A SIP PROJECT REPORT ON

A STUDY OF EMPLOYEE MOTIVATION IN ORGANIZATION

AT

PLACEMENT SPACE PVT. LTD, PUNE.

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN THE PARTIAL FULFILMENT OF TWO YEARS FULL TIME

MASTERS DEGREE IN BUSINESS ADMINISTRATION (MBA)

SUBMITTED BY

Vaishnavi Nandkumar Bhujbal

(BATCH -2020-2022)

UNDER THE GUIDANCE OF

Prof. Tulika Chatterjee

THROUGH

KES’s

PRATIBHA INSTITUTE OF BUSINESS MANAGEMENT

CHINCHWAD.41101

1
 Declaration

It is here by declared that all the facts and figures included in the Summer Internship Project
is a result of my own research and investigation including formal analysis of the entire
project work and the same has not been previously submitted to any examination of this
university or any others university. This declaration will hold good and in my wise belief
with full consciousness.

Date Place: Chinchwad, pune Vaishnavi Bhujbal

2
 Acknowledgement

I take this opportunity to express my profound gratitude and deep regards to my project
guide Tulika Chatterjee for her exemplary guidance, monitoring ,constant encouragement
throughout the course of this SIP. The blessing, help and guidance given by her time to time
shall carry me a long way in the journey of life on which I am about to embark.

I also take this opportunity to express a deep sense of gratitude to company project guide Mr.
Sandeep Beedkar, HR Manager, Flash Electronics for his cordial support, valuable
information and guidance, which helped me in completing this task through various stages. I
am obliged to staff member of Flash Electronics, for the valuable information provides by
them in their respective fields. I am grateful for their cooperation during the period of my SIP.

I would also like to thank our director DR. Sachin Borgave and HOD MBA Gururaj Dangare
and whose wisdom & foresight, I continually benefit from.

I also take immense pleasure to thank Head-Corporate relation Tejshree Jadhav, for giving
me an opportunity and placing me for the SIP and project coordinator Sneha Bichare for
supporting us throughout the process of SIP.

Lastly, I thank almighty my parents, & friends for their constant encouragement without
which this SIP would not be possible.

Vaishnavi Bhujbal

MBA (2020-2022)

PIBM

Chinchwad, Pune

3
 Pratibha Institute of Business Management

Chinchwad, Pune

Department of MBA Ay 2020-

2021

Project outline Report for Summer Internship Project.

 Name of the student- Vaishnavi N. Bhujbal

 Trainee Organization-

Name- Flash Electronics

Address- A-4 MIDC ,Chakan Industrial Area, Mahalunge Chakan, Pune-410501.

Email- [email protected] No-

02135 666 000

 Internal Company Guide-

Name- Sandeep Beedkar
Designation- Senior Manager HR & Admin Contact No-
9623449031

 Beginning date of the SIP-22nd Nov. 2021

 Completion(Projected)date- 22nd Jan. 2022

 Specialization- Human Resource Management (HR)

Title of the project- “Explore the impact of chaining technologies on key

HR process”.

4
 Photo

Kamala Education Society's

PRATIBHA INSTITUTE OF BUSINESS MANAGEMENT
Block D- III, Plot No. 3, Behind Mehta Hospital, off Pune Mumbai Road, Chinchwad Station, Pune,
Maharashtra - 411019.

PROGRESS REPORT: (2020 - )

2022
2022
2313
3=

Name : Vaishnavi Nandkumar Bhujbal

Course : MBA Specialization : HR Roll Number : 25

Address: AT Post Ladwad, Tal- Rajgurunagar, Dist- Pune.

Email -Id : [email protected]

Contact Number : 8010382151

Duration of the Project : 2 months

Name of the Company : Flash Electronic(India) Pvt. Ltd.

Company Address: A-4, MIDC Chakan, Pandurang Industrial Area, Mahalunge, Maharashtra 410501

Name of the external guide & email id : Sandeep Beadkar / [email protected]

Telephone No.: 9623449031

Project commencement Project completion date

Project Title: Explore the impact of chaining technology on key HR process.

5
 Internal Faculty Guide Discussion

Date Points Discussed Progress Report Sign

St
1 SESSION / WEEK
22 nd Nov Finalised Topic Completed
2021
26th Objectives Set Completed
Nov2021
nd
2 SESSION / WEEK
29th Nov 2021 Scope of the study Completed

rd
3 SESSION / WEEK
4th Des 2021 Industry profile Completed
8th Des 2021 Company profile Completed
th
4 SESSION / WEEK
12th Des 2021 Theoretical Background Completed

th
5 SESSION / WEEK
20 Des 2021 Research Methodology Completed

th
6 SESSION / WEEK
22nd Des 2021 Data analysis and Interpretation Completed

th
7 SESSION / WEEK
25th Des 2021 Findings from the project Completed
29 Des 2021 Learning from the project Completed

th
8 SESSION / WEEK
6 Jan 2022 Conclusion Completed
22 Jan 2022 Bibliography Completed

6
 Index

Chapter Title Page No

Executive Summary 1-14
1 Introduction
• Outline of the problem 11-15
• Objective, scope & limitation of the
study.
2 • Company profile 17-23
• Product or service profile
3 Theoretical Background 24-25
4 Literature Review 26-28
5 Research Methodology 29-44
6 Data analysis and interpretation 45-58
7 • Finding 59
• Suggestion
8 Learning through the project 60
9 Contribution to the host organization 60
10 Conclusion 61
Bibliography 62
Annexure 63-65
a. Questionnaire
b. Any other relevant attachments.

7
8
9
Executive Summary

The drastic development of changes in the technologies has impacted the process of
business from top to bottom and also directly affecting and developing different process of
the system. Human Resources department has been the witness of technological
advancement in this process.

Due to advancement in technologies the efficiency of the HR process and practices has also
been developed.
Advancement in the fields of communication, Data Analysis, Security practise has been
developed through the automation of process.HR technology has advanced to create an era of
HR professionals. Who view their roles not as mere administrators, but strategies enablers to
key organization decision.

The advancement has occurred simultaneously with the need of organization HR. Advance in
the process of modern hiring system. Better Engagement, Easy communication, Learning and
Development. Frequent feedback, with these list of advancement HR has also undergone a
massive change,

The future of HR is promising in the next decade, but only for the one who seeks to develop
a career in designing future talent strategies for technologies which are still in innovation
labs. Information technology may have may a greater impact on organization that exist in a
dynamic environment. This will lead to greater efficiency and effectiveness of the human
resource.

