Summer Training Report on

Human Resource Department of

Microweb Systems Inc. Corp.

For the Partial Fulfilment of the requirement of the award of degree of

Bachelor in Business Administration 2017-20

Under the Guidance of: Submitted by:

Mrs. Seema Sharma Mansi Gupta
Assistant Professor Roll No. 1701955071039
G.C.M.T. BBA V Semester

Gagan College of Management and Technology

Affiliated to Dr. B.R. Ambedkar University, Agra

93, Agra Rd, NaiBasti, ADA Bank Colony, Aligarh, Uttar Pradesh 202001

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 INDEX
 Student Declaration………………………………………………………...4
 Acknowledgement………………………………………………………….5
 College Certificate………………………………………………………….6
 Summer Training Certificate……………………………………………...7
 Executive Summary………………………………………………………..8
 Chapter 1: Introduction……………………………………………………9
 Introduction of the report……………………………………………..9
 Scope of the report……………………………………………………9
 Objectives of the report…………………………………...............9-10
 Sources of the report………………………………………...............10
 Limitations……………………………………………………….10-11
 Chapter 2: Organisation Profile…………………………………………12
 Organisation Background…………………………………………...12
 Organisation Mission, Vision, Values, Goals……………………….13
 Resources………………………………………………………...13-14
 Our expertise & self belief…………………………………………..14
 Our services……………………………………………………...14-17
 Our strategies………………………………………………………..18
 Chapter 3: Overview of H.R. divison……………………………………19
 H.R.M…………………………………………………….................19
 Basic 4 function of H.R.M……………………………………….20-24
 Chapter 4: H.R.M of Microweb Systems………………………………..25
 Units of HR divison……………………………………………...25-29
 Steps of Training Program……………………………………….29-33
 Chapter 5: Company Analysis…………………………………………...34

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  SWOT analysis……………………………………………………...34-37
 Chapter 6: Findings & Conclusion………………………………………38
 Findings…………………………………………………………………38
 Conclusion…………………………………………………………..38-39
 Reference………………………………………………………………..39

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 Student Declaration
This is to certify that I have completed the Minor project titled “Microweb Systems
Inc. Corp.” as “HR Trainer” in partial fulfillment of the requirement for the award
of Degree of Bachelor of Business Administration at Gagan College Of
Management and Technology of Management studies, Aligarh. This is an original
piece of work and I have not submitted it earlier elsewhere.

Date – Signature –

Place - Name – Mansi Gupta

Enrollment no - 1701955071039

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 Acknowledgement
I am thankful to Mrs. Shashi Bala Sharma (President) and Dr. Anshu Saxena
(Principal) Gagan College of Management & Technology, Aligarh. This project
would never have seen the right way without the help guidance that I have
received.
I would like to express my unfeigned appreciation to Mr. Girish Sharma (Dean of
GCMT), Mohd.Asif khan (Registrar of GCMT and H.O.D), department of
Business Administration and all the teacher for their great cooperation to complete
my Summer Training. I also common with the holy name of God benevolent and
beneficial, who enables me to complete work.
Finally, I am thankful of my parents and Friends for their encouragement.

Mansi Gupta
BBA V Semester

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 Executive Summary
During my internship I gained practical knowledge on how the human resource
division of an organization operates and coordinates its activities to ensure smooth
functioning of the organization at all levels by ensuring right numbers of people
are available at the right time to do the right job. Not only that I have also gained
insight into the working culture of the organization and observed how Microweb
Systems 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 Microweb Systems giving its
background, mission, vision, its products and services, the hierarchy and
organogram of the organization.

The next section is the comprises the project, Human Resource Management in
Microweb Systems. 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 Microweb Systems 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 Microweb Systems. Finally there is the conclusion followed by
references.

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Chapter : 1
1.1 Introduction

I have select the topic of this report is “Human Resource Management of

Microweb Systems”. 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 Microweb Systems 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
Microweb Systems.

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:

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 To familiarize with the Microweb Systems, 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:

 Microweb Systems Inc. Corp. annual report.

