Internship report on Human Resource Management Practices of

Radiant Data Systems Limited

Internship report on Human Resource Management Practices of
Radiant Data Systems Limited

Supervised by

Md. Awal Al Kabir

Associate Professor
Department of Management Studies
Jahangirnagar University

Prepared by

Md. Anik Rahman

ID 20223143
Batch: 34th
Human Resource Management
Department of Management Studies

Submission Date
25th May 2024
Internship report on Human Resource Management Practices of Radiant Data Systems Limited i

Letter of Transmittal

Date: 25th May 2024

Md. Awal Al Kabir

Associate Professor

Department of Management Studies

Jahangirnagar University (JU)

Subject: Submission of Internship Report on Human Resource Management

Practices of Radiant Data Systems Limited

Dear Sir,

With all due respect and humble submission, let me express my gratitude for providing
me with the opportunity to write an internship report on Human Resource Management
Practices of Radiant Data Systems Limited. I have written a study outlining the various
HR sector practices and analyzing them from a corporate, financial, and prospective
standpoint. I have made every effort to ensure the report is flawless and to obtain
pertinent data in order to provide a comprehensive report. I could not have prepared the
report without your appropriate direction.

Thus, I'm hoping that this report on "Human Resource Management Practices of Radiant
Data Systems limited" would have the information that's needed. I will be available at
any time convenient for further clarification on the report.

Sincerely yours,

..................................

Md.Anik Rahman

ID No.: 20223143
Internship report on Human Resource Management Practices of Radiant Data Systems Limited ii

Student's Declaration

I, Md.Anik Rahman, a 34th Batch, ID No: 20223143 Executive Master of Business

Administration (EMBA) student at the Department of Human Resource Management of
Jahangirnagar University, has written this internship report entitled "Human Resource
Management Practice of Radiant Data Systems Limited." I confirm that all the work is
my original contribution and I have provided references where necessary.

_______________

Md. Anik Rahman

ID: 20223143

Batch: 34

Human Resource Management (EMBA)

Faculty of Business Studies (JU)

Internship report on Human Resource Management Practices of Radiant Data Systems Limited iii

Letter of Authorization

This is a token of thanks to confirm that the internship report title “Human Resource
Management practices of Radiant Data Systems Limited, generated by Md. Anik
Rahman, ID No. 20223143 Batch 34th. Under my direction, he prepared this report. He
had attempted to meet all the requirements of an appropriate report. I'm hoping that this
internship program will be beneficial to him m the long term.

I wish him prosperity and good fortune in all aspects of his life.

Md. Awal Al Kabir

Associate Professor
Department of Management Studies
Jahangirnagar University
Internship report on Human Resource Management Practices of Radiant Data Systems Limited iv

Acknowledgment

At the outset of this report, I extend my heartfelt respect and offer sincere praise
to our almighty Allah, whose unwavering guidance and benevolence have graciously
enabled me to bring this endeavor to its successful culmination. In recognizing the divine
wisdom that permeates all aspects of our existence, I am profoundly grateful for the
sustenance and inspiration that Allah has bestowed upon me throughout this journey.

I would like to sincerely express my heartfelt gratitude to my esteemed academic

instructor, Md. Awal Al Kabir, Associate Professor in the Department of
Management Studies at Jahangirnagar University. His unwavering support,
invaluable guidance, and constructive supervision have played an instrumental role in
shaping the trajectory of this report. His encouragement and unwavering support have
not only propelled me to overcome challenges but have also instilled in me a sense of
confidence and purpose.

With sincere appreciation, I acknowledge Md. Hamidur Rahman, Manager HR

Department, instrumental role and the invaluable contributions of the HR Department at
Radiant Data Systems Limited. Their collective support has undoubtedly enhanced the
depth and value of this report, and I am truly honored to have had the opportunity to learn
from their practical experiences.

I would like to acknowledge that the authors' contributions extend beyond the
words on the pages; they have acted as intellectual mentors, guided my inquiries and
fueled my curiosity. To my parents, friends, and well-wishers.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited v

Executive Summary

This internship report delves into the Human Resource Management (HRM)
practices at Radiant Data Systems Limited. It explores the various activities undertaken
by HR managers that impact the organization's workforce. The report relies on secondary
data sourced from journals and the company's official website. The study specifically
focuses on employees at the Head Office of Radiant Data Systems Limited. The report
highlights the company's strong HRM department and practices, with a particular
emphasis on employee safety, health programs, and effective communication strategies. It
also provides an introduction section covering background information, objectives, scope,
methodology, limitations, and the organization of the report. The literature review section
delves into fundamental HRM concepts such as recruitment, selection, human resource
planning, compensation, training, development, and employee management systems. This
section lays the groundwork for analyzing HRM practices at Radiant Data Systems
Limited. The company overview chapter provides a comprehensive look at the
organization, including its objectives, management structure, capital composition,
business turnover, products, and services. This chapter sets the context for understanding
the company's operational environment. The section on practicing aspects of the topic at
Radiant Data Systems Limited focuses on practical aspects such as recruitment processes,
selection procedures, orientation methods, appraisal systems, training, development,
compensation management. This hands-on perspective offers insights into HRM practices
at the company. The analysis of findings and discussion section critically examines
business challenges faced by Radiant Data Systems Limited, offering key discoveries and
insights from the internship experience. The recommendations and conclusion chapter
provides practical suggestions for enhancing HRM practices at the company,
summarizing key findings and emphasizing the report's contribution to academic and
professional development.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited vi

Table of Contents
Letter of Transmittal.............................................................................................................i
Student's Declaration...........................................................................................................ii
Letter of Authorization.......................................................................................................iii
Acknowledgment................................................................................................................iv
Executive Summary.............................................................................................................v
List of Figures.....................................................................................................................ix
Chapter One - Introduction..................................................................................................1
1.1 Introduction................................................................................................................2
1.2 Background of the Study...........................................................................................2
1.3 Research Objectives...................................................................................................3
1.4 Scope of study............................................................................................................3
1.5 Methodology of study................................................................................................3
1.5.1 Data Collection Procedure..................................................................................4
1.6 Study Limitations.......................................................................................................4
1.7 Organization of the Internship Report.......................................................................4
Chapter Two-Organization Overview..................................................................................6
2.1 Overview of Radiant Data Systems Limited.............................................................7
2.2 Location.....................................................................................................................7
2.3 Mission of Radiant Data Systems Limited................................................................8
2.4 Vision of Radiant Data Systems Limited...................................................................8
2.5 Objective of Radiant Data Systems Limited.............................................................8
2.6 Clients/Buyers............................................................................................................8
2.7 Organizational Structure............................................................................................9
Chapter Three - Literature Review....................................................................................10
3.1 Human Resource Management................................................................................11
3.1.1 Roles within human resource management......................................................11
3.1.2 The responsibilities of human resource management.......................................12
3.1.3 Basic Function of Human resource Management.............................................13
3.1.4 Processes in Human resource Management.....................................................16
3.2 Recruitment and Selection.......................................................................................17
Internship report on Human Resource Management Practices of Radiant Data Systems Limited vii

3.2.1 Steps in the Recruitment and Selection Process:..............................................17

3.3 Training and development.......................................................................................22
3.3.1 Types of training and development...................................................................22
3.3.2 Methods of Training & Development...............................................................23
3.4 Compensation & Benefit.........................................................................................25
3.4.1 Objective...........................................................................................................25
3.4.2 Types of Compensation....................................................................................26
3.5 Performance Appraisal.............................................................................................29
3.5.1 Types of Performance Evaluations:..................................................................30
3.5.2 Methods of Performance appraisal...................................................................30
Chapter Four - Practicing aspect of Radiant Data Systems Limited.................................33
4.1 Human resource Planning........................................................................................34
4.1.1 Process of Human Resource Planning..............................................................34
4.1.2 The responsibilities of human resource management.......................................35
4.2 Recruitment & Selection..........................................................................................37
4.2.1 Process of recruitment & selection of Radiant Data Systems Limited.............37
4.3 Training & Development.........................................................................................40
4.3.1 Types of Training & Development...................................................................40
4.3.2 Training and development methods of Radiant Data Systems Limited:..........41
4.3.3. Training module of Radiant Data System Limited..........................................43
4.4 Compensation & Benefit.........................................................................................44
4.4.1 Direct Compensation........................................................................................44
4.4.2 Indirect Compensation......................................................................................48
4.5 Performance Appraisal.............................................................................................49
4.5.1 Types of performance appraisal........................................................................49
4.5.2 methods of Performance Appraisal...................................................................51
4.5.3 Format of Performance appraisal......................................................................53
Chapter Five - Findings & Discussion...............................................................................54
5.1 Findings...................................................................................................................55
5.2 Discussion................................................................................................................56
Chapter Six - Conclusion & Recommendation.................................................................57
Internship report on Human Resource Management Practices of Radiant Data Systems Limited viii

6.1 Conclusion...............................................................................................................58
6.2 Recommendations....................................................................................................59
Reference...........................................................................................................................60
Internship report on Human Resource Management Practices of Radiant Data Systems Limited ix

List of Figures

Figure No. Title Page No.