10
 Introduction

Human Resource is a prosperous and continually developing area as the years go by;
it is crucial component of any successful organization . Human Resource professionals are in
control of an organization such as recruiting, managing employees, managing employees
performance providing feedbacks, motivating employees and maintaining protocols and
procedures. Information obtained from this research will be used for exploring why there is a
significant change in HR process and why it is moving towards technology rather than HR
personnel.

The aim and objective of this project is to critically analysis the causes of the
rapid growth and shift towards technology in HR management process. HR must be
focused on the strategic of the organization. Human resource must mainly be focused
on the strategic objective of the organization. These are activities related to any
development in the technological system of the entity, such as research and
development and IT systems. There is no underestimation of importance and effect of
the human resource management at all. Lately management of human resource and its
need are becoming the center of the attention of each individual employer in every
organization. The orientation of company on human resource starts to be one of the
key tasks of a strategic management and human resource play an important role in all
strategic decisions.

Human resource management (HRM) includes activity such as recruiting,

training, developing and rewarding people in the organization. HRM must aim at
achieving competitiveness in the field of HR by providing constant education and
training programs for the personal and professional development of the employees of
the organization. Human resource mainly focused on the strategic objectives of the
organization. These strategies must be led to incorporate an IT strategic plan for the
organization. Theses are activity related to any development in the technological
systems of the entity. Human resource is the used to describe formal systems devised
for the management of people within an organization. The division of a company that
is focused on activity relating to employees. These activity normally included
recruiting and hiring of new employees, orientation and training of current employees,
employee benefits and retention. Formally called personnel.

Human resource management is the organization function that deals with issues
related to people such as compensation, hiring, performance management,
organization, development, safety, wellness, benefits, employee motivation,
communication and training.

11
 Human resource management also included employee assessment like
performance appraisal, facilitating proper compensation and benefits, encouragement,
maintaining proper relations with labor and with trade unions, and taking care of
employee.

Human resource management is now a vital part if any organization. Every

company or organization is required to have this department. It helps with increasing
to have this department. It helps with increasing the morale of workers by working
on relations between employees and their employers and constantly striving to make
them better. The hr department also provides any support employees need to assist
them improve their performance.

12
 Need Of Study:

Many researches have been undertaken in the past to study the changing role of HR
function. HR is no longer now restricted to procurement of manpower. HR professional are
rather involved in complete transformation of HR processes with the use of latest technology.

Human resource management is centered around developing a strategic approach to find,

train, recruit, and retain the right professionals, for the right job, and at the right time, such
that they become future leaders to further the organization goals. HR play a key role in
developing, reinforcing and changing the culture of an organization. Business grows, leaders
often find there just isn’t time to deal with day-to-day people management and recruitment.

Significance of Study:

The study is of great significance to the business organization as it highlights the various
technological tools applied by HR professionals from time to time. The changing role of HR
and likely impact of technology on HR. technologies advancement can have a huge impact on
the HR department of an organization. It allows the company to improve its internal
processes, core competencies, relevant markets and organizational structure as a whole.

Objective :- Human Resource Management helps a company to achieve its objective from time to time by
creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc.

1. To Facilitates professional growth :- Due to proper Human Resource policies employees are trained
well and this makes them ready for future promotions. Their talent can be utilized not only in the
company in which they are currently working but also in other companies which the employees may
join in the future.
2. To Better relations between union and management :- Healthy Human Resource Management
practices can help the organization to maintain co-ordinal relationship with the unions. Union
members start realizing that the company is also interested in the workers and will not go against
them therefore chances of going on strike are greatly reduced.
3. To Helps an individual to work in a team/group :- Effective Human Resource practices teach
individuals team work and adjustment. The individuals are now very comfortable while working in
team thus team work improves.
4. To Identifies person for the future :- Since employees are constantly trained, they are ready to meet
the job requirements. The company is also able to identify potential employees who can be promoted
in the future for the top level jobs. Thus one of the advantages of HRM is preparing people for the
future.
5. To Allocating the jobs to the right person :- If proper recruitment and selection methods are
followed, the company will be able to select the right people for the right job. When this happens the
number of people leaving the job will reduce as the will be satisfied with their job leading to decrease
in labour turnover.

13
6. To Improves the economy :- Effective Human Resource practices lead to higher profits and better
performance by companies due to this the company achieves a chance to enter into new business and
start new ventured thus industrial development increases and the economy improves.

The objective of study are as follows:

1. To study the function performed by the traditional HR department.
2. To understand the upcoming trends in HR and its combination with
technology.
3. To Study the Employee Perception towards the organization and HR
Policies.

14
 Scope of the project

Conceptual scope
1. This research was undertaken with a perspective of impact of changing
technologies on key HR process in manufacturing industries.
2. Also to learn the difference between old and new function.

Geographical scope

The scope of this research was to the geographical area situated at chakan office. The scope of
the project is limited to Flash Electronics India Private Ltd. In Chakan, Pune, Maharashtra.

Limitations

The major limitation that I faced during my internship period and preparation of this report are
as follows:

1. Time limit was another constraint.

2. We were not allowed to go other department to get their experiences.

15
 FLASH ELECTROINCS

Web Site – www.flashgroup.in

Address- A-4, MIDC Chakan , Pandurang Industrial Area, Mahalunge ,

Maharashtra410501.
Phone-0235666111

Company introduction:
16
Flash Electronics has been at the forefront of Indian Automotive Industry since its
establish in 1989. The core competency is manufacturing of cutting-edge electronic
and electrical auto components. The company is a leading host of many engineering
products for two, three and four wheelers.
Our the years, Flash has engraved its exclusive identity as a Complete Solution
Provider in the automotive components sector. It’s Multiple Product Lines in
Automotive Electrical, Electronics, Mechanical and Industrial category have
immensely manifested the company’s flair for innovation and expansion. Flash
currently manufactures the company’s flair for innovation and expansion. Flash
currently manufactures more than 125 products.
Todays, Flash Electronics is acknowledge on the global automotive front on account
of its relentless pursuit of excellence. Flash currently has over 1800 employees, 3
state-of-the- art plants at Chakan, Pune and Faridabad (Haryana). A new plant at
Chakan (Pune) is fast taking shape to meet the growing market needs and further
reinforce the company’s footing in the automotive sector. This being a major
opportunity for FEIPL was taking up in end 2005 and the new plant has been set up at
Chakan, Pune which would go in mass production by 10.03.2006. The plant at
Chakan covering approx. 80000 sqft in land area of more than 4 acres has already
been setup and soft production trials were being conducting before mass production in
March 2006. This plant has been set up having state of the art manufacturing facilities
which are the best in the industry.

