SUMMER INTERNSHIP PROJECT ON

“A study on Impact of HR strategies on companies to remain competitive in

Global market”
UNDERTAKEN AT

Orena Solutions, Vadodara

Submitted in partial fulfillment of the requirement for the award of the

degree Of

MASTER OF BUSINESS ADMINISTRATION

BATCH (2021-23)

Submitted by Name of the Industry Mentor

Gourav Patidar Mansi Gandhi

MBA Semester II HR Manager

Enrollment No.210614200180

Under the Guidance of

Prof. Dhruvin Chauhan

Assistant Professor

PARUL UNIVERSITY
FACULTY OF MANAGEMENT STUDIES
 P.O. Limda, Tal. Waghodia, District Vadodara-391760

Declaration

I Gourav Patidar Enrolment No.: 210614200180 from PIET MBA Semester III of the Parul

University, Vadodara hereby declare that a report based on Summer internship at Orena

Solutions Pvt. Ltd is an original work and the same has not been submitted to any other Institute

for the award of any other degree.

Date: Signature of the Student

ii
 INSTITUTE CERTIFICATE

It is hereby certified that the Summer Internship Report submitted in partial

fulfillment of Master of Business Administration at PIET (MBA), Vadodara by
Gourav Patidar Enrolment No.: 210614200180 has been completed under my
guidance and is Satisfactory.

Date:

Signature of the Guide Signature of the Director

Dhruvin Chauhan Dr. Bijal Zevari

Assistant Professor Director

iii
COMPANY INTERNSHIP OFFER LETTER

iv
 PREFACE

As per university, it is must for the student of M.B.A. sem III, to prepare report
on practical study by visiting a particular industry to acquire practical knowledge
pertaining to that industry in different aspect about its internal environment.

On main focus and study on a ‘HR industry’. we have put my best effort and
enumerated every possible information after observing the activities carried over
there, to make this report a satisfactory.
This project report has been prepared in partial fulfillment of the requirement for
the Summer Internship Project of the MBA in HR Semester III in the academic
year 2021-2023.

For preparation of this project report, I am pursuing the summer internship

program at ORENA SOLUTIONS PVT. LTD.

v
 ACKNOWLEDGEMENT

I have taken efforts in this project. However, it would not have been possible
without the kind support and help of many individuals. I would like to extend
my sincere thanks to all of them. I am highly indebted to for their guidance and
constant supervision as well as for providing necessary information regarding
the project & also for their support in completing the project. I would like to
express my gratitude towards my parents and teachers for their kind co-operation
and encouragement which help me in completion of this project.
I am thankful to Dr. Bijal Zaveri (Dean of FMS) for providing us guidance and
the opportunity to gain theoretical knowledge. I am also thankful to Prof.
Dhruvin Chauhan (Assistant Professor) who have also helped supported us as
faculty guide.
I am greatly indebted to all Professors, Guide, who has been continuous source
of inspiration right from the conception of the report to its completion. I am also
thankful to them for their timely guidance and providing a helpful environment
to make this report a Success.

vi
 EXECUTIVE SUMMARY

As a part of M.B.A Program, it is necessary for each and every student to do

summer internship in type of companies they wish to get job and to upgrade their
professional skills and career development. Through this Internship in HR
department as Technical Recruiter at Orena Solutions, Vadodara. I have done a
Research study on “Impact of HR strategies on companies to remain
competitive in global market”. As an outcome of this research I analyzed that
it is more important for an organization to go through with online Recruitment
process which are based on the latest technologies and using of AI based
platforms for Screening can be more helpful to user and organization.

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 TABLE OF CONTENT/INDEX

Contents

CHAPTER-1...................................................................................................................... 1

INDUSTRY STUDY............................................................................................................ 1

1.1 Introduction .............................................................................................................. 1

1.2 Growth and Evolution of Industry in India ............................................................... 2

1.3 Industry Analysis: Michael Porter Five Forces Model: ............................................. 3

CHAPTER 2: .................................................................................................................... 5

COMPANY STUDY .......................................................................................................... 5

2.1 Introduction ............................................................................................................. 5

2.1.1 Vision ....................................................................................................................12

2.1.2 Mission ..................................................................................................................12

2.1.3 Goals.......................................................................................................................12

2.1.4 Objectives...............................................................................................................12

2.2 Organizational Structure...........................................................................................13

2.2.1 Board of directors..................................................................................................16

2.3 Key Executive Team………………………………………………………………………………………………17

2.4 Product/Services Offered..........................................................................................17

2.5 Key financial/operational of the company: ..............................................................19

2.6 Milestone achieved……………………………………………………………………………………………….19

2.6.1 Awards received…………………………………………………………………………………………………20

CHAPTER 3: .....................................................................................................................21

DEPARTMENTAL STUDY..................................................................................................21

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3.1 Departmental Study.......................................................................................................21

3.1.1 Activities of department under Study........................................................................ 22

3.1.2 Document maintained for planning, staffing, directing and controlling purpose by

department under study. ....................................................................................................28

3.1.3 Interdependence of department under study with other department areas ........... 31

3.2 SWOT Analysis of activities of department under study ...............................................32

CHAPTER- 4..........................................................................................................................36

WORK...................................................................................................................................36

4.1 Objectives.......................................................................................................................36

4.2 Data of work...................................................................................................................36

4.3 Analytical study of work ................................................................................................39

4.4 Conclusions....................................................................................................................45

4.5 Suggestions....................................................................................................................46

4.6 Expected outcomes.......................................................................................................46

 Bibliography/ Reference .................................................................................................46

 Annexure ........................................................................................................................48

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 Chapter-1: INDUSTRY STUDY

1.1 Introduction

Human Resource Management was originally known as personnel or people

management. The main responsibilities of the personnel department include
hiring, evaluating, training, and compensation of employees. The human
resources department deals with any issues facing the staff in their working
capacity within an organization. HR is concerned with specific work practices
and how they affect the organization’s performance.
Today, Human Resources Management deals with:

 Anything related to managing people within a company or organization. This

means decisions, strategies, principles, operations, practices, functions,
activities, and the methods used to manage employees.
 The type of relationships people has in their places of employment and
anything that affects those relationships in a positive or negative way.
 Ensuring that employees are satisfied with the conditions of their
employment. This leads to better services and production of goods and helps
the company’s success.
HRM focuses on bringing in (recruiting) new employees with new talents for the
company and managing employees. Another function is to guide and help
employees by providing direction when necessary. In a large organization, with
a lot of people, it is important to have a department that specifically focuses on
staff issues. These issues are things like hiring, performance management,
organizational development, training, occupational health and safety, motivation
incentives, communication, workplace culture, and environment.

