INTERNSHIP REPORT

THE BLUE’s STUDIO DIGITAL MARKETING

PESHAWAR

SUBMITTED BY:

ADAM KHAN

Class No. 03

SESSION 2021-2023

MPA - HR

INTERNSHIP SUPERVISOR:

Miss. Afifa Anjum Khattak

INSTITUE OF MANAGEMENT STUDIES

UNIVERSITY OF PESHAWAR

KHYBER PAKHTONKHWA, PAKISTAN

FEBRURY, 2024

i
 INTERNSHIP REPORT

THE BLUE’s STUDIO DIGITAL MARKETING

PESHAWAR

SUBMITTED BY:

ADAM KHAN

Class No. 03

SESSION 2021-2023

MPA - HR

This Internship Report is submitted to the Institute of Management

Studies University of Peshawar. This is in accordance with the completion
of Masters of Public Administration as regulated by Higher Education
Commission of Pakistan.

INSTITUE OF MANAGEMENT STUDIES

UNIVERSITY OF PESHAWAR

FEBRURY, 2024

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 INSTITUE OF MANAGEMENT STUDIES

UNIVERSITY OF PESHAWAR

INTERNSHIP REPORT

THE BLUE’s STUDIO DIGITAL MARKETING

PESHAWAR

Supervisor

Signature: ___________________________________

Name: Afifa Anjum Khattak ________________

Designation: Lecturer__________ _________________

External Examiner

Signature: ___________________________________

Name: ___________________________________

Designation: ___________________________________

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iv
DEDICATION
I would like to express my heartfelt appreciation

and gratitude to everyone who contributed to the

successful completion of my internship. Special

thanks to my mentor for providing unwavering

guidance and valuable insights throughout the

entire duration. I am also grateful to the entire team

for fostering a collaborative and enriching work

environment. This internship has been a profound

learning experience, and I am sincerely thankful for

the support and encouragement I received.

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 ACKNOWLEDGEMENT

I would like to thank Institute of Management Studies for giving me the opportunity
to do this internship. I would like to thank The Blue Studio for letting me do the
internship at their HR Department Head office. I’d like to thank Sir Ali Raza, my
internship supervisor for guiding me with the completion of this report. I’d also like to
thank Sir Waleed Mehmood Managing Director and Ma’am Sana Tehseen - CEO for
keeping me under their supervision and provide me with all the necessary information
which has helped me in the completion of this report. I would also like to thank all the
officials of Blue Studio HR Department for allowing me to be an internee at their
organization and help with necessary information.

Adam Khan

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 EXECUTIVE SUMMARY

This executive summary encapsulates a comprehensive overview of my internship

experience at The Blue's Studio, a prominent digital marketing agency situated in
Peshawar. The internship spanned a period of 8 weeks, commencing on June-2023
and concluding on August-2023, during which I had the opportunity to immerse
myself in the diverse facets of digital marketing, gaining hands-on experience and
contributing to impactful projects.

The purpose of this report is multifaceted, aiming to bridge the gap between
theoretical knowledge and practical application by familiarizing with Blue Studio's
operations and management style. Specifically, the report analyzes the current HR
practices, focusing on performance appraisal, compensation, and employee personnel
files maintenance. A SWOT analysis of Blue Studio's HRM procedures is conducted
to identify strengths, weaknesses, opportunities, and threats. The report further aims
to pinpoint inherent problems within existing practices and proposes changes in
guidelines, format, and management philosophy, aligning them with relevant industry
standards and enhancing overall HR processes.

In my 8-week HR internship at The Blue's Studio, I gained hands-on experience in

recruitment, employee relations, and training initiatives. The internship began with an
orientation, followed by active involvement in recruitment processes, where I sourced
candidates, participated in screenings, and crafted job advertisements. Progressing
into a recruitment assistant role, I engaged directly with candidates and coordinated
interview schedules. Weeks later, I delved into employee relations, learning conflict
resolution and policy adherence. The Training and Development segment provided
insights into coordinating training sessions. In the latter weeks, I gained
comprehensive insights into performance evaluations, shadowing sessions, and
understanding data collection processes. Engaging in a project focused on policy
revision and process improvement, I contributed to enhancing organizational
efficiency. In the final week, I assumed the role of a Recruitment Assistant,
participating in knowledge transfer sessions and feedback discussions. This internship
provided a condensed yet thorough understanding of HR functions, underscoring their
vital role in organizational success and continuous improvement.