2.7.1 Organizational Structure 9
4.2.1 Recruitment advertising 37
4.2.2 Preliminary question 39
4.3.1 Training model of Radiant Data System Limited 43
4.4.1 Pay Slip 44
4.5.1 Grading & Rating Errors 49
4.5.2 Format of Performance appraisal 53
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 1

Chapter One - Introduction

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 2

1.1 Introduction

In today's corporate landscape, the HR department plays a crucial role across all
organizational functions. Unlike machines, it's the human resources within an
organization that drive its operations. Preserving these human resources is vital for
sustained business success. The responsibility of the HR officer is to ensure the accuracy
and fairness of the HRM system while effectively managing other organizational aspects.

This study assesses the HR management practices at Radiant Data Systems

Limited, a subsidiary of Radiant Group. During my time at Radiant Data Systems
Limited, I gained practical experience in various areas of human resource management.
This report aims to provide an overview of my internship experience, detailing the tasks
and responsibilities assigned to me, the skills and knowledge I acquired, and the
challenges I faced. I strived to connect theoretical HR concepts with real-world examples
from my internship, showcasing my understanding of key HRM functions such as
recruitment, selection, compensation and benefits, as well as training and development.
The goal was to comprehensively cover the essential aspects of HRM.

1.2 Background of the Study

The internship focuses on examining and evaluating the Human Resource

Management (HRM) practices established at Radiant Data Systems Limited. The study
encompasses various aspects of HRM within the IT sector, specifically focusing on
recruitment & selection, training & development, performance evaluation, and
compensation. By scrutinizing these practices at Radiant Data Systems Limited, the
objective is to gain a deeper understanding of HRM's impact on the organization's
success and employee satisfaction in an IT sector.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 3

1.3 Research Objectives

Broad objective:

This internship seeks to understand and assess Radiant Data Systems Limited's
Human Resource Planning, Recruitment & Selection, Training & Development,
Compensation & Benefits strategies.

Specific objective:

1. To evaluate the Human Resource Planning practices employed at Radiant Data

Systems Limited.

2. To identify the Recruitment and Selection procedures practiced at Radiant Data

Systems Limited.

3. To assess the Training and Development programs implemented by Radiant Data

Systems Limited.

4. To examine the role of performance appraisal in the context of HRM Practices at

Radiant Data Systems Limited.

5. To analyze the Compensation & Benefits structure at Radiant Data Systems Limited.

1.4 Scope of study

The study's scope is restricted to the human resource (HR) protocols within
Radiant Data Systems Limited. These protocols encompass areas such as Human
resource planning, recruitment & Selection, performance appraisal, training &
development, Compensation. The investigation aims to shed light on how these protocols
contribute to the company's organizational structure and employee well-being.

1.5 Methodology of study

The methodology employed in this internship report is structured to ensure a

thorough investigation into the Human Resource Management Practices of Radiant Data
Systems Limited. The report's framework incorporates a blended approach, incorporating
quantitative research methods to provide a comprehensive grasp of the subject matter.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 4

1.5.1 Data Collection Procedure

Secondary Sources of Data

 Radiant Data Systems Limited’s Handbook

 Articles
 Human Resource Management textbook by Gary Dessler (16th Edition)

1.6 Study Limitations

While the authorities were quite accommodating, they provided insufficient time for
me to grasp the subject comprehensively. With limited time and expertise, completing
this course report has been challenging. Consequently, I could only delve into a few key
topics due to time constraints, potentially affecting both the reporting process and the
applicability of the findings. Additionally, I encountered several standard limitations
during my reporting:

 Insufficient experience in human resource management practices.

 Difficulty in communicating with personnel within the organization.
 Due to restricted access to specific tools and resources, the ability to conduct
thorough research and analysis was limited.
 Certain data was unavailable because of official constraints, and some
confidential information remained inaccessible.

1.7 Organization of the Internship Report

Chapter 1 of my internship report introduces the internship's objectives, discusses

the importance of studying HRM practices at Radiant Data Systems Limited, and outlines
the report's structure. Chapter 2 provides a comprehensive review of human resource
practices, covering areas such as human resource planning, training and development,
performance appraisal, recruitment and selection, and compensation theories alongside
best practices. Chapter 3 offers an overview of Radiant Data Systems Limited, including
its history, organizational structure, mission, vision, and core values. Moving to Chapter
4, the focus shifts to the practical aspects of Radiant Data Systems Limited, detailing its
human resource planning, recruitment and selection processes, training and development
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 5

initiatives, performance appraisal methods, and compensation practices. Chapter 5

presents the internship's findings and discussions, analyzing strengths, weaknesses, and
challenges observed in Radiant Data Systems Limited's HRM practices. Finally, Chapter
6 concludes the report by summarizing key findings and providing recommendations for
improvement.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 6

Chapter Two-Organization Overview

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 7

2.1 Overview of Radiant Data Systems Limited

Radiant Data Systems traces its origins back to an unexpected encounter during a
bus ride in New Orleans in 1995. This encounter sparked the founding of Radiant Data
Systems in 2004, alongside its US counterpart, Radiant Healthcare. Our company, rooted
in innovation, collaboration, and a strong dedication to the healthcare sector, merges
technology with a clear purpose. Becoming part of our team means contributing to a
global mission that makes a significant impact, with opportunities for professional
development and engaging in meaningful work that revolutionizes healthcare.

At Radiant Data Systems, our team's strength lies in its profound expertise in
healthcare technology. Composed of experienced professionals from various
backgrounds, our team brings decades of experience in specialized healthcare operational
solutions. We have specialists in data security, compliance, software development, and
system integration, all committed to delivering exceptional results.

Our focus is on providing comprehensive healthcare solutions, including Business

Process Outsourcing, Software Development, and EMR System Integration. We ensure
smooth connectivity across different medical platforms, streamlining operations for
healthcare providers of all scales.

2.2 Location

Bangladesh-Office:

Radiant Data Systems Ltd BDBL (11th Floor) 12, Kawran Bazar, Dhaka-1215.

Phone:+8801330-393399

USA based Office:

4870 Sadler Road, Suite 300, Glen Allen, Virginia, 23060, USA
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 8

2.3 Mission of Radiant Data Systems Limited

 Establish enduring partnerships with both partners and employees.

 Foster a safe, welcoming work environment akin to a family.
 Encourage, train, and nurture employees for growth.
 Pursue continuous enhancement of company performance through the adoption of
new systems, methods, and technologies.

2.4 Vision of Radiant Data Systems Limited

At Radiant Data Systems, we transcend the traditional boundaries of business

process outsourcing. We are pioneers and trendsetters within the medical sector, offering
vital services crucial to modern healthcare. Our dedication to excellence in Software
Development, Medical Billing, Medical Coding, and EMR System Integration
distinguishes us as industry leaders.

2.5 Objective of Radiant Data Systems Limited

At Radiant Data Systems, we have established a smooth connection between East

and West through our operations in Bangladesh and Richmond, Virginia, USA. Our
global presence strategically merges cost-effectiveness with a deep understanding of
various business landscapes.

We go beyond mere recruitment by prioritizing the development of our

workforce, offering competitive salaries, thorough training, and a supportive environment
focused on growth and respect. This approach cultivates a committed team that constantly
pushes boundaries, resulting in remarkably low turnover rates and consistently
exceptional performance.

2.6 Clients/Buyers

 AMN Health Care

 American Health Care
 Medifis
 Shiftwise
 Fieldglass
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 9

2.7 Organizational Structure

Fig 2.7.1 Organizational Structure

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 10

Chapter Three - Literature Review

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 11

3.1 Human Resource Management

Human resource management entails developing personnel policies and protocols

that align with business goals and strategic initiatives. At its core, this involves
cultivating a work environment that embodies fundamental principles and encourages
employees to maximize their productivity. Human Resource Planning (HRP) is a
strategic process that involves evaluating an organization's current human resources,
forecasting future workforce needs, and devising plans to meet those needs. It aligns with
organizational goals and aids in the efficient utilization of human capital. HRP considers
factors like workforce demographics, skills inventory, technological advancements, and
business expansion strategies. Its goal is to ensure that the appropriate individuals are in
the correct roles at the right time to accomplish organizational objectives. Effective HRP
entails collaboration between HR professionals and key stakeholders to anticipate talent
needs, address skill gaps, and align HR strategies with overall business strategies. Green
(2007) underscores HRP's vital role in organizational success by facilitating talent
acquisition, development, and retention strategies. Additionally, Armstrong (2012)
provides insights into strategic HR planning and its impact on organizational
performance.