Vision-
To be a major global manufacture of automotive electrical and also to contribute in
various allied electronic and electrical products related to automotive industry.

Mission-
To provide maximum value to our customers, We commit ourselves to
manufacture and deliver quality products through technology innovation backed
by in- built systems and on-time delivery.

Strengths-
17
 I. Strong in- house R&D for designing the products as per
customer as well as vehicle specification.
II. Consistent top quality which gives us the winning edge over
competition.
III. Cost effective products through technology and in-built
competition.
IV. On time direct on line delivery to our customers.

18
 ORGANIZATIONAL STRUCTURE

Chairman

Managing

Director

General manager
manager

Engineering Department HR Department

Finance Department

Quality Manufacture Maintenance

Department Department Department

19
 Company Products For Vehicle Segment

Flash offers wide variety segment like 2/3- wheelers, cars, SUVS, LCVS, and
HCVS.
It also has wide range of products in electronic components, mechanical
components, industrial etc.

Electrical:

1. Starter Motor
2. Wiper
3. Magneto
4. Alternator
5. Ignition Coil
6. Spark Plug Cap
7. Liner Actuator
8. Immobilize Coil

Electronics

1. CDI/TCI
2. Regulator
3. Flashers
4. LED Modules

Assemblies:

1. Starter Relay

2. Throttle Body

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Mechanical:

1. Rear Chain Sprocket

2. Drive Chain Sprocket
3. Primary Driver & Driven Gears
4. Transmission Gears &Shafts

Industrial Electronics:

1. Single phase Energy Meter

2. 3 Phase Energy Meter

Exhaust Gas And Temperature Controls

1. Emission Gas Regulation Value(EGR)

2. Thermostat

21
 Infrastructure Of The Company.

1. Covered area of 1500 sq.mtrs.

2. Latest generation SMT line with Auto Loaders, untouched by human
hand.
3. Computerized In-Circuit & functional testers.
4. Computerized testing of CDI, Motors, Ignition Coils and Magnetos.
5. Fully atomized potting with conveying open.
6. Fully Air conditioned, dust and humidity controlled
environment.
7. State of the Art R&D canter with in-house reliability test
equipment’s.
8. Latest winding and balancing machines.
9. Comprehensive in-house type test facilities.
10. Tool Room facilities.
11. Standards room.

 Segment : Manufacturing Companies.

 Target Group : Automobile, Electronic devices.
 Positioning : Products to increase competiveness.

STP- Segment, Target group, Positioning .

22
 Company Achievements

Flash Electronics has succeeded in winning some of the most coveted awards in the
Small and Medium Enterprise (SME) sector.

2007: Sliver Trophy, Kaizen

2008: Gold Trophy, Kaizen

2008: Flash become the first Indian SME In Automotive Electricals & Electronics to be
recognized by the Ministry of Science and Technology, Government of Indian for its
Research and Development. Flash earned this highly desired recognition on 28.02.2008.

2009: Best Kaizen

2010: Quality Award by Bajaj Auto Limited for Zero Rejection in 24 months (2008-2010).

2010: TPM Award by Bajaj Auto Limited.

2010: ICICI Bank and CNBC TV 18- Emerging India Awards 2010.

ICICI Bank Business Banking and CNBC TV 18 presented the ‘Emerging India Awards
2010 in Macau on November 10, 2010. The Emerging India Awards 2010 are India’s biggest
business awards that recognize and reward the nation’s best SMEs in their path-breaking
contribution to industry. Flash
Group’s Managing Director Mr. sanjeev Vasdev received this honor on behalf of Flash
Electronic at aglittering ceremony attended by industry elites.

2014: GM Supplier Quality Excellence Award.

2018: Awarded as National Best Employer Brand.

23
Theoretical Background:

Our world has become a global village. The improved means of communication,
technological advancements, computer and internet have brought the horizons closers and
changed the functioning of the business world in a great way. Many business function can
be performed speedily and with much more accuracy with the aid of computers and
internet. The impact of technology has been observed has been observed in all areas of
business including HR practices. Human Resource Management(HRM) is no longer limited
to recruitment and training. It has becomes an indispensable part of every organization.
Technology and HRM both are closely associated to each other. Information obtained from
this research will be used for exploring why there is a significant change in HR process and
why it is moving towards technology rather than HR personnel.

Role Of Traditional HR

The traditional personnel manager paid attention to labour management, but did not
participate into a company’s planning and strategy decision. They paid great attention to
control their employees, including carefully designing the contracts and rules for monitoring
the employees. Till the past few years of 20th century, HR function was designed as the
personnel management performing the function of personnel administration and industrial
relations including recruitment, selection, training and development, performance appraisal,
rewards and industrial relations. HR was not given due importance in the organization. The
role of HR manager in the organization was limited frame rules and regulation for employee
management. Actual decision were implemented by the line managers as they were
responsible for building employee relations and maintaining peace.

During this period, there was a shift in the role of HR professionals as they were being
considered for strategic business issues. Scope of HR was widened to some extent with new
HR function relating to strategic business issue. Thus, HR professionals began to be included
in organizational policy framework. However, it was still mainly involved with routine
administrative matters only in most of the organization.

Role Of New HR

There was considerable change in the role of HR professionals in the last decade of the
20thcentury. There are four roles of HR professionals including-role of strategic business
partner, change agent, administrative expert and that of employee champion.

As strategic business partners, HR professionals work with top executives to develop,

implement and appraise competitive business strategies, HR strategies, policies and
practices and supportive business strategies.

