed to by adopting external employment

are expensive and considered slower than employment The procedure may have less valid data

on the candidates, and it may hinder the upward movement of individuals. The Neeraj

Kumari(2013) study mentioned the benefits and benefits related to employment in another way,

as it was mentioned that employment helps to create a pool of talents from potential candidates

for the benefit of the organization and it also increases the total number of candidates looking

for work at the lowest cost and it also helps to increase the success rate of the selection process

by reducing the number of qualified visits One or more qualified job applicants and helps in

identifying and preparing potential job applicants who will be the appropriate candidate for the

job and in the end recruitment processes help to increase the organization and individual

effectiveness of different employment techniques and for all types of applicants For jobs.

Selection Process: Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. Selection is much more than just choosing the best

candidate. It is an attempt to strike a happy balance between what the applicant can and wants

to do and what the organization requires.( Neeraj Kumari 2012). (Aleksandra Stoilkovska and

others 2015) knows the process of selecting qualified individuals to fill vacancies in the

organization. In other words, the organization will not have much chance of success if it fails

to choose the people with the necessary qualifications because the main goal is to hire the best

person and it is a fundamental principle in equal employment opportunities laws. He says

(Bernard Oladosu Omisore 2016) is the process of choosing from the group of applicants who

will be appointed by the institution based on specific regulatory requirements. Finally (Ayesha

Yaseen 2015) explained it End result of a constructive recruitment is having suitable competent

P a g e | 25
candidates from the pool of people. Next step is selecting the most productive and suitable

person according to the requirements of the job vacancy it can be done by assessing the

candidates by various tools or measures and making a rational choice or decision followed by

an offer of employment. The basic aim of selection as stated by Castetter (1992) is to fill the

vacant vacancies with personnel who meet the job related competencies, self-motivated and

directed or inclined towards success, consistent, efficient towards goals, system and

organization, contribute well and quick learner directed towards self-development. In the

(Aisha Yassin 2015) study, he stated that the goals and objectives of the selection process lie

in the following: Gather as much relevant information to analyze the facts. Organize and

evaluate the information to make the rational choice. Assess each candidates in order to choose

the best person for the job Forecast performance of a candidate on the job and its compatibility

with the firm. Provide knowledge to applicants so that they can judge whether or not they are

ready to accept an offer of employment considering the hardships and opportunities. Neeraj

Kumari 2012 mentioned in his study that the importance of choice lies in three aspects and

mentioned it as follows : Performance: At first, our own performance depends in part of our

own subordinates. Employees with right skills will do a better job for any company and for the

owner. Employees without these requisite skills or who are abrasive would not perform

effectively and the company performance will suffer to a great extent. So there is a time to

screen out undesirables and to choose the better and perfect candidate that can effectively

contribute to company success. Cost: Second, it is important because it is costly to recruit and

hire employees so cost-

benefit ratio have to be considered while hiring of employees in order to avoid any unnecessary

wastage of money and the valuable resources .The total cost of hiring a manager could easily

be 10 times as high as once one add search fees, interviewing time, reference checking, and

travel and moving expenses. Legal Obligations: Thirdly it is important because of the two legal

P a g e | 26
implications of incompetent hiring. Firstly equal employment law requires nondiscriminatory

selection procedures for selected groups. Secondly, courts will find the employer liable when

employees with criminal records or other problems use access to customers’ homes to commit

crimes. Lawyers call hiring workers with such backgrounds, without proper safeguards,

negligent hiring. So the negligent hiring highlights the need to think through what the job

human requirements are. So in order to avoid the concept of negligent hiring, it is necessary to

make a systematic effort in order to gain relevant information about the applicant and verify

all the documentation. We come to mention the steps related to the selection process and I have

noticed in many studies a great agreement between these steps and there may be slight

differences based on the nature of the work of each organization and the environment in which

it works, but the most comprehensive steps mentioned in the study (G van der Waldt 2014).

Common sequential steps in the selection process:

1) Reception and initial screening interview

2) Application form

3) In-depth selection interview

4) Background and reference checking

5) Medical examination and physical pre-employment testing

6) Assessment center’s

7) Make a final hiring decision

8) Final decision and make a fair job offer.

