Human Resource Practices: A Study on AJI Group

Abstract

The Human Resources department is a growing industry in the modern business world. HRM was ignored by large organizations. Currently, the situation has shifted, and the majority of organizations are emphasizing HRM practice. The primary reason is that the organization is run by human resources and not by machines. Therefore, preserving these human resources is essential for a company's long-term success. Additionally, AJI emphasizes HRM practice. The primary objective of my Internship Report is to identify AJI's Human Resources practice area.The purpose of this report is to familiarize you with all of AJI’s departments (with the exception of HR and TD) so that we may better understand the company's operations. The final two months of AJI service have seen every effort made to ensure that all details are represented in the standard type. This essay is intended solely for educational purposes. I gathered the relevant information from a wide variety of primary and secondary resources. Alter putting in a lot of time and effort over the past two months, I was able to complete a thorough and significant research. All the information has been accurately and reliably revealed, yet nobody can utilize any of it. There is no way to dispute the rapid pace of change that is occurring in the world of work. As a component of a business, HRM needs to be ready to deal with the effects of the changing nature of the workplace. This requires them to have an understanding of the implications that are brought about by globalization, improvements in technology, and the diversity of workers. Adapting to changing workforce needs, continuous improvement programs, contingent workforces, distributed work sites, and employee participation are all aspects of the challenge that need to be addressed. Now more than ever, HRM faces a huge challenge in its attempt to support the company by providing the most qualified candidates for the ideal roles in the shortest possible amount of time. Finding opportunities and developing strategies to take advantage of them is a challenging task to begin with. In addition, it can be challenging to assemble the proper people and make a selection of the best candidate within a reasonable amount of time. The cost of hiring new employees is significant. As a consequence of this, the process of making suitable plans and putting those plans into action is one that requires additional focus and polish. Equal opportunity is another factor that should not be overlooked, as should sourcing. After becoming aware of the importance of this matter, we set out to investigate the ways in which theoretical components and the practical actions of the organization differed from and were comparable to one another. We made an effort to demonstrate the feature so that we might enhance it further.