24
  In their role as change agents, they manage the organizational change and
create new culture where its employees are motivated to participate in the
new situation.
 As administration expert, they help in designing organizational processes,
building organizational capacity to gain competitive advantage, reducing
cost, adding value and better HR services to make HRM works more
effective and efficient.
 In the role of employee champions, the HR professional plays a
significant role of motivating the employees and provides them training
them training to enhance the competencies.
The HR department creates training programs for new employee as well as the existing
ones. The idea is to get the new employee up to speed and improve the skill set of the
existing employees. HR which initially like finance and
marketing was now gaining significance similar to it’s counterparts.

HR department sets closer relationship with the whole organization. He viewed the role of
line managers as executors and proponents of HR policies and strategies. Besides, the line
managers are the policy, Makers and executors of own department. The changing role of HR
professionals in the present scenario made Ulrich and Brock bank(2005) to developed a new
model. The model explains five functions of HR professionals which replaced their earlier
model with four roles developed in 1997 as explained earlier.

These five roles were: strategy partner, function expert, employee advocate, human
capital developer and HR leader. They also specified the responsibilities with each role.

HR LEADER

Human Capital Developer

Strategy Partner Functional Expert Employee Advocate

25
These roles of briefly explained below:

i. The Strategy Partner has multiple roles including business expert, change agent,
and knowledge manager. The change agent which was designated as separate role
in the previous model now becomes part of the strategy partner. The role of
strategy partner is to help line managers to reach their goals.
ii. Functional advocate in this model is an extension of the traditional function of
administrative expert. Its scope now includes the use of technologies for
administrative efficiency and is responsible for the HR practise delivery.
iii. Employee advocate is concerned with the employee. The employee advocate
focuses on current employees to ensure friendly relationship between employees
and employers.
iv. Human capital developer also deals with the employees. It lays emphasis on
the future workforce, including developing present employees for future
development as well as acquiring suitable workforce externally.
v. HR leader controls the whole situation. The leadership is a function of all the
above mentioned four roles. HR leader should set the relationship with each HR
function, and supervise the whole HR community.

26
 Literature review :

The impact of the technology era in human resource management. This work project is
literature review , which covers current studies on electrical human resource management
human resource analytics and telework, and discusses some implications of the adoption of
technology in human resource management processes. We conclude that the adoption of
technology in human resources management is not yet mature enough in order to understand
the real impact.

According study by Jyoti Rohiila (2015), the process of growth and development without human
involvement is meaningless because human is the target and also means of achieving progress.
The bases of human resources development are the presence of new and experimental information and
the information is a rational process call information and the information is a rational process
called information technology (IT) that can help to create and build up new strength in human
resources. One of the main factors affecting company and worker is changing according to new technology.

According Study by Tanya Bondarouka & Chris Brewster (2015), learning from running an HRM course at
Harvard and offered what is frequently called the Harvard map of the territory a view of HRM as being
moulded by its different contexts, defined (sometimes differently) by its varied stakeholders, and having
long-term outcomes that impact all of the potential stakeholders. In information technology (hereinafter
referred to as technology) we start from observations that technologies have changed (through enabling
and/or constraining).

According study by Teresia Njoki Muchira; Kellen Kiambati (2015) organizational change management as
the transformation and modification of whole organizations, or parts, in an effort to maintain or improve
upon the effectiveness in productivity, revenue, market competitiveness and internal alignment. Change
management is an approach to transitioning individuals, teams and organizations to a desired future state
and the utilization of basic structures and tools to control any organizational change effort.

According study by Vijay Shukla that revolution makes possible changes with the help of HR unit that
ensure the workforce is change ready procedure to squeeze the novel technology so that knowledge is
effectively detached around the organization.

According study by Nishad Nawaz according to recruitment process enhance quality with AL, it will assist
employers to select suitable candidate is suitable or not. AI has constantly developed over the time to
provide deeper insights.

According study by Tanya Bondarouk (2016) the integration of Information technology and HRM has been
called electronic HRM. Attempts to define HRM have varied since its inception at around the time of the
beer book. And have different connotations. It was defined as conducting HRM transaction using the
internet or even as the administrative support of the HR function.
27
According by Harsh Pathak (2020) change agent is person who act catalyst and assumes the responsibility
for managing change activities in the organization. The initiator of changed behavior is known as a change
agent. The one who works for the accomplishment of the goals or objectives of the organization.

According by jyoti human resource information system HRIS is an integrated system acquiring and storing
data to make analysis, make decision in the filed of HR. technology makes the human resource work simple
and easier.

According by K. Raghavi (2013) organization of all kind face unrelenting changes in their environment,
need for individuals are capable of turning strategy into reality has created a new legitimacy for the change
agent role. Effectiveness as HR change agents; communication ability, knowledge of the business.

According study by N. Gopinathan human resource development as change agents has four dimensions
which are transformational, incremental, human resource vision and human resource expertise.

According by chris Brewster there are three areas in which E- HRM needs to develop over the next few
years by taking account of context, multiple and long term outcomes. It call for the plurality of political,
behavioural, economic, design and cultural conceptual lenses

According study by Kellen Kiambati organizational change management as the transformation and
modification of whole organization, or parts, in an effort to maintain or improve upon the effectiveness in
productivity.

According by Andrea Ritter the impact of the technology ERA in human resource management this work
project is a literature review which covers current studies on electronic human resource management. The
work project presents and discusses different and contradictory perspectives different.

According by Stefan HRM such as reducing costs, speeding up processes, improving quality, and even
gaining a more strategic role for HR within the organization. A specific concept of consequences, as used
information system potentials is suggested and the implications for practice and research of HRM are
discussed.

28
Research & Methodology:

Human Resource Management (HRM) includes activities such as recruiting, training,

developing and rewarding people in the organization. HRM must aim at achieving
competitiveness educational and training programs for the educational and professional
development of the employees of the organization. Research is the process which including
defining and refining problem, formulating hypothesis or suggested solutions collecting,
organizing & evaluating data, making deduction & reaching conclusion and at last carefully
testing the conclusion to determine whether they fit the formulating hypothesis.

Research is the systematic way of solving the problem.

Research Design:

Research design is a purpose scheme of action proposed to be carried out in a sequence

during the process of research focusing on the management problem to be tackled. It must
be a scheme of problem solving through proper analysis, for which systematic arrangement
of managerial efforts to investigate the problem area to report writing with the help of
collection, tabulation efforts to investigate the problem area to report writing with the help
of collection, tabulation analysis and interpretation of data.