P a g e | 27
Conclusions:

This paper reviewed some of the research papers, articles and reports published during the past

ten years of the year 2020. The researcher focused on one of the most important topics of the

Human Resources Management Department, which is recruitment and selection processes. The

review provided a detailed overview of both recruitment and selection, and reviewed the

procedures and processes that are performed with these tasks according to their nature from

one organization to another, but there is a general character or we can say that there is a general

framework for carrying out these tasks. The researcher found through his review of studies and

articles that the process of selection and selection is one of the most important jobs that the

Human Resources Department claims, and the importance of these jobs lies in being the first

source in supplying organizations and companies with the workforce required to achieve the

goals of the company. However, through my reading of some studies that came during the last

ten years, I found that this topic did not receive more attention from researchers, but there is a

difficulty in obtaining and collecting information related to this topic. Therefore, this review

may be useful for future researchers and it will also be my first step for future research, which

will address this topic more broadly and accurately.

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.2.2CONCEPTUAL UNDERSTANDING:

The concept of recruitment relates to finding and hiring the best-qualified candidates for open

positions within an organization, either internally or externally, in the most cost-effective and

timely fashion.

Recruitment Process

Recruitment is a process of finding and attracting the potential resources for filling up the

vacant positions in an organization. It sources the candidates with the abilities and attitude,

which are required for achieving the objectives of an organization. Recruitment process is a

process of identifying the jobs vacancy, analyzing the job requirements, reviewing

applications, screening, short listing and selecting the right candidate.

P a g e | 29
1.Recruitment Planning: The recruitment process begins with the planning where in the vacant

job positions are analyzed and then the comprehensive job draft is prepared that includes: job

specifications and its nature, skills, qualifications, experience needed for the job, etc.

Here, the recruitment committee decides on the number and the type of applicants to be

contacted. The aim of any organization is to attract more candidates as some of them might not

be willing to join, or some might not qualify for the job position. So the company has a

sufficient number of candidates to choose amongst them. The type of candidates required for

the job is well specified in terms of the task and responsibilities involved in a job along with

the qualification and experience expected.

2.Strategy Development: Once the comprehensive job draft is prepared, and the type and the

number of recruits required are decided upon; the next step is to decide a strategy that is adopted

while recruiting the prospective candidates in the organization. The following strategic

considerations should be kept in mind:

•Make or Buy Employees, which means the firm either, decides to select less skilled employees

and invest in training and education programmes or hire skilled professionals.

•Methods of Recruitment, the firm decide on the methods used for recruiting the individuals.

Such as the internet provides detailed information about the prospective candidates and helps

in short listing the best-qualified individuals.

•Geographical Area, the next decision is related to the area from where the candidates shall be

searched. The firm looks for those areas where the handful amount of qualified employees is

concentrated, with a view to curtailing a search cost.

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•Sources of Recruitment, there are two sources of recruitment: Internal source (within the

organization), external source (outside the organization). The firm must decide the source from

where the candidates are hired.

3.Searching: Once the strategy is prepared the search for the candidates can be initialized. It

includes two steps: source activation and selling. The source activation means, the search for

the candidate activates on the employee requisition i.e. until and unless the line manager

verifies that the vacancy exists, the search process cannot be initiated.

The next point to be considered is selling, which means the firm must judiciously select that

media of communication that successfully conveys the employment information to the

prospective candidates.

4.Screening: The screening means to shortlist the applications of the candidates for further

selection process. Although, the screening is considered as the starting point of selection but is

integral to the recruitment process. This is because the selection process begins only after the

applications are scrutinized and shortlisted on the basis of job requirements. The purpose of

recruitment here is to remove those applications at an early stage which clearly seems to be

unqualified for the job.

4.Evaluation and Control: Evaluation and control is the last stage in the recruitment process

wherein the validity and effectiveness of the process and the methods used therein is assessed.

This stage is crucial because the firm has to check the output in terms of the cost incurred.

The costs incurred in the recruitment process are to be evaluated and controlled effectively.