3.1.1 Roles within human resource management

The specific functions within HR management can vary based on industry,

company size, and employee demographics. However, in most cases, the primary goals
include talent acquisition, talent development, and enhancing communication and
collaboration among team members. Additional important functions within human
resource management encompass:

Job analysis: Analyzing job roles to determine the necessary skills and qualifications
aids in effective hiring processes, appropriate compensation decisions, and the
development of training programs.

Workforce management: Establishing health and safety protocols, addressing employee

concerns, collaborating with labor unions, etc., contributes to maintaining regulatory
compliance and fostering a positive work environment.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 12

Performance evaluation: Assessing employee performance not only supports individual

growth through feedback but also guides decisions related to salary increases,
promotions, and disciplinary actions.

Incentive initiatives: Recognizing outstanding achievements and offering rewards such

as bonuses and benefits serves as a motivator for employees to actively contribute
towards achieving organizational goals.

Career development: From onboarding new hires to providing ongoing educational

opportunities, employee training initiatives are crucial for enhancing productivity,
reducing turnover rates, and minimizing the need for extensive supervision.

3.1.2 The responsibilities of human resource management

Human resource management encompasses a range of crucial responsibilities

aimed at enhancing workplace efficiency and fostering positive employer-employee
relationships. These responsibilities include:

1. Recruitment and Staffing: This involves determining staffing needs, sourcing and
evaluating candidates, and managing the selection and negotiation processes.

2. Policy Development: HR professionals collaborate with executives and managers to

develop and communicate workplace policies, covering areas such as vacations, dress
codes, and disciplinary procedures.

3. Compensation and Benefits Administration: Ensuring that compensation packages

are competitive and in line with industry standards, taking into account factors like
tenure, experience, and skills.

4. Talent Retention: Addressing factors beyond compensation that contribute to

employee satisfaction and retention, such as workplace culture, environment, and
relationships within the organization.

5. Training and Development: Implementing training programs to enhance employee

skills and productivity, including activities like team-building, ethics education, and job-
specific training.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 13

6. Regulatory Compliance: Staying abreast of evolving labor laws and regulations

related to discrimination, healthcare, wages, and hours, and ensuring organizational
compliance.

7. Safety and Security: Implementing measures to maintain physical and data security,
meeting standards set by federal, state, and union regulations to minimize risks like
workplace injuries and data breaches.

3.1.3 Basic Function of Human resource Management

1. Job Analysis: Job analysis is the process of gathering and evaluating crucial
information about a job. This analysis involves making assessments based on collected
data regarding a job's nature, responsibilities, and required qualifications. Job analysis
encompasses both Job Description, which outlines the job's content in written form, and
Job Specification, which details the necessary skills, knowledge, and attitudes for the job
holder.

Specific steps involved in job analysis include:

 Analyzing the job's alignment with organizational strategies and vision.

 Identifying the uses of job analysis such as in recruitment, compensation, training,
etc.
 Selecting which jobs to analyze.
 Collecting job data through observation, interviews, and questionnaires.
 Creating a Job Description documenting the job's responsibilities.
 Drafting Job Specifications outlining the required skills and qualifications.
 Regularly reviewing and updating this information, ideally every three years, to
ensure its accuracy and relevance.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 14

2. Human Resources Planning: Human resources planning is the process of determining

an organization's manpower needs in alignment with its strategic objectives. It involves
forecasting future manpower requirements and creating plans to meet these needs
effectively. This planning ensures a well-defined workforce strategy that supports
organizational goals.

Key aspects of human resources planning include:

 Clearly defined objectives for HR planning.

 Identifying the organization's human resource needs.
 Planning for workforce requirements in advance.
 Establishing a conducive work environment.
 Serving as the foundational step for successful strategic initiatives by providing a
roadmap for action plans.
 Beginning with data collection, objective setting, and making informed decisions
to achieve organizational goals.
 Addressing questions about employee numbers, skills and knowledge, resource
utilization, and motivational strategies.

3. Planning: One key responsibility of a manager involves devising strategies to achieve

the company's objectives. This encompasses distributing human resources, assigning
tasks, and establishing feasible timelines and standards. Effective planning requires
continuous monitoring of team progress to make adjustments as needed while keeping
sight of the company's overarching goals. Planning primarily involves independent
decision-making on task delegation, prioritization, and scheduling. However, effective
communication also plays a vital role. Managers engage in planning when collaborating
with company leadership to discuss goals and when conveying project specifics to their
teams, ensuring timely achievement of individual objectives.

4. Organizing: In addition to planning, a manager's organizational skills are crucial for

ensuring smooth operations within a company or department. This includes establishing
internal processes, identifying suitable teams for tasks, and maintaining order during
daily activities. Organizational proficiency extends beyond task delegation and resource
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 15

provision. Managers must adapt organizational structures to address new challenges,

whether by adjusting project timelines or reallocating responsibilities. They may also
reconfigure team roles in response to company expansion.

5. Leading: Managers should demonstrate confidence in directing daily tasks and

navigating periods of change or difficulty. This involves providing clear direction,
communicating changes effectively, and exemplifying leadership qualities. Leadership
encompasses various aspects, such as recognizing and motivating employees, resolving
conflicts impartially, and fostering a supportive work environment. Managers often
exhibit leadership qualities in day-to-day interactions by offering encouragement and
support.

6. Controlling: To ensure organizational success, managers must regularly assess

employee performance, work quality, and project efficiency. Control in management
involves monitoring progress toward business objectives and implementing necessary
adjustments. Quality control is integral to ensuring business goals are met effectively.
Managers must be prepared to make changes when necessary to steer the company
toward success.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 16

3.1.4 Processes in Human resource Management

1. Human resource planning: Human Resource Planning encompasses more than just
people forecasting; it also involves Evaluation, Promotion, and Layoff processes.
Recruitment focuses on attracting applicants who meet specific job criteria, while
Selection aims to shortlist candidates with the closest match in qualifications, expertise,
and potential. Hiring involves choosing the final candidate for the job. Training and
Development focus on upgrading an employee's skills and abilities.

2. Employee Remuneration and Benefits Administration: Employee Remuneration

and Benefits Administration involve determining salaries, wages, incentives, fringe
benefits, and perquisites. Money plays a crucial role in motivating employees, as they
seek raises, better salaries, and bonuses.

3. Performance Management: Performance Management helps organizations train,

motivate, and reward workers, ensuring efficient goal achievement. It encompasses
employees, departments, products, services, or customer processes to add value.
Automated Performance Management Systems (PMS) assist managers in evaluating
employee performance and identifying training needs.

4. Employee Relations: Employee Relations address challenges like retention, especially

in competitive industries. Factors affecting retention include Labor Law and Relations,
Working Environment, Health and Safety, Conflict Management, Quality of Work Life,
Workers Compensation, Wellness Programs, and Occupational Stress Counseling. These
factors, along with fair compensation, contribute significantly to employee retention.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 17

3.2 Recruitment and Selection

Recruitment & Selection is a foundational HR function aimed at enticing,

evaluating, and hiring suitable candidates for organizational positions. Recruitment
involves sourcing candidates through diverse channels such as job boards, social media,
referrals, and recruitment agencies, encompassing activities like job posting, candidate
screening, and initial interviews. Selection focuses on assessing candidates'
qualifications, skills, and cultural fit through assessments, interviews, and reference
checks. Effective recruitment strategies target diverse talent pools, promote employer
branding, and ensure a positive candidate experience. Structured selection processes
include defining job requirements, employing valid assessment methods, and making
data-driven hiring decisions. Barber (1998) emphasizes the importance of aligning
recruitment practices with organizational values and business needs to attract and retain
high-performing employees. Moreover, Gatewood et al. (2019) discuss modern
recruitment techniques and their impact on talent acquisition strategies.

3.2.1 Steps in the Recruitment and Selection Process:

1. Job Analysis and Creation of Job Descriptions

Job analysis and job design are foundational and integral stages in the recruitment
and selection process. Job analysis entails scrutinizing job responsibilities, duties, and
prerequisites to ascertain the necessary skills and knowledge for effective job
performance. This information is utilized to craft comprehensive job descriptions—a
written delineation of the position's core responsibilities, prerequisites, and anticipated
contributions.