29
Data Collected Through:

The project report is prepared based on using primary data and secondary data resources.

o Primary data:-
Primary data was collected using structured questionnaire, which have define
concrete and pre- determined questions for officers covering all segments of HR &
Admin like senior manager, middle management through questionnaire, informal
interview and discussion with the concerned authority while working as an intern in
Human Resource Department at Flash Electronics.
o Secondary data:-

Secondary data was collected by employee hand book, old records, company
websites, other possible literature and relevant books. Which will be the main source for
this qualitative research paper.

Sampling Design

Sampling Method: Stratified Sampling

It refers to type of sampling method. With stratified sampling, the researcher

divided the population into separate groups, called strata. Then, a probability sample is
drawn from each group.

30
Sample: 14Employee of HR & Admin Dept. of FLASH Electronics private Ltd.

Research Aims:

 I intend to complete my research within the timeframe.

 I hope to achieve a well understanding and a well- structured research.
 To gather all the necessary document to complete my study.
Research Objectives:

The research objectives will be identified as follows:

 To identify the problems faced by HR personnel against technology.

 Significance of using online HR process instead of HR personnel.
 Identify the SWOT analysis of having technology in HR management.

31
 Research Process

Define research Statement of Research

problem
ddx Objective Review of Literature

Sampling Design

Research Design Formulation of

Hypothesis

Analysis of data &

Collection of Data
testing of Hypothesis

Interpretation of

Result

Report Writing

32
Recent Trends In HR

Here are Eight technology trends that Human Resources worlds will experience in 2021.

1. Remote Work Model.

2. Employee Experience.
3. Online Training And Up Skilling.
4. Employee Well-Being And Mental Health.
5. Cloud-Based HR Systems.
6. People Analytics.
7. Virtual On Boarding.
8. Artificial Intelligence (AI) In HR.

• Remote work model-

By adopting a remote work model, you’re saving on the amount of space and
equipment your business needs to operate. There are no extra desks,
computers, or laptops to buy. No extra phone lines to install or office supplies to
stock up on.

• Employee Experience-
The Employee Experience is the HR equivalent of the customer experience. Since the goal of most
companies is to make customers happy by selling them products or services they want, starting with
the customer make sense.

• Online Training And Up Skilling

When it comes to attending training programme to up skilling themselves, time constraint has
emerged as top challenge face by many a report realised on Monday(1 nov.2021) has
revealed.

• Employee Well-Being And Mental Health

Physical health is very important, but now it’s time to ensure mental being of employees as
well and undoubtedly, HR has a unique role to play in this.

• Cloud-Based HR System

Since COVID-19 crisis started companies have made huge investment in HR technology,
with a focus on cloud-based HR systems that can be easily accessed anytime. From anywhere
33
with complete privacy data . Staying up to date with the latest could-based HR system for
smooth running of your business is demand of the day.

 People Analytics

People Analytics will soon become an absolute essential for any organization. Data-driven
insights will be used for better hiring decisions, improving engagement, reducing employee
attrition.

 Artificial Intelligence (AI) in HR

Artificial Intelligence has transformed our lives at home and at work and has
becomes an essential part of the technology industry. Multiple HR practices have
benefited by integration of Artificial Intelligence in HR technology, right from
recruitment to engagement to employee development.

The various tools used by HR professionals for HR functions are

mentioned below:

1. Procurement.
2. Employee Development.
3. Compensation.
4. Employee Relations, Communication and Work Environment.
5. Decision-Making
6. Human Resource Information System(HRIS)

34
 1. Procurement:
Procurement is the most significant function of HR. It includes employee
recruitment, selection and placement. Hiring is becoming more and more complex.
To seek information about the job seekers and jobs both employers and jobs
employers and employees use job portals and other technologies services as
mentioned below:
Technology Tools: E-recruitment web portals, social media sites like facebook
, linkdin.
Use of Technology: Employers post their positions and qualification. Job seekers
select their expertise and apply online.

2. Employee Development:

Employee development as a function of HR has gained significance in the recent

past. The increasing competition has necessitated the reduction in costs on the one hand and
increasing efficiency on the other. The organization are therefore, laying more and more
emphasis on improving employee skills and development their potentials to increase their
efficiency. Various technological advancements are helping the organizations in this
direction as mentioned below:

Technology Tools: e-learning, training need analysis, career development.

Use of Technology: Employee are given necessary inputs for career growth, up-gradation
of their skills through e-learning and feedback on their performance

35
3.Compensation: A good compensation system motives the employees to work.
Compensation is yet another important function of HR.
Compensation Technology Tools: Payroll, E- compensation, Flexi-reward
packages, facilities.
Use of Technology: The IT tools on compensation management company and
the employees to discuss the compensation plans.

4.Employee Relations, Communication and Work Environment:

Various technological tools are available
to ensure Organization Development (OD), knowledge management and thus help in
development good employee relation and create sound work environment. There are
tools for maintaining effective communication, data protection and data sharing also.
Employee Relations, Communication and Work Environment Technology:
Communication data sharing, data protection, knowledge management, internet, OD
and Team Development.
Use of Technology: Creating shared information environment to allow flow of
information from one central point enabling smooth flow of information- Upward,
downward, horizontally, and outward, quick communication and better decision-
making. OD exercises will help in bringing organizational change and effective team
development and build better employer- employee relations.

5.Decision-Making: In complex and large organization, there is large data which is

difficult to handle and use effectively for decision making. Technology has made a great
change in assisting the HR to make effective decision. The various technological tools for
effective decision making have been given below:
Use Technological Tools for Decision Making Technology Tools:
Decision Support System (DSS), Online Analytical Process (OLAP),
Group Decision Support System (GDSS) Groupware.
Use of Technology: Technology will help you make quick business decisions
through the IT tools having capability of summarizing large amount of data with
speed and getting useful results.