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The findings from the internship at Blue Studio underscore its commitment to
comprehensive compensation aligned with industry standards, featuring both direct
and indirect components along with long-term benefits. However, there's a notable
gap in the evaluation of employee performance within the HR division, and while
operational competence is evident, a deeper understanding of underlying procedures
is lacking among some officers. On a positive note, Blue Studio excels in delivering
high-quality services, fostering customer loyalty and positive advocacy. The
recommendations include a focus on improving HR practices, implementing regular
training programs, ensuring thorough personnel awareness, establishing a competitive
salary structure, adhering to promotion policies, adapting to industry trends,
conducting periodic performance appraisals, hiring specialists, and strategically
managing customer databases. These measures aim to enhance overall organizational
effectiveness and employee motivation at Blue Studio.

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 TABLE OF CONTENTS

Table of Contents
ACKNOWLEDGEMENT............................................................................................vi

EXECUTIVE SUMMARY.........................................................................................vii

CHAPTER NO.1............................................................................................................1

INTRODUCTION TO THE REPORT..........................................................................1

1.1 BACKGROUND OF STUDY........................................................................1

1.2 PURPOSE OF THE STUDY..........................................................................2

1.3 METHODOLGY OF THE STUDY....................................................................2

1.3.1 Primary Sources:...........................................................................................2

1.3.2 Secondary Sources:.......................................................................................2

1.4 LIMITATION OF THE STUDY.........................................................................3

CHAPTER NO. 2...........................................................................................................4

OVERVIEW OF THE ORGANIZATION....................................................................4

2.1 HISTORY OF ORGANIZATION.......................................................................4

2.2 INTRODUCTION OF THE ORGANIZATION.................................................5

2.3 VISION AND MISSION.....................................................................................6

2.4.1 VISION.........................................................................................................6

2.4.2 MISSION......................................................................................................6

2.4 SERVICES AND EXPERTISE...........................................................................7

2.4.1 EVENT MANAGEMENT............................................................................7

2.4.2 VIDEO PRODUCTION................................................................................7

2.4.3 GRAPHIC DESIGN......................................................................................7

2.4.4 WEBISTE DESIGN AND DEVELOPMENT..............................................7

2.4.5 SOCIAL MEDIA MANAGEMENT............................................................7

2.4.6 BRAND DESIGNING..................................................................................7

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 2.4.7 MOBILE APPLICATION DEVELOPMENT..............................................8

2.4.8 DEVELOPMENT OF SOFTWARE AND MIS...........................................8

2.4.9 CONTENT CREATION...............................................................................8

2.4.10 PRINTING SERVICES..............................................................................8

2.5 COMPLIANCE....................................................................................................8

2.6 COMPETITORS..................................................................................................8

2.7 NUMBER OF EMPLOYEES..............................................................................9

2.8 MAIN OFFICE....................................................................................................9

2.9 ORGANIZATIONAL STRUCTURE CHART...................................................9

2.10 DESIGNATIONS AND NAMES....................................................................10

2.11 INTRODUCTION OF ALL THE DEPARTMENTS......................................10

2.11.1 LEADERSHIP AND ADMINISTRATION.............................................10

2.11.2 CREATIVE AND DESIGN DEPARTMENT..........................................10

2.11.3 DIGITAL MARKETING AND SOCIAL MEDIA MANAGEMENT....10

2.11.4 TECHNOLOGY AND DEVELOPMENT...............................................11

2.11.5 EVENT MANAGEMENT AND BRAND ACTIVATION.....................11

2.11.6 HUMAN RESOURCES AND ADMINISTRATION..............................11

2.11.7 CLIENT SERVICES AND ACCOUNT MANAGEMENT.....................11

2.11.8 FINANCE AND OPERATIONS..............................................................11

2.11.9 LEGAL AND COMPLIANCE.................................................................11

2.11.10 MARKETING AND BUSINESS DEVELOPMENT.............................12

2.12 COMMENTS ON THE ORGANIZATIONAL STRUCTURE......................12

2.13 PLAN OF INTERNSHIP PROGRAM............................................................12

INTRODUCTION....................................................................................................12

2.13.1 STARTING AND ENDING DATES.......................................................13

2.13.2 DEPARTMENTS AND TIME DURATION...........................................13

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CHAPTER NO.3..........................................................................................................14

