A Field Project Assignment On

“The Role of HR in Modern Organizations”

Submitted in partial fulfilment of the requirement for the award of

POST GRADUATE DIPLOMA IN

MANAGEMENT
From
NARAYANA BUSINESS SCHOOL, AHMEDABAD

Subject : HUMAN RESOURCE MANAGEMENT

Component : CEC 1

Submitted By
GROUP NO. :4
BATCH : PGDM 2024-26
SECTION : GAMMA
DATE OF SUBMISSION: 09/12/2024

Under The Guidance Of

NAME : DR. PRAGYA SHARMA
DESIGNATION : HEAD OF DEPARTMENT
DEPARTMENT : DEPARTMENT OF HRM

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 Group Members

Sr. Name Roll No.

No
1 ADHYATM SHRIVASTAVA 131

2 HRITICK CHOUDHARY 149

3 PRIYANSH JOSHI 170

4 SRASHTI CHHODVADIYA 183

5 UJJAWAL SHUKLA 187

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 INDEX

1) Company Overview…………………………………………… 4

2) Introduction of HR……………………………………………. 5

3) Organization structure of HR Departments…………………… 5

4) Functions performed by HR Managers………………………. 6

 Human Resource Planning ………………………………... 5

 Recruitment ………………………………………………. 7

 Selection …………………………………………………... 8

 Induction …………………………………………………. 9

 Transfer and Promotion …………………………………... 9

 Performance appraisal …………………………………… 10

 Training& Development ………………………………… 11

5) Annexure ……………………………………………………. 12

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 Company Overview

Infotree Global was established in 2002 in a small Canton, Michigan

office with the specific and audacious goal of matching top talent with
top companies while promoting innovation and constant improvement
to achieve results. From these modest origins, the business has grown
astronomically, evolving from a two-person operation to a global
solutions provider with operations in more than 150 nations on five
continents.

In addition to several government bodies and some of the biggest

nonprofits in the world, Infotree Global is pleased to serve over 250
of the Global 1000 corporations today. This remarkable expansion
and achievement can be ascribed to the business's constant attention
to its employees. Given the increased demand for top talent, Infotree
Global places a significant priority on comprehending, assisting, and
surpassing the objectives and dreams of its workforce.

The business's "people over profits" tenet has been crucial in creating
a positive atmosphere for both its employees and customers. Infotree
Global guarantees that clients gain from driven, talented, and
committed people in a variety of industries by matching workers with
tasks that enable them to meet and exceed their career goals. These
sectors include, among others, IT, engineering, healthcare, skilled
trades, finance, and accounting.

Numerous industry honours and recognitions attest to Infotree

Global's dedication to excellence and validate its purpose and
principles. As a reliable partner for both individuals and businesses,
Infotree worldwide keeps proving its commitment to developing
cutting-edge solutions and cultivating a worldwide talent pool.

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 Introduction of HR

In today's dynamic business landscape, the role of Human Resources

(HR) stands as a pivotal force in shaping organizational success.
Vinay Bhatia, a dynamic 25-year-old HR professional, has been an
integral part of Infotree Solutions for the past 1.5 years. After
graduating with a degree in commerce from Vikram University in
Ujjain, Vinay has worked for several companies for more than three
years. His areas of specialization are hiring bright people, offering
thorough training, and encouraging the professional development of
staff members. Vinay, who is currently working for a US staffing
organization, exhibits remarkable dedication by effectively handling
the difficulties of working night shifts. Known for his dedication,
professionalism, and flexibility in adjusting to various work
environments, he has established himself as an invaluable member of
his team and continuously adds to its success with his hard work.

Organization structure of HR Departments

The success and operation of Infotree Solutions, Indore, are greatly

influenced by the HR division. At the moment, the department
consists of four committed human resources specialists who oversee a
staff of sixty workers. Overseeing a team of roughly 15 workers, each
HR specialist provides individualized attention to each employee's
requirements and growth.

