Institute of Management and Planning & Advance Computer Training

(IMPACT), PATNA

AFFILIATED TO ARYABHATTA KNOWLEDGE UNIVERSITY, PATNA

A PROJECT REPORT

ON
220 × 185

HRM POLICIES AND STUDY ON SALES AND MARKETING IN

SKYLARK COMPUTERS MAINTENANCE SERVICES.

In partial fulfilment of the requirement of the degree of

Bachelor of Business Administration (BBA)

Session- 2021-2024

UNDER THE SUPERVISION SUBMITTED BY

Dr. Niharika Aastha Singh
Assistant Professor at Impact College 21302316011
 ACKNOWLEDGEMENT
I take this opportunity to express my deep sense of gratitude, thanks and
regards towards all of the people who have directly or indirectly helped
me in the successful completion of this project. And I am really grateful to
state that I have managed to successfully complete the 2 months internship
on time.
I am grateful to all faculty members of IMPACT College, Patna and
Aryabhatta Knowledge University to keep vision on our project and also
my friends who have helped me in the successful completion of this
project.
I would like to thank our college Director Sir Mr. Manish Singh, for their
constant guidance to conduct the present arduous project.
I also sincerely thank you Mr. Ravindra kumar Sir (Proprietor) for his
constant supervision as well as for providing me with the necessary
information regarding the Internship Program Assignment and also his
support in completing this internship assignment.
I wish to express my deep sense of gratitude to my project guide Dr.
Niharika (Assistant Professor) for his valuable guidance and help in
completion of this project work.
Last but not the least I am thankful to my parents, friends and relative who
provided me their precious time, support and inspiration needed to prepare
this project.
 Project Introduction

The internship is undertaken at SKYLARK COMPUTER MAINTENANCE

SERVICES for 2 Months at Patna, Bihar. The project is done on the topic "HRM
policies and Recruitment - pipeline Building for future hiring "during 5th
semester of BBA conducted by IMPACT College (AKU University).
 GUIDE DETAILS

Dr. Niharika, residing at Hanuman Nagar, Kankarbagh, Patna, brings a wealth of academic
and professional experience in the fields of Human Resource Management and Marketing. With
a career spanning several prestigious institutions and a strong educational background, Dr.
Niharika's career objective is to contribute her research-based learning and expertise to the
growth of an institution while furthering her own professional development. She holds a 10th-
grade certificate from J.N.V Latehar (1999), an MBA from ICFAI University (2007) with a
specialization in Human Resource Management and Marketing Management, and completed her
PhD from Ranchi University in 2016 with a thesis on the effectiveness of training and
development in UML & TISCO.

Throughout her career, Dr. Niharika has been actively engaged in academia, both as a student and
a faculty member. She has taught various courses at different degree levels, including Ph.D.
coursework classes at Patna University and Sai Nath University, and she has been associated
with prestigious institutions like LN Mishra Institute of Economic Development and Social
Change, Patna. Her expertise encompasses areas such as Human Resource Management,
Marketing, and Organizational Behavior. Dr. Niharika has contributed significantly to her field
through research and publication, with several papers published in reputed journals covering
topics ranging from employee training effectiveness to corporate governance practices.

Professionally, Dr. Niharika has held faculty positions at various institutions, where she has been
actively involved in teaching and research in the domains of Human Resource Management and
Marketing. Her roles have included faculty positions at INC Ranchi, Doranda College,
Swarnarekha Institute of Technology, Patna University, Magadh Mahila College, and LNMI,
among others. Additionally, she has been involved in teaching MBA and BBA programs,
covering subjects like Performance Management, Talent Management, Organizational Behavior,
and Managing Diversity.

On a personal note, Dr. Niharika is married to Mr. Tripathi Jainendra Jaint and holds Indian nationality.
Her commitment to academia and her contributions to her field underscore her dedication to advancing
knowledge and fostering growth, both for herself and for the institutions she serves.
 PROJECT SUPERVISOR DETAILS
Name:- Mr. Ravindra Kumar

Qualification:- MBA(Marketing & Operation) from Kanpur university Designation:-

Manager

Company:- SKYLARK COMPUTERS MAINTENANCE SERVICES

Mobile no:- 9135108108, 7079102102

E-mail :- [email protected]

RAVINDRA KUMAR
CERTIFICATE OF ORIGINALITY
This is to certify that the project report entitled “HRM Policies and Study
on Sales and Marketing with reference to SKYLARK COMPUTER
MAINTENANCE SERVICES ” Submitted to
Aryabhatta Knowledge University in partial fulfillment of the requirement
for the award of the degree of Bachelor of Business Administration, is an
original work carried out by Ms.Aastha Singh, Registration No.:
21302316011 under the guidance of Mr.Ravindra Kumar.
The matter embodied in this project is a genuine work done by the student
and has not been submitted whether to this University or to any other
University / Institute for the fulfillment of the requirement of any course
of study.