INTERNEE’S INTERNSHIP TRAINING/PERSONAL

EXPERIENCES/OBSERVATIONS............................................................................14

3.1 WORK DONE DURING INTERNSHIP...........................................................14

3.2 DURATION (WEEKS) OF INTERNSHIP.......................................................14

3.3 WEEK 1 OF INTERNSHIP...............................................................................15

3.3.1 ORIENTATION..........................................................................................15

3.4 WEEK 2 OF INTERNSHIP...............................................................................15

3.4.1 RECRUITMENT BASICS.........................................................................15

3.5 WEEK 3 OF ITERNSHIP..................................................................................16

3.5.1 RECRUITMENT ASSISTANCE...............................................................16

3.6 WEEK 4 OF INTERNSHIP...............................................................................16

3.6.1 EMPLOYEE RELATION OVERVIEW....................................................16

3.7 WEEK 5 OF INTERNSHIP...............................................................................17

3.7.1 TRAINING AND DEVELOPMENT.........................................................17

3.8 WEEK 6 OF INTERNSHIP...............................................................................17

3.8.1 PERFORMANCE EVALUATION INSIGHTS.........................................17

3.9 WEEK 7 OF INTERNSHIP...............................................................................18

3.9.1 PROJECT ENGAGEMENT.......................................................................18

3.10 WEEK 8 OF INTERNSHIP.............................................................................19

3.10.1 PROJECT ENGAGEMENT.....................................................................19

3.11 Functions of HR...............................................................................................19

3.11.1 STAFFING................................................................................................19

3.11.2 TRAINING AND DEVELOPMENT.......................................................19

3.11.3 MOTIVATION.........................................................................................19

3.12 HR STAFFING................................................................................................20

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 3.12.1 RECRUITMENT......................................................................................20

3.13 SELECTION....................................................................................................20

3.13.1 LEAVE MANAGEMENT........................................................................21

3.13.2 TRAINING AND DEVELOPMENT.......................................................21

3.14 MOTIVATION................................................................................................22

CHAPTER NO.4..........................................................................................................23

FINDINGS AND ANALYSIS.....................................................................................23

4.1 HUMAN RESOURCE ANALYTICS...............................................................23

4.1.1 RECURIMENT METRICS........................................................................23

4.1.2 EMPLOYEE PERFORMANCE METRICS...............................................23

4.1.3 EMPLOYEE ENGAGEMENT ANALYSIS..............................................23

4.1.4 RETENTION ANALYTICS.......................................................................23

4.1.5 TRAINING AND DEVELOPMENT IMPACT.........................................24

4.2 PESTEL ANALYSIS.........................................................................................24

4.2.1 POLITICAL FACTORS.............................................................................24

4.2.2 ECONOMIC FACTOR...............................................................................25

4.2.3 SOCIOCULTURE FACTOR......................................................................25

4.2.4 TECHNOLOGICAL FACTORS................................................................25

4.2.5 ENVIRONMENTAL FACTORS...............................................................25

4.2.6 LEGAL FACTORS.....................................................................................25

4.2.7 ETHICAL FACTORS.................................................................................26

4.2.8 LEADERSHIP FACTORS.........................................................................26

4.3 SWOT ANALYSIS............................................................................................26

4.3.1 STRENGTHS..............................................................................................26

4.3.2 WEAKNESSES..........................................................................................28

4.2.3 OPPORTUNITIES......................................................................................29

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 4.2.4 THREATS...................................................................................................29

4.4 FINDINGS.........................................................................................................30

CHAPTER NO.5..........................................................................................................32

RECOMMENDATION / DISCUSSIONS AND CONCLUSION..............................32

5.1 CONCLUSION..................................................................................................32

5.2 RECOMMENDATIONS...................................................................................32

REFERENCES / Bibliography....................................................................................34

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 CHAPTER NO.1

INTRODUCTION TO THE REPORT

1.1 BACKGROUND OF STUDY

The topic of this report that I have selected is “Human Resource Management (HRM)
of The Blue Studio”. To compile this report, I focused at merging my academic
knowledge with that of the practical experience I gained during my internship. I
sought to encompass the core functions of Human Resource Management:
recruitment, selection, compensation and benefits, and training and development.
Through this internship report, I have conveyed my comprehension of these diverse
Human Resource (HR) functions. The report culminates with a SWOT Analysis of
Blue Studio’s HRM practices, delving into critical aspects. Moreover, I've formulated
recommendations based on my insights and knowledge. Finally, drawing from my
internship experience, I've concluded with key observations.