HRM also includes 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 safety, welfare
and

1
health by complying with labor laws of the state or country concerned.

1.2 Growth and Evolution of Industry in India

 Orena Solutions Private limited is a Private Company, who was

incorporated 1 Year(s) 9 Month(s) 23 Day(s) ago on dated 18-Aug-2020.

 Orena Solutions has started in 2020 and is a fast growing company and
act as a vendor in terms of human resource management. Main office is
being located in Vadodara, Gujarat.

 Company is dealing with more than 500 Companies and 100+ Colleges
all over India for the purpose of Recruitment, Training, Internships and
Placement of the Deserved candidates.

 During the following decade, a new practice emerged: the creation of

resumes that showed the applicants’ profiles and skills. Staffing
companies at this stage became even more focused on efficiently linking
qualified applicants with the right jobs. There were a number of
limitations, though, including the fact that recruiters had to work through
newspaper ads. Applying and hiring were very cumbersome at this stage
because applicants had to submit their typewritten resumes by hand or
mail, and recruiters had to keep track of a slew of non-digital resumes.

 Hiring activity across global in-house centers in India is expected to post

31% growth in 2022 as compared to 27% growth in 2021. Agencies
Hiring activity across global in-house centers in India is expected to post
31% growth in 2022 as compared to 27% growth in 2021.

 The future looks bright for Orena in 2022. Our data shows that hiring in
2021 increased by 34% over 2020, with sectors such as manufacturing

2
 and automotive showing recovery, and we expect it to increase further by
31% in 2022. While we did witness some obstacles in the form of the
ongoing tech talent crunch, skills gaps, and the Great Resignation, we’ve
bounced back stronger with most sectors exhibiting a greater appetite for
hiring in 2022.”

 Temporary staffing services represent the leading HR market segment,

exceeding $256 billion, or more than 70% of the overall market.

1.3 Industry Analysis: Michael Porter’s Five Force Model

 Force 1 – Threat of New Entrants

Every industry that shows a great potential for profit will attract other companies
who want to gain the surplus that exists. There are always new entrants that can
threaten the firm’s position and competitive advantage in the industry. The more

3
barriers there are for entering the market, the less of a threat new entrant will be.
In the management consulting industry there are three of Porter’s six potential
barriers for new entrants that we consider most relevant.

 Force 2 - Bargaining Power of Buyers

In case of Orena they have influence more than Thousands of students as well as
a much number of experienced candidates have been placed in top MNCs by
Orena and has also trained number of fresher’s for their particular domain. So
this makes Orena a powerful company in market.

 Force 3 -Threat of Substitution

As per my observation their products are totally unique they are the only one
how are providing these kind of program. The program which they are providing
has competition but the domain in which they are providing has high level of
competition and i.e. vendor industry they program is related to Recruitment,
Training, Internships and placement.

 Force 4 - Bargaining Power of Suppliers

So there is no problem of suppliers for Orena Solutions as they are Placement

company they only need some good infrastructure and some talented people
which they do possess. They just need to select best candidate for the right place
and at the right time.

 Force 5 - Competitive Rivalry

This is the last force of the Porter’s Five Forces examines the intensity of the
current competition in the marketplace. It is determined by identifying the
number of existing competitors and what each competitor is capable of doing. A

4
 good indicator of competitive rivalry is the concentration ratio of an industry.
CHAPTER-2: COMPANY STUDY

2.1 Introduction
 Orena Solutions Pvt. Ltd. Is a fastest growing company which is located in
Vadodara, Gujarat. Orena Solutions ‘Crafting Preferred Engineers’ A one
step solution for job opportunities and training to become industry ready. The
company Aims to bridge the gap between the academics and the industry. It
is a visionary ICT company, looking to rejuvenate the employability levels of
the Indian workforce. Orena Solution comprises of members from fortune
500 companies having vast experience in ICT training, online and offline
campuses and executive training through various company as well as
Academic campuses. Our motto is to prepare the students for working
environment, relevant sector at host location. With the ongoing pandemic
that has caused an uncertainty about the future job opportunities we have
decided our newest venture to ensure growth and surety of jobs for the youth
of India.

 Orena Solutions deals with 4 main functions:

 Recruitment
Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.
When more persons apply for jobs then there will be a scope for recruiting
better persons. The job-seekers too, on the other hand, are in search of
organization’s offering them employment. Recruitment is a linkage
activity bringing together those with jobs and those seeking jobs. In simple
words, the term recruitment refers to discovering the source from where
potential employees may be selected. The scientific recruitment process
leads to higher productivity, better wages, high morale, reduction in
Labour turnover and enhanced reputation. It stimulates people to apply for

5
 jobs; hence it is a positive process.

Sources of recruitment:

Internal Sources of Recruitment:

1. Promotions:
The promotion policy is followed as a motivational technique for the employees
who work hard and show good performance. Promotion results in enhancements
in pay, position, responsibility and authority. The important requirement for
implementation of the promotion policy is that the terms, conditions, rules and
regulations should be well-defined.

2. Retirements:

The retired employees may be given the extension in their service in case of non-
availability of suitable candidates for the post.

3. Former employees:

6
Former employees who had performed well during their tenure may be called
back, and higher wages and incentives can be paid to them.

5. Internal advertisement:

The existing employees may be interested in taking up the vacant jobs. As they
are working in the company since long time, they know about the specification
and description of the vacant job. For their benefit, the advertisement within the
company is circulated so that the employees will be intimated.

External Sources of Recruitment:

1. Press advertisement:

A wide choice for selecting the appropriate candidate for the post is available
through this source. It gives publicity to the vacant posts and the details about
the job in the form of job description and job specification are made available to
public in general.

2. Campus interviews:

It is the best possible method for companies to select students from various
educational institutions. It is easy and economical. The company officials
personally visit various institutes and select students eligible for a particular post
through interviews. Students get a good opportunity to prove themselves and get
selected for a good job.

3. Placement agencies:

A databank of candidates is sent to organizations for their selection purpose and

agencies get commission in return.

7
4. Employment exchange:

People register themselves with government employment exchanges with their

personal details. According to the needs and request of the organization, the
candidates are sent for interviews.