These include the following:

•Salaries to the Recruiters

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• Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

• Administrative expenses and Recruitment overheads

• Overtime and Outstanding costs, while the vacancies remain unfilled

• Cost incurred in recruiting suitable candidates for the final selection process

• Time spent by the Management and the Professionals in preparing job description, job

specifications, and conducting interviews.

Finally, the question that is to be asked is, whether the recruitment methods used are valid or

not? And whether the recruitment process itself is effective or not? Statistical information on

the costs incurred for the process of recruitment should be effective.

Evaluation of Recruitment process includes:

• Return rate of applicants sent out

• Number of suitable candidates for selection

• Retention and performance of selected candidate

• Time lapsed data

• Comments on image projected

• Cost of recruitment process

Methods of Recruitment:

Methods of recruitment are different from the sources of recruitment. Sources are the locations

where prospective employees are available. On the other hand, methods are way of establishing

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links with the prospective employees. Various methods employed for recruiting employees

may be classified into the following categories:

1.Direct Methods: These include sending recruiters to educational and professional institutions,

employees, contacts with public, and manned exhibits. One of the widely used direct methods

is that of sending of recruiters to colleges and technical schools. Most college recruiting is done

in co-operation with the placement office of a college. The placement office usually provides

help in attracting students, arranging interviews, furnishing space, and providing student

resumes.

For managerial, professional and sales personnel campus recruiting is an extensive operation.

Persons reading for MBA or other technical diplomas are picked up in this manner. For this

purpose, carefully prepared brochures, describing the organisation and the jobs it offers, are

distributed among students, before the interviewer arrives. Sometimes, firms directly solicit

information from the concerned professors about students with an outstanding record. Many

companies have found employees contact with the public a very effective method. Other direct

methods include sending recruiters to conventions and seminars, setting up exhibits at fairs,

and using mobile offices to go to the desired centres.

2.Indirect Methods: The most frequently used indirect method of recruitment is advertisement

in newspapers, journals, and on the radio and television. Advertisement enables candidates to

assess their suitability. It is appropriate when the organisation wants to reach out to a large

target group scattered nationwide. When a firm wants to conceal its identity, it can give blind

advertisement in which only box number is given. Considerable details about jobs and

qualifications can be given in the advertisements. Another method of advertising is a

noticeboard placed at the gate of the company.

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3.Third-Party Methods: The most frequently used third-party methods are public and private

employment agencies. Public employment exchanges have been largely concerned with factory

workers and clerical jobs. They also provide help in recruiting professional employees. Private

agencies provide consultancy services and charge a fee. They are usually specialised for

different categories of operatives, office workers, salesmen, supervisory and management

personnel. Other third-party methods include the use of trade unions. Labour management

committees have usually demonstrated the effectiveness of trade unions as methods of

recruitment.

P a g e | 34
CHAPTER.III RESEARCH METHODOLOGY

3.1 PROBLEM STATEMENT

There is absolutely no doubt that today the development of the EdTech sector is moving on at

incredible rates. And of course, the global COVID-19 pandemic has become the main booster

for it. In 2020, both educational institutions and students faced the situation when the digital

format of learning turned out to be the only one that could allow them to continue the process

of learning. That’s when the demand for eLearning software development services started to

increase as well as the investments in this industry.

There is absolutely no doubt that today the development of the EdTech sector is moving on at

incredible rates. And of course, the global COVID-19 pandemic has become the main booster

for it. In 2020, both educational institutions and students faced the situation when the digital

P a g e | 35
format of learning turned out to be the only one that could allow them to continue the process

of learning. That’s when the demand for eLearning software development services started to

increase as well as the investments in this industry.

Source: HolonIQ

Just imagine in 2021, EdTech startups worldwide raised $21 billion in a while in 2020 the total

amount raised was $16 billion. However, after spending record sums in 2021, investors reduced

the number of dollars flowing into the EdTech sector.

Global funding to EdTech startups decreased in 2022 and returned to pre-pandemic levels.

Around $11 billion went into the industry, which is a massive cash flow amidst ongoing

demand for eLearning solutions and services.

But if there is such an amazing demand on this market and it may seem that investors are just

sitting and waiting for a new project to put their money in, does it mean that the business

journey of every new EdTech startup will be absolutely seamless? Are there any challenges of

online learning space that you should be aware of before launching your project?