The internship program at the Blue Studio spanned around two months i.e., July 2023
to August 2023 with a total of 08 weeks. Tasks under the internship included (but not
limited to) the following:

 Plan, develop, and execute the tasks assigned.

 Generate useful insights through research on industry and global trends.
 Prepare and present periodic reports on the assigned tasks.
 Attend team meetings and meet the stakeholders related to the assigned tasks.
 Brainstorm and come up with creative ideas on existing processes and
systems.
 Support the department to improve their coordination and productivity.
 Meet group of diversified professionals which allowed to build relationships.
 Have close liaison with different departments/functions for the timely
execution of deliverables.

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1.2 PURPOSE OF THE STUDY

Following are the main objectives that are set forward in drafting this report:

 To familiarize with the Blue Studio’s operations, activities, management style

and endeavor to realize the gap between the theoretical knowledge with the
corporate world.
 To analyze the existing HR practices at the Blue Studio specifically on
performance appraisal & compensation.
 To analyze the existing employee personnel files maintenance practice at the
Blue Studio.
 To conduct a SWOT analysis of the Blue Studio’s HRM procedures.
 To identifying inherent problems associated with the existing practices.
 To propose changes mainly in the guidelines, format, and management
philosophy by keeping relevance with other processes.

1.3 METHODOLGY OF THE STUDY

All the information as incorporated in this report has been collected from both primary and
secondary sources.
1.3.1 Primary Sources:

 Interview with Core Management at Blue Studio

 Interview of the Manager Admin & HR
 Operations manager and few other employees

1.3.2 Secondary Sources:

 Human Resources Policy and Procedures guidelines of the Blue Studio.

 Recruitment process of previously hired employees.
 Job description for each employee at the Blue Studio.
 Performance appraisal guidelines as provided by the Human Resource Section.
 Performa for the performance appraisal of employees.
 Blue Studio Annual Report.

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1.4 LIMITATION OF THE STUDY

Following are the limitations faced while drafting this report:

 Lack of practices in human resource management.

 Human resources department was hesitant to provide information, because of
difficulty in accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human Resources
Division is a vast area resulting in difficult to go through in depth within this
short duration of time.
 The secondary source of information was not enough to complete the report.
 Confidentiality.

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 CHAPTER NO. 2

OVERVIEW OF THE ORGANIZATION

2.1 HISTORY OF ORGANIZATION

The Blue Studio Digital Marketing" officially became a private limited company on
January 29, 2020, following the procedural requirements stipulated by the Companies
Act of 2015. The pivotal moment of its incorporation occurred at the Registrar office
in Peshawar, solidifying the legal and organizational foundations of the company.

Strategically positioning itself for operational excellence, the registered office of "The
Blue Studio Digital Marketing" is situated at the PTCL Training Centre, University
Road, Peshawar. This location was chosen not only for its central accessibility but
also for the conducive environment it provides, fostering innovation and collaboration
among team members.

The journey from its inception has been characterized by a steadfast commitment to
excellence in the dynamic field of digital marketing. The company has adeptly
navigated industry shifts, staying attuned to emerging trends and tailoring its services
to meet the evolving needs of clients. The result is a steady ascent, positioning "The
Blue Studio Digital Marketing" as a key influencer in the regional digital marketing
sector.

The choice of the PTCL Training Centre as the operational hub is reflective of the
company's forward-thinking approach. This location is not merely a physical space
but a strategic decision to create an environment conducive to creativity, adaptability,
and continuous learning – essential attributes in the rapidly evolving landscape of
digital marketing.

Since its founding, the company has embraced a culture of professionalism and client-
centricity, leading to a track record of satisfied clients and successful campaigns. The
history of "The Blue Studio Digital Marketing" serves as a testament to its resilience,
adaptability, and unwavering commitment to providing innovative and impactful
digital marketing solutions.

As the company continues to chart its course in the digital landscape, this detailed
history encapsulates the foundational milestones that have shaped its identity and sets

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the stage for a promising future marked by growth, excellence, and continued
contributions to the dynamic realm of digital marketing.