5. Walk in interviews:

These interviews are declared by companies on the specific day and time and
conducted for selection.

6. E-recruitment:

Various sites such as jobs.com, naukri.com, and monster.com are the available
electronic sites on which candidates upload their resume and seek the jobs.

7. Competitors:

By offering better terms and conditions of service, the human resource managers
try to get the employees working in the competitor’s organization.

 Training
Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization acquire and apply
the knowledge, skills, abilities, and attitudes needed by a particular job and
organization. On the other hand, education is concerned with increasing
general knowledge and understanding of the total individual. Training is
job oriented. Training is practice based. The purpose of training need
analysis is to determine whether there is a gap between what is required
for effective performance and present level of performance. It helps to

8
 plan the budget of the company, areas where training is required, and also
highlights the occasions where training might not be appropriate but
requires alternate action.

Training is needed to serve the following purposes:

1. Newly recruited employees require training so as to perform their tasks

effectively and efficiently. Instructions, guidance, coaching help them to handle
jobs competently without any wastage.

2. Training is necessary to prepare existing employees for higher level jobs

(promotion).

3. Existing employees require refresher training so as to keep abreast of the latest

developments in the job operations. In the phase of rapid technological changes,
this is an absolute necessity.

4. Training is necessary when a person moves from one job to another (transfer).
After training, the employee can change jobs quickly, improve his performance
levels and achieve career goals comfortably.

5. Training is necessary to make employees mobile and versatile. They can be

placed on various jobs depending on organizational needs.

6. Training is needed to bridge the gap between what the employees have and
what the job demands. Training is needed to make employees more productive
and useful in the long run.

7. Proper training can help to prevent industrial accidents. A safer work

environment leads to more stable mental attitudes on the part of employees.
Managerial mental state would also improve if supervisors know that they can

9
better themselves through company designed development programs. So it
improves health and safety.

8. Training is needed for employees to gain acceptance from peers, (learning a

job quickly and being able to pull their own weight is one of the best ways for
them to gain acceptance).

 Internships
An internship is a professional learning experience that offers meaningful,
practical work related to a student’s field of study or career interest. An
internship gives a student the opportunity for career exploration and
development, and to learn new skills. It offers the employer the
opportunity to bring new ideas and energy into the workplace, develop
talent and potentially build a pipeline for future full-time employees. A
quality internship:

 Consists of a part-time or full-time work schedule that includes no

more than 25% clerical or administrative duties.
 Provides a clear job/project description for the work experience.
 Orients the student to the organization, its culture and proposed work
assignment(s).
 Helps the student develop and achieve learning goals.
 Offers regular feedback to the student intern.

 Placement
Placement is the act of offering the job to a finally selected candidate. It is
the act of finally assigning the rank and responsibility to an employee,
identifying him with a particular job. A well placed employee will be an
asset to the organization. Proper placement makes the employee happy and

10
 reduces absenteeism and Labour turnover. Proper placement increases
morale and efficiency of the employees and builds a good relation with the
employer.
A Placements Year offers a range of benefits including:

1. Offering you an insight into the ‘World of Work’ and allows you to get
a feel for what you do and don’t like doing.

2. Provides the opportunity to work with a more diverse group of people.

3. Able to apply elements of academic learning in the workplace.

4. Develops your skills further in many areas including; time management,

email/business communication, project work, working in a team.

5. Gives you experience of applying for jobs and interview practice – and
the potential to secure a job before returning to your final studies.

Our Motto is to prepare the students for working environment, relevant sector ad
host location. We aim to get skilled talent ready to cater to the upheaval of ICT
jobs. With the ongoing pandemic, that has caused an uncertainty about the future
job opportunities, we have decided to launch our newest venture to ensure a
growth and surety of jobs the youth of India.

1. Visionary Information and Communication Technology.

2. Looking to rejuvenate the employability levels of the Indian workforce.

3. Research centre to support training as well as building future products.

4. Industry Experts across the globe with offline campuses.

11
5. Headquartered in Vadodara, Gujarat with research centre in Noida and Surat.

2.1.1 Vision

Our vision is to create an ecosystem to equip, empower and encourage the

human talent as well as companies to contribute towards the country’s
development through specific, customized and relevant research based training
and mentoring programs as well as product development, mainly in the
engineering domain.

2.1.2 Mission

To empower our youth to contribute towards the development of our country

through specific and customized training and mentoring programs.

2.1.3 Goals

1. Enhancing skill set of people is the main goal.

a. To make them employable
b. Upskilling for already employed people
c. Publishing of technical articles and papers.

2. To develop Research based products for SME and MSME industries.

3. Collaboration with Universities/Colleges to serve as research wing by giving

back to the society in terms of technology.

4. Research leading to IP and Patent development.

2.1.4 Objectives

The main objective of Orena Solutions is to provide the recruitment, training,

internship, and placement to the deserved candidates all over India and bridge

12
the gap between academics and industry.

 Our Mission is to create more Employment

 Our motto is to create skilled employees

 We want company as well as employee to grow

 Provide with best Training

 Fulfill the client requirement.

2.2 Organizational Structure

As the company is dealing with the Human Resource management and act as a
vendor in this industry. There are different departments in HR:

 Recruitment
Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. When more persons
apply for jobs then there will be a scope for recruiting better persons.
Recruitment is the process of finding, screening, hiring and eventually
onboarding qualified job candidates. The recruiting process can be relatively
straightforward, but advances in technology, a tight labor market and a
workforce pool that might span five generations can make the first step --
finding potential candidates -- particularly challenging. Recruitment is a key part
of human resource (HR) management and supported by the hiring manager and
others involved in the hiring process. Skilled recruitment efforts will make a
company stand out and be more attractive to potential employees, a strategy that
can directly impact a company's bottom line.

 Selection
Selection is the process of putting right men on the right job. It is a procedure of
matching organizational requirements with the skills and qualifications of
13
people. Effective selection can be done only when there is effective matching.
By selecting best candidate for the required job, the organization will get quality
performance of employees.

Moreover, organization will face less of absenteeism and employee turnover

problems. By selecting right candidate for the required job, organization will
also save time and money. Proper screening of candidates takes place during
selection procedure. All the potential candidates who apply for the given job are
tested.
But selection must be differentiated from recruitment, though these are two
phases of employment process. Recruitment is considered to be a positive
process as it motivates more of candidates to apply for the job. It creates a pool
of applicants. It is just sourcing of data. While selection is a negative process as
the inappropriate candidates are rejected here. Recruitment precedes selection in
staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.

