Summer Internship Report

On

“A STUDY ON HUMAN RESOURCE MANAGEMENT AT descon infrastructure

ltd.

Submitted toward the Partial Fulfillment of the Requirement for the Award
of the Degree of

MASTER OF BUSINESS ADMINISTRATION

(MBA-HR)

Under the Guidance of:

Dr. Ruchi Mishra

Submitted To: Submitted By:

Dr. Manish Dwivedi tarun gautam

Assistant Professor roll no-2210019025135

IMS, University of Lucknow MBA 3 rd semester

Batch: 2022 – 2024

Institute of Management Science

University of Lucknow (New Campus),

Lucknow

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LETTER OF TRANSMITTAL
Date 17.11.2023

Dr. Manish Dwivedi

University of Lucknow IMS

Subject:Submission of Internship report on “Human Resource Management of descon

infrastructure pvt Limited”

Dear Sir,

With great pleasure I hereby submit my internship report on "HR practices of Descon infrastructure
pvt ltd” The report has been completed by the information that I gathered from the major courses
on Human Resource Management which I have completed during my MBA as well as from my
internship period.

As a requirement of preparing an internship report based on the practical knowledge in an

organization, I selected Recruitment as my core concentration along with few other HR practices
that I have come across during my internship program. I have tried my level best to complete this
report meaningfully and correctly, as much as possible. I hope this report will reflect on the
contemporary issues on the Human Resource Management that are being Practiced by this
organizations in our country.

Thanking you.

Yours sincerely

Tarun gautam

ID: 2210019025135

University of Lucknow IMS

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Acknowledgement
I would like to thank Lucknow University for giving me the opportunity to do
this internship. I would like to thank Descon infrastructure pvt. ltd for letting
me do the internship at their HR Division Head office. I’d like to thank, my
internship supervisor for guiding me with the completion of this report. I’d also
like to thank to my general manager Dipankar rai Research& HR Division for
keeping me under their supervision and provide me with all the necessary
information which has helped me in the completion of this report. I would also
like to thank all the officials of descon HR Department for allowing me to be an
internee at their organization and help with necessary information. I would
also like to say a thank you to my mentor dr. Ruchi Mishra and Dr. Manish
Diwedi.

Name- Tarun Gautam

MBA (HUMAN RESOURCE)

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Table of Contents
Serial no Content Page no

1 Executive summary 5

2 Company Profile

3 Objectives of the
Study
4 Research
Methodology
5 Data Analysis &
Interpretation
Bibliography
6 Skill Acquired

7 Finding, Suggestion

8 Conclusion

9 Bibliography

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Executive Summary
During my internship I gained practical knowledge on how the human resource
division of an organization operates and coordinates its activities to ensure
smooth functioning of the organization at all levels by ensuring right numbers
of people are available at the right time to do the right job. Not only that I have
also gained insight into the working culture of the organization and observed
how Descon infrastructure pvt ltd Capital handles its employees with value and
empowerment to ensure they are motivated to give their best to the
organization.

The report starts with an organization profile of Descon infrastructure pvt ltd
Capital giving its background, mission, vision, its products and services, the
hierarchy and organogram of the organization.

The next section is the comprises the project, Human Resource Management
in Descon infrastructure pvt ltd Capital. The project encompasses introduction
to the topic, recruitment, selection, training and development

Each chapter contains detailed discussion of the HR functions followed by

Organization Practice at Descon infrastructure pvt ltd Capital which basically
conveys how things are done in the HR Department.

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Company introductio

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Overview of HR Division

Human Resources Management Human resource management

involves all management decisions and practices that directly affect
or influence the people, or human resources, who work for the
organization. In modern years, amplified concentration has been
devoted to how organizations manage Human Resources. This
augmented focus comes from the comprehension that an
organization’s employees facilitate an organization to attain its goals
and the management of these human resources is vital to an
organization’s success.

Functions of HR The functions of human resource management are:

1. Staffing

2. Training and Development

3. Motivation

4. Maintenance.

By doing all these functions Human resource management complete

its job.

Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified
employees is Staffing. A company needs a well-defined reason for
needing individuals who posses specific skills, knowledge and
abilities to specify the job. Employee referrals can produce the best

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applicants for two reasons. First, current employees screen
applicants before referring them. Second, current employees believe
that their reputations with the firm will be reflected in the
candidates that they recommend. Recruiting is the initial step of
staffing. Recruiting is the process of locating, identifying, and
attracting capable employees. Many companies are finding new
employees on theWorld Wide Web. The source that is used should
reflect the local labor market, the type or level of position, and the
size of the organization. Now the second step of Staffing, that is
Strategic HR planning. For that a company plans strategically. They
set goals and objectives, these goals and objectives may lead to the
structural changes in the company. Third step is Selection. This
process is attracting qualified applicators and discouraging the
unqualified applicants. By this a company can get its desired
employees of requirement. It has dual focus, attempting thin out the
large set of applications that arrived during the recruiting phase and
to select an applicant who will be successful on the job. To achieve
this goal, companies can use a variety of steps. The employees who
are able to do all the steps and ensure good performance they get
the job. HRM must communicate a variety of information to the
applicants, such as the organization culture. Under the selection
process there are some steps:

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The company can use these steps to select the employees. With this process
their Staffing job is done. The completed selection process ends the staffing
functions.

Training and Development:

Training is one of the important activities of human resource
management. In the training process companies try to motivate and
train the employees in a manner so that they can work more
effectively in the future. Under the training process there are some
steps they are given below:

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

 feel welcome

 understand the organization in a broad sense

 be clear about what the firm expects in terms of work and behavior

 begin the process of socialization

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

Career Development:
The career development stage is given below

 Pre transition: Is simply looking for a job and preparing oneself for
a career.

 Transition: An individual is already having a job and developing

oneself for future career or moving to another career.

 Preferred area: An individual prefers a specific sector of the career.

 Early stage: First 1-5 years of career is called early career.

Mid career: 5-20 years after the career starts.

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 Late career: Late career starts after 20 years of job life.

 Retirement: And finally after completing the stages of career and

individual decides to retired.

Motivation in HRM
Motivation is to inspire people to work, individuals in such as to
produce best results. It is the willingness to exert high level of effort
towards organizational goals, conditioned by the efforts and ability
to satisfy some individual needs.

An important part of the retention of staff, reducing staff turnover

and minimizing absenteeism at work is ensuring that staff are
properly motivated. The wage should be increased, the facilities
should be insured and social security should be confirmed. These are
the types of common motivational ways.

Staff motivation is the cornerstone of open, flexible and caring

management culture, which the Government aims to establish
through HRM.

To put it into practice, “open” means not only to listen to staff

suggestions and opinions, but also to empower staff, accept their
constructive criticisms and use their suggestions. To be “flexible”, we
may need to change the traditional ways of doing things. As far as
staff motivation is concerned, the biggest challenge perhaps is to
stop focusing on problems and the guilty party (police behavior) and
start looking for those responsible for things gone right (coach
behavior).

“Caring” calls for a human leader who would give emotional support
to individuals and at the same time attend to the overall emotional

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needs of team members – which include treating them all in a fair
and impartial manner.

Today’s employees want a respect that can be seen as involvedness

in decision that will affect them. Listening to the employees is a way
of Motivation. All the motivation functions focus on one primary
goal, to have some competent and adapted employees with up-to-
date skills, knowledge and abilities, exerting high energy levels.

Maintenance of employees
To maintain the employees of a company must look after the
employee

Health and Safety:

For employees health and safety there HR policy need to be very

clear to all staff so that they feel safe to work here. They can put
their attention and productivity properly towards the task.

Communication:

The communication between the employees and top level

management should be clear and transparent. There should no gap
between top level management and low level management.

Employee’s relation:
Employees should be committed to their companies and the
companies also should understand the needs and wants of the
employees. In some companies employees and labors create labor
union for better relationship among the workers and employees

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HRM of Descon Infrastructure Private Limited
During my internship i was mainly assign in HR department. Descon
infrastructure pvt ltd Capital Asset Management Ltd Limited always
determine what jobs need to be done, and how many and types of
workers will be required.

So, establishing the structure of the asset management company

assists in determining the skills, knowledge and abilities of job
holders. To ensure appropriate personnel are available to meet the
requirements set during the strategic planning process. It believes
that the quality work comes from quality workers who are well
motivated and ready to take challenge to provide better service.