Job descriptions serve as crucial aids for organizations during recruitment and
selection, offering a clear depiction of the role and its demands. They aid in attracting and
evaluating potential candidates, ensuring they meet the requisite qualifications.
Moreover, job descriptions play a pivotal role in establishing performance benchmarks
and evaluating employee performance post-hiring.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 18

2. Advertising vacancies

Advertising job openings is a crucial step after developing detailed job

descriptions. It involves promoting these vacancies to potential candidates in order to
attract a diverse pool of qualified applicants. Organizations employ various methods like
job boards, print media, professional networks, and social media to reach the appropriate
audience and generate interest in the position. However, before advertising, it's vital to
have a clear understanding of the job requirements, responsibilities, and expectations.

Here are some foolproof tips for advertising vacancies:

Select the Right Advertising Channel: Determine where to post the job ad based on
your target audience and the nature of the position. For instance, technical roles may be
best suited for professional networking sites, while customer service positions might fare
well on job boards or in local newspapers.

Craft a Compelling Job Ad: Include essential details like job title, location, salary, and a
brief overview of responsibilities. Highlight key requirements and qualifications.

Utilize Relevant Keywords: Incorporate keywords related to the job to enhance

visibility in online searches and align with candidate skills and experience.

Create an Attention-Grabbing Title: Design a title that accurately represents the job
while being catchy and enticing to potential applicants.

Incorporate a Strong Call-to-Action: Encourage candidates to apply by including a

clear call-to-action, such as "Apply Now" or "Submit Your Resume."

Set a Closing Date: Specify the deadline for applications and adhere to it strictly.

Review and Revise: Before publishing, thoroughly review the job ad and make any
necessary adjustments.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 19

3. Screening Applicants

The third stage of the hiring and selection process involves evaluating applicants
to ensure they possess the necessary skills, experience, and qualifications for the job. This
step is crucial as it ensures that only top-tier candidates progress to the interview stage.

The screening process typically includes the following steps:

Reviewing resumes and applications: This initial step involves examining candidates'
resumes and applications to evaluate their qualifications and experience. It also entails
checking for any errors or inconsistencies and verifying their educational and
professional background. Modern tools like Online Resume Management Software
facilitate this process by swiftly parsing through numerous resumes and identifying key
candidate information.

Conducting phone screenings: Following the resume review, candidates undergo phone
screenings to delve deeper into their qualifications and assess their communication
abilities.

Arranging initial interviews: Qualified candidates proceed to either in-person or video

interviews, during which they are asked more detailed questions regarding their
experience, skills, and suitability for the role.

Conducting reference and background checks: Before finalizing a decision, it's

imperative to conduct thorough reference checks and background screenings to validate a
candidate's work history and ensure no red flags, such as criminal records, exist.

Final interviews: The last stage involves a final interview, either in person or via video,
allowing candidates to inquire about the company and position while further discussing
their qualifications and alignment with the job requirements.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 20

4. Making Hiring Decisions as an HR

As an HR professional, the process of making hiring decisions holds immense

significance within the recruitment and selection journey, shaping the ultimate choice of
candidates for job offers. Here's a breakdown of the steps typically involved:

Application Review: Carefully examine the applications and resumes of candidates who
have advanced to the interview stage. Take note of their relevant educational background,
experience, and skill sets.

Cultural Fit Evaluation: Assess how well candidates align with the company's culture,
values, and work atmosphere. Consider their potential integration within the existing
team and their ability to collaborate effectively with colleagues.

Qualifications Assessment: Scrutinize candidates' qualifications and professional

experience to gauge their suitability for the role. Evaluate their educational credentials,
certifications, and pertinent work history.

Interview Feedback Consideration: Take into account feedback from interviewers

regarding candidates' performance during interviews. Evaluate their communication
proficiency and ability to provide insightful responses.

Reference Check: Utilize feedback from candidates' references to gain insights into their
work ethic, competencies, and past experiences.

Decision Making: Based on comprehensive information gathered throughout the

recruitment process, finalize the selection of the candidate. Factor in qualifications, skills,
and cultural alignment when making the decision.

Decision Communication: Notify the selected candidate about the decision and update
other applicants regarding the outcome of the selection process.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 21

5. Onboarding the New Employees

Onboarding new employees is a crucial aspect of the recruitment process as it directly

impacts employee retention and dedication. According to research from the Aberdeen
Group, companies that implement an onboarding program experience a 54% higher
success rate in retaining new hires compared to those without such a program. Moreover,
a well-structured onboarding process leads to higher employee engagement and
productivity.

Key elements of an effective onboarding process include:

Team introduction: new hires are introduced to their team members and given a tour of
the workplace to acquaint them with the surroundings.

Company policy and procedure review: This involves going over the company's code
of conduct, safety protocols, and operational procedures.

Job-specific orientation and training: new employees receive tailored training and
orientation to understand their job roles and duties better.

Equipment and technology setup: Necessary tools and technology are provided to new
hires to enable them to perform their tasks efficiently.

Benefits and perks overview: new employees are briefed on the company's benefits
package, including healthcare benefits, retirement plans, and vacation policies.

Performance expectations: Clear performance goals and expectations are outlined for
new employees, and they are encouraged to discuss any queries or concerns they may
have.

Ongoing support and feedback: Onboarding is an ongoing process, and new hires
receive continuous support and feedback to help them thrive in their roles.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 22

6. Post-hire Evaluation

Assessing employees after they've been hired is a crucial step in the recruitment process,
enabling companies to gauge the effectiveness of their hiring decisions. The primary aim
of post-hire evaluations is to ascertain whether new employees are meeting the
expectations outlined during recruitment and contributing to the organization's objectives.
Typically conducted a few months into employment, these evaluations encompass
performance assessments, goal setting, progress monitoring, feedback collection, and
coaching, involving both the employee's manager and the HR department.

3.3 Training and development

Training & Development initiatives aim to enhance employees' skills, knowledge,

and competencies, thereby improving job performance and contributing to organizational
growth. Training programs can be formal (e.g., workshops, seminars, online courses) or
informal (e.g., on-the-job training, mentoring, coaching), while development activities
focus on long-term skill enhancement, career progression, and succession planning.
Effective training and development strategies align with organizational goals, address
skill gaps identified through performance evaluations or HRP, and promote a culture of
continuous learning. Noe (2017) underscores training's role in enhancing employee
engagement, job satisfaction, and overall organizational effectiveness. Additionally,
Goldstein and Ford (2002) provide insights into designing effective training programs
and their impact on employee performance and organizational outcomes.

3.3.1 Types of training and development

Different types of training and development programs can be established either

independently or through a learning management system, with the aim of fostering
employees' long-term professional growth. Common training approaches include
orientations, traditional classroom sessions, case studies, role-playing, simulations,
computer-based training, and e-learning platforms.

Often known as Human Resource Development (HRD), the majority of employee

training and development initiatives are overseen by an organization's HRD function.
These efforts typically fall into two main categories:
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 23

1. Employee Training and Development:

This involves implementing internal educational programs strategically to enhance

business outcomes, improve employee growth, and boost retention rates.

2. Management Training and Development:

This practice focuses on developing employees into managerial roles and transforming
managers into effective leaders through continuous improvement of specific knowledge,
skills, and abilities.

3.3.2 Methods of Training & Development

On-the-Job Training Methods:

1. Apprenticeship Programs: These programs involve placing trainees under the

guidance of experienced personnel to develop higher-level skills, typically for skilled
jobs like plumbing or electrical work. Trainees spend time working alongside
professionals, with additional training provided as needed.

2. Coaching: In this method, a coach or trainer sets goals, provides guidance, monitors
progress, and suggests improvements. Trainees work under a senior manager who takes
responsibility for their training, preparing them to assume managerial duties.

3. Internship Training: This involves collaboration between educational institutions and

businesses, allowing candidates to study while gaining practical job-related skills in a
factory or office setting.

4. Job Rotation: Trainees are shifted between different roles or departments to gain a
comprehensive understanding of the organization's operations, enhance skills, and foster
cooperation among departments.

5. Job swapping: Job swapping refers to a practice where two individuals in different
roles exchange their job responsibilities for a designated period. There are two main types
of job swap programs:
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 24

1. Internal: This involves employees within the same company trading roles, typically
between different departments but with similar skill sets. Such programs often facilitate
rotational opportunities for employees to explore varied roles within the organization.