 Payroll
Payroll is a list of employees who get paid by the company. Payroll also refers
to the total amount of money employer pays to the employees. As a business
function, it involves:

 Developing organization pay policy including flexible benefits, leave

encashment policy, etc.
 Defining pays lip components like basic, variable pay, HRA, and LTA
 Gathering other payroll inputs (e.g., organization’s food vendor may
supply information about the amount to be recovered from the employees
for meals consumed)
 The actual calculation of gross salary, statutory as well as non-statutory
deductions, and arriving at the net pay

14
  Releasing employee salary
 Depositing dues like TDS, PF, etc. with appropriate authorities and filing
returns

 Training and development

Training and development refers to educational activities within a company

created to enhance the knowledge and skills of employees while providing
information and instruction on how to better perform specific tasks.

Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives. In
training employees' aim is to develop additional skills and in development, it is
to develop a total personality.

In training, the initiative is taken by the management with the objective of

meeting the present need of an employee. In development, initiative is taken by
the individual with the objective to meet the future need of an employee.

The benefits of training and development are -

 Employee training and development increases job satisfaction and morale among
employees.
 Reduces employee turnover.
 Increases employee motivation.
 Increases efficiencies in processes, resulting in financial gain.
 Increases capacity to adopt new technologies and methods.
 Increases innovation in strategies and products.

 Compensation and benefits

15
Compensation and benefits refers to the compensation/salary and other monetary and
non-monetary benefits passed on by a firm to its employees in return for their services.
Compensation and benefits is an important aspect of HRM as it helps to keep the
workforce motivated are the most important hygiene factors. It helps give benefits to
employees based on their performance and actions and brings the best out the
employees at workplace. The more the compensation and benefits offered to employees,
the more is their loyalty, motivation to work and do well. However, companies which
offer lesser salaries see a high attrition rate and less productivity from employees. All
these factors help in making compensation and benefits an important factor in managing
workforce. Salaries of employees are defined by several parameters like experience,
education background etc.

2.2.1 Board of Directors

Orena Solutions Private Limited has two directors:

 Ekata Mehul Shah
Director and CEO - Blazing Arrows Pvt. Ltd.; 25
years of experience in Industry & Academia; Board of Studies for
various Universities; Ph. D. (Wireless Sensor Networks)
(Education); M. Tech (ICT). B. Tech. (Comp.). Patent - "digital
metering using Zigbee Technology, chapters in Books, Papers
Publications. Nominated as "Women Entrepreneur Gujarat by
GESIA", IVLP Alumni in US for Women in Technology",
"Traveler" for Arkansas state, US. Subject Matter Expert and
Master Trainer - ESSCI, SSC NASSCOM. Executive member for
"Computer Society of India, Baroda Chapter" Core Committee in
Vadodara HR Forum, life member for NASSCOM. ISTE, IETE.
Director for "Women in Big Data, India". An Educator & Blissful
Human being.

16
  Ketan chhotalal Manwar
Director and CEO of Reliable Control Systems Pvt.
Ltd. Orena Solutions: with 20Years of experience in the field of
Design, Development and Manufacturing of Instrumentation
Product For Automation and Control, With 150 Corporate Clients,
Currently Running Recon Systems, Unitech Technocrates Put.
Ltd, Touch Controls. Completed Bachelor Engineering Degree in
Instrumentation and Controls from DDIT.
Focused on New Technology development in the field of
automation and control.

2.3 Key Executive Team

 Dr. Bhuvan Unhelkar
Professor of Information Technology
 Dr. Prabhat Ranjan
Vice Chancellor at D Y Patil International University
 Mr. J. C. Shukla
CEO at Nahak overseas limited
 Mr. Pratul Shroff
Philanthropist, Thinker, and doer

2.4 Services Offered

 Campus Recruitment Training

Orena Solutions has initiated customized training programs during which fresher
candidates get trained as per industry requirements in terms of technical and life
skills. Based on the requirements of the company and information, like the job
description, the number of openings and eligibility criteria, Orena Solutions will

17
customize the curriculum as per the needs of the industry and would define the
period of training and conduct the same as well.

 Talent Acquisition

Filtered candidates are provided to the industry, where the Orena Solutions will
provide the placements or will provide it along with the company. As per the
requirement of the companies, Technical Written-test, Aptitude test,
psychometric test, practical test, and group discussions will be conducted based
on the processes of the company. Eligible candidate’s CV’s and their evaluation
will be shared with industry HR. Shortlisted candidates will receive interview
details and once the interview will take place, the HR shares the candidate’s
feedback and their joining date.

 Expert Exchange

Expert exchange is a platform where industry and academia are mutually

benefitted by sharing their expertise. Eminent personalities from reputed
organizations are invited to share their knowledge and experience with budding
minds. Their rich experience and wealth of knowledge provide abundant insights
to the professionals of tomorrow. For the Expert Exchange Orena Solutions must
be briefed on the desired objective and outcome of the lecture, the experience
level in years of the expert required, targeted audience, time and location. After
analysing the expert details and background, the details shall be shared with
person from the company.

 Corporate Workshop

The target audience are the current employees of the company. Based on the
requirements of the project’s technical skills, behavioural skills as well as project

18
management skills are the part of the workshops. All the workshops are hand- on
training where participants work on several training activities rather than
passively listen to a lecture or presentation.

 IP Patent and Development

Innovation means doing something new that improves a product, process or

service. Many innovations can be protected through intellectual property (IP)
rights.

 Industry Project

Students, faculties, and industries can benefit from industry projects. Once
Orena solutions receives the desired objectives and outcomes of projects, a client
meeting shall be held to understand the requirements and scope of the project.
After meeting, a proposal will be shared with client and once there is sign-off
from both parties, the project will commence. The project execution can happen
at the Orena solutions centre, an industry location or mix of both on the
requirements of the industry. We can provide stipends to the candidates if
necessary.

 Research and development

The creation of products with new or different characteristics that offer new or
additional benefits to the customer. Product development may involve
modification of an existing product or its presentation, or formulation of an
entirely new product that satisfies a newly defined customer want or market
niche.