That’s exactly what we are going to discuss in this article. (Spoiler: Yes, there are some

apparent problems with online learning segment now. But we are here to help you transform

these challenges into opportunities).

P a g e | 36
PROBLEM STATEMENT FOR Heleum

The main task for a person considering a plan to launch an EdTech project is to find an answer

to the question: “What are the challenges of online learning space that startups will have to deal

with?” As soon as this answer is found, you will see what you can do with them and how you

can benefit from them. Yes, that’s not a mistake. We sincerely believe that all the issues can

become a good push for you to be more creative, innovative, and result-oriented with the right

approach.

Challenge 1. High market competition

Challenge 2. Poor HRP planning

Challenge 3. Reluctance to change

Challenge 4. Lack of digital transformation of HRP strategy

Challenge 5. Issues with privacy and data protection

Challenge 6. Much time needed for monetization

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3.2 OBJECTIVE OF THE STUDY

1.To overcome the challenges being faced by Heleum to its competitors in the market.

2.To Study the HRP process at Heleum

3.To have practical applicability of HR concepts and techniques

4.To study the interview process at Heleum

5.To estimate the yield ratio of the recruitment process adopted at Heleum

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3.3 DATA COLLECTION AND ANALYSIS TOOL

METHOD OF DATA COLLECTION OF INTERNS

This study used primary data in the analysis. Primary data entails first hand data that has not

been published and documented in books or any other form of publications.

Data is what the business world revolves around. Without data, organizations would not be

able to make clear and strategic decisions. Human resources activities contribute a great deal

of employee data which is useful to organizations. This data is then collected, organized,

analyzed, and compared to measure success or failure.

HR professionals and business leaders then use the information to gain valuable insights, spot

trends, and monitor the human side of doing business.

I collected the data through linkedin and Unstop

Using sampling methods to evaluate the data-collection

I collect the sample size of 50 size population

Recruitment process is initiated by the process of posting and uploading the JD

and JS at LINKEDIN

P a g e | 39
The information that I collected by population:

Personnel information: Make sure to create a secure digital file for each employee that

includes information that often comes in handy. For example, their full name, date of birth,

anniversary of hire, spouse or next of kin contact information, commuting preference, length

of service, attendance records, and uniform and shoe sizes (if you supply these).

Employment details: Keep records of employment agreements, non-competes, hiring

incentives, proprietary property for inventions, background check results, and other legal

documents that spell out the terms of each individual's employment with your organization.

Job details: You'll also want to maintain careful records of job details, such as the job

description. requirements, educational and experience needs. Ensure that these aspects are

updated at least on an annual basis and compare them to what employees are actually doing

at work.

Skill inventory: It is vital to maintain a complete inventory of employee skill sets so that you

have available employees to take on new responsibilities. This also helps you to identify any

skill gaps that can require additional training or recruiting new talent.

Salary data: Each year, salaries change with new job tasks, technology, and inflation. In order

to keep your employees on board, it's a good idea to keep track of salary data and how the

salaries are changing. This can help your organization to remain competitive in a candidate-

driven job market.

Benefits information: Keeping track of benefits information is part of the long-term plan to

ensure that employees are making use of benefits like health insurance, paid time off, and

employee training programs. You can obtain this data from plan administrators and use it to

evaluate the value of benefits to employees each year.

P a g e | 40
Performance data: Many organizations track employee performance on a regular basis,

whether it is through annual or quarterly performance appraisals, or in an ongoing process.

Make sure you have a system for employees to set goals with the help of their managers and

a way to track their progress through relevant metrics.

Employee survey data and feedback: A lot of employee data is generated directly from

employees. Data collected through things like onboarding surveys, employee engagement

surveys, and even exit survey findings can be valuable sources of information for making

improvements and changes.

P a g e | 41
HOW RECRUITMENT IS CARRIED AT HELEUM

Analysis the data through LINKEDIN

Linkedin's mission is to connect the world's professionals to allow them to be more productive

and successful. Central to this mission is our commitment to be transparent about the data we

collect about you, how it is used and with whom it is shared.