RAVINDRA KUMAR AASTHA SINGH

OWNER STUDENT

SKYLARK IMPACT
COLLEGE

PATNA PATNA
 DECLARATION OF GUIDE

I the undersigned, a BBA student of IMPACT College bearing

registration number 21302316011 do solemnly declare that
project work titled “HRM Policies and Study on Sales and
Marketing with reference to SKYLARK COMPUTER
MAINTENANCE SERVICES” is based on my own work, carried
out under the supervision of guide Dr.Niharika I assert that the
statements made are the outcome of my work. I ensure that
project work is original, not a copy paste job and consequences of
plagiarism. I affirm that this project work has not been submitted
whether to this University or to any other University/Institute for
the fulfilment of the requirement of any course of study
.

Dr. Niharika

AssistantProfessor

Impact College

Patna
 DECLARATION OF STUDENT
I the undersigned, a BBA student of Impact College bearing registration
number 21302316011 do solemnly declare that Project work titled “HRM
Policies and Study on Sales and Marketing in a selected industry of Bihar
with reference SKYLARK COMPUTER MAINTENANCE
SERVICES” is Based on my own work, carried out under the supervision
of guide Ms. (Assistant Professor at Impact College) Dr. Niharika Mam. I
assert that the statements made are the outcome of my work. I ensure that
project work is Original, not a copy paste job and consequences of
plagiarism. I affirm that this project work has not been submitted whether
to this University or to any other University/Institute for the fulfilment of
the requirement of any course of study.

AASTHA SINGH
SCOPE OF THE STUDY

This study covers almost every aspect of the HRM policies and practices
of Vodafone Idea Limited From the findings analyzed I have tried to
suggest some recommendations to improve the HRM policies of Vodafone
Idea Limited

This study is based on both primary and secondary data/ information.

Primary data/information was collected through face-to-face interview of
HR personnel of Mehai Technology Ltd and secondary data/ information
was collected from published articles, magazines, different books, internet
etc.

LIMITATIONS OF THE STUDY

There were some limitations that I had to face during preparation period
of this report those are as follows:

A. Certain Information could not be collected due to official restrictions.

B. Many things were so confidential that I was not entitled to access there.
Infrastructure facility
Access to our data centers across Mumbai, Bengaluru, Noida &
Hyderabad with a range of services like rack space, caged
colocation and power
• Rated-4 facilities as per TIA 942 standards operating at the
industry lowest PUE

• Redundantly connected carrier neutral facilities, zero last

miles

• Option to select from Rated-4 certified data centers with

innovative and power-efficient cooling backed by power systems,
network facilities and physical security measures

• 9 zone security in line with Rated-4 standards, that provides

unparalleled security measures

• Additional product options such as managed hosting service,

caged colocation and much more

ABOUT THE TOPIC HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct
which"formulate, redefine, break into details and decide a number
of actions" that govern the relationship with employees in the
attainment of the organization objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like

reservations,sex, marital status, and the like.
2. Policy on terms and conditions of employmentcompensation
policy and methods, hours of work, overtime, promotion,
transfer, lay-off and the like.

3. Policy with regard medical assistance-sickness benefits, ESI

and company medical benefits

4. Policy regarding housing, transport, uniform and allowances.

5. Policy regarding training and development-need for, methods

of, and frequency of training and development.

6. Policy regarding industrial relations, trade-union recognition,

collective bargaining, grievance procedure, participative
management and communication with workers.

FORMULATING POLICIES
There are five principal sources for determining the content and
meaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its

directors and the top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless
personnel problems on day to day basis

BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:

A. The work involved in formulating policies requires that the

management give deep thought to the basic needs of both the organization
and the employees. The management must examine its basic convictions
as well as give full consideration to the prevailing practices in other
organizations.

B. Established policies ensure consistent treatment of all personnel

throughout the organization. Favoritism and discrimination are, thereby,
minimized.

C. Continuity of action is assured even though top management

personnel change. The CEO of a company may possess a very sound
personnel management philosophy. He/she may carry the policies of the
organization in his/her head, and he she may apply them in an entirely fair
manner. But what happens when he/she retires? The tenure of office of nay
manager is finite. But the organization continues. Policies
promotestability.

D. Policies serve as a standard of performance. Actual results can be

compared with the policy to determine how well the members of the
organization are living up to the professional intentions.
E. Sound policies help build employee motivation and loyalty.
This is especially true where the policies reflect established
principles of fair play and justice and where they help people grow
within the organization.

PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal opportunities
to every employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the right
job.

3. Principle of free flow of communication to keep all channels of

communication open and encourage upward, downward, horizontal,
formal and informal communication.

4. Principle of participation to associate employee representatives at

everylevel of decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and

salaries commensurating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labor to treat every job and every job holder with
dignity and respect.

8. Principle of labor management co-operation to promote cordial

industrial relations.
9. Principle of team spirit to promote co-operation and team spirit among
employees.

10. Principle of contribution to national prosperity to provide a higher

purpose of work to all employees and to contribute to national
prosperity.