2.5 Key Financial results

19
Orena Solutions Pvt. Ltd has a turnover of 1-5 Crores based on the last Years
financial statement.

2.6 Milestone Achieved

 More than 100+ companies are client of Orena Solutions.
 Has a wide connectivity all over India with around 500+ universities.
 Orena Solutions has successfully placed 1500+ candidates in companies
till date.

2.6.1 Awards received

Orena solutions is been rewarded with “Most Affordable” tittle by Zen suggest
in 2021.

20
 Chapter 3: Departmental Study

3.1 Department/Area of study

Human Resource Management is a field that involves the management and

development of company’s man power. Sometimes you here the term human
capital as because employees are a valuable asset to a company. HR is about
caring the organization and management of a company’s employees. Sometimes
it also be called as talent or personnel management because of the activities
performed for the personal development. The functions include recruitment, and
selection of employees, training and development, compensation and benefits,
payroll.

Human Resource Management as a discipline includes the following features −

 It is pervasive in nature, as it is present in all industries.

 It focuses on outcomes and not on rules.

 It helps employees develop and groom their potential completely.

 It motivates employees to give their best to the company.

 It is all about people at work, as individuals as well as in groups.

 It tries to put people on assigned tasks in order to have good production or

results.

 It helps a company achieve its goals in the future by facilitating work for
competent and well-motivated employees.

21
  It approaches to build and maintain cordial relationship among people
working at various levels in the company.

3.1.1 Activities of Department

 Recruitment

Recruitment is the first step in building an organizations human capital. At a

high level goals are to locate and hire the best candidates, on time, and on
budget.
Recruitment process passes through the following stages:
 Searching out the sources from where required persons will be available
for recruitment. If young managers are to be recruited, then institutions
imparting instructions in business administration will be the best source.
 Developing the techniques to attract the suitable candidates. The
goodwill and reputation of an organization in the market may be one
method. The publicity about the company being a professional employer
may also assist in stimulating candidates to apply.
 Using of good techniques to attract prospective candidates. There may be
offers of attractive salaries, proper facilities for development, etc.
 The next stage in this process is to stimulate as many candidates as
possible to apply for jobs. In order to select a best person, there is a need
to attract more candidates.

 Selection

Selection is the processing of choosing the most suitable candidate for the vacant
position in the organization. Selection is the process of picking or choosing the
right candidate, who is most suitable for a vacant job position in an organization.

22
In others words, selection can also be explained as the process of interviewing
the candidates and evaluating their qualities, which are required for a specific
job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

Based on the complexity of selecting the right candidate the selection process is
comprised of following steps:

 Preliminary interview
Preliminary interviews are the very first interviews in the recruitment process.
Employers usually see preliminary interviews as a screening process. They
reject candidates that do not fit the company’s needs and job requirements.
Hence it can cost a candidate if he does not prepare well for it. Preliminary
interviews are shorter than formal interviews. During the conversation usually
revolves around the job requirements.

 Receiving Applications
Once the candidate qualifies the preliminary interview he is required to fill in
the application form in the prescribed format. This application contains the
candidate data such as age, qualification, experience, etc. This information
helps the interviewer to get the fair idea about the candidate and formulate
questions to get more information about him.

 Screening of Applications
The next process is screening resumes. Then the screening committee prepare a
list of those applicants whom they find suitable for the interviews. Then the
qualified candidates are called for the interview either through a registered mail
or emails.

 Employment test
In order to check the mental ability of individual, several tests are conducted.
23
 Such as intelligence tests, aptitude tests, personality tests, interest tests,
psychological tests, etc. These tests are conducted to judge the suitability of the
candidate for the job.

 Interview
The one on one interview is conducted with the candidates to know more about
him. The interviewer asks questions from the applicant to discover more about
him and to give him the accurate picture of the kind of a job he is required to
perform. Through the interview, it is easier for the employer to understand the
candidate’s expectations from the job and also his communication skills along
with the confidence level can be checked at this stage.

 Medical Examination
Here the physical and mental fitness of the candidate are checked to ensure that
he is capable of performing the job. In some organizations, the medical
examination is done at the beginning of the selection process while in some
cases it is done after the final selection.

 Final Selection
After clearing all the rounds of a selection process is given the appointment
letter to join the firm.

 Training and Development

Training and development refers to educational activities within a company

created to enhance the knowledge and skills of employees while providing
information and better perform specific tasks.

Employee Training and Development helps in updating employees’ skills and

knowledge for performing a Job which at the end results in increasing their
work efficiency and increase the productivity of an organization. It ensures that

24
Employees oddness or eccentricity is reduced and learning or behavioural
change should take place in a very structured format. Training development or
learning and development are official ongoing educational activities designed for
goal fulfilment and enhance the performance of employees.

The activities linked with employee Training & Development is created to

convey the employee to perform better in assigned job which also motivate
employee to give his/her best so that at the time of performance appraisal,
employee can show the eligibility for promotion and salary increment. It refers
as the skill and knowledge enhancing bustle which is a source of additional
information as well as instruction required to improve the quality of
performance. HR Training and Development are two different activities which
goes hand-in-hand for the overall betterment of the employee.

 Compensation and benefit’s

Compensation and benefits refers to the salary and other monetary and non-
monetary benefits passed on by a firm to its employees in return for their
services. Compensation and benefits is an important aspect of HRM as it helps to
keep the workforce motivated are the most important hygiene factors.
Compensation and Benefits in HRM refer to the salary, monetary, and as well as
non-monetary privileges provided to the employees at the workplace by the
organization. It is a primary tool of the Human Resource Managers to bring out
the best potential of the employees in their work. It works in a way – ‘Better is
the compensation & benefits, better is the performances and retention!’ From
internal motivation to the higher level of productivity, Compensation and
Benefits does it all!

Companies with better Compensation and Benefits plans are on the verge of
stealing your employees because workers always look to switch to the
organization’s having better salary structures, compensation, and other benefits
like health insurance. Everything related to the company’s work culture and

25
benefit plans can be easily found online, especially Glassdoor. Each experience
faced by employees from monetary to non-monetary terms is present in online
reviews about the company.

Also, such information helps employees weigh the pros and cons of working
with the company, which leads to their decision-making about joining the
company by evaluating the online data. Henceforth, the new talent can either get
attracted or distracted by seeing those reviews online. The more you keep your
internal employees happy with the reasonable Compensation and Benefits
programs, the better word of mouth they will spread for your company.

 Labour relations

Labour relations between employers and employees in industry, and the political
decisions and laws that affect it. we have to balance good labor relations against
the need to cut the costs. The Labour Relations team promotes harmonious
Labour/management relations, productive work environments, and fair and
equitable treatment of employees through the consistent application of collective
agreements, Labour relations legislation, and workplace policies.
Our responsibilities:
 Support management in responding to and resolving grievances and
employee complaints
 Strategic Labour relations strategy setting
 Effective management of the grievance and arbitration process
 Provide training and coaching to college management on Labour
Relations Best Practices
 Responsible Authority the Conflict of Interest – HR12
 Responsible Authority the Employee Code of Conduct – HR18
 Responsible Authority for the Staff/Student Personal Relationship –
HR21
 Responsible Authority for the Respectful Workplace Policy – HR22

26
 Payroll

Payroll is the business process of paying employees. Running payroll consists of

calculating employee earnings and factoring out federal and state payroll taxes.
Payroll can be business’s greatest overhead expense. And the payroll process is
complicated. But understanding each component of payroll may help you better
understand your business finances. Payroll is the process of paying employees.
Employers must handle payroll each pay period so employees receive their
wages. But, payroll is more than just a paycheck. There are many moving parts,
like gathering employee hours worked, calculating taxes and other deductions,
distributing wages, and reporting and remitting taxes and other deductions to the
right parties.
 Running payroll: This is the process of actually calculating and
distributing wages and taxes.
 Employees on payroll: This is the list of the employees you pay, along
with their information. Keep in mind that it does not include independent
contractors.
 Payroll expense: This is the amount your business spends on employee
wages and taxes. You must record the expense in your accounting books.

 Legal and compliance

The area of human resource management responsible for ensuring compliance

with employment and labor laws. Types of products and services include: labor
relations, legislation, litigation, alternative dispute services, contract disputes,
employment contracts, employment discrimination, OSHA, HIPPA, ADA,
FMLA, ACA, disability, wage and hour, privacy, I9, termination, etc.

In addition to these specific human resources categories, it is also important to

highlight services that are cross functional in nature and relate to one or more

27
HR categories:
 Consulting services
This cross-functional category includes the thousands of consulting firms
that can help HR departments with one or all aspects of human resources
management and process improvement.
 Outsourcing
Any and all aspect of HR can be outsourced. According to research by
Gartner, Inc., 80 percent of companies now outsource at least one HR
activity, and the number is swiftly growing. For this reason, we do not
consider outsourcing as a functional pillar within HR, but rather cross
functional. Increasing numbers of organizations are turning to specialized
firms to supplement various aspects of human resource management.
While outsourcing makes sense for many reasons, the primary benefit is
containment/reduction of costs of routine transactional and administrative
work. Another key reason is the belief that a company should outsource all
non-mission-critical aspects.

 HR Technology
At one time this might have been considered a separate pillar within HR,
but today, technology is integrated with and impacts all aspects of HR.
The Internet, social, big data, and other technologies are fundamentally
changing the human capital marketplace as companies strive to become
more efficient. Technology allows HR to automate processes and
eliminate many of the more labor-intensive transactional and
administrative processes that have burdened HR professionals for years.

3.1.2 Documents maintained for Planning, Staffing, Directing, and

Controlling purpose of departments

28
In a Human Resource department there are various documents that are to be
prepared to be helpful in the future or unforeseen circumstances. Important HR
documents need to be maintained with the utmost care because they are a proof
of important activities. The foundation of a successful organization is an
efficient documentation process.
The following documents are maintained for the planning, staffing, directing and
controlling:
 Job description
A Job Description gives both the business and the employee a clear idea
of the necessities of a specific Job. The JD plots every one of the
obligations and duties that are related to a specific job role. It likewise
gives a sign of the sorts of abilities that are required to efficiently carry
out that specific work. For the most part, a nitty-gritty JD will comprise
of all the significant information of any specific employment like Job
Role, Job Title, Responsibilities, Job Summary, and so on.

 Employment contract
An Employment contract is a written proof of the professional relationship
between an employer and an employee. The document is explicit to an employee
or to a whole organization. An employment contract can totally negate
voluntarily work, which makes it a helpful document for luring new employees.

It is a signed piece of document that acts as proof of the agreement between an

employer and an employee. The employment contract states the rights &
responsibilities of both parties.

 Performance appraisal
The performance appraisal is the process of assessing employee
performance by way of comparing present performance with already

29
 established standards which have been already communicates to
employees. The actual assessment of employee performance is done by
supervisors and managers. Performance appraisal is necessary because
the results of the appraisal can be used to motivate and guide employees’
performance. It also provides a basis for pay, promotions, and any
disciplinary action if necessary.
Following are some of the Performance appraisal document examples,

 Performance Management Process

 Performance Review
 Performance Improvement Plan
 Performance Appraisal Letter
 Performance Warning Letter
 KRA

 Salary structure
Salary structure is basically a set of parameters that define your salary.
Terms like CTC, basic salary, gross salary, allowance, reimbursement,
tax deductions, provident fund, insurance, etc.

 Compensation Package
Compensation packages refer to the combination of the salary and
various benefits an employer offers you in exchange for employment.
Therefore, though they include a basic salary, the fringe benefits, they
include often depend on the company and the specific position.

 TDS calculation
Tax deducted at source (TDS) is the amount of money deducted as tax by
the payer before making a payment for any kind of service or job done.
For example, when an employer gives a salary to his employee, he has to
cut a certain amount as TDS before making the payment.

30
  Employee induction
Employee induction is the first step of welcoming new employees to the
company and preparing them for their respective roles. It is a way for
new employees to get to know more intimate aspects of their job,
including pay and benefits, working hours, and company policies and
expectations.

 Appointment letter
The appointment letter is the first piece of document handed to the
candidate who has gone through the interview and has been selected for
the position. This letter is a formal letter issued by the organization
where the candidate has been employed.

 ESIC new wage ceiling

The ESIC has now increased the wage limit for the ESI act to Rs 21000.
The wage ceiling was last raised in May 2010, back then the wage limit
was raised by Rs 10000 to Rs 15000. Now the wage limit has been raised
to Rs 21000.

 Exit process
An employee may a company for various reasons, ranging from not
fitting into the work culture to getting a better opportunity elsewhere. In
some cases, they could be terminated due to poor performance. In either
case, an employer has to follow a specific procedure as given in the exit
process of the company to ensure a smooth process for both the employer
and the employee.

3.2 Interdependence of Department under study with other department

areas

31
Interdependence is defined as two or more entities being mutually dependent on
each other. Interdependence comes through delegation and collaboration of both
leadership and employees.
Interdependence between Human resource management and Finance:

The place to start is finding out how, exactly, the organization earns money. For
HR in particular, it's also important to understand how money moves around an
organization. Knowing this can help both departments understand where they fit
into the organization's plan as it relates to earning revenue. With that
understanding comes an opportunity to develop a more effective relationship
across silos. So what does each function need to do in order to answer these
questions? How can team members work together to create an effective HR and
finance collaboration? It will require a sustained effort to step outside each
department's traditional roles and to actively engage the other business partner.
While both functions are different, there is overlap. Understanding where it
occurs can be helpful in making an HR and finance collaboration fruitful. For
example, recruitment is viewed as an expense by finance, whereas HR views it
as an investment. The overlap is that a bad hire costs a firm time, energy and
money. Developing workforce analytics that can be used to predict how key
workplace performance indicators may impact certain outcomes (such as
increased or decreased turnover) gives organizations the ability to make better
decisions.
Other arenas in which an HR and finance collaboration can be used to develop
greater workforce insights are identifying top performers, evaluating turnover
risk, human capital forecasting, and creation of shared resources between HR
and finance. Breaking down the barriers between the human resources and
finance functions can reap a number of benefits for an organization. When there
is an understanding of the connections to the firm's overall strategic vision,
comprehension of each other's purpose, and critical evaluation of their shared
value in supporting that vision, an HR and finance collaboration can be truly
effective.

32
3.3 SWOT Analysis of activities of department

A) Strengths of HR

1. Using Technology
Many HR tasks used to be time consuming but the technological tools have
reduced there processing time to a great extent. Basically, the usage of
HR operations would help the company increase the efficiency of operations.
There are many platforms where you can find the relevant workforce and
employees are the best example of the usage of technology and also there are so
many other automated software that would help you to manage the daily
operations and increase the productivity of the company.

2) Compensation
It doesn’t mean how the work culture and the benefits you are offering; the main
focus of employees is always on the salary. If the HR department offers good

33
salaries to its employees along with other compensation and benefits, then their
job satisfaction and work performance will increase.

B) Weakness of HR

The HR has the power to sail the entire organization. It’s because the HR
department recruits and hires right type employees that the company requires.
They also have the authority to terminate the contract or bond of any employee
based on any reasons. If the power goes in the wrong hand, then it would
decrease the productivity and growth of the company when they use favoritism.

Every company want to get most efficient and motivated employees, but in
reality this is not the case. Some of the employees are demotivated and changing
their attitude is the biggest attitude of the company.

C) Opportunities of HR

The number of skilled labor is increasing in the market due to the more number
of institutes. It provides the opportunity for the HR management to hire skilled
Professionals in their organization in order to increase their productivity and
growth. Updating the HR policies would help the company to improve its
productivity of the company.

More business translates into better raises or higher wages for current
employees, along with growth for the surrounding community through the hiring
of more workers. External factors also may present themselves as the company’s
ability to land a highly successful rainmaker whose business development
activities improve the company’s reputation or industry ranking.

D) Threats to HR

34
People are very serious about their data privacy and they have got a right to
protect their data. It puts the responsibility on HR management for the protection
of their private data and files. If the company do not follow the regulation
regarding data privacy, then it would result in the form of heavy lawsuits.

Threats are external factors that negatively impact the company and, ultimately,
the HR department. When a competitor gains an edge in the market share, it
affects profitability and may result in layoffs, business slowdown or closure.
Other types of external threats include businesses not necessarily in the same
industry that offer better working conditions, wages or benefits to their
employees and, therefore, recruit the best-qualified workers. HR departments
can’t always insulate themselves from all external factors because some are
imminent. However, HR can diminish the impact of external threats through
conducting routine assessments of compensation structure, surveying employee
opinion on working conditions and strengthening the employer-employee
relationship through showing HR as a strategic business partner that values
human capital.

35
 Chapter: 4 Work

4.1 Objectives

 Main objective of our position is to provide the right candidate for

available to our clients.
 To create a pool of qualified candidates as per the requirement of our
client.
 Search the candidates whose profile matches with our Job description.
 Increase the pool of candidates available for selection.
 Hire right candidate for each role in the organization.
 Recruit those candidates who is compatible with our company’s culture.
 The main objective of recruitment process is to accelerate the selection
process.
 Simplify the procedure.

4.2 Data of Work

As part of a human resources team, recruiters (also known as corporate recruiters

and internal recruiters) are responsible for leading the staffing efforts of a
company and building a strong workforce that adds to the company’s bottom
line. These highly skilled and often equally highly educated HR professionals
possess knowledge of employment and labor law, have a deep understanding of
the organization and its staffing needs, and possess strong interpersonal and

36
communication skills.

Most organizations view recruiters as being responsible for the entire recruiting
cycle. In other words, these professionals are called upon to find potential
candidates, screen them, and recommend them for placement.
Daily job duties of HR recruiting specialist:
 Partnering with hiring managers to determine staffing needs.
 Screening resumes.
 Drafting and posting job descriptions.
 Performing in-person and phone interviews with candidates.
 Working with organizations to develop a recruitment plan.
 Making recommendations to company hiring managers.
 Communicating employer information and benefits during screening process.
 Networking with various institutions and social media.

37
38
4.2.1 Analytical study of work/Assignment/Training

The data required for the study was collected through primary and secondary
sources as follows:
1. Primary data
Structured and detailed questionnaires were used for the collection of data.
Some questionnaires were also presented to the employees working there to
collect their views opinions.

39
2. Secondary data
The secondary data were gathered by visiting through the company website,
different job portals, previous records of the firm and other websites.

 Questionnaire for research

Question 1: Gender

Gender

19.70% Male
Female
Other

80.30%

From the above pie chart, 80.30% are male and 19.70% are female. This data is
collected on the basis of 66 responses.

Question 2: Age

40
 Age
1.50% 3.00%
18-21
22-26
27-32
40.90% 32-40

54.50%

From the above pie chart, 40.90% are 18-21 years old, 54.50% are 22-26yeras
old, 1.50% are 27-32 years old and 3% are 32-40 years old.

Question 3: Occupation

Occupation
1.50%

Student
Business
18.20%
Private Job
Government Job
10.60%
69.70%

From the above pie chart, 69.70% are students, 10.60% are doing business,
18.20% are doing private job, and 1.50% are doing government job.

Question 4: Education

41
 Education
6.10%

SSC
HSC
Graduate
42.40% Post Graduate

51.50%

From the above pie chart, 6.10% are HSC, 51.50% are graduate, and 42.40%
are post graduate.

Question 5: Do you think that HR strategies is helpful for companies to

remain competitive in global market?

HR strategies is helpful

5% Yes
No
May be

96%

From the above pie chart, 95% are think that HR strategies is helpful for
companies to remain competitive in global market and 5% are says no that HR
strategies is not helpful for companies to remain competitive in global market.

42
 Question 6: Which of this HR strategies is helpful for companies to remain
competitive in global market?

HR strategies

Legal requirements
9%
Employee Engagement
35% Career advancement program
performance management
32% system

24%

From the above pie chart, 9% are saying that legal requirements are helpful, 32%
are saying that employee engagement is helpful, 24% are career advancement
program is helpful, and 35% are saying that performance management system.

Question 7: From which of these advantages HR can use to remain

competitive in global market?

43
 Advantages
HR can help managers source
the right talent to get the skills
the company needs
17% HR can show how other orga-
nizations within your industry
are stuctured
15% HR can use data to find poten-
tial employees issues before
68% they beccome problamatic

From the above pie chart, 68% are saying that HR can help to source right
talent, 15% are saying that how HR can show how other organizations are
structured, 17% are saying that how HR use data to find potential employees.

Question 8: What do you think a successful HR strategy can do?

What HR strategy can do

Improve employee and su-

pervisor relations
24% Fasten the speed of HR policy
implementation
Dampen a high turnover rate
58% by improving employee loyalty
18%

From the above pie chart, 58% are saying that HR strategy improves employee
and supervisor relations, 18% are saying that HR strategy fasten the speed of
HR policy implementation, and 24% are saying that HR strategy dampen a high

44
turnover rate.

Question 9: Why every Business needs an HR strategy?

Why every business needs HR

strategy
Potential for growth
unique Networking Oppor-
tunities
8% Improvement to Training and
development
39%
Introduction to new
39% technologies

14%

From the above pie chart, 39% are thinks that potential for growth is required,
14% are thinks that unique marketing opportunities, 39% are thinks that
improvement to training and development, and 8% are thinks that introduction
to new technologies is required.

4.3 Conclusion

Recruitment simply means searching for and inspiring prospective employees.

The different and varying behaviors of employees relatively have a significant
effect on different aspects related to the quality management practices. This
shows that the top managers have to concentrate their close attention to probable
employee’s behavior, attitude, knowledge, skills and other aspects. These
aspects lie in the internal as well as external form. So the HR manager has to
have proper strategies for effective recruitment of the firm.

45
4.4 Findings and Suggestions

Based on the research conducted, we arrive at the following conclusions:

 HR strategies is helpful for companies to remain competitive in global
market.
 HR strategies increases the performance management system.
 HR strategies is helpful to source right candidate for the company.
 HR strategies is required by every company for growth and expansion.

4.5 Expected outcomes

By the above research, we have found following outcomes:

 Every business needs HR strategies for growth and expansion.

 It makes easy for managers to work smoothly.
 It makes recruitment process easier.
 Improves manager and employee relations.

 Bibliography/References

 www.orenasolutions.com

 Company profile

 Annual Report

 https://www.yourarticlelibrary.com/recruitment/recruitment-
meaning-definition-process-and-factors-influencing-recruitment/
25950

46
  https://theintactone.com/2019/06/26/tm-u3-topic-2-sources-of-
recruitment/

 https://careers.umbc.edu

 https://www.economicsdiscussion.net

 https://www.toppr.com

 https://www.algonquincollege.com

 https://advos.io

 https://managementhelp.org/training/basics/reasons-for-training.htm

 https://www.mbaknol.com/human-resource-management/job-description-
definition- types-and-purpose/

 https://www.marketingtutor.net/swot-analysis-of-hr/

 https://www.humanresourcesedu.org/hr-recruiter/

“A Study on Impact of HR strategies on companies to remain competitive in

47
 global market”

 Annexure

1. Name

2. Gender
(A) Male
(B) Female
(C) Other

3. Age
(A) 18-21
(B) 22-26
(C) 27-32
(D) 32-40

4. Occupation
(A) Student
(B) Business
(C) Private job
(D) Government Job

5. Do you think that HR strategies is helpful for companies to remain

competitive in global market?
(A) Yes
(B) No
(C) Maybe

6. Which of these HR strategies is helpful for companies to remain

competitive in global market?
(A) Legal requirements
(B) Employee Engagement

48
 (C) Career advancement programs
(D) Performance management system

7. From which of these Advantages HR can use to remain

competitive in global market?
(A) HR can help managers source the right talent to get the skills the
Company needs to grow
(B) HR can show how other organizations within your industry are
Structured
(C) HR can use data to find potential employees issues before they
Become problematic.

8. What do you think a successful HR strategy can do?

(A) Improve employee and supervisor
(B) Fasten the speed of HR policy implementation
(C) Dampen a high turnover rate by improving employee loyalty

9. Why every business needs an HR strategy?

(A) Potential for growth
(B) Unique network opportunities
(C) Improvement to training and development
(D) Introduction to new technologies

 By doing this survey we get to know the benefits in the industry about
getting competitive advantage by implying HR strategies

Studies have shown that achieving a competitive advantage position and

enhancing performance in an organization relative to their competitors/ rivals
are the main objective that business organization should strive to attain. Also,
the idea that strategy content influence performance is a central element of
generic management theory, to remain competitively advantaged, studies

49
have equally suggested the use of strategic human resource management.
This is because strategic HRM identifies the purpose of the organization and
the plans and actions to achieve the purpose.
Despite these, some research work has targeted to investigate the impact of
strategic management on organizational growth and development but none
have assessed the impact of strategic HRM on small and medium enterprise.

1) Strategic HRM is an important and indispensable tool for any organization

performance and for any organization that wants to gain competitive
advantages over others.

2) The study reveals that a genuine application of strategic HRM by SMEs

will enhance staff and organizational performances.

3) Strategic HRM has effect on level of competition of SMEs.

50