2. External: This entails employees from different companies, often in different

countries, exchanging positions for a specified duration. Interested individuals can
explore job exchange platforms online and propose the idea to their employers. Finding a
suitable match may require paying a fee, and once a match is found, the respective
employers arrange the logistics of the swap. International exchanges may involve
obtaining passports and necessary work visas based on the countries involved."

Off-the-Job Training Methods:

1. Conferences: Information, rules, and procedures are conveyed through formal

classroom presentations, often using audio-visual aids to enhance learning and address
doubts.

2. Visual media: Videos are used to demonstrate skills and convey information
effectively, often complementing classroom discussions.

3. Case Study: Trainees analyze real-life organizational experiences, identify problems

and solutions, and learn decision-making skills through practical scenarios.

4. Computer Modeling: Simulated computer programs replicate job realities, allowing

safe learning and cost-saving by identifying potential mistakes.

5. Vestibule Training: Trainee’s practice using job equipment in a simulated work

environment away from the actual workplace, ideal for handling complex machinery.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 25

3.4 Compensation & Benefit

Compensation and Benefits within the realm of Human Resource Management

encompass the financial and non-financial rewards bestowed upon employees by their
employer. This strategic approach serves as a pivotal instrument for HR managers to
elicit optimal performance and retention among their workforce. The axiom guiding this
practice is simple: "Enhanced compensation and benefits correlate with improved
performance and employee longevity.”

Compensation & Benefits encompass reward systems provided to employees for

their contributions to the organization. Compensation includes monetary rewards such as
salaries, bonuses, and incentives, while benefits comprise non-monetary perks like health
insurance, retirement plans, and paid time off. A well-designed compensation and
benefits package is competitive, equitable, and aligned with market trends and
organizational budgets. It aims to attract and retain top talent, motivate employees to
perform at their best, and enhance employee satisfaction and loyalty. Milkovich &
Newman (2020) discuss the significance of strategic compensation planning in
supporting talent management strategies and driving organizational success. Additionally,
Heneman and Judge (2006) provide insights into designing performance-based
compensation systems and their impact on employee motivation and organizational
performance.

3.4.1 Objective

1. Managing organizational costs effectively.

2. Ensuring compliance with labor laws and wage systems while simplifying salary
structures for staff understanding.

3. Boosting employee motivation.

4. Enhancing the company's reputation on social platforms by promoting employee

satisfaction.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 26

3.4.2 Types of Compensation

Direct compensation

Direct compensation involves the monetary rewards provided by an employer to

an employee for their work contributions.

1. Base pay, also referred to as basic salary, denotes the fixed amount an organization
pays its employees for their services. This sum is determined during hiring and specified
in the employment agreement, typically as an annual, monthly, or hourly wage.

2. Overtime pay is additional compensation for hours worked beyond the agreed-upon
schedule. To ensure fair compensation, companies establish standard working hours, such
as 30 hours per week, making any hours worked beyond that eligible for overtime pay as
per The Fair Labor Standards Act (FLSA). This law mandates compensating nonexempt
employees at a rate of at least one and a half times their regular pay for overtime hours.

3. Variable compensation, or variable pay, is tied to employee performance, aiming to

reward desired behaviors or outcomes. Commonly seen in sales roles, this includes
bonuses and commissions for individual achievements, team goals, or company-wide
targets. These goals are predetermined, often with specified timelines and varying payout
ranges based on performance proximity to targets.

4. Sales compensation strategies blend base salaries with performance-based incentives

like commissions and bonuses. The base salary tends to be modest, while commissions
and bonuses serve as substantial motivators for achieving set performance objectives,
thereby contributing to overall company success.

5. Employee Leave Policy refers to the set of rules and principles designed to inform
employees about their entitlements to different types of leave, the variety of leaves
available to them, and the accompanying guidelines.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 27

Within an organization, employees can take advantage of various leave types, which are
administered based on factors like:

 Length of employment
 Geographic location of the organization
 Organizational work environment and values
 Size of the company, and more.

Types of Leaves

There are three primary categories of leaves:

1. Unpaid Leaves

 Loss of Pay (LOP): When an employee takes leave without prior approval, it's
considered a loss of pay, even if they have leave balances.
 Leave without Pay (LWP): When an employee notifies their manager about leave
but lacks sufficient leave credits, it's classified as leave without pay.

2. Paid Leaves

Paid leaves are approved by the employer and deducted from the allotted annual leave
balance. They don't affect an employee's pay. Examples include Sick Leave, Privilege
Leave, and Casual Leave.

 Sick Leave: Granted when an employee is ill or faces a medical emergency.

 Privilege Leave: Given for planned long leaves like marriage or community
service.
 Casual Leave: For unplanned personal reasons or emergencies.
 Maternity Leave: Available to expecting mothers as per legal entitlements.
 Paternity Leave: Provided to new fathers to support family needs.

3. Other Leaves
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 28

These may be paid or unpaid based on various factors like designation, term of
employment, and task requirements.

 Public holidays
 Optional/Religious holidays
 Vacation Leaves
 Sabbatical Leave: Offered for professional growth.

Indirect compensation

Indirect compensation involves providing employees with both monetary and

non-monetary incentives to enhance their overall engagement and motivation in the
workplace. Unlike direct cash payments, indirect compensation holds financial value but
takes various forms beyond cash.

Here are some typical examples of indirect compensation, noting that there's often an
overlap with what's categorized as benefits:

1. Equity Participation:

This involves granting employees equity in the company through shares or stock options.
Startups commonly use this approach to reward early employees when cash resources are
limited. As the company prospers, employees’ benefit, aligning their interests with the
company's success.

2. Stock Options:

Employees are given the opportunity to purchase company shares at a fixed price after a
specified tenure (usually three to five years), without actual ownership.

3. Employee Protection Benefits:

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 29

Employers often provide a range of benefits aimed at safeguarding employees' futures,

such as health insurance, life insurance, pension plans, and pet insurance. The
significance of health insurance is particularly emphasized in countries without universal
healthcare, like the US, but it's also valued in nations with free healthcare due to faster
access and specialized care.

4. Non-Monetary Incentives:

These include experiential rewards, dedicated time for personal projects, extra vacation
days, flexible work arrangements, enhanced learning opportunities, wellness initiatives,
restaurant vouchers, office snacks or meals, and branded merchandise.

Modern employees place a high value on the benefits included in their compensation
packages, prompting companies to respond accordingly. For instance, Atlassian
prioritizes employee well-being by offering mental health care plans, while Beauty Pie
grants a full day off on employees' birthdays along with mental health days.

3.5 Performance Appraisal

Performance Appraisal involves assessing employees' job performance against

predefined criteria, providing feedback, and making development decisions. It serves
multiple purposes, including evaluating individual contributions, identifying strengths
and areas for improvement, setting performance goals, and making promotion or
compensation decisions. Appraisals can be conducted through formal reviews, self-
assessments, peer evaluations, or 360-degree feedback mechanisms. Fair and transparent
appraisal systems are crucial for promoting employee engagement, driving performance
improvement, and aligning individual goals with organizational objectives. Bernardin &
Beatty (2021) emphasize the role of effective performance management in fostering a
culture of accountability, continuous improvement, and employee development.
Moreover, Aguinis (2013) discusses modern approaches to performance appraisal and
their impact on employee engagement and organizational outcomes.

3.5.1 Types of Performance Evaluations:

Performance evaluations can be categorized into four main types:

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 30

1. 360-Degree Evaluation:

Here, the manager collects feedback on the employee's performance from supervisors,
colleagues, group members, and through self-assessment using questionnaires.

2. Mediated Evaluation:

This type involves a mediator to assess the employee's performance, with a focus on
highlighting positive aspects.

3. Peer Evaluation:

The employee's performance is rated by team members, workgroups, and colleagues.

4. Self-Evaluation:

Employees assess themselves based on criteria like work behavior, attitude, and job
performance.

3.5.2 Methods of Performance appraisal

Performance appraisal methods vary widely and can be tailored to suit the
organization's size and employee roles. Here are some approaches:

1. Multi-Source Feedback (720-Degree Feedback)

This method expands on the 360-degree feedback by incorporating input not just from
within but also from external stakeholders like customers, suppliers, and investors.

2. Assessment Center Technique

Conducted at a designated center, this approach involves exercises such as simulations

and role-playing to assess skills like communication, emotional intelligence, and
problem-solving.

3. Behaviorally Anchored Rating Scale (BARS)

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 31

This method assesses performance based on predefined behavioral examples, each with
its own rating scale.

4. Checklist Assessment

Using a series of yes/no questions, this method evaluates various traits and behaviors.

5. Critical Incident Technique

Supervisors consider noteworthy behaviors, both positive and negative, in evaluating

performance.