Posting and Uploading

We collect personal data from you when you provide, post or upload it to our Services, such

as when you fill out a form, (e.g., with demographic data or salary), respond to a survey, or

submit a resume or fill out a job application on our Services. If you opt to import your address

book, we receive your contacts (including contact information your service provider(s) or app

automatically added to your address book when you communicated with addresses or

numbers not already in your list).

If you sync your contacts or calendars with our Services, we will collect your address book

and calendar meeting information to keep growing your network by suggesting connections

for you and others, and by providing information about events, e.g. times, places, attendees

and contacts.

To reach a huge number of job seekers, here's what you can do:

•Post a job on the LinkedIn company page

•Post a job on LinkedIn profile

•Post a job in the LinkedIn group

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How Unstop helps in recruiting the employees.

• Sourcing candidates

1. Screening CVs

2. Nurturing prospective hires

3. Scheduling interviews

4. Engaging candidates

P a g e | 43
CHAPTER.IV DATA ANALYSIS AND INTERPRETATION

Response rate through LinkedIn

It was all done using pie charts:

This simple use of data helped LinkedIn’s Recruiters Achieve a 82% in mail response rate:

Are you interested?

(50 responses)

Interested population

41

Interested Not interested

Population Size = 50

Interested Not Interested

41 09

Interpretation:
The above response rate is collected for the hiring of recruiter in Heleum.
From the above data it is clear that out of 50 persons 41are interested for the opportunity and
9 are not interested.

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INTERN PROFILING AT HELEUM
Initially we fill find out the need of job for any candidate through survey, whether they need

of job or not.:

To find this we prepared some questions in the form of questionnaire:

1. Personnel information: full name, DOB etc.

2. Employment details: Background check details, Legal documents

3. Job details: JD requirements, experiences needs.

4. Salary data-collection

5. Looking for job change or not

6. Are You satisfied?

7. Are You freshers or experienced

8. Salary expectations

9. How they came to know about Heleum?

10. Do you have clear idea about what is expected of you at this job?

11. Is the job role what you expected at to be?

P a g e | 45
Looking for the job change or not?
(50 responses)

RESPONSES
1st Qtr 2nd Qtr

16%

84%

Population sample size = 50

Looking for job change Not Looking

42 8

Interpretation:
Above data shows that;
84% of the population is looking for the job change.
And 16% of the population is not looking for the job change.

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Are you satisfied with your previous works?
(50 responses)

Responses

Satisfied
Not satisfied
46%
54%

Population sample size = 50

Satisfied with work Not Satisfied

27 23

Interpretation:
From the above data it is clear that:
Out of 50, only 27 i.e. 54% are satisfied with their previous work and 23 (46%) are not
satisfied with their previous work.

P a g e | 47
Are you fresher or experienced?
(50 responses)

Responses

Fresher

46% others
52% Experienced

2%

Sample size = 50

Fresher Other Experienced

23 1 26

Interpretation:
From the above data it is clear that out of 50 sample size-
23(46%) are freshers.
26(52%) are experienced.
And 1(2%) are others (not specified).

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Salary Expectations?
(50 responses)

Responses

4-5 Lpa
42% 5-6 Lpa

58%

Sample size = 50

4-5 LPA 5-6 LPA

21 29

Interpretation:
From the above data it is clear that :
49% are expecting salary from 4-5 LPA.
And 58% are expecting salary from 5-6 LPA.

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How you came to know about this company?
(50 responses)

Responses

4%
10%
LinkedIn

18% Internshala
Friends

68% Other

Sample size = 50

LinkedIn Internshala Friends Other

34 09 05 02

Interpretation:
From the above data it is clear that:
64% of sample size came to know about the company from LinkedIn.
18% of sample size came to know about the company from Internshala.
10% of sample size came to know about the company from Friends.
4% of sample size came to know about the company from others.

P a g e | 50
Do you have clear idea about what is expected of you at this job?
(50 responses)

Responses

16%
Have Idea
No idea

84%

Sample Size = 50

Clear idea about job No idea

42 08

Interpretation:
From the data we can conclude that:
Out of 50-
42 have clear idea about the job, and 08 don’t have the clear idea.