36
6. Human Resource Information System(HRIS): HRIS is also very useful function
of HR in the modern times. The information is made available to the employees,
managers and the external parties on internet, internet and company portals in no time.
The technology has added a new dimension of ‘transparency’ in placeof
traditional systems of ‘confidential’ which has helped in creating an atmosphere of
trust and belongingness in the organization.
Use of Technological Tools for HRIS Technology Tools: Intranet availability of
Data record of Employees, Spread of information throughout organization, employee
self- service.
Use of Technology: The availability of information throughout the organization via
internet, company portals, employee portals and access of information on company
policies, employee feedback etc. brings in transparency and boosts employee
morale. to ensure Organization Development (OD), knowledge management and
thus help in development good employee relation and create sound work
environment. There are tools for maintaining effective communication, data
protection and data sharing also. Employee Relations, Communication and
Work Environment Technology: Communication data sharing, data protection,
knowledge management, internet, OD and Team Development.
Use of Technology: Creating shared information environment to allow flow of
information from one central point enabling smooth flow of information- Upward,
downward, horizontally, and outward, quick communication and better decision-
making. OD exercises will help in bringing organizational change and effective team
development and build better employer- employee relations.

37
Impact Of Technology On Human Resource Management:
o Recruitment:
Recruitment is the most influenced by the internet. Many multinational companies
are using internet as a source of recruitment. Companies are using the internet for
posting jobs and receiving resumes, which is also being received through e-mail
allows companies to received most of their resumes in electronic format. The use of
technology has reduced cost and time and there is no geographical limit.

o Selection:
Selection of employees made through online process must ensure each step
systematize with the procedural requirements like short listing, requests for and
evaluation of proposals, feedback to the candidates, etc. considerably reducing time
and resources required to manage the selection process. Selection of candidates can
be made through online tests, telephone interviews, and video conferencing.

o Training and Development:

The employee will have access to get customized training via interactive
multimedia, the internet, computer conferencing and satellite broadcasts. The employees
could access information on demand through the internet. It is also possible to train them
without physically transporting from one location to another.
o E-Appraisal System:
E-Appraisal is a web based system that can be accessed with internet browser.
Only an appraiser can upload an appraisal document. Appraisers will evaluate the
responds collected from the employees. E-Appraisal also stores appraisals
electronically.

o Electronic Performance Support System:

An electronic performance support system is any computer software program
or component that improves user performance. It helps an organization to reduce
the cost of training staff while increasing productivity and performance. By
adopting this system especially new employee will be able to complete the work
quickly and accurately and also learn more about the job and the employers
business.

o Enterprise resource planning:

Enterprise resource planning (ERP) is an integrated computer-based system used
to manage internal and external resource including tangible assets, financial

38
 Attendance and timekeeping will becomes totally transparent as computers
sense and record an
employee’s presence. It is a way of implementing HR strategies, policies and
practices in organization through a conscious and directed support of or with the full
use of web-technology-based channels. The E-HRM is designed for human resource
professionals and executive managers who need support to manage the work force,
monitor changes and gather the information needed in decision making and
controlling them and to co-ordinate the employees in organization.

o HRIS
HRIS is also known as human resource information system or human resource
management system (HRMS) is an intersection of human resource and information
technology. HRIS allows an organization to plan its HR costs more effectively and
increase quality in a HR decision making and improve employee and managerial
productivity and effective.

 The Role Of HR In The Technology World:

Strategic Human Resources Management-The concept of HRM is often defined as a

strategic approach to the
management of an organization’s most valued assets, the people working there who
individually and collectively contribute to the achievement of its objectives for sustainable
competitive advantage. The strategic HRM is thus the long-term, top-level administration
decision, actions and choices concerning the architecture of the firm’s Human Resources
created and done in ways that ensure full integration with the entire general strategic
management of the firms.

 HR Professionals:

Privacy and Human Resources professionals are responsible for ensuring that employees
comply with security policies that are designed to protect your firm, your clients and your
workforce.

The section discusses the role of the HR department besides some of the internet based
technologies. The chapter as well explains the Human Resource information systems (HRIS)
in different organization in detail.

39
Problem faced by HR personnel against technology:

i. Evaluating Early Adoption-

Truth be told HR is traditionally not known for early adoption. Case in point
the slow adoption of social media .

ii. Balancing High Tech and High Touch-

Being able to be a significant business advantage . HR will have to evaluate what

function can be automated and still provide desired levels of service.

iii. Information Curatation-

HR is experiencing a flood of Information. It will be critical to have an effective

means of filtering necessary and relevant information.

How Does Technology Impact HR Practice?

Technology change the way HR department contact employees, store files and analyse
employee performance. Used well technology makes HR practice more efficient when used
poorly. It can get in the way of managing the company’s Human resource. Good HR practice
maximize the benefit’s and minimize the problems. Human Resource Management (HRM)
includes activity such as recruiting, training activities such as recruiting training, developing
and rewarding people in the organization. HRM must aim at achieving competitiveness in
the field of HR by providing constant educational and training programs for the personal and
professional development of the employee of the organization. It has been conventionally
proved that Information and Communication Technology (ICT), such as the internet, mobile
communication, new media, to the fulfilment of personnel policies of the organization.
Technology advancement can have huge impact on the HR department of an organization. It
allows the company to improve its internal processes, core competencies, relevant markets
and organizational structure as a whole.

Human Resource must mainly be focused on the strategic objectives of the organization.
These strategies must be led to incorporate an IT strategic plan for the organization. These
are activities related to any development in the technological system of the entity, such as
product design (Research & Development) and IT system. Technology development is an
important activity for the innovation process within the business, and may include acquired
knowledge. In the context, all activity may have some technical content, and results in
greater technological advancement. The advent of the internet technology has contribute
significantly to change in the way that the HR professionals accomplish their tasks.

40
Role Of Technology In Human Resource management:

Technology has driven transformation in the business world many times over. In the 21st
century, the explosion of computing devices and the pervasiveness of Internet has
increased that impact of technology exponentially. Now no business can even think of
functioning without the use of computer technology. This impact is seen in nearly all areas
of business, including human resource, where technology continues to have a significant
impact on HR practices.

Where it is recruitment, communication with different stakeholders, performance

measurement, or data security, technology is transforming each and every area of HR
function as we knew it. As companies continue to adopt cloud computing continue to adopt
cloud computing and automation, time is being used more effectively than before. The
increase in the use of automation tools and cloud solution is freeing up human resource from
doing tasks and shifting their role to strategy building and easing time- consuming tasks such
as tracking employee attendance, work performance and patterns now allows Human
Resources to focus on increasing engagement with employees, productivity and aligning the
human side of the organization with business goals.

How technology has changed human resource management:

 Smart recruitment is one of the changes in HR due to technology.

 Better performance management is technology management is technology influence on
human resource.
 Better diversity and inclusion is a change due to technology in HR.
 HR has becomes more strategic due to HR technology.
 Better communication and collaboration is an impact of technology in HR.