6. Customer Reviews

Especially relevant for client-facing roles, this method gathers feedback from customers
regarding their perception of the employee and the business.

7. Field Review

Performance evaluations are conducted by HR representative or corporate office

personnel.

8. Forced Choice Method

Employees respond to predetermined True/False statements as part of their assessment.

9. Continuous Performance Appraisal

This approach involves ongoing manager-employee interactions, goal setting, and

progress monitoring.

10. Human Resource Accounting

This method quantifies the employee's value to the company, including costs associated
with their employment.

11. Management by Objective (MBO)

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 32

Employees and managers collaborate to set goals, with performance assessed based on
goal achievement.

12. Performance Tests and Observations

Skills and knowledge are evaluated through oral tests or problem-solving challenges.

13. Project Evaluation

Team members are appraised at project completion rather than annually.

14. Rating Scales: Using scales like Excellent to Poor, various traits are assessed to
determine overall performance.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 33

Chapter Four - Practicing aspect of Radiant Data Systems Limited

4.1 Human resource Planning

4.1.1 Process of Human Resource Planning

1. Assessing Organizational Goals and Strategies

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 34

At Radiant Data Systems Limited, the Human Resources (HR) department's initial focus
is on harmonizing its strategies with the broader objectives and plans of the company.
This entails grasping the company's vision for the future, its expansion strategies, and
determining HR's role in achieving these objectives. For instance, if Radiant Data
Systems aims to increase its market presence within the next five years, HR must
concentrate on acquiring and nurturing talent to support this expansion.

2. Evaluating Workforce Status and Identifying Gaps

HR at Radiant Data Systems conducts a thorough evaluation of its workforce to identify

strengths, weaknesses, and areas for improvement. This involves assessing the skills,
experience, and performance of current employees across various departments. Moreover,
HR takes into account factors like employee demographics, retirement patterns, and
turnover rates to gain insights into the current workforce landscape.

3. Predicting Future HR Needs

Based on the company's objectives and workforce analysis, HR predicts future HR

requirements. This includes forecasting the demand for talent, both in terms of quantity
and quality, while considering factors such as upcoming projects, technological
advancements, and industry trends. HR also evaluates the internal talent pool through
promotions, transfers, and training initiatives.

4. Formulating and Executing a Strategy

HR devises a strategic plan that addresses identified gaps and aligns with the company's
objectives. This plan encompasses talent acquisition strategies, training and development
programs, performance management schemes, and measures to enhance employee
engagement and retention. For instance, if Radiant Data Systems intends to enhance
workforce diversity, HR may implement targeted recruitment methods and diversity
training initiatives.

5. Monitoring, Reviewing, and Adjusting the Plan

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 35

HR continually monitors the execution of its plan at Radiant Data Systems. This involves
tracking key performance indicators such as employee productivity, turnover rates, and
satisfaction levels. HR collects feedback from employees through surveys and
performance evaluations to gauge the effectiveness of HR interventions. Based on this
feedback and performance metrics, HR makes necessary adjustments to the plan to
ensure alignment with organizational objectives and optimize HR practices.

4.1.2 The responsibilities of human resource management

Recruitment and Staffing: At Radiant Data Systems Limited, there's a strong focus on
talent acquisition. They have a structured approach to identifying staffing needs based on
project requirements and business goals. The HR team collaborates with hiring managers
to find candidates through job portals, social media, and employee referrals. They
conduct thorough evaluations and interviews to assess technical skills, cultural fit, and
growth potential within the company. Negotiations are transparently managed to ensure
mutual satisfaction with employment terms.

Policy Development: HR professionals at Radiant Data Systems work closely with

senior management to create comprehensive workplace policies aligned with company
values and legal obligations. These policies cover areas like flexible work arrangements,
performance expectations, code of conduct, and grievance procedures. Clear
communication and updates help employees understand and comply with these policies,
fostering a harmonious work environment.

Compensation and Benefits Administration: Radiant Data Systems aims to offer

competitive compensation packages and benefits to attract and retain top talent. The HR
team regularly benchmarks salaries, bonuses, and incentives to industry standards and
employee contributions. They also manage benefits administration, including healthcare,
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 36

retirement options, and wellness programs, enhancing overall employee satisfaction and
well-being.

Talent Retention: In addition to monetary rewards, Radiant Data Systems prioritizes a

positive work culture that promotes employee engagement and retention. This includes
recognition programs, career development opportunities, mentorship, and feedback
mechanisms. Surveys and exit interviews help identify areas for improvement and
address concerns proactively, boosting employee satisfaction and loyalty.

Training and Development: The company invests in ongoing learning programs to

improve employee skills. This includes technical training, soft skills development,
leadership programs, and cross-functional opportunities tailored to individual career paths
and business needs, creating a skilled and adaptable workforce.

Regulatory Compliance: Radiant Data Systems places high importance on regulatory

compliance for a fair and lawful work environment. The HR team stays updated on labor
laws, employment regulations, and industry standards, implementing policies that adhere
to legal requirements. Regular audits and checks mitigate risks and maintain ethical
standards.

Safety and Security: Employee safety and data security are prioritized at Radiant Data
Systems through comprehensive measures. This includes ensuring a safe work
environment, providing safety training, conducting risk assessments, and implementing
data security measures. Compliance with regulations is rigorously maintained to
minimize risks like workplace injuries and data breaches.

4.2 Recruitment & Selection

4.2.1 Process of recruitment & selection of Radiant Data Systems Limited

1. Job Analysis and Creation of Job Descriptions

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 37

Radiant Data Systems Limited likely begins its recruitment process with a thorough job
analysis. This involves scrutinizing the responsibilities, duties, and required skills for
each position. For instance, for technical roles, they might focus on skills like
programming languages, software development methodologies, and specific technology
platforms. On the other hand, for customer service positions, they would emphasize
communication skills, problem-solving abilities, and customer-centric attitudes. Based on
this analysis, they create detailed job descriptions that outline the core responsibilities,
required qualifications, and expected contributions from potential candidates. These job
descriptions serve as crucial tools during recruitment, helping attract suitable candidates
who align with the company's needs and culture.

2. Advertising Vacancies

Radiant Data Systems Limited uses a strategic approach to advertising job vacancies.
They select appropriate advertising channels based on the target audience and the nature
of the position. For technical roles, they might utilize professional networking sites and
specialized job boards, ensuring visibility among tech-savvy candidates. Meanwhile, for
administrative or customer-facing roles, they may opt for local newspapers, general job
boards, and social media platforms to reach a broader audience.Their job advertisements
are compelling and informative, including essential details such as job title, location,
responsibilities, qualifications, and benefits.

Fig 4.2.1 Recruitment advertising

3. Screening Applicants

Radiant Data Systems Limited employs a comprehensive screening process to evaluate

applicants effectively. They review resumes and applications meticulously, utilizing
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 38

modern tools like Online Resume Management Software to streamline the initial
screening process. This software helps identify key candidate information quickly,
allowing HR professionals to focus on candidates who meet the job requirements.

Qualified candidates undergo phone screenings to assess their qualifications further and
communication skills. This stage helps filter out candidates who may not be suitable for
the role before proceeding to in-person or video interviews. Background and reference
checks are conducted diligently to ensure the authenticity of candidates' credentials and
work history.

4. Making Hiring Decisions as an HR

HR professionals at Radiant Data Systems Limited play a pivotal role in making hiring
decisions. They evaluate candidates based on their qualifications, experience, cultural fit,
and performance during interviews. The decision-making process is thorough and
considers feedback from interviewers, reference checks, and a candidate's alignment with
the company's values and work environment. After careful consideration, HR finalizes
the selection of the most suitable candidate and communicates the decision promptly to
both the selected candidate and other applicants. This transparent communication ensures
a positive candidate experience, regardless of the outcome.

5. Onboarding the New Employees

Once a candidate is hired, Radiant Data Systems Limited prioritizes a structured

onboarding process. New employees are introduced to their teams, provided with a
comprehensive overview of company policies, procedures, and benefits. They receive
job-specific training, necessary equipment, and ongoing support to help them integrate
smoothly into their roles and contribute effectively to the organization.

6. Post-hire Evaluation
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 39

Post-hire evaluations are conducted by the HR department and managers to assess new
employees' performance and alignment with organizational objectives. In Radiant Data
System Limited they mainly conduct selection criteria in following way:

1. Preliminary exam (40 Marks)

2. Written Exam (30 Marks)
3. Viva (30 marks)

Figure 4.2.2 Preliminary Question

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 40

4.3 Training & Development

4.3.1 Types of Training & Development

Radiant Data Systems Limited prioritizes training and development within its Human
Resource Management framework, employing diverse methods to foster employee
growth and bolster company achievements.