The HR department's primary duty as a US staffing company is to

hire qualified candidates and give them the training they need to
succeed in their positions. Because of this, the HR department is
essential to the expansion and effectiveness of the company. The
department is dedicated to giving staff members the skills and
information they need to satisfy organizational and client demands.
The HR team guarantees a motivated and well-prepared personnel
through organized training and efficient administration, which is
essential for the business's long-term survival in the cutthroat staffing
sector.
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 Functions performed by HR Managers

 Human Resource Planning

Infotree Solutions' human resource planning (HRP) is

strategically matched with the company's commercial
requirements and client expansion. The HR strategy of Infotree
Solutions, a service-oriented company that supplies qualified
workers to US-based businesses, is concentrated on making sure
that workforce needs are satisfied effectively in order to serve
both new and current clients. To ascertain staffing requirements,
the HR department uses demand forecasting methodologies. The
following is an outline of the procedure:

Evaluation of Business Needs: HR starts by examining the

firm's goals and estimating the number of new customers that
are anticipated to join the company. Because the company is
client-driven, the number and kind of client projects determine
the manpower needs.

Demand Forecasting: The HR division uses the management

judgment technique, which blends bottom-top & top-bottom
methods, to estimate workforce requirements.

Assessment of present Workforce: The HR team assesses

whether the present workforce can meet the staffing demands
after they have been established. This entails evaluating current
employees' abilities, availability, and capacity to take on new
tasks or initiatives.

Finding Gaps: HR determines the difference between the

necessary staffing levels and the available resources if the
current workforce is unable to satisfy the anticipated demand.
This stage is essential for figuring out how many and what kind
of new hires are required.

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 Recruitment

Infotree Solutions takes a calculated approach to recruiting,

using a number of job portals to draw in qualified candidates
from both India and the US. The hiring procedure is modified to
satisfy these locations' particular needs:

Recruitment in India: Infotree Solutions invites applications

from skilled people all throughout India by using well-known
employment platforms like LinkedIn and Naukri.com. Through
these platforms, the business can connect with a large number of
applicants with a variety of skill sets, guaranteeing access to
competent people who can support the goals of the firm.

Recruitment in the US: Infotree Solutions, a US-based business,

also employs experts straight from the US to fulfil certain
customer demands. The business uses well-known job portals
like CareerBuilder.com and Monster.com for this. These
platforms assist the business in establishing connections with
highly qualified experts in a variety of fields. Infotree Solutions
makes sure that it hires people who satisfy customer
expectations and its standards of excellence by utilizing focused
recruitment techniques on various platforms.

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 Selection

The goal of Infotree Solutions' selection process is to find and

hire highly qualified applicants who share the company's values
and client needs. The procedure is systematic and centres on
assessing applicants according to their credentials, background,
and communication abilities.

Resume examination: A comprehensive examination of the

applicants' supplied resumes is the first step in the procedure.
The HR department thoroughly examines each applicant's
credentials, background, and abilities to make sure they fulfil
the job's basic requirements. Shortlisted candidates are those
whose profiles fit the job requirements.

First Communication: The business gets in touch with the

shortlisted applicants to give them a quick rundown of Infotree
Solutions, its goals, and the particular position for which they
are being evaluated. Before moving further, candidates can use
this phase to learn more about the company and make sure they
understand the role.

Interview Process: Depending on the candidate's location and

the needs of the position, chosen candidates are invited to an
interview, which may be held in-person or remotely (online).
HR specialists use a variety of interview questions to determine
whether a candidate is qualified for the role. These inquiries
frequently centre on the applicant's prior experience, technical
proficiency, and capacity to manage difficulties unique to the
position.

Important Selection Criteria: At Infotree Solutions, having

relevant work experience and excellent communication skills
are the main requirements for hiring. These attributes are
necessary to satisfy the needs of the business's US-based clients
and guarantee a smooth team integration.

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 Induction

The purpose of Infotree Solutions' induction process is to assist

new hires in understanding the company's beliefs, objectives,
and possibilities while facilitating a seamless transition into the
workforce. An overview of the company's history is given at the
outset, emphasizing its establishment in Canton, Michigan, in
2002 and its development into a multinational solutions provider
with operations in more than 150 nations. Key executives who
have made major contributions to the company's success, such
as the founder and the current vice president, are also briefed to
the staff.

The company's objective and vision are explained by the HR

team at the induction, with a focus on the company's dedication
to bringing together the best talent in the world with leading
enterprises and promoting innovation and ongoing development.
This meeting assists staff in coordinating their responsibilities
with the overarching goals of the company.

Offering career development opportunities is an essential

component of the induction. A variety of growth pathways are
presented to new personnel, such as internal training sessions,
skill building programs, and performance-based career
advancement. This guarantees that they are aware of the
opportunities for both career and personal growth at Infotree
Solutions.