Units in HR division:
There are three units in Human Resource Division of Descon
infrastructure pvt ltd Capital-
 HR Staffing
 HR Operation
 Training & Development.

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HR Staffing:
The staffing process- putting the right people in the right positions at
the right times- is one of the most critical tasks any organization
faces. The quality of the work performed can be only as high as the
capabilities of the people performing it. Three officers are working in
HR staffing unit. They perform the following activities

i. Recruitment
ii. Selection
iii. Leave Management
iv. Personal Profile Management

Recruitment:
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 Recruitment is the process by which a firm finds its employees,
are perhaps the most critical tasks any organization faces. Without
the right people, no firm can function effectively. For a
recruitment program to be successful, managers should cooperate
with the human resources staff to define needs and predict
vacancies. This recruiting may be done by internal or external.

Types of Recruitment:

There are two types of recruitment in this organization. They are:

1. Internal Recruitment

2. External Recruitment.

 For Internal Recruitment:

The principal methods are-

 Job posting

 Use of computerized skills inventories

 Referrals from other departments

 For External Recruitment:

Organizations rely on-

 Advertisements

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  Public or private placement agencies

 Field recruiting

 Including campus recruiting

Point of Recruitment:

There are two level of recruitment.

 Entry level

 Lateral entry (Recruitment of experienced person)

 Entry level:

There are two entry-level post for recruiting fresh graduates and
postgraduates. These are:

1. Probationary officer Level

2. Trainee Assistant Officer (TAO) Level 

Probationary Officer:
Probationary officers are confirmed as officer after successful
completion of one year probation period. Probationary Officers are
recruited throw completive written exam that is taken by IBA. After
taking exam top scorers are invited to appear the interview of
management committee. After appearing the interview they have to
face an interview in front of Board of Directors.

For recruiting Probationary Officers advertisement are given in daily

newspaper and web site also. Only online applications are acceptable
for Probationary Officers (PO). They have to apply throw bdjobs.com.
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bdjobs supplies the database of CVs or resume to Descon
infrastructure pvt ltd Capital. HR team then short lists the resume of
the candidates. Only short listed candidates are invited for appearing
the written exam. Short-listing criteria’s are given in the circulars.
There are some subjects, which are preferred for short listing.

These subjects are:

 MBA (Major in Accounting, Finance, Marketing, HRM, MIS etc.)

 English

 Statistics

 Economics

 Mathematics

 CSE

 Development studies

 Trainee Assistant Officer (TAO) Level:

TAOs are confirmed as assistant officer (AO). TAOs are recruiting

from walking CVs. Usually, one written exam is managed by the
management has taken for recruiting TAOs followed by one Viva.

 Lateral entry (recruitment of experienced person):

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There are recruitments for experienced in asset management or
brokerage sector, which is called lateral entry. Length of services, job
responsibilities, revolutionary background etc. is taken into
consideration for the lateral entry.

Selection:

The critical criteria in this regard are job relatedness, reliability, and
viability. For selection of candidates following things are considered

o Appearance

o Attitudes

o Knowledge

o Personal ability & mental ability

o Physical ability

o Qualification

o Communication skill

o Job knowledge (for lateral entry)

Leave management:
Leave is earned by duty. Leave cannot be claimed as a matter of
right, and leave admissible under the service rule of Descon
infrastructure pvt ltd Capital Asset Management Ltd may be granted
by the Managing Director or his authorized person, who may refuse
leave, grant leave for a shorter period than applied for, revoke leave
of any description and recall an employee before the expiry of the

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leave. One Officer is looking after the leave matter of employees and
keeping leave records. Employees of Descon infrastructure pvt ltd
Capital Asset Management Ltd are enjoying following kinds of leaves

Personal Profile Management:

They maintain employees personal profile with hardcopy of documents for
example: CV, NID, Educational Certificates and other necessary documents.

HR Operations:
HR operations unit mainly work in the area of short term and long-
term benefits of the employees of DESCON INFRASTRUCTURE PVT
LTD CAPITAL, like salary, bonus, provident fund, gratuity, super
annulations fund, etc.

 Monthly Salary Disbursement

 Preparation and disbursement of Festival Bonus and Performance

Bonus

 Employees Final Settlement.