1. Employee Training and Development:

 Onboarding Programs: New hires partake in thorough onboarding sessions to

acclimate to the company's ethos, policies, and duties, ensuring a seamless
integration into their roles.
 Classroom Sessions: The company arranges conventional classroom sessions led
by skilled trainers, covering technical, soft skills, compliance, and industry-
specific knowledge with interactive components for effective learning.
 Scenario-Based Learning: Through case studies and role-playing, employees
tackle real-world situations, enhancing problem-solving, decision-making, and
communication skills.

2. Management Training and Development:

 Leadership Workshops: Radiant Data Systems conducts workshops focusing on

leadership competencies like decision-making, strategic planning, conflict
resolution, and team management, fostering a well-rounded leadership cadre.
 Continuous Improvement: Managers undergo continuous improvement
programs to refine their leadership prowess, stay abreast of industry dynamics,
and adopt contemporary management strategies for organizational success.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 41

4.3.2 Training and development methods of Radiant Data Systems Limited:

On-the-Job Training Approaches:

1. Apprenticeship program: Radiant Data Systems Limited may establish

apprenticeship programs geared towards technical positions like software development
and cybersecurity. These programs enable trainees to learn firsthand from experienced
professionals, acquiring practical skills and specialized knowledge

2. Coaching: Seasoned managers within Radiant Data Systems could take on mentorship
roles for new hires, offering personalized guidance, setting objectives, and monitoring
their progress. This method is instrumental in cultivating future leaders within the
company.

3. Internship: Radiant Data Systems has the opportunity to collaborate with universities
and technical institutions for internship programs. This partnership allows students to
gain hands-on experience in areas like data analytics and project management alongside
their academic coursework.

4. Job Rotation: By introducing job rotation programs, Radiant Data Systems can expose
employees to various departments. For instance, a marketing professional could spend
time in the IT department to grasp how technology supports marketing strategies.

5. Job swapping: Job swapping involves two employees exchanging roles for a specific
period. This can occur through internal programs, where employees within a company
swap role between different departments, often rotating to ensure everyone experiences
new responsibilities. External programs also exist, facilitating swaps between employees
in similar roles but in different countries. Interested individuals can explore online job
exchange platforms after consulting their employers, potentially paying a fee to connect
with a suitable exchange partner. International swaps may necessitate passports, work
visas, and coordination between respective employers for smooth execution.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 42

Off-the-Job Training Strategies:

1. Conferences: Radiant Data Systems can organize workshops or seminars to train

employees on topics such as regulatory compliance, emerging technologies, and
leadership development. These sessions, led by industry experts or internal specialists,
foster knowledge growth and skill enhancement.

2. Visual Media: Utilizing videos and multimedia presentations, Radiant Data Systems
can deliver training modules on software utilization, company policies, and customer
service protocols. This visual approach enhances learning retention and engagement
among employees.

3. Case Study: Employees can engage in case study discussions to analyze real-world
business challenges encountered by Radiant Data Systems. This method promotes critical
thinking, problem-solving skills, and the practical application of theoretical concepts.

4. Computer Moduling: Radiant Data Systems could develop simulation programs to

train employees in roles involving intricate data analysis or system troubleshooting.
These simulations offer a risk-free environment for practice, ensuring proficiency before
live system handling.

5. Vestibule Training: For roles requiring specialized equipment or software, Radiant

Data Systems can create simulated work environments for effective training. This
approach guarantees that employees are adept at using tools and technologies before
deploying them in actual projects.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 43

4.3.3. Training module of Radiant Data System Limited

Figure 4.3.1 Training module of 30 days

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 44

4.4 Compensation & Benefit

Compensation and Benefits Overview at Radiant Data Systems Limited

4.4.1 Direct Compensation

1. Base Salary Structure: At Radiant Data Systems Limited, competitive base pay rates
are determined based on industry standards and employees' qualifications. For example, a
software engineer with five years of experience might receive an monthly base salary of
60000 tk. Adjustments to base pay are typically made annually based on performance
evaluations, with top performers receiving an average increase of 5-10%.

Fig 4.4.1 Pay slip

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 45

2. Overtime Pay: Radiant Data Systems follows labor regulations such as the Fair Labor
Standards Act (FLSA) by compensating nonexempt employees at one and a half times
their regular pay rate for overtime work. For instance, an employee earning 400 tk per
hour would receive 600 tk per hour for overtime hours worked.

3. Variable Compensation: The company implements variable pay structures to

acknowledge exceptional performance and achieve strategic goals. This includes
performance-based bonuses and incentives tailored to individual, team, and company-
wide targets. On average, high-performing employees may receive a bonus equivalent to
10-15% of their annual base salary.

4. Sales Compensation Strategies: In sales roles, Radiant Data Systems combines base
salaries with performance-related incentives such as commissions and bonuses. For
example, a sales representative might receive a base salary of 300000 per year, along with
commissions ranging from 5-15% of sales revenue based on performance metrics.

5. Leave:

 Paid Time Off (PTO): Radiant Data Systems Limited prioritizes employee well-
being and work-life balance through its Paid Time Off (PTO) policy, which
encompasses various types of leave.
 Vacation Leave Accrual: Employees at Radiant Data Systems Limited earn paid
vacation leave based on their tenure and job level. The accrual rate grants 1 day of
paid vacation for every 18 workdays, adjusted according to job roles and industry
standards. This system allows employees to refresh and increase productivity and
job satisfaction.
 Casual Leave: The company recognizes the need to address unforeseen
circumstances and personal emergencies, providing 10 days of paid casual leave
annually for urgent situations such as sudden illness, minor injuries, or pressing
personal matters. This policy supports employees during challenging times while
ensuring operational efficiency.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 46

 Maternity Leave: Radiant Data Systems Limited offers comprehensive maternity

leave benefits to female employees, aligning with legal requirements and best
practices. Pregnant employees are eligible for 16 weeks of paid maternity leave,
split into 8 weeks before and after childbirth, provided they have completed 6
months of continuous service and submit a valid medical certificate. This policy
promotes gender equality and aids employees during significant life events.
 Unpaid Leave: For extended time off beyond paid leave, such as self-care for
health issues or family emergencies, employees can take unpaid leave while
retaining their job positions. This flexibility accommodates diverse employee
needs without affecting job security.

6. Leave policy:

The leave policy at Radiant Data System Limited is crafted to provide a comprehensive
structure that prioritizes employee welfare while maintaining operational effectiveness.
We acknowledge the diverse leave needs employees may have and have tailored our
policy to address these requirements efficiently.

Qualification Standards

Employees must meet specific criteria related to their employment status, tenure, and
position to be eligible for various types of leave. For example, new hires may need to
complete a probationary period before accessing certain leave benefits.

Requesting Leave

Requesting leave at Radiant Data System Limited is a straightforward process.

Employees can submit their leave applications via our HR system or directly to their
supervisors, ensuring prompt handling and communication.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 47

Approval Considerations

Leave approvals are contingent upon operational demands and team availability. While
we strive to accommodate employee requests, certain periods may have restrictions due
to project deadlines or business imperatives.

Leave Conversion

Our policy includes provisions for leave conversion, enabling employees to convert
unused leave days into monetary benefits under specific circumstances outlined in the
policy.

Corporate Values and Professionalism

The language, tone, and ethos of our leave policy exemplify Radiant Data System
Limited's dedication to professionalism, equity, and employee-centric principles. Our
goal is to foster a supportive and inclusive workplace where employees are valued, and
their well-being is a top priority.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 48

4.4.2 Indirect Compensation

1. Equity Opportunities: While traditional equity participation may not be offered

universally, Radiant Data Systems may provide stock options or other equity-related
benefits to key employees, particularly in pivotal roles or during growth phases. For
instance, senior managers might receive stock options representing 1-2% of the
company's shares, vested over a four-year period.

2. Employee Welfare Benefits: The company offers comprehensive benefits packages

encompassing health and life insurance, retirement plans, and additional perks such as pet
insurance. For example, employees may access health insurance coverage valued at
50,000 tk annually, life insurance coverage worth 5,00,000 tk and a retirement plan with a
5% employer match.