P a g e | 51
Is the job role what you have expected?
(50 responses)

Responses

16%
Yes
No

84%

Sample size = 50

Expected role Not expected

42 08

Interpretation:
From the above data it is clear that:
84% of sample have got the expected job role.
16% of sample haven’t got the expected job role.

P a g e | 52
CHAPTER.V

5.1 FINDINGS

Compensation and Benefits:

Compensation basically consists of direct and indirect compensation and Heleum 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, Heleum has provision of Gratuity, Provident Fund.

They also have leave planning for employees consisting of different kind of leaves according

to employee needs.

Performance Evaluation:

The evaluation of employee’s performance of Heleum is not properly done by the HR division.

Officers of the organization are competent even though many of them simply know the working

procedure of what they are doing but don’t know the philosophy behind doing those.

Service quality:

This organization is really good at its service quality. It 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.

P a g e | 53
5.2 RECOMMENDATION/SUGGESTIONS

1. The organization should practice proper Heleum guideline. The purpose of Human
Resource Management is to improve the productive contribution of people.

2. To get effective and efficient employee, the organization should arrange proper training

and development programs.

3. The entire HR department should be well informed regarding the employment personal.

4. The organization should provide well direct compensation as well as direct to its staffs.

5. The management should have job evaluated salary structure, which is most competitive

than other organizations in the country.

6. To evaluate employee’s performance; the management should follow promotion policy

properly.

7. In order to get competitive advantage and to deliver quality service, top management should

try to modify the services.

8. Periodical performance appraisal and giving recognition and rewards to the qualified

employees to keep motivating them.

9. Proper training needed for ensuring efficient performance of the employees.

10. Heleum Asset Management should hire specialist for each individual sector.

11. The management should create customers database and continuously informing the

investors about the available facilities or opportunities which will work to achieve twin

goal at a time; one is direct marketing and another is large pool of customers database.

P a g e | 54
5.3 LIMITATIONS

According to my work on this report, I have identified while working ,where some

development can happen : here are those-

This study only highlights the working done through an online internship. It would be more

better if I would be given chance to do an offline internship.

Limitation of employment personal.

1. Lack of practices in human resource management.

2. Human resources department was hesitant to provide information, because of difficulty in

accessing sensitive data and information.

3. Non-availability of some previous statistical data.

4. The term of the internship period is brief time ,it is difficult to go through in depth within

this short duration of time.

5. The secondary source of information was not enough to complete the report.

6. Non adaptability of HR analytics in HRP process .

7. Confidential

P a g e | 55
5.4 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 Heleum 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.

In sum, the organizational performance of Heleum could be explained by its effective

recruitment and selection practices and performance appraisal practices. As the review of the

literature showed. research has established that although the value of a company's human

resource assets may not show up directly on its balance sheet, it nevertheless, has tremendous

impact on an organization's performance. However, there was insufficient evidence to show

that Heleum remuneration practices as well as its training and development practices contribute

positively towards its corporate performance, as perceived by the respondents.

Based on the findings of this research, it is recommended that the management of Heleum

continues to ensure that the HR policy, which is a result of the corporate strategy to use human

resource, among others, to achieve outstanding performance every year, is upheld. In addition,

copies of the HR policy should be made available to all employees to ensure widespread

dissemination and application of the policies. Management should continue to ensure that the

recruitment and selection process is, and seen to be fair. There should be measures that will

ensure that all recruitment and selection practices adhere to the standards and policies of the

company since effective recruitment and selection practices will ensure positive financial

returns for the company, wither through ensuring effectiveness on the part of employees, or

minimization of costs associated with training and retraining of employees.

P a g e | 56
REFERENCES

• Adams, J. (2007) Managing people in organisations: contemporary theory and

practice. Basingstoke: Palgrave Macmillan.

• Armstrong, M. (2014) Armstrong's handbook of human resource management

practice. Thirteenth edition. London: Kogan Page.

• Pedler, M., Burgoyne, J. and Boydell, T. (2013) A manager's guide to self-

development. Sixth edition. London: McGraw-Hill Education.

• https://heleum.in/

• https://open.lib.umn.edu/humanresourcemanagement/chapter/4-1-the-recruitment-

process/

• https://en.wikipedia.org/wiki/

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