 Transfer And Promotion

Transfers and promotions are crucial HR strategies that ensure

organizational efficiency and employee growth. Transfers
involve moving employees across roles, departments, or
locations, usually without a change in rank or pay, to address
workforce requirements, utilize skills effectively, or resolve
grievances. They can be initiated for reasons such as balancing

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 workforce distribution, employee development, or personal
preferences. Promotions, on the other hand, entail elevating
employees to higher positions with increased responsibilities,
authority, and usually better compensation. These serve as a
recognition of employees’ performance, skills, and potential
while motivating them to achieve more and contributing to
talent retention.

HR’s role in these processes is pivotal, encompassing the

identification of needs, conducting transparent and fair
assessments, and ensuring adherence to organizational policies
and legal guidelines. Transfers help broaden employees’
experiences and meet operational needs, while promotions drive
motivation and succession planning by preparing individuals for
leadership roles. Both practices, when executed effectively,
align employee aspirations with organizational objectives,
improve morale, and enhance workforce productivity. By
managing transfers and promotions strategically, HR not only
optimizes talent utilization but also fosters a culture of growth,
recognition, and development within the organization.

 Performance appraisal
Performance appraisal is a systematic process conducted by HR
to evaluate an employee’s job performance, achievements, and
areas for improvement over a specific period. It is a vital tool for
aligning individual performance with organizational objectives,
fostering growth, and making informed decisions about
promotions, rewards, and training needs. The process provides
employees with constructive feedback, recognizing their
contributions while identifying areas for development.
Appraisals also serve as a foundation for career planning and
succession management by highlighting potential for future
roles.HR employs various appraisal methods, such as self-
assessments, managerial reviews, 360-degree feedback, and
objective-based evaluations, where performance is measured
against predefined goals or KPIs. These methods ensure a

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 comprehensive understanding of employee performance from
multiple perspectives. The appraisal process aims to motivate
employees by acknowledging their efforts, addressing
grievances, and fostering a culture of continuous
improvement.HR plays a crucial role in ensuring the appraisal
process is fair, transparent, and free from bias, adhering to
company policies and ethical standards. By conducting effective
appraisals, HR helps improve employee satisfaction, enhance
productivity, and contribute to the overall success of the
organization. This process ultimately strengthens the link
between individual growth and organizational performance.

 Training & Development

Training and development are vital HR functions aimed at
enhancing employee skills, knowledge, and competencies to
align with organizational and individual goals. Training focuses
on improving specific job-related skills to boost performance,
while development emphasizes broader personal and
professional growth, preparing employees for future challenges
and leadership roles. These programs address skill gaps,
increase adaptability to changing technologies, and foster
employee engagement by providing growth opportunities. They
also ensure compliance with organizational policies and industry
regulations.HR employs various methods to deliver effective
training and development. On-the-job training provides hands-
on experience, while workshops and seminars offer structured
learning on targeted topics. E-learning platforms enable flexible,
self-paced learning, and mentoring or coaching provides
personalized guidance from experienced professionals.
Additionally, job rotation exposes employees to different roles,
broadening their expertise and understanding of the
organization. HR’s role is to design, implement, and evaluate
these programs to ensure they meet business objectives and
employee needs. By investing in training and development,
organizations build a skilled, motivated, and future-ready
workforce capable of driving innovation and achieving strategic
goals.
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 Annexure
Questions we asked:
1. Can you provide a brief overview of the company’s
operations and key values?

2. What are your primary responsibilities as an HR manager in

this company?

3. How is the HR department structured, and how many

employees are currently part of it?

4. How does the company plan for future workforce

requirements to meet its business goals?

5. What is your recruitment strategy or invite app to attract

skilled candidates?

6. Can you describe the steps involved in the company’s

selection process?

7. What does the Induction process for new employees look like
here?

8. What policy does the company use when deciding on

employee transfers?

9. How does the organization evaluate and select candidates for

promotions?

10. How Often are performance appraisals conducted & what

methods are used?

11. What types of training program are offered to the employees

and who train them?

12. How does HR handle situations like inter-departmental

conflicts or grievances?

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 13. What strategies are in place to keep employees motivated
and engaged?

14. How do you determine the total number of people you’ll be

needing in your organization in a year & how you plan that
decision?

15. What challenges you face as an HR?

Screenshot of meeting:

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