2.2 INTRODUCTION OF THE ORGANIZATION

The Blue studio is an emerging company in the digital marketing sector encompassing
the use of digital channels and platforms to promote and advertise products, services,
or brands. It involves leveraging various online strategies such as social media
marketing, search engine optimization (SEO), content marketing, email marketing,
paid advertising (PPC), and analytics to connect with target audiences, drive
engagement, and ultimately achieve business goals. The main services as offered by
the Blue Studio includes the following:

 Event management
 Video Production
 Graphic Design
 Website Design and Development
 Social Media Management
 Brand Designing
 Mobile Application Development
 Development of Software and MIS
 Content Creation
 Printing Services

Blue Studio’s uphold a commitment to truthfully guiding entrepreneurial and

innovative mindsets, championing professional and interpersonal collaboration, and
cultivating an unwavering dedication to customer satisfaction across all aspects of
their work. Blue Studio has a diverse industrial experience with clients spanning
through Education, Health, Food, IT, Hospitality and Fashion Industry.

The core values at which the Blue Studio and its management aims at includes (but
not limited to) the following:

 Customer Focus
 Reliability
 Teamwork

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  Quality
 Respect for individual / Responsible citizenship

Every year the Blue Studio introduces a summer internship program for the
youngsters through all of its departments in order to develop and enhance their skills.
The objective of this internship program is to empower the population as a digital
enabler & unlock the youth’s potential in the digital economy. This is an opportunity
for someone who wants to be a part of something transformative, someone who can
play a critical role in driving the company’s success. The internship program at the
Blue Studio provides a challenging opportunity with a glimpse of the corporate sector
in Pakistan, which included (but not limited to) the following:

 Support towards implementing functional business projects.

 Skills based trainings.
 Professional development.
 Mentorship.

2.3 VISION AND MISSION

2.4.1 VISION

“The Blue Studio Digital Marketing" aspires to be a leading force in shaping the
future of digital marketing. Our vision is to redefine industry standards, consistently
innovating to provide cutting-edge solutions that empower businesses and individuals
to thrive in the ever-evolving digital landscape. We envision a future where our
strategic insights and creative prowess make a lasting impact, driving success for our
clients and fostering growth in the digital sphere.

2.4.2 MISSION

At "The Blue Studio Digital Marketing," our mission is to deliver unparalleled digital
marketing excellence. We are committed to providing tailored and result-driven
solutions that elevate brand visibility, engage audiences, and maximize returns on
investment. Through strategic collaboration, continuous learning, and a relentless
pursuit of innovation, we aim to be the catalyst for our clients' success. Our mission is
to navigate the dynamic currents of digital marketing, steering our clients towards
unparalleled growth and prominence in their respective industries.

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2.4 SERVICES AND EXPERTISE

2.4.1 EVENT MANAGEMENT

"The Blue Studio Digital Marketing" specializes in seamless event management

services. From conceptualization to execution, we orchestrate events that leave a
lasting impression, ensuring every detail aligns with our clients' objectives.

2.4.2 VIDEO PRODUCTION

Our video production services encompass the entire spectrum, from scripting and
filming to editing and final production. We leverage state-of-the-art technology to
create visually compelling and emotionally resonant videos tailored to our clients'
unique narratives.

2.4.3 GRAPHIC DESIGN

At "The Blue Studio Digital Marketing," our graphic design team translates ideas into
visually striking creations. From logos to marketing collateral, we craft designs that
not only captivate but also communicate the essence of our clients' brands.

2.4.4 WEBISTE DESIGN AND DEVELOPMENT

Crafting immersive online experiences is our expertise. We design and develop

websites that seamlessly blend aesthetics with functionality, ensuring our clients have
a robust online presence that aligns with their brand identity.

2.4.5 SOCIAL MEDIA MANAGEMENT

Harnessing the power of social media, we curate and execute dynamic strategies for
brand visibility and engagement. Our social media management services encompass
content creation, community building, and analytics-driven optimizations.

2.4.6 BRAND DESIGNING

We specialize in comprehensive brand design services, from logo conceptualization to

brand guidelines development. Our approach aims to create cohesive and memorable
brand identities that resonate with target audiences.