ROLE OF HR MANAGERS

HR manager plays a pivotal role to achieve organizational objectives. It is

human resource/work people who perform task and achieve company
goals. So, human resource is a must in an organization. To get the right
number and right kind of human resource at the right time of company
need and to motivate, prepare and develop the human resource to perform
task, the person in charge of such job, i.e., human resource manager is no
less important in an organization than human resource at work.

HR manager is a guide, philosopher, friend, path-finder, path identifier,

problem solver, competence maker of the human resource. The role of HR
manager is briefed in following points:

1. Advisory Role - One of the major roles of HR manager is, to advise

the top management in the matter relating to management and
development of human resource, in order to achieve organizational
objects. Looking to the company's vision, mission and long range
planning, HR executive advises the higher management to formulate
appropriate HR policies, procedures which may create a perceptible
change in the minds of the workers' to help the transformational process
of dynamism.
2. Pro-Acting Role - HR manager ascertains the probable areas of
conflict and differences between workers and management, identifies the
factors that may create problems in future, forecasts the extent, quantum
of loss that may occur and the department may suffer loss and takes
remedial measures beforehand by way of developing organizational
culture, climate, introducing system, mechanism, and does not leave any
room to crop up problems, grievances.

3. Welfare Role - HR executive looks to the welfare aspect of the

employee's viz., canteen, crèche, rest-room, hospital, transportation,
housing accommodation, school, etc. His one of the principal roles is to
provide welfare facilities to the employees for their betterment and
wellbeing.

4. Development Role - Development of workers for attaining company

goals is made by the HR manager through improvement of knowledge,
skill, abilities, aptitude, attitude, value, beliefs etc. A dynamic organization
needs dynamic employees and transformation of employee's mind-set to
the process of dynamism is possible only when all the potential areas for
growth and development are reinforced. HR manager takes all possible
measures for growth and development of employees through formulation
of HR policies in the matter of training, career planning and development,
counseling etc.

5. . Mediator's Role - HR manager works as a link personality between

trade unions and top management in order to eliminate the differences of
opinions cropped up in process of settlement of disputes. He takes
initiative to sort out problems through collective bargaining/ bipartite
negotiation process.
6. Social Up liftment Role - Organization is part and parcel of the
society. As a societal member it has ethical and moral obligation to
contribute to the society for its growth and development by way of taking
necessary measures like creating and improving infrastructure, spreading
learning institutions, providing medical facilities, generating employment
opportunities. HR executive plays a vital role to give a proper shape in the
formulation of suitable HR policies for the people in the society.

7. Counselors' Role - Because of illiteracy and ignorance workers

cannot take decision in their personal problems and they need advice to
sort out such problems, viz. education of children, medical treatment,
marital matter, family problems, etc. HR manager, as he comes close to
the workers because of his nature of work, develops understanding
between them and advises, guides the workers in right direction.

8. Motivator's Role - One of the functions of HR manager is to motivate

the employees to achieve their own goals, as well as organizational goals
HR manager performs such role by way of introducing reward schemes.
HR manager's role of establishing mutual understanding, mutual
confidence and mutual trust helps to motivate the employees to excel in
the level of their performance.

9. Maintenance Role - HR manager plays a pivotal role to retain the

dynamic, excellent, highly skilled workers by providing attractive
compensation package, introducing reward management, career planning
and development, welfare, fringe benefits and social security schemes.
Suitable policies are formulated, programs are designed, and necessary
measures are taken to implement schemes for growth and development of
employees, with and through the active efforts of the HR manager.
10 Executive Role - HR manager plays an important role to execute the
policies, programs, decisions. Formulation and execution tasks are
interwoven and equally important for achievement of organizational goals.
HR manager acts as an executor of the policy decisions in the company,
for smooth functioning and effectiveness of the organization.

11. Strategist Role - HR manager helps to accomplish business strategy of

the organization through introducing and implementing HR strategies.

12.

Decision-Maker's Role - HR manager is the supreme person to make

decisions in respect of management and development of human resource.
Organizational policies, programs objectives concerning human resource
are formulated by him.
Difference between Formal Organization and Informal Organization A.

Formal Organization.
1. Meaning - an organization type in which the job of each member is clearly defined, whose
authority, responsibility and accountability are fixed, is formal organization.

2. Creation- Deliberately by top level management.

3. Purpose - To fulfill the ultimate objective of the organization.

4. Nature - Stable.

5. Communication - Official Communication.

б.control Mechanism - Rules and Regulations.

7. Focus on - Work Performance.

8. Authority - Members are bound by hierarchical structure.

9. Size of Organization - Large. B. Informal Organization.

1. Meaning- An organization formed within the formal organization as a network of interpersonal

relationship, when people interact with each other, is known as informal organization.

2. Creation- Spontaneously by members.

3. Purpose- To satisfy their social and psychological needs.

4. Nature- Unstable.

5. Communication- Grapevine.

6. Control Mechanism- Norms, Values and Beliefs.

7. Focus on- Interpersonal Relationship.

8. Authority- All members are equal.

9. Size of Organization- Small.