 Smart Recruitment is one of the change in HR due to Technology:- Recruiting

new hires is a time-consuming and costly process, but now owing to AI and
automation it’s getting much simpler and faster to find skilled people who are a great
fit for your company. From automated resume screening technologies to chat bot
interviewers, flurry tech solution for recruiting have revolutionized the recruiting have
revolutionized the recruitment process.

 Better performance management is technology influence on human resource:-

performance management has always been a time consuming and tedious HR function.

41
 Using excel sheet and legacy system HR professionals have driven the process, monitored
performance, and facilitated regular employee reviews. But this has also changed due to
the latest technology. Now the process is more streamlined and a number of unnecessary
steps have been eliminated in favour of productivity. In 2019, we will witness a new level
of data competency with quick widespread adoption of people analytics that will help
managers and executives make accurate decision about their workforce in a more
effective manner. Analytics will help create actionable insights from raw data and
ultimately support data-driven decision regarding appraisals or promotion.

 Better diversity and inclusion is a change due to technology in HR:- There

are multiple reports to suggest that there is a correlation between a more ethically and
gender-diverse workforce and increase in profits. Consumers also more commonly
prefer companies that value diversity. Ensuring this diversity and inclusion in a
company’s recruitment strategy has become easier with technology. More HR software
are taking note of this requirement and thereby including solution for the same.

 HR has becomes more strategic due to HR Technology:- Technology has definitely

shortened the time they spent on administrative tasks, giving them the leverage to focus.

 Better communication and collaboration is an impact of technology in HR:-

Digital communication tools have greatly enhanced employee experience and made it
easier for HR to communicate any important message or information to their workforce.
Broadcasting tools, newsfeed, social intranets, and career site are the new ways of
instantly passing on information without disrupting the day to day work of employees
and without cluttering their email inbox. While emails are reliable but the engagement is
very low, and cannot be measured easily. On the other hand new age broadcasting
measures allow transparent measurement of employee engagement and provide more
opportunity for interaction without being intrus

42
 Data Analysis

Question No.1

Do you feel in upcoming Era, HRD plays vital role?

Table No.1.1

Sr. no Parameter Percentage

No. of
Respondents
1 Yes 10 50%
2 No 10 50%
Total 20 100

Table no 1.2 Upcoming Era(HRD)plays

Yes No

Interpretation

The above analysis states that 50% of respondents feel that the upcoming Era, HRD plays
vital role and 50% of respondents feel it is not upcoming Era HRD plays vital role.

43
Question No.2

What kind of selection procedure employed while in your appointment?

Table no 2.1

Sr. Parameter No of percentage

no respondents

1 By advertising/ walk 5 25%

2 By portal/consultant 5 25%
3 By referrals 5 25%
4 All of the above 5 25%
Total 20 100%

Table no 2.2 selection procedure

By advertising/ walk By portal/consultant By referrals

All of the above

Interpretation

The above analysis states that during selection employee appointment using
advertising 20%, portal 20%, referrals 20% .

44
Question No.3

What nature of job do you do in the company? Table no 3.1

Sr. no Parameter No. of Percentage

Respondents
1 Yes 15 75%
2 No 5 25%
Total 20 100%

Table no 3.2 No of job nature

Technical
Administrative

Interpretation

The above analysis states that 75% of respondents administrative job and 25% of
respondents do technical job.

45
Question No. 4

Do you think the recruitment and selection process practiced in company new technology?

Table no 4.1

Sr. no Parameter No. of Percentage

Respondents

1 Yes 12 60%
2 No 8 40%
Total 20 100%

Table no 4.2 Recruitment and Selection

Interpretation

The above analysis states that 60% of respondents feel that the recruitment and selection
process is satisfactory and 40% of respondents feel it is not satisfactory.

46
Question No 5

If there is new recruitment what type of recruitment will company have to new
technology?

Table No 5.1

Sr. no parameter No of Percentage

respondents

1 Mechanical engineers 7 35%

2 Electronic engineers 4 20%
3 IT/automation 3 15%
4 All of the above 6 30%
Total 20 100

Table no 5.2 No of job nature

Mechanical engineers Electronic engineers IT/automation

All of the above

Interpretation

The above analysis states to compete new technology company will hire 35% of employee
having electronics skills, 20% of having skill in IT. 30% of employee having mechanical
skills.

47
Question No 6

Is your company provides you recruitment training?

Table no 6.1

Sr. no Parameter Percentage

No. of
Respondents
1 Yes 12 60%
2 No 8 40%
Total 20 100

Table no 6.2 Recruitment training

yes
No

Interpretation

The above analysis states that 60% felt that company provides recruitment
training. While remaining 40% of respondent no.

48
Question No 7

What kind of training methods does your company prefer?

Table no 7.1

Sr. no parameter Percentage

No of
respondents
1 Classroom 12 60%
2 Seminar &events 2 10%
3 Online training 5 25%
4 All of the above 1 5%
Total 20 100

Table no 7.2 Methods for training

Interpretation

The above analysis states that 60% of respondents has gone through on job training and
10% respondents in seminar and events and 25 % and 5 % of all of the above respondents.

49
Question no 8

Do you have timely periodic performance management system (PMS)?

Table no 8.1

Sr. no parameter No of Percentage

respondents

1 Quarterly 8 40%
2 Six months 7 35%
3 Annual 5 25%
4 None 0 o
Total 20 100

Table no 8.2 Timely periodic PMS

Quarterly Six months Annual None

Interpretation

From the above analysis 40% of respondents quarterly 35% as six months . 25% annual
and 0% of none of timely periodic PMS.

50
Question no 9

What are the objective of performance appraisal?

Table no 9.1

Sr. no parameter Percentage

No of
respondents
1 Gap analysis 7 35%
2 Market strategic 6 30%
3 Retention 5 25%
4 All of the above 2 10%
Total 20 100

Table no 9.2 Objective of performance appraisal

Gap analysis Market strategic Retention

All of the above

Interpretation

From the above 35% respondents Gap analysis and also Retention. 30% as market
levels and 25% .& 10%all of the above respondents for performance appraisal.

51
Question no 10

Do you think in coming years HR has change in their strategy?