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 2.4.7 MOBILE APPLICATION DEVELOPMENT

"The Blue Studio Digital Marketing" excels in developing mobile applications that
marry innovation with user-friendly interfaces. Our development team ensures that
apps not only meet functionality requirements but also provide exceptional user
experiences.

2.4.8 DEVELOPMENT OF SOFTWARE AND MIS

Our expertise extends to the development of customized software solutions and

Management Information Systems (MIS). Tailored to meet specific business needs,
our software solutions optimize operational efficiency and data management.

2.4.9 CONTENT CREATION

Crafting compelling content is at the heart of our services. From engaging

copywriting to visually appealing multimedia content, we create narratives that
resonate with audiences across various platforms.

2.4.10 PRINTING SERVICES

Completing our suite of offerings, we provide high-quality printing services. Our

capabilities cover a wide range, including promotional materials, stationery, and
marketing collateral, ensuring a tangible representation of our clients' brand.

2.5 COMPLIANCE

At "The Blue Studio Digital Marketing," we uphold a robust compliance framework

to ensure ethical practices, legal adherence, and operational integrity. Our
commitment to compliance is integral to fostering trust with clients, stakeholders, and
the broader business community.

2.6 COMPETITORS

The main competitor of Blue Studio includes Blimp and Triangle PR being a one stop digital
agency in the locality.

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2.7 NUMBER OF EMPLOYEES

The total staff count at the Blue Studio is around 50 with 10 as core staff and other staff count
varies from project to project

2.8 MAIN OFFICE

The Blue Studio has one main office located at PTCL Training Centre, University Road,
Peshawar.

2.9 ORGANIZATIONAL STRUCTURE CHART

CEO

Managing Director

Event Human Finance

Technology Marketing
Management Resource Section

Manager Manager Manager Manager Manager

Support Staff

(Officers
+
Interns)

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2.10 DESIGNATIONS AND NAMES

CEO

Sana Tehseen durrani

MANAGEING DIRECTOR

Waleed Mehmood Fancy

2.11 INTRODUCTION OF ALL THE DEPARTMENTS

Within the organizational structure of "The Blue Studio Digital Marketing," the
project-based departments are efficiently managed by two dynamic leaders - Sana
Tehseen Durrani, the Chief Executive Officer (CEO), and Waleed Mehmood Fancy,
the Managing Director. These visionary leaders guide and oversee the strategic
direction of each department, ensuring seamless collaboration and successful project
execution.

2.11.1 LEADERSHIP AND ADMINISTRATION

Spearheaded by CEO Sana Tehseen Durrani and Managing Director Waleed

Mehmood Fancy, the Leadership and Administration department sets the
organizational vision, strategically plans initiatives, and governs the overall
operations of the company.

2.11.2 CREATIVE AND DESIGN DEPARTMENT

Under the guidance of the CEO and Managing Director, the Creative and Design
department brings their creative visions to life. This team, driven by innovation,
ensures that each project aligns with the client's brand essence and visual identity.

2.11.3 DIGITAL MARKETING AND SOCIAL MEDIA MANAGEMENT

CEO Sana Tehseen Durrani and Managing Director Waleed Mehmood Fancy provide
strategic oversight to the Digital Marketing and Social Media Management
department. This team crafts impactful online campaigns, ensuring clients maintain a
dynamic digital presence.

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 2.11.4 TECHNOLOGY AND DEVELOPMENT

The Technology and Development department, directed by the CEO and Managing
Director, leverages cutting-edge technology to provide tailored solutions. From
website design to mobile application development, this team ensures the technical
innovation aligns with client objectives.

2.11.5 EVENT MANAGEMENT AND BRAND ACTIVATION

CEO Sana Tehseen Durrani and Managing Director Waleed Mehmood Fancy guide
the Event Management and Brand Activation department. This team orchestrates
memorable events, actively engaging target audiences with brand experiences.

2.11.6 HUMAN RESOURCES AND ADMINISTRATION

The Human Resources and Administration department, under the leadership of CEO
Sana Tehseen Durrani and Managing Director Waleed Mehmood Fancy, nurtures a
vibrant workplace. This team is responsible for recruitment, employee engagement,
and maintaining a supportive work environment.