 Job description for each employees of Microweb Systems, HR Division.

 Performance appraisal format.

 Performance appraisal guideline provided by the Human Resources division.

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1.5 Limitations

The intent of the report was to complete with overall knowledge I gathered through
my working period. Some limitations are disclosed below:

 Lack of sound experience in Human Resources and how it is operated.

 The documents of Human Resources are highly confidential in any
organization.
 Being an Intern it is not feasible to know the Human Resources of Microweb
Systems in its core depth as I was not allowed in any internal HR meetings.
As an Interns works in any company for a short time period and are counted
as contractual or temporary employee.
 Time constraint has limited the scope of this report.
 Insufficient facts and figures and unavailability of publications and records
limited the scope of this report.

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Chapter : 2

Organisation Profile
2.1 Organisation Background

Microweb Systems is a leading ISO 9001-2008 certified software company

focused on products, custom web services, IT Staffing and business services. It is
started by a team of four highly experienced professional to design products in
retail and education domain in 2011, later on we started IT web solutions and
staffing services. The company offers a wide range of creative solutions to meet
client business needs in various verticals such as custom software development, IT
staffing, corporate training, data processing, internet marketing and application
support. The company focuses on providing innovative business solutions that can
be delivered quickly and cost-effectively in complex environments.

Microweb provides end-to-end dynamic solutions in Java, PHP, Joomla,

Wordpress and Drupal with team of highly industrialized experienced working
with the right technology for the right work assuring with optimum, accuracy and
value return. Our research and Development continuously explore with new ideas
and technologies and we generate a high level of satisfactory result to our client.

We are staying in tempo with the fast evolving development tools and technologies
available in the market. Microweb employees are one of the best talented that's

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why we provide the quality, customized and optimum solutions very quickly and
within deadline.

2.2 Organisation Mission

Our mission is to help educational institutions in exploiting technology for efficient

education delivery and make the journey of studying and teaching a pleasant
experience.

2.3 Organisation Vision

To provide impeccable service to clients by providing Robust System and Services

for forging a delightful long-lasting relationship.

2.4 Organisation Values

We take personal responsibility for finding a sense of purpose and meaning in our
work. Any task we take on should be from start to finish. Leaving it halfway or
uncompleted or executed poorly reflects negatively on our capabilities.

2.5 Organisation Goals

It is our aim to deliver excellent services with a keen focus on user-centered

design. We help our clients achieve the desired results because we understand all
the complexities required to deliver quality services on a tight schedule and at a
reasonable price. We look forward to combining our innovative solutions and
exceptional customer service to deliver the final product to help your organization
achieve its goals.

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2.6 Resources

Microweb Systems has always strived to provide technologically superior high

quality services and has developed a strong brand image among a vast client of
different domain users. The company has considerable strength and resources in
terms of infrastructure, technical expertise and sound financial and given its
experience it has the necessary strength to undertake large projects.

2.7 Our Expertise And Self Belief

 Custom Application Development.

 Website Development and Web Designing.
 Open Source and Data Processing Solutions.
 Project Maintenance & Technical Support.
 Strong Leadership with the team.
 Simple & Innovative approach towards the tasks undertaken.

Microweb Systems keep growing since we understand the future trends, adapt
faster to technology changes. Hard work, dedication and attitude are not just words
for us but we are! We are good as we do.

2.8 Our Services

Microweb Systems is a technology solution provider with capabilities in software

application development, software product development, website development and
technology integration services, production support, IT staffing, data processing
and entry, internet marketing. We do extremely well in providing e-business and
technology solutions with our best experts it professional.

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We have been delivering applications for customers from past many years. Our
breadth of experience is in Java, PHP and Net technologies. Our delivery
methodology and best practices from partnering with clients have been
encapsulated in our process. The process further leverages our onsite-offshore
model to offer maximum benefits to clients.

Microweb’s quality and delivery capability have been recognized in a relatively

short period of time. These capabilities are fundamental to company being able to
consistently deliver reliable applications, which fully meet customer requirements
and expectations.

 Custom Application Development :

Microweb deals in custom application development and we understand
every business has some key needs and it makes different analysis for
requirements therefore client needs optimum solutions to fulfill these
requirements. Our offshore development services provides clients to have a
world class level IT solutions with industry experts. 

 Website Development
Today’s mostly companies doing business globally and website plays a vital
role in your business site success in all over world. Web design covers the

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 graphics and layout of your site, web development is the core coding that
holds your web applications together.

 Corporate Training
Microweb Systems has always strived to provide technologically superior
high quality services and has developed a strong brand image among a vast
clientele of different domain users. The company has considerable strength
and resources in terms of infrastructure, technical expertise and sound
financial and given its experience it has the necessary strength to undertake
large projects.

 Data Processing
Microweb Systems has always strived to provide technologically superior
high quality services and has developed a strong brand image among a vast

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 clientele of different domain users. The company has considerable strength
and resources in terms of infrastructure, technical expertise and sound
financial and given its experience it has the necessary strength to undertake
large projects.

 Internet Marketing
Microweb Systems has always strived to provide technologically superior
high quality services and has developed a strong brand image among a vast
clientele of different domain users. The company has considerable strength
and resources in terms of infrastructure, technical expertise and sound
financial and given its experience it has the necessary strength to undertake
large projects. 

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2.9 Our Strategic Objectives
 Microweb Systems’s objectives are to carry out transparent and high quality
business operation based on market mechanism within the legal and social
framework spelt in their mission and reflected in their vision.

 Their greatest with qualitative business as a sustainable ever growing

organization and enhance fair returns to their shareholders.

 They are committed to their community as a corporate citizen and contributing

towards the progress of the nation as their corporate social responsibility.

 Their employees are the backbone. MICROWEB SYSTEMS promote

employees well being through attractive compensation package, promoting staff
morale through training, development and career planning.

 MICROWEB SYSTEMS strive for fulfillment of their responsibility to the

government through paying entire range of taxes and duties and abiding the other
rules.

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Chapter : 3

Overview of HR Divison

4.1 Human Resources Management

Human resource management (HRM or HR) is the strategic approach to the

effective management of people in a company or organization such that they help
their business gain a competitive advantage. It is designed to maximize employee
performance in service of an employer's strategic objectives. Human resource
management is primarily concerned with the management of people within
organizations, focusing on policies and systems. HR departments are responsible
for overseeing employee-benefits design, employee recruitment, training and
development, performance appraisal, and reward management, such as
managing pay and benefit systems. HR also concerns itself with organizational
change and industrial relations, or the balancing of organizational practices with
requirements arising from collective bargaining and governmental laws.

The overall purpose of human resources (HR) is to ensure that the organization is

able to achieve success through people. HR professionals manage the human
capital of an organization and focus on implementing policies and processes. They
can specialize in finding, recruiting, training, and developing employees, as well as
maintaining employee relations or benefits. Training and development
professionals ensure that employees are trained and have continuous development.
This is done through training programs, performance evaluations, and reward
programs. Employee relations deals with the concerns of employees when policies
are broken, such as cases involving harassment or discrimination. Managing
employee benefits includes developing compensation structures, parental leave

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programs, discounts, and other benefits for employees. On the other side of the
field are HR generalists or business partners. These HR professionals could work
in all areas or be labor relations representatives working
with unionized employees.

3.2 Basic Four Functions of HRM

 Staffing
 Training and Development
 Motivation
 Maintenance

1. Staffing :-
Staffing is the recruitment and selection of potential employees, done
through interviewing, applications, networking, etc. There are two main
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factors to staffing: attracting talented recruits and hiring resources. Using
tactics such as mass media can grab the attention of prospective recruits.
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:

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2. Training and Develpoment:-
Training and development is the next step and involves a continuous process
of training and developing competent and adapted employees. Under the
training process there are some steps they are given below:
o 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 :-
1. Feel welcome.
2. Understand the organization in a broad sense.
3. Be clear about what the firm expects in terms of work and behavior.
4. Begin the process of socialization.
o 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.
o Career Development:
The career development stage is given below:
1. Pre transition: Is simply looking for a job and preparing oneself for a
career.
2. Transition: An individual is already having a job and developing
oneself for future career or moving to another career.
3. Preferred area: An individual prefers a specific sector of the career.
4. Early stage: First 1-5 years of career is called early career.
5. Mid career: 5-20 years after the career starts.

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 6. Late career: Late career starts after 20 years of job life.
7. Retirement: And finally after completing the stages of career and
individual decides to retired.
3. Motivation :-
Motivation is seen as key to keeping employees highly productive. This
includes employee benefits, performance appraisals, and rewards. Employee
benefits, appraisals, and rewards are all encouragements to bring forward the
best employees.
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
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 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.
4. Maintenance :-
Maintenance, involves keeping the employees' commitment and loyalty to
the organization. Some businesses globalize and form more diverse teams.
HR departments have the role of making sure that these teams can function
and that people can communicate across cultures and across borders. The
discipline may also engage in mobility management, especially
for expatriates; and it is frequently involved in the merger and
acquisition process. HR is generally viewed as a support function to the
business, helping to minimize costs and reduce risk.
To maintain the employees of a company must look after the employee :
 Health and Safety: For employees health and safety there HR policy
need to be very clear to all staff so that they feel safe to work here.
They can put their attention and productivity properly towards the
task.
 Communication: The communication between the employees and
top level management should be clear and transparent. There should
no gap between top level management and low level management.
 Employee’s relation: Employees should be committed to their
companies and the companies also should understand the needs and
wants of the employees. In some companies employees and labors
create labor union for better relationship among the workers and
employees.
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Chapter : 4

HRM of Microweb Systems

As per the requirement of my BBA program, I had to complete my internship

program by learning the practical job of an organization. Fortunately, I got the
opportunity to join as an Intern in the Human Resource Department under the
Microweb Systems. I put all the necessary information along with the
recommendation letter from my college. The recruitment process took 45 days and
I got the confirmation of my internship program.

So, establishing the structure of the asset management company assists in

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

4.1 Units in HR Division :

There are three units in Human Resource Division of Microweb Systems –

 HR Staffing.
 HR Operation.
 Training & Development.

1. Staffing Solution :-

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Our IT staffing solutions help you secure and optimize the most strategic and
variable component to success your people. We begin our partnership by seeking
to understand your business targets and the gaps between your current and future
state. We then build a workforce staffing strategy to close those gaps with the right
people, skills and competencies, when and where you need them. Perhaps you need
a highly-specialized technology consultant for a three-month special project. Or
maybe you wish to launch a new product-or rebuild an existing one-and need an
experienced technology team to help you do so. Or perhaps with your company's
growth, you now require a full-time, senior-level IT manager to join your team.

For any of these scenarios, the process and cost of placement, networking,
reviewing and filtering resumes, pre-qualifying and interviewing candidates,
assessing their technical knowledge, and checking references can be
overwhelming. In addition, if the process of recruiting technical resources isn’t
your core strength, it’s easy to make mistakes throughout the process that can put
the success of your initiative in jeopardy. Contracting or hiring the wrong person
can prove very costly to your organization in the form of missed deadlines,
turnover, poor work quality or errors that cause problems immediately or down the
road, and more.

4.1.1 Are You Looking For Ready To Work Freshers ?

Due to several reasons, the companies focus on resource utilization and building a
team of quality people. I believe, today's fresher candidate are more dedicated,
laborious, hardworking, sincere and easy to relocate but even companies hesitate to
hire them because of outcome surety on deadline. Microweb serves to IT industry
for the same with excellent response.

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Our team of IT staffing and recruiting professionals are talented, experienced,
knowledgeable, and committed to our customers’ success. They hire the right
candidate from campus and trained them in live environment and produced
the READY TO WORK resource for the IT industry. 

We serve IT staffing in various verticals:

o Pre-Order For REAY TO WORK Resources :-

Finding and placing the right candidate with the right skills at the right time
is our specialty. Microweb provides freshers ‘Ready To Work’ candidate
pre-order bases. Just clients need to share skills set, eligibility, no of
resources and time boundaries etc and we provides more than four times
candidates for the same.
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 o Training at your office :-
For new or existing project the team skill set is not matched with the project
technologies in that case the team performance lacking would be reflected to
the client and the team requires smart training to make more strong and
confident on project work. Microweb experts trainers will train your team as
per your needs of project and makes unbelievable results.

o Contract to hire ;-
Recruiting and hiring the right people to join your IT team can be the
difference between success and failure, and it’s quite difficult to find and
placing the right candidates for right place. We have a team of experienced
and talented recruiters and an industry-leading process to provide you
precisely the talent you need on contract bases.
o Permanent Employement :-
Microweb always has a screening test of the candidate before sending for the
permanent employment with our clients. We provide trained freshers and
experienced candidates as per required skills set.

2. Operation Solution :-

HR operations unit mainly work in the area of short term and long-term benefits of
the employees of MICROWEB SYSTEMS, like salary, bonus, provident fund,
gratuity, super annulations fund, etc.

 Monthly Salary Disbursement.

 Preparation and disbursement of Festival Bonus and Performance Bonus.

 Employees Final Settlement.

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 Maintain liaison with different AMC, which are under the corporate agreement
with Microweb Systems Inc. Corp.

 Submission of various Salary related MIS report to the Management &

Regulatory bodies.

 Work as System Admin in HR department.

 Assist in Appraisal Management.

 Investment with the gratuity and PF fund.

 Employee Tax processing, etc.

3. Training And Development Solution ;-

Human Resource is the key to success of a service oriented business organization.

The famous quotes from some renowned business leaders are:

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

o Bill Gates, Chairman, Microsoft Corporation.

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

o Alfred Sloan, Chairman, General Motors.

The mission of Microweb Systems is to be the premier financial institution in the

country providing high quality products and services backed by latest 20
technology and a team of highly motivated personnel to deliver Excellence in
investment banking & Asset Management Company.

4.2 Steps of training program

A typical training program can be classified into 5 steps –

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1. Need Analysis.
2. Instruction Design.
3. Validation.
4. Implementation.
5. Evaluation and Follow-up

 Need Analysis:
 Identify the specific job performance skills needed to improve
performance and productivity.
 Analyze the skills and needs of the prospective trainees and to
develop specific measurable knowledge to perform their job.
 To ensure that the program will be suited to the trainees specific levels
of education, experience and skills.
 Use study report to develop specific measurable knowledge and
performance objective.
o Technique to identify Training Needs:
Task analysis and performance analysis are two main techniques for
identifying training needs.
o Task analysis:
The first step in training is to determine what training, if any, is required.
The main task in assessing the training needs of new employees is to
determine what the job entails and break it down into subtasks, each of
which is then taught to the new employee. So, task analysis is a detailed
study of a job to identify skills required so that an appropriate training
program may be instituted.
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 Task Analysis form contains six types of information –
 Task list.
 How often performed.
 Quantity, Quality Standards.
 Performance Conditions.
 Skills Required.
 Where best learned.

o Performance Analysis:
Verifying that there is a performance deficiency and determining whether
that deficiency should be rectified through training or some other means
(such as transferring the employee).
 Instructional Design:
Gather instructional objectives, methods, media, description of and sequence
of content, examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and
participant’s workbooks, complement each other are written clearly and
blend into unified training geared directly to the stated learning objectives.
Carefully and professionally handle all program elements-whether
reproduced on paper, film or tape to guarantee and effectiveness.
 Validation:
Introduce and validate the training program before it presented to the trainee.
 Implementation:
When applicable boost success of training workshop focuses on presentation
knowledge and skills in addition to training content.
 Evaluation and Follow-Up:
Asses program success-according to:-
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 Reaction: Document the learner’s immediate reactions to the training.
Learning: Use feedback devices or pre and post tests to measure what
learners have actually learned.
Behavior: Note supervisor’s reactions to learner’s performance following
completion of the training. This is one way to the degree to which learners
apply new skills and knowledge to their jobs.
Results: Determine the level of improvement in job performance and assess
needed maintenance.

Setting training objective

After training needs have been analyzed, concrete and measurable training
objectives should be set. Objectives specify that what the trainee should be able to
accomplish after successfully completing the training program.

Techniques of training program:

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

 On the job training.

 Off the job training.

On the job training:

On the job training is like having a person learns a job by actually performing it.
Virtually every employee, from mailroom clerk to company president gets some on
the job training when he or she joined the firm.

A useful step by step job instruction approach for giving a new employee on the
job training is as follows –

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 o Preparation of learner.
o Presentation of the operation.
o Performance tryout.
o Follow-up.

On the job training has several advantages

o It is relatively inexpensive.
o Trainees learn while they working.
o There is no need of class-room, programmed learning devices.
o Trainees learn actually doing the job.
o Get quick feed-back about the correctness of their performance.

On the job management development techniques:

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

o Job rotation.
o Coaching/ under-study approach.
o Junior boards o Action learning.

Off the job training :

Microweb Systems do not provide off the job training.

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Chapter : 5

Company Analysis

5.1 SWOT Analysis

STRENGTHS:

The strengths of a company are the most important building blocks required for
growth to take place. The following are a few of the most prevalent strengths that
Microweb Systems has at the present time.

 Recruitment: Their recruitment and selection policy is very strong.

Microweb Systems recruits talented candidates from the market through
proper testing- written and interview. The written part contains
questionnaires that are of IBA standard which is a renowned education
institution of our country.
 Work environment: During my stay I found the work environment very
satisfactory. Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting a
productive working environment.

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  Transparency: For clear communication to the employees of the HR
Practice in Microweb Systems, they have a service rule book which they
give to every employee. The guide articulates important and covers all HR
Practice followed by the organization. This is very helpful both for the
employees and the employer as it removes chances of misinterpretation, bias
etc.
 Leave Management: They Provide a 44 days leave balance which include
earn leave 20 days, Casual leave 10 days and Medical leave 14 days. So
employees have no worries regarding having leave.

WEAKNESS:

Though Microweb Systems is a company that has many strengths but it also has
some weakness. The followings are few of the most common weakness that
Microweb Systems has at the present time:

 Inadequate human resources: The human resources are not sufficient in

terms of its service providing system. It has to maintain a number of
formalities to recruit employees.
 Human Resource Planning: There is not much Human Resource Planning
at the Organization except for an annual need assessment for required
workforces.
 Investors lack of knowledge about Microweb Systems: Open ended-
mutual fund is a new concept in the capital market of Bangladesh. So, it’s
new to the investors. They don’t have the idea how it works. Their concept
about mutual funds is vague and they have a very pessimistic notion on the
current negative performances of the closed-end mutual funds. The closed-
end mutual funds are performing poorly for the couple of years and almost
all are trading under their face value.
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  Fund is still small: Though Microweb Systems is managing the mutual
fund of MTB but the fund size is still small. Thus, investors have the
negative idea about MTB Unit Fund.
 Lack of Job Analysis: It is the important part of HR practice in an
organization but not implanted in Microweb Systems which means they are
less informed about current market trends and that could lead to loss of
potential talents from their pool.

OPPORTUNITY:

In an organization opportunities are positive external environmental factors. An

organization should explore all possible opportunities available to it. These
opportunities are intended to improve the organization. By making improvements,
the organization should be able to become more competitive in the market. The
following are available opportunities to Microweb Systems in order for it to
become more aggressive:

 Recruitment: Most recruitment in here is through internal recruitment, they

can spread the pool of entry level employees through campus recruitment.
 Recent performance will establish stronger credibility: The performance
of Unit Fund in FY13-14 was strong. Their retained earnings have already
provided a strong foundation for the portfolio. Because of the previous year
performances investors are getting concern about the MTB Unit Fund.
 Expanded market: As new industries are coming into the market, capital
market is being large enough and long term financial demand is being
created. The open ended mutual fund is a new sector, so there are high
possibilities of growth in this sector. Open ended mutual fund is a largely
untapped market, and Microweb Systems will be able to capture a large
number of institutional clients from competitors, as well as new clients.
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THREATS:

An organization’s threats are negative external factors. An organization should

explore all possible threats available to it. These threats are intended to diminish
the organization. By making improvements and proper monitoring of the threats,
the organization should be able to turn more competitive in the market. The
following are threats are available to Microweb Systems in order to threaten its
existence.

 Volatile economy: The market can be volatile, and a sudden drop in prices
will weaken client confidence & portfolio performance. Rise in interest rate
and events like terrorist attacks are likely to affect the economy and the
margin of leasing companies may also suffering this. The changing nature of
share market also affect the smooth operation of MTB Unit Fund.
 Government Policy: The changes of policy connected to the operation of
finance companies might create an unfavorable impact on the investment
industry. The decision to withdraw the accounting practices accelerated
depreciation and extra shift depreciation has decreased the profitability of
the Mutual Funds.
 The Lack of Motivation of Employees: Sometimes the lack of motivation
in employees can create a threat to the organization. Employees may be
overburdened with tasks that are not their core-competencies. As a result, the
quality and accuracy of deliverables duties may fall. Employee turnover may
have a negative effect on the overall performance of organization.

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Chapter : 6

Findings & Conclusion

6.1 Findings

 It uses a very inexpensive but useful source of recruitment such as social

media and commercial websites which help to get a large number of
qualified candidates for particular posts.
 Microweb Systems has its own online application form for the candidates to
apply for a position. Through these forms, structured information is gathered
about the candidates which helps to find the appropriate candidates for short
listing.
 Performance Evaluation of employee’s performance of Microweb Systems
is not properly done by the HR division.
 Service quality of Microweb Systems is commendable. It is very important
for every organization serve its customers so that it create a loyal customer
base who will repeatedly buy its products and carry a long time relationship
with the company as well as work as a spoken person to promote the

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 products of the company to peers, friends, relatives, etc. This organization is
really good at its service quality.
 Recruitment and selection is very transparent but time consuming as
processes are very long.

6.2 Conclusion

Human Resource Information System plays a very vital role for total performance
of the organization. It is important to choose the right Human Resource
Information Systems. A company that takes the time to invest in a Human
Resource Information System that fits their goals, mission, objectives, vision and
values, is a company that is investing in its future and in its success. The world is
very competitive in this new millennium. Every organization getting the edge of
using technology. To ensure better consultancy service the organization must have
to ensure a good Human Resource Management practice. The area of Human
Resource Management is very wide. Human Resource Management is the heart of
an organization which plays an important role of getting the right people to do the
right job and at the right places, which helps to Human Resource Information
System ensure the overall achievement of the goals of the organization.

It was an absolute worthwhile experience working at Microweb Systems which

enables me understand real life HR activities rather than just bookish knowledge.
The staff and employees are very cooperating and friendly to new joiner or interns.
This experience helped me bring out my strength and areas I needed to improve.
This added confidence to my professional approach, built a stronger positive
attitude and gained how to work as a team player. As an intern though I had limited
space to work, still I managed to learn and develop skills regarding how,
recruitment, selection process works, how a training is conducted, performance
appraisal is done that speed up employee work capacity and many more. To sum
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up I can say that this learning was significant in my academic and professional
spectrum. I thoroughly enjoyed challenges that come along every day during this
tenure at Microweb Systems. I believe this will help me understand more HR
practices conducted other organizations and in my future endeavors.

6.3 References

 Person Contact : Rajat Varshney (HR Manager)

 www.microwebsystems.com
 Microwebsystems.Glassdoor.co.in

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