 Maintain liaison with different AMC, which are under the corporate
agreement with Descon infrastructure pvt ltd Capital Asset
Management Ltd Limited.

 Submission of various Salary related MIS report to the

Management & Regulatory bodies.

 Work as System Admin in HR department

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 Assist in Appraisal Management

 Investment with the gratuity and PF fund

 Employee Tax processing, etc.

Training & Development:

Human Resource is the key to success of a service oriented business
organization. The famous quotes from some renowned business
leaders are:

 Take our 20 best people and virtually we become a mediocre

company.

o -Bill Gates, Chairman, Microsoft Corporation.

 Take my assets, leave my people and within 5 years I will have it all
back.

o -Alfred Sloan, Chairman, General Motors.

The mission of Descon infrastructure pvt ltd Capital Asset

Management Ltd is to be the premier financial institution in the
country providing high quality products and services backed by latest
technology and a team of highly motivated personnel to deliver
Excellence in investment banking & Asset Management Company

Steps of training program A typical training program can be classified

into 5 steps

1 Need Analysis

2 Instruction Design

3 Validation

4 Implementation
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5 Evaluation and Follow-up

1. Need Analysis:

 Identify the specific job performance skills needed to improve

performance and productivity.

 Analyze the skills and needs of the prospective trainees and to

develop specific measurable knowledge to perform their job.

 To ensure that the program will be suited to the trainees specific

levels of education, experience and skills.

 Use study report to develop specific measurable knowledge and

performance objective

 Technique to identify Training Needs:

Task analysis and performance analysis are two main techniques for
identifying training needs.

 Task analysis:

The first step in training is to determine what training, if any, is

required. The main task in assessing the training needs of new
employees is to determine what the job entails and break it down
into subtasks, each of which is then taught to the new employee. So,
task analysis is a detailed study of a job to identify skills required so
that an appropriate training program may be instituted. Task Analysis
form contains six types of information-

 Task list

 How often performed

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 Quantity, Quality Standards

 Performance Conditions

 Skills Required

 Where best learned

 Performance Analysis:

Verifying that there is a performance deficiency and determining

whether that deficiency should be rectified through training or some
other means (such as transferring the employee).

2. Instructional Design:

Gather instructional objectives, methods, media, description of and

sequence of content, examples, exercise and activities.

Make sure all materials such as video scripts, leader’s guides and
participant’s workbooks, complement each other are written clearly
and blend into unified training geared directly to the stated learning
objectives.

Carefully and professionally handle all program elements-whether

reproduced on paper, film or tape to guarantee and effectiveness.

3. Validation:

Introduce and validate the training program before it presented to

the trainee.

4. Implementation:

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When applicable boost success of training workshop focuses on
presentation knowledge and skills in addition to training content.

5. Evaluation and Follow-Up:

Asses program success-according toReaction: Document the

learner’s immediate reactions to the training. Learning: Use feedback
devices or pre and post tests to measure what learners have actually
learned.

Behavior:

Note supervisor’s reactions to learner’s performance following

completion of the training. This is one way to the degree to which
learners apply new skills and knowledge to their jobs.

Results:

Determine the level of improvement in job performance and assess

needed maintenance.

Setting training objective

After training needs have been analyzed, concrete and measurable

training objectives should be set. Objectives specify that what the
trainee should be able to accomplish after successfully completing
the training program.

Techniques of training program:

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After determine employees training needs, set training objectives
and designed the program, the training program can be
implemented. Most popular training techniques are:

 On the job training

 Off the job training

 On the job training:

On the job training is like having a person learns a job by actually

performing it. Virtually every employee, from mailroom clerk to
company president gets some on the job training when he or she
joined the firm.

A useful step by step job instruction approach for giving a new

employee on the job training is as follows

o Preparation of learner

o Presentation of the operation

o Performance tryout

o Follow-up

On the job training has several advantages

o It is relatively inexpensive

o Trainees learn while they working

o There is no need of class-room, programmed learning devices

o Trainees learn actually doing the job

o Get quick feed-back about the correctness of their performance.

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On the job management development techniques: On the job
training is one of the most popular development methods. Important
techniques here include

o Job rotation

o Coaching/ under-study approach o Junior boards

o Action learning

 Off the job training: Descon infrastructure pvt ltd Capital do not
provide off the job training

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