Table no 10.1

Sr.no Parameter No. of Percentage

Respondents

1 Yes 12 60
2 No 8 40
Total 20 100

Table no 10.2 HR change in their strategy.

Yes No

Interpretation

The above analysis 60% respondents felt in strategy and 40% respondents to HR has change
in their strategy in upcoming years.

52
Question no 11

Do you think union will get weightage?

Table no 11.1

Sr. no parameter Percentage

No of
respondent
1 Yes 14 70%
2 No 6 30%
Total 20 100

Table no 11.2 union will get weightage

yes
No

Interpretation

The above analysis show that 70% respondents felt that think union will get weightage.

53
Question no 12

Do you feel remuneration policies will required change?

Table no 12.1

Sr. no parameter Percentage

No of
respondent
1 Yes 10 50%
2 No 10 50%
Total 20 100

Table no 12.1 Remuneration policies required

yes
No

Interpretation

The above analysis show that 50% respondents felt that think remuneration policies required.

54
Question no 13

Does the development activity helps the management in identifying, analysing,

forecasting, and panning change needed in company’s growth?

Table no 13.1

Sr. no parameter Percentage

No of respondent

1 Yes 10 75%
2 No 5 25%
Total 20 100

Table no 13.2 company’s growth

yes
No

Interpretation

The above analysis shows that 75% of respondents felt that the development activity helps
the management in identifying, analysing, forecasting, & planning change needed in
company’s HR department.

55
Question No 14

Is changing technology can help to maintain the good interdepartmental relation?

Table no14.1

Sr. no parameter No of Percentage

respondent

1 Yes 8 40%
2 No 8 40%
3 Can’t answer 4 20%
Total 20 100

Table no14.2

Yes No
Can’t answer

Interpretation

From the above analysis show that 40% respondent felt that changing technology help
maintain the good interdepartmental relation 20% respondent can’t answer.

56
Findings

The finding of the study are as follows:

1. This part includes the findings of the data and observation done during the
research.

2. Better service to line managers.

3. The study of human resource management.

4. The explore the impact of changing technology in human resource management.

5. The study the impact of benefits on the human resource performance.

6. The employee are satisfied with the present incentive plan of the company.

7. The employee are really motivated by the HR organization.

8. There is changing technology helps to maintain the good interdepartmental

relation.

9. There are training activity organization by the which help developed skill &
department.

Suggestion

1. Investigate technologies that will solve problems for the company.

2. Organization should give importance to communication between employees

and gain co-ordination through it.

3. Skill of employee should be appreciated.

4. Small online interview can also be conducted with resume so that HR can get a
lot of information about applicants, and managers can’t provide this
information simply by reviewing the applicant’s resume.

57
 Learning though the project

1. The concept of organization culture has originated.

2. In the area of project management it has been pointed out that although the content of a
project.
3. Create a support network identify high performing learners and ask them to become official
mentors.
4. The culture of organization culture has originated in the cultural anthropology and has
become popular in the study of HR.
5. The human resource management of organization in this research we focus on project
management.
Therefore, training have traditionally been considered as fundamental element of project
management.

Contribution to the host organization

1. helped them in performing phone interview with candidate.

2. Helped to process of employee selection.

3. Advertisement of job vacancies on website of organization.

58
 Conclusion

This project was an attempt to understand the changing technologies and impact on HR at
Flash Electronics Pvt. Ltd. The data was collected from primary source through
questionnaire, interviews and secondary source. On the basis of observation and findings it
was understood that the industry is changing with new scenario.

Traditionally, HR was always viewed as a paper-intensive, non-innovative area, where salary

decisions are made, people get hired to fired and where team building sessions are organized.
But behind the scenes, the industry is chaining and incorporating technology at a rapid pace,
even if it
wasn’t designed for HR to start with.

The future of any human resource team is being connected to technology development and
challenging it offers rooms for innovators inside and outside the industry to adopt new
development to create and redesign the workplace and employee experience.

I believe the future will showcase that HR can take a role in the scientific research and
innovation. The filed will continue to grow as human resource professionals and will find
new ways to embrace and model the technological development.

59
References

Bibliography

Sr. no Books Authors

1 Human resource management Ashwathapa
2 Managing human resource Balkin, Cardy
3 Resource methodology C. G. Ramamurthy

Webliography

Type Reference
Sr.
no
1
Internet https://www.humanresourcetoday.com
reference https://mettl.com
2 www.flashgrop.in
Company
website

60
 Annexure

1. Do you feel in upcoming Era, HRD plays vital role?

a. Yes
b. No
2. What kind of selection procedure employed while in your appointment?
a. By advertising /walk/off campus
b. By portal/consultant
c. By referrals
d. All of the above
3. What nature of job do you do in the company?
a. Technical
b. Administrative
4. Do you think the recruitment and selection process practiced in company is
appropriate?
a. Yes
b. No
5. If there is new recruitment what type of requirements will company have to
compete new technology?
a. Mechanical engineers
b. Electrical/Electrical engineers
c. IT/Automation
d. All of the above
6. Is your company provides you recruitment training?
a. Yes
b. No
7. What kind of training methods does your company prefer?
a. Classrooms
b. Seminar &events
c. Online training
d. All of the above
8. Do you have timely periodic performance management system(PMS)?
a. Quarterly
b. Six months
c. Annual
d. None

61
 9. What kind of training methods does your company prefer?
a. Classrooms
b. Seminar &events
c. Online training
d. All of the above
10. Do you have timely periodic performance management system(PMS)?
a. Quarterly
b. Six months
c. Annual
d. None
11. What are the objective of performance appraisal?
a. Gap analysis
b. Market strategic
c. Retention
d. All of the above
12. Do you think in coming years HR has to change in their strategy?
a. Yes
b. No
13. Do you think union will get weightage?
a. Yes
b. No
14. Do you feel remuneration policies will required change?
a. Yes
b. No

15. Does the development activity helps the management in identifying, analysing,
forecasting, and planning change needed in company’s growth?
a. Yes
b. No
16. Is changing technologies can help to maintain the good inter departmental
relation?
a. Yes
b. No
c. Can’t answer

62
 d. No

17. Does the development activity helps the management in identifying, analysing,
forecasting, and planning change needed in company’s growth?
a. Yes
b. No
18. Is changing technologies can help to maintain the good interdepartmental
relation?
a. Yes
b. No
c. Can’t answer

Thank you

63