3. Non-Financial Incentives: Radiant Data Systems prioritizes non-monetary incentives

to improve employee satisfaction and work-life balance. These initiatives include flexible
work arrangements, wellness programs, professional development opportunities, and
recognition schemes. Supplementary benefits like extra vacation time (e.g., 3 weeks per
year), office amenities (e.g., complimentary snacks and beverages), and branded
merchandise (e.g., company apparel) contribute to fostering a positive and supportive
work environment.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 49

4.5 Performance Appraisal

4.5.1 Types of performance appraisal

1. 360-Degree Evaluation at Radiant Data Systems Limited:

At Radiant Data Systems Limited, a comprehensive evaluation process involves

gathering feedback from various sources. This includes input from managers, team
members, and clients through structured surveys or interviews. These assessments cover
areas such as communication, teamwork, technical skills, and adherence to company
values. To ensure transparency and honesty, the company may employ software tools for
feedback collection, maintaining participant anonymity.

2. Mediated Evaluation at Radiant Data Systems Limited:

Radiant Data Systems Limited employs a mediated evaluation strategy to highlight

employees' positive aspects. A mediator, often a senior manager or HR professional,
conducts regular check-ins to discuss achievements, strengths, and areas for growth. This
process focuses on setting clear goals, offering constructive feedback, and acknowledging
exceptional performance, fostering a culture of continuous improvement.

Fig 4.5.1 Grading & Rating Errors

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 50

3. Peer Evaluation at Radiant Data Systems Limited:

Peer evaluation is integrated into performance appraisals to foster teamwork at Radiant

Data Systems Limited. Team members assess each other based on predefined criteria like
job responsibilities, contributions to team goals, and interpersonal skills. This feedback
informs performance discussions between employees and supervisors, promoting
accountability and collaboration within the organization.

4. Self-Evaluation at Radiant Data Systems Limited:

Employees at Radiant Data Systems Limited are encouraged to conduct self-evaluations

as part of their performance appraisal. This involves reflecting on achievements,
strengths, areas for development, and career aspirations. The company provides guidance
or templates for self-assessments, aligning employees' self-perceptions with
organizational expectations. Self-evaluations empower employees to take ownership of
their growth and contribute to meaningful performance discussions with managers.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 51

4.5.2 methods of Performance Appraisal

1. Multi-Source Feedback (720-Degree Feedback):

Radiant Data Systems could employ this strategy to collect insights from diverse sources,
such as peers, clients, and stakeholders. Such feedback offers a holistic perspective on an
employee's performance.

2. Assessment Center Technique:

Radiant Data Systems might opt for assessment centers to assess competencies like
communication, problem-solving, and teamwork. These centers can feature simulations
and role-playing activities mirroring real work scenarios.

3. Behaviorally Anchored Rating Scale (BARS):

Radiant Data Systems might adopt BARS to assess performance using specific
behavioral instances pertinent to their industry and roles. This method ensures
consistency and clarity in evaluating performance.

4. Checklist Assessment:

To evaluate traits and behaviors, Radiant Data Systems could use a checklist containing
yes/no inquiries. This aids in swiftly assessing various facets of employee performance.

5. Critical Incident Technique:

Radiant Data Systems supervisors could concentrate on notable positive and negative
incidents when evaluating performance. This technique encourages detailed feedback
based on distinct events.

6. Customer Reviews:

Particularly for roles involving client interaction, Radiant Data Systems may directly
gather feedback from customers. This assists in understanding how employees are
perceived by clients and their impact on business relationships.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 52

7. Field Review:

HR representatives or corporate personnel from Radiant Data Systems may conduct

performance evaluations in the field, ensuring a direct and personalized assessment
approach.

8. Forced Choice Method:

Employees at Radiant Data Systems could respond to True/False statements as part of

their performance evaluation. This method offers insights into specific competencies and
behaviors.

9. Continuous Performance Appraisal:

Radiant Data Systems may prioritize ongoing manager-employee interactions, goal

setting, and progress tracking. This ensures consistent performance review aligned with
organizational goals.

10. Human Resource Accounting:

Radiant Data Systems might quantify employees' value in terms of their contributions to
the company, including associated costs. This method aids in evaluating the return on
investment (ROI) of human capital.

11. Management by Objective (MBO):

Employees and managers at Radiant Data Systems could collaborate on setting specific,
measurable goals. Performance assessments would then be based on achieving these
objectives, fostering accountability and alignment with company goals.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 53

4.5.3 Format of Performance appraisal

Figure 4.5.2 Format of Performance appraisal

Figure 4.5.2 Format of Performance appraisal

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 54

Chapter Five - Findings & Discussion

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 55

5.1 Findings

Recruitment and Selection Process

During the internship, it was noted that the company adheres to a methodical recruitment
and selection process. Vacancies are advertised through diverse channels like online job
platforms, social media, and employee referrals. Applicants undergo screening based on
their qualifications and experience, followed by interviews and assessments to gauge
their suitability. The HR department maintains fairness and transparency throughout this
process

Training and Development Programs

The company places a strong emphasis on employee development through various

training programs. New recruits participate in orientation sessions to acquaint themselves
with company policies, procedures, and culture. Additionally, employees have access to
continuous training opportunities to enhance their skills and knowledge. Training needs
are identified through performance evaluations and feedback sessions.

Performance Appraisal

A robust performance management system is in position to assess employee performance

and provide feedback for enhancement. Performance goals are established at the start of
each appraisal period, with employees receiving regular feedback on their progress.
Annual performance reviews focus on both accomplishments and areas for growth. High-
performing employees are duly acknowledged and rewarded for their contributions.

Compensation & Benefits

The company implements several initiatives to foster employee engagement and

motivation. This includes regular communication channels such as town hall meetings,
employee surveys, and suggestion boxes to gather feedback. Additionally, social events
and team-building activities are organized to promote a sense of unity among employees.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 56

5.2 Discussion

Alignment with Best Practices

The findings suggest that the company’s human resource management practices are in
line with industry best practices. By adhering to a structured recruitment process, the
company ensures the selection of qualified candidates for open positions, contributing to
overall organizational effectiveness. Moreover, the emphasis on training and development
reflects a commitment to investing in employee growth and skill enhancement, essential
for maintaining competitiveness in today’s business environment.

Impact on Employee Performance

The implementation of a performance management system plays a vital role in driving

employee performance and productivity. Clear goal-setting and regular feedback motivate
employees to perform at their peak, contributing to organizational objectives.
Furthermore, recognizing and rewarding high performers fosters a culture of excellence
and encourages continued success.

Employee Engagement and Retention

Employee engagement initiatives are crucial for creating a positive work environment
and fostering employee loyalty. By seeking feedback and involving employees in
decision-making processes, the company demonstrates its commitment to valuing their
input. This leads to higher job satisfaction and retention rates, as employees feel a
stronger connection to the organization and its goals.

Areas for Improvement

While the company demonstrates strong HRM practices overall, there are areas for
improvement. For instance, diversity and inclusion initiatives could be strengthened to
ensure a more inclusive workplace environment. Additionally, greater emphasis could be
placed on work-life balance initiatives to support employee well-being and prevent
burnout.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 57

Chapter Six - Conclusion & Recommendation

Internship report on Human Resource Management Practices of Radiant Data Systems Limited 58

6.1 Conclusion

In summary, my internship in human resource management has offered valuable

insights into the complexities of HR practices within a company. By actively
participating in various HR functions, I've gained a deeper comprehension of recruitment,
training, performance management, employee relations, and other crucial HRM aspects.
Exposure to real-world challenges has significantly improved my knowledge and skills in
this area.

Throughout the internship, I've noticed several notable trends and best practices in
HR management, such as the strategic approach to talent acquisition, the importance of
ongoing training, fostering a positive work culture, and the impact of effective
communication on employee engagement. These insights have broadened my perspective
on HR's role in driving organizational success.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 59

6.2 Recommendations

1. Strengthen Recruitment Strategies: Implement targeted recruitment strategies that

emphasize cultural fit and long-term alignment with organizational goals.

2. Develop Comprehensive Training Programs: Create training programs that address

employees' evolving needs, offering opportunities for skill enhancement and career
growth.

3. Enhance Employee Engagement: Improve engagement through open communication,

recognition of employee contributions, and collaboration opportunities.

4. Optimize Performance Management: Review and refine performance management

processes to ensure fairness, transparency, and alignment with organizational objectives.

5. Promote Diversity, Equity, and Inclusion (DEI): Prioritize DEI initiatives by promoting
diversity, fostering inclusivity, and addressing barriers to equality.

6. Integrate HR Technology: Utilize technology solutions for payroll, recruitment

automation, performance tracking, and employee analytics to enhance efficiency.

7. Invest in Leadership Development: Develop leadership programs to cultivate future

leaders internally and ensure strategic continuity.
Internship report on Human Resource Management Practices of Radiant Data Systems Limited 60

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