2.11.7 CLIENT SERVICES AND ACCOUNT MANAGEMENT

CEO Sana Tehseen Durrani and Managing Director Waleed Mehmood Fancy play a
crucial role in fostering effective communication and satisfaction in the Client
Services and Account Management department. This team ensures seamless
collaboration between clients and internal teams.

2.11.8 FINANCE AND OPERATIONS

The Finance and Operations department, overseen by CEO Sana Tehseen Durrani and
Managing Director Waleed Mehmood Fancy, serves as the organizational backbone.
This team manages financial stability, budgeting, and day-to-day operational
efficiency.

2.11.9 LEGAL AND COMPLIANCE

CEO Sana Tehseen Durrani and Managing Director Waleed Mehmood Fancy uphold
ethical standards through the Legal and Compliance department. This team ensures
that all activities align with relevant laws and regulations, safeguarding the company's
integrity.

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 2.11.10 MARKETING AND BUSINESS DEVELOPMENT

The Marketing and Business Development department, directed by CEO Sana

Tehseen Durrani and Managing Director Waleed Mehmood Fancy, actively
contributes to the company's growth and market positioning through strategic
marketing initiatives and exploring new business opportunities.

The collaborative leadership of Sana Tehseen Durrani and Waleed Mehmood Fancy
ensures that each project-based department operates cohesively, driving "The Blue
Studio Digital Marketing" towards success in the dynamic world of digital marketing.

2.12 COMMENTS ON THE ORGANIZATIONAL STRUCTURE

"The Blue Studio Digital Marketing" exhibits a well-organized and strategically

aligned organizational structure. The incorporation of project-based departments
ensures specialized focus in key areas of digital marketing, fostering efficiency and
expertise. The dual leadership model, led by CEO Sana Tehseen Durrani and
Managing Director Waleed Mehmood Fancy, provides clear direction and oversight,
contributing to streamlined operations. The cross-department collaboration
emphasizes a holistic approach to project execution, promoting innovation and
creativity. The inclusion of dedicated departments for legal compliance and client
services underscores the company's commitment to ethical practices and client-centric
operations. Overall, the organizational structure reflects a thoughtful design that
positions the company for success and adaptability in the dynamic digital marketing
landscape.

2.13 PLAN OF INTERNSHIP PROGRAM

INTRODUCTION

During my internship, I had the privilege of being part of The Blue's Studio Digital
Marketing, Peshawar, specifically in the Human Resources (HR) department. Nestled
in the heart of Peshawar, this branch serves as a vibrant hub for creativity and
innovation in the digital marketing realm. The Blue's Studio Digital Marketing, with
its strategic location, offers an immersive environment where HR practices and digital
marketing expertise intersect, providing a unique learning experience. This

12
introduction sets the stage for an exploration of the dynamic intersection between HR
functions and the digital landscape during the course of my internship.

2.13.1 STARTING AND ENDING DATES

 The internship commenced on the 2nd of June 2023.

 The internship concluded on the 4th of August 2023.

2.13.2 DEPARTMENTS AND TIME DURATION

 HR Department time duration is 8 Weeks.

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 CHAPTER NO.3

INTERNEE’S INTERNSHIP TRAINING/PERSONAL

EXPERIENCES/OBSERVATIONS

During my internship in the HR department, I experienced an immersive journey that

allowed me to appreciate the pivotal role of human resources in an organization. I
gained hands-on exposure to recruitment processes, employee relations, and training
initiatives. Counseling sessions highlighted the importance of a supportive workplace,
while observing performance evaluations provided valuable insights into fair
assessment practices. Overall, this internship enriched my understanding of HR
functions, emphasizing their crucial impact on organizational success and fostering a
deep appreciation for the people-centric aspects of effective management within a
professional setting.

3.1 WORK DONE DURING INTERNSHIP

During my enriching internship tenure in the Human Resources department, I engaged

in a spectrum of meaningful activities and projects. Immersed in the dynamic realm of
HR, I had the opportunity to contribute to various facets, from recruitment initiatives
to employee engagement programs. This experience not only broadened my
understanding of HR practices but also allowed me to witness the integral role HR
plays in fostering a vibrant workplace. I am delighted to have been part of a team
dedicated to nurturing talent and creating an environment that values the growth and
well-being of its members.

3.2 DURATION (WEEKS) OF INTERNSHIP

The Internee Internship duration was 8 weeks, which is started from 2 nd June 2023 and
end on 4th August 2023.

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3.3 WEEK 1 OF INTERNSHIP

3.3.1 ORIENTATION

During my initial week at The Blue's Studio in Peshawar, I underwent a

comprehensive introduction to the company's policies, organizational culture, and the
structure of the HR department. This orientation laid a strong foundation for
understanding the workplace dynamics and expectations.

 Participated in detailed sessions on company policies, gaining insights into the

organizational ethos and expectations.
 Shadowed HR personnel, observing their daily tasks and processes, providing
a practical understanding of the department's functions.
 Engaged in basic familiarization with HR systems, acquiring hands-on
experience with tools crucial to departmental operations.
 Initiated HR record-keeping activities, contributing to the meticulous
documentation of employee-related information.

3.4 WEEK 2 OF INTERNSHIP

3.4.1 RECRUITMENT BASICS

In the second week of my internship at The Blue's Studio, the focus shifted to
acquiring knowledge and practical skills in recruitment fundamentals. Engaging in
various activities, I actively contributed to the recruitment process, gaining insights
into the intricacies of talent acquisition.

 Utilized job portals and other platforms to source potential candidates.

 Collaborated with the HR team to identify suitable talent for open positions.
 Shadowed HR professionals during the initial screening process.
 Gained a firsthand understanding of criteria evaluation and candidate
shortlisting.
 Collaborated with the HR team to ensure accurate representation of position
requirements.
 Worked in tandem with the Marketing department to create impactful job
advertisements.

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3.5 WEEK 3 OF ITERNSHIP

3.5.1 RECRUITMENT ASSISTANCE

In the third week of my internship, I transitioned into a more hands-on role as a

recruitment assistant at The Blue's Studio. This period was marked by active
participation in candidate screenings, organizational tasks, and direct engagement
with potential candidates, under the guidance of the HR team.

 Engaged directly in candidate screenings, contributing to the evaluation

process under supervision.
 Gained practical insights into the assessment criteria and candidate
shortlisting.
 Collaborated in organizing interview schedules and coordinating candidate
follow-ups.
 Took an active role in reaching out to potential candidates, providing
information about interview schedules.

3.6 WEEK 4 OF INTERNSHIP

3.6.1 EMPLOYEE RELATION OVERVIEW

In the fourth week of my internship at The Blue's Studio, the focus shifted towards
employee relations, offering a comprehensive overview of protocols and practices in
this vital HR domain. Engaging in various activities, I actively participated in
initiatives aimed at fostering a positive work environment and ensuring adherence to
organizational policies.

 Gained insights into conflict resolution procedures and policy adherence in

employee relations.
 Acquired a nuanced understanding of maintaining a harmonious work
environment.
 Actively observed HR professionals during employee consultations and
grievance discussions.
 Witnessed firsthand the delicate balance of addressing concerns while
upholding company policies.
 Ensured confidentiality and accuracy in handling employee information.

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3.7 WEEK 5 OF INTERNSHIP

3.7.1 TRAINING AND DEVELOPMENT

During the fifth week of my internship at The Blue's Studio, the focus shifted to the
Training and Development section, providing me with hands-on experience in
facilitating learning initiatives. Engaging in various activities, I actively contributed to
the coordination and observation of training sessions, gaining insights into their
pivotal role in enhancing organizational capabilities.

 Played an active role in coordinating and preparing training sessions and

workshops.
 Contributed to logistical aspects to ensure the smooth execution of learning
initiatives.
 Gained a deeper understanding of the importance of training in organizational
development.
 Engaged in the observation of training facilitation by experienced
professionals.

3.8 WEEK 6 OF INTERNSHIP

3.8.1 PERFORMANCE EVALUATION INSIGHTS

During the sixth week of my internship in the Human Resources department, the
focus shifted towards gaining comprehensive insights into performance evaluations.
Engaging in activities such as shadowing during performance evaluations and
feedback sessions, I had the invaluable opportunity to observe the intricacies of how
performance data is methodically collected and strategically utilized for assessments.

 Actively participated in shadowing sessions during performance evaluations,

witnessing firsthand the dynamics of constructive feedback and assessment
discussions.
 Gained insights into effective communication strategies employed during
these sessions.
 Observed the meticulous process of collecting performance data,
understanding the key metrics and indicators considered during evaluations.

17
  Learned how this data is strategically utