Summer Internship Project Report

HUMAN RESOURCE MANAGEMENT

AT

COMFORT SYSTEMS

A report submitted to
Geetanjali Institute of Technical Studies
as a partial fulfillment of Full time
Master of Business Administration (MBA)

Submitted to: Submitted By:

MR. SHIVA SHARMA MUSKAN LADDHA
ASSISTANT PROFESSOR BATCH: 2019-2021
GITS, UDAIPUR MBA-3RD SEMESTER

Geetanjali Institute of Technical Studies (GITS)

NH 76, Airport Road, Dabok,
Udaipur, Rajasthan 313022

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 ACKNOWLEDGEMENT

This report bears sincere thanks to several people who have made contribution towards its completion.

I am very thankful to Mr. Shiva Sharma, Assistant Professor, GITS Udaipur for providing me with an
environment to complete
my project successfully. I express my sincere gratitude to her for invaluable guidance and blessings
and her unwavering support during the entire course of this project work.

I am also thankful to my company guide Sh. Gopal Malhotra, MD, Comfort Systems.
I extend my sincere gratitude and thanks to our Director Dr. Vikas Mishra, Geetanjali Institute of
Technical Studies, Udaipur.

MUSKAN LADDHA

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 TABLE OF CONTENTS

S.No CHAPTER PAGE No.

1 Executive Summary 4

2 Human Resource Practices at Comfort Systems 5

3 Organization Profile 7

4 Overview of HR Division 9

5 HRM of COMFORT SYSTEMS 13

6 Company Analysis 21

7 Findings and Recommendations 24

8 Conclusion 26

9 References 27

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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 Comfort
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 Comfort Systems giving its background, mission, vision,
its products and services.

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

Each chapter contains detailed discussion of the HR functions followed by Organization Practice at
Comfort 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 Comfort Systems. Finally, there is the conclusion
followed by references.

4
 Chapter: 1

human resourCe praCtiCes at Comfort systems

1.1 Introduction

I have selected the topic of this report is “Human Resource Management of Comfort 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 Comfort 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 Comfort 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:
 To familiarize with the Comfort Systems, its operation and activities, management style and
endeavor to realize 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.

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 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:
 Comfort Systems Annual Report

 Job description for each employee of Comfort Systems, 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.

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 Chapter: 2
organization profile

2.1 Organization Background

Comfort Systems is an ISO 9001:2008 certified New Delhi based proprietary concern, established in
1994 and engaged in the provision of design, engineering, supply, installation, testing and
commissioning services for the execution of contracts in the field of HVAC (Heating, Ventilation and
Air Conditioning).

2.2 WORK PROFILE

Design, Supply, Installation, Testing and Commissioning of HVAC Systems including:

 High-Capacity Water Chillers

 Central Air-conditioning Systems
 Ventilation Systems
 Acoustic systems
 Annual Maintenance Contracts
 Facility Management

Types of industries served include:

 Railways
 Refineries
 Industrial Sites (Switchyards, Power-Plants)
 Hospitals
 Institutions (Educational, Research, Technical – Colleges / Universities)
 Offices and Important Buildings (National Importance)
 Auditoria
 Recreational Halls

2.3 CLIENTS

We have a rich experience of close to 23 years of undertaking works contracts for public sector
departments like Railways, Hospitals, Institutions (Educational, Research and Development, Official),
Government Complexes, Power Plants, Switchyards, and Petrochemical Refineries). Some of our
esteemed clientele include BHEL, NTPC, GAIL, EIL, Indian Railways, DMRC, ICGEB, IUAC, PWD,
CPWD, RITES, Bharat Petroleum, IOCL, GSECL and many others.

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2.4 Organization Vision
Their vision statement is-
“Our vision is to establish Comfort Systems as the ultimate Engineering choice in India.
We want to develop a rich pool of research tools and strategies that will yield the best
possible solutions to engineering problems.

2.5 The Values

1 Customer Focus
2 Reliability
3 Teamwork
4 Respect for individual
5 Quality
6 Responsible Citizenship

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 Chapter: 3
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 possess 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

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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:

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

Training and Development:

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

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 

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

11
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 employee’s 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 Comfort systems

During my internship i was mainly assign in HR department. Comfort Systems always
determine what jobs need to be done, and how many and types of workers will be required.
So, establishing the structure of the 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 Alliance Capital-

1. HR Staffing
2. HR Operations
3. Training & Development

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 4.1.1 HR Staffing:

The staffing process- putting the right people in the right positions at the right times- is one of the most
critical tasks any organization faces. The quality of the work performed can be only as high as the
capabilities of the people performing it.
Three officers are working in HR staffing unit. They perform the following activities-
i. Recruitment
ii. Selection
iii. Leave Management
iv. Personal Profile Management
Recruitment:
Recruitment is the process by which a firm finds its employees, are perhaps the most critical tasks
any organization faces. Without the right people, no firm can function effectively. For a
recruitment program to be successful, managers should
staff to define needs and predict vacancies.
This recruiting may be done by internal or external.
Types of Recruitment:
There are two types of recruitment in this organization. They are:
1. Internal Recruitment
2. External Recruitment.

For Internal Recruitment: The
principal methods are-
 


Job posting


Use of computerized skills inventories


Referrals from other departments

For External Recruitment:
Organizations rely on-
 


Advertisements


Public or private placement agencies


Field recruiting

Including campus recruiting
Point of Recruitment:
There are two level of recruitment.


Entry level

Lateral entry (Recruitment of experienced person)


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

 Entry level:

There are two entry-level post for recruiting fresh graduates and postgraduates. These are:

1. Probationary officer Level
2. Trainee Assistant Officer (TAO) Level



Probationary Officer:
Probationary officers are confirmed as officer after successful completion of one-year probation
period.
For recruiting Probationary Officers advertisement are given in daily newspaper
and web site also. HR team then short lists the resume of the candidates. Only short-listed
candidates are invited for appearing the written exam.
Short-listing criteria are given in the circulars. There are some subjects, which are
preferred for short listing.
These subjects are:


MBA (Major in Accounting, Finance, Marketing, HRM, MIS etc.)


English


Statistics


Economics


Mathematics


CSE

Development studies
 
 Trainee Assistant Officer (TAO) Level:
TAOs are confirmed as assistant officer (AO). TAOs are recruiting from walking CVs. Usually,
one written exam is managed by the management has taken for recruiting TAOs followed by one
 Viva.
 Lateral entry (recruitment of experienced person):

There are recruitments for experienced in asset management, which is called lateral entry.
Length of services, job responsibilities, revolutionary background etc. is taken into
consideration for the lateral entry.

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

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 o Attitudes
o Knowledge
o Personal ability & mental ability
o Physical ability
o Qualification
o Communication skill
o Job knowledge (for lateral entry)

Leave management:
Leave is earned by duty. Leave cannot be claimed as a matter of right, and leave
admissible under the service rule of Alliance Capital Asset Management Ltd may be
granted by the Managing Director or his authorized person, who may refuse leave,
grant leave for a shorter period than applied for, revoke leave of any description and
recall an employee before the expiry of the leave.
One Officer is looking after the leave matter of employees and keeping leave records.
Employees of Alliance Capital Asset Management Ltd are enjoying following kinds
of leaves-

Earned Leave: 20 days in a year as per service rule of COMFORT SYSTEMS.

Casual Leave: 10 days in a year.

Sick Leave: 14 days in a year + conditional additional sick leave allowed by the mgt. as per
service rule of Alliance Capital.

Maternity Leave: 24 weeks for each issue up to two children.

Leave Without
Pay 15 days once during the service life.

Paternity Leave 5 days.

Bereavement 5 days.
Leave

Study Leave: As per the rule of the organization.

16
 Personal Profile Management: They maintain employees’ personal profile with hardcopy
of documents for example: CV, NID, Educational Certificates and other necessary
documents.

4.1.2 HR Operations:
HR operations unit mainly work in the area of short term and long-term benefits of the
employees of Comfort 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.

 Maintain liaison with different AMC, which are under the corporate agreement with
Comfort Systems.

 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.

4.1.3 Training & Development:

Human Resource is the key to success of a service-oriented business organization. The
famous quotes from some renowned business leaders are:
 Take our 20 best people and virtually we become a mediocre company.
o -Bill Gates, Chairman, Microsoft Corporation.

 Take my assets, leave my people and within 5 years I will have it all
back. o -Alfred Sloan, Chairman, General Motors.
The mission of Comfort Systems is to be the premier engineering company in the country
providing high quality products and services backed by latest technology and a team of
highly motivated personnel to deliver Excellence in investment banking & Asset
Management Company.

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 Steps of training program
A typical training program can be classified into 5 steps
1 Need Analysis
2 Instruction Design
3 Validation
4 Implementation
5 Evaluation and Follow-up

1. Need Analysis:

Identify the specific
 job performance skills needed to improve performance and
 productivity.

Analyze the skills and needs of the prospective
 trainees and to develop specific
 measurable knowledge to perform their job.

To ensure that the program
 will be suited to the trainee’s specific levels of education,
 experience and skills.

Use studyreport to develop specific measurable knowledge and performance
 objective
 Technique to identify Training Needs:

Task analysis and performance analysis are two main techniques for identifying
training needs.

 Task analysis:
The first step in training is to determine what training, if any, is required. The main task in
assessing the training needs of new employees is to determine what the job entails and break
it down into subtasks, each of which is then taught to the new employee.
So, task analysis is a detailed study of a job to identify skills required so that an appropriate
training program may be instituted.
Task Analysis form contains six types of information-

 Task list

 How often performed

 Quantity, Quality Standards

 Performance Conditions

 Skills Required

 Where best learned
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 Performance Analysis:
Verifying that there is a performance deficiency and determining whether that deficiency
should be rectified through training or some other means (such as transferring the
employee).

2. Instructional Design:
Gather instructional objectives, methods, media, description of and sequence of content,
examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and participant’s workbooks,
complement each other are written clearly and blend into unified training geared directly to
the stated learning objectives.
Carefully and professionally handle all program elements-whether reproduced on paper,
film or tape to guarantee and effectiveness.
3. Validation:
Introduce and validate the training program before it presented to the trainee.
4. Implementation:
When applicable boost success of training workshop focuses on presentation
knowledge and skills in addition to training content.
5. Evaluation and Follow-Up:
Asses program success-according to-
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.

19
 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-


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: Alliance Capital do not provide off the job training.

20
 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 Comfort Systems
has at the present time.
Recruitment: Their recruitment and selection policy are very strong. Comfort Systems
recruits talented candidates from the market through proper testing- written and interview.
Work environment: During my training 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.
Transparency: For clear communication to the employees of the HR Practice in Comfort
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 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.
Accountable Corporate Governance is very important for the Comfort Systems:
Good Corporate Governance is an issue of vital importance to the Board and Management
of Comfort Systems. The Board of Directors, as the head level of authority, is responsible
and accountable for the overall direction and is ultimate answerable to regulatory authorities
and shareholders for the activities, strategies and performance of the company.
The board now has 9 members, which also includes 2 independent directors. Comfort
Systems has a formal schedule of matters especially reserved for its decision including
corporate strategy, approval of budgets and balance sheet, annual financial results, Director
Appointment, proposal for dividend, approval of major corporate transactions and credit
proposals beyond the delegated business power of the management.

21
Training and development system of Alliance Capital is a prime reason of their
success:
Comfort Systems gives regular training to the officer of both middle and lower levels.
Again, if there is any strategy or technology change, there will be special training program
arranged based on individual needs. They arrange special training on their software also
which they use in the office to operate their system, which eventually becomes beneficial
not only for the employee but also for the organization, because if they do not know the
exact procedure of carrying out work in their system then that might affect them both the
employee end into making mistake, and as a result the reputation of the organization also
might get hampered.

WEAKNESS:

Though Comfort Systems is a company that has many strengths but it also has some
weakness. The followings are few of the most common weakness that Alliance Capital 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
Lack of Job Analysis:
It is the important part of HR practice in an organization but not implanted in Comfort
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 opportunity 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
Alliance Capital in order for it to become more aggressive:

22
Recruitment:
Most recruitment in here is through internal recruitment, they can spread the pool of entry
level employees through campus recruitment.

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 Alliance
Capital Asset Management Ltd in order to threaten its existence.

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.

23
 Chapter: 6

finDings anD reCommenDations

Findings of the study:
 Compensation and Benefits: Compensation basically consists of direct and indirect
compensation and Comfort Systems is very much concerned about both these types of
compensation. They offer attractive package that is in per with current market practice in
similar sector. They also offer bonuses and yearly incremental. For long term benefits,
Comfort Systems has provision of Gratuity, Provident Fund. They also have leave
planning for employees consisting of different kind of leaves according to employee
needs.

 Performance Evaluation: The evaluation of employee’s performance of Comfort
Systems is not properly done by the HR division.

 Officers of the organization are competent even though many of them simply know the
working procedure of what they are doing but don’t know the philosophy behind doing
those.

 Service quality of Comfort Systems is commendable. It is very important for every
organization serve its customers so that it creates 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 products of the company to peers, friends,
relatives, etc. This organization is really good at its service quality.


Recommendations:
 The organization should practice proper Comfort Systems guideline. The purpose of
Human Resource Management is to improve the productive contribution of people.

 To get effective and efficient employee, the organization should arrange proper training
and development programs.

 The entire HR department should be well informed regarding the employment personal.

 The organization should provide well direct compensation as well as direct to its staffs.

 The management should have job evaluated salary structure, which is most competitive
than other organizations in the country.


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  To evaluate employee’s performance; the management should follow promotion policy
properly.

 In order to get competitive advantage and to deliver quality service, top management
should try to modify the services.

 Periodical performance appraisal and giving recognition and rewards to the qualified
employees to keep motivating them.

 Proper training needed for ensuring efficient performance of the employees.

 Comfort Systems should hire specialist for each individual sector.

 The management should create customers database and continuously informing the
investors about the available facilities or opportunities which will work to achieve twin
goal at a time; one is direct marketing and another is large pool of customers database.

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 ConClusion

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on organizations
overall performance. If an organization wants to gain full benefit from human resource
management it should follow all the sections of HRM. As a small company few persons are
recruited for its operations and performances. But it will expand soon or later and then the
number of HR employee may not be enough to run the company.

Committed and trustworthy employees are the most significant factors to becoming an
employer of choice, it is no surprise that companies and organizations face significant
challenges in developing energized and engaged workforces. However, there is abundance
of research to demonstrate that increased employee commitment and trust in leadership can
positively impact the company’s bottom line. In fact, the true potential of an organization
can only be realized when the productivity level of all individuals and teams are fully
aligned, committed and energized to successfully accomplish the goals of the organization.
Thus, the objective of every company should be to improve the desire of employees to stay
in the relationship they have with the company.

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 referenCe

www.wikipedia.com
Comfort Systems – HVAC Systems Solution Providers
http://www.comfortsystems.co.in/

Books:

Human Resource Management: Fisher, Schoenfeldt, Shaw 6th Ed