Internship Report

On
Human Resource Management of
Hindustan Security Services

Submited by :
Sohel Pathan
PU Registration No. 2052011414

Submitted To :

Submitted for the partial fulfillment of degree of

Masters Of Business Administration
 Acknowledgement

I would like to thank Modern Institute of Business Management for giving me the
opportunity to do this internship. I would like to thank HINDUSTAN SECURITY
SERVICES for letting me do the internship at their HR Division Head office. I’d
like to thank Pro. Rupali Mane mam, my internship supervisor and Pro. Ketaki
Sohoni mam for guiding me with the completion of this report. I’d also like to
thank Mr. Ashok Kambale (Manager) And proprietor Of Hindustan Security
Services Mrs. Sajeda Pathan 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 Hindustan Security Office
Staff for allowing me to be an internee at their firm and help with necessary
information.
 Table Of Contents

Serial No Content Page No.

 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 Hindustan
Security Services 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 Hindustan Security Services giving
its background, mission, vision, the hierarchy and organogram of the organization.

The next section is the comprises the project, Human Resource Management in
Hindustan Security. 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 Hindustan Security which basically conveys how things
are done in the HR Department.

The next part of the project carries out SWOT Analysis that touches upon
Strengths, Weakness, Opportunities and Threats to the organization followed by
findings and recommendation on critical factors regarding Human Resource
Management of Hindustan Security Services. Finally there is the conclusion
followed by references.

Chapter: 1
 Human Recourse Practices Hindustan Security Services

1.1 Introduction
I have select the topic of this report is “Human Resource Management of
Hindustan Security Services”. I tried to integrate my theoretical knowledge of HR
and combine it with practical examples as observed during my internship. I have
tried to cover all the major functions of Human Resource Management-
recruitment, selection, compensation and benefits, training and development and
convey my understandings of the different functions of Human Resource
Management through this project. At the end of the report I have done a SWOT
Analysis on the HRM Practice of Hindustan Security Services followed by
discussing critical points. I have also tried to provide some recommendations based
on my knowledge followed by the conclusion which I gathered during my
internship.

1.2 Scope of the Report

This report has been prepared through extensive discussion with company
employees. Prospectus provided by the asset management company also helped in
preparing the report. At the time of preparing the report, I had a great opportunity
to have an in depth knowledge of all the investment activities practiced by the
Hindustan Security Services.

1.3 Objective of the Report

There have been some objectives set forward in doing this report so that it can be
determined what tasks have to be done. The objectives of the report are:
 To familiarize with the Hindustan Security Services, its operation and
activities, management style and endeavor to realized the gap between the
theoretical knowledge with the real business world.
 Analyze the current performance appraisal format & compensation.
 Identifying inherent problems associated with the format.
  Propose changes mainly in the guidelines, format and management
philosophy by keeping relevance with other processes.
 Employee Personnel practice.
 Developing Employees practices.

1.4 Sources of information

All the information incorporated in this report has been collected from
primary sources as well as secondary sources.

Primary sources:
 Interview with assistant manager of administration & HR-In Charge
 Operations manager and some other employees
 Discussion sessions with senior officers as well

Secondary Sources:
 Hindustan Security Services Annual Report
 Job description for each employees of Hindustan Security Service. HR
Division.
 Performance appraisal format
 Performance appraisal guideline provided by the Human Resources division

1.5 Limitations

 Limitation of employment personal.

 Lack of practices in human resource management.
 Human resources department was hesitant to provide information, because
of difficulty in accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human Resources
Division is a vast area, after doing the regular office works from 9:30 AM to
5:30 PM it is difficult to go through in depth within this short duration of
time.
 The secondary source of information was not enough to complete the report.
 Confidentiality.
Chapter 2
 Organizational Profile

2.1 Organization Background

Hindustan Security Services Is an ISO certified organization. The office of this
organization is at Kurkumbh MIDC. This organization was established in 1999 by
Mr. Shabbir Pathan. This organization is a contract based organization which
provides security guards to the company. The company has so far served over than
1000 companies and more than 30000 people have left the organization after there
work is completed.

In 2013 Mr. Shabbir Pathan , the owner of the organization passed away at the age
of 52 years. After that his wife Mrs. Sajeda Pathan Managed the organization.

In 2014, the new manager took over this HSS under the direction of Mr. Ashok
Kambale as the Manager of the company who has almost 20 years of experience in
the this sector. After that, Hindustan Security Services started their new journey of
business as an security guard providing company under new Owner Mrs. Sajeda
Pathan.

Hindustan Security Services has a dedicated and skillful team for research and
product development. Risk Management is an independent unit.

2.2 Key facts about Hindustan Security services

 Name Of The Firm : Hindustan Security Services

 Legal Form : An ISO 9001:2015 Certified Firm

 Date of Commencement : June 1999

 Registered Office : A/P Krkumbh, Tal – Daund, Dist – Pune.

 Gmail : hindustansecurityservises@gmail.com
  Proprietor : Mrs. Sajeda Pathan

 Manager Of the Firm : Mr. Ashok Kambale

 Accontant : Mr. Shahid Pathan

 Field Officer : Mr. Prakash Zhagade & Mr. Ganesh Khatake

 Auditor : CA Mr. Shantilal Oswal

2.3 Organization Vision

Their vision statement is

“ Your Security is our concern. We establish
Everlasting relationship with our clients. We look at relationship with a client as an
investment of the time and excellence for a return of quality. We valued our
client.”

2.4 Organization Mission

Their Mission statement is

“ Our mission is to give you the best security service.
Our corporate mission is to achieve our vision. We are committed to our principals.
We are committed to listening and responding to the needs of our employees and
supervisor’s. We will set a new stander in the industry , on of uncompromising
quality as a way of life; which is achieved by individuals and as a team.”

2.5 Goal of Hindustan Security Services

Hindustan security set goals and objective that will enable to

build a profitable long-term business. To achieve that we must attract customers
and build relationship with them. We must also recruit and retain employees who
are capable of delivering a quality service. To maintain profitable revenue system,
we must develop services that are essential to our customers. Although hindustan
security covers a broad spectrum of activities from personal and physical security
to information security.
Our strategic goals are to:

 Establish our firm as the premier provider of security and protection services
to our target market
 Recruit and retain the most qualified security personnel in the industry
 Develop a service standard through which all industry firms will be
measured
 Develop state of the art operating and service policies & procedures
 Expand the target market to include training of new license applicants and
security officers to meet or exceed Ministry’s standards
 Expand into the roam of servicing and implementation of security systems

2.6 The Values

 Client Focus
 Reliability
 Teamwork
 Respect for individual
 Quality
 Responsible Citizenship

2.7 Services provide by Hindustan Security

 Providing Security Guards

 Providing Gunman
 Providing Bouncers

2.8 Strategic objectives of Hindustan Security

 Obtain a quality work force

 Integrate technology tools
 Provide value services
 Offer specialized services
2.9 Customer Charter
Hindustan security seek to build long-term, sustainable beneficial relationship with
all the clients based on the service-commitments and on their clients, the pursuit of
excellence and integrity in all their dealings.

 Primary concern is to understand and satisfy Clients needs and expectations.

Promise to use all means open to establish and understand these needs which
are both mutually beneficial and respect the values and principles in all
aspects.
 Promise to deal quickly, courteously and accurately with all correspondence.
 Should disagreement arise between clients and company they undertake to
seek a speedy and equitable solution, which takes account of the rights and
obligations, both parties and is framed in the context of a long term and
enduring relationship.
 Believe in openness, integrity, transparency and accountability and provide
high standard of services to the valued clients.

2.11 Organizational structure of Hindustan Security Services

Top Management
 Owner of the firm
 Managing director

Middle Level Management

 Manager
 Accountant

Junior Level Management

 Field Officer
Chapter 3
 Trainee Assistant
 Overview Of HR Division

3.1 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.

3.2 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 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 the World 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:

Initial screening

Application Form

Employee Test

Reject Comprehensive Test Conditional Job Offer

Background Test

Medical Test

Permanent Job Offer

 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:

 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.
 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 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.
 Chapter 4
HRM Of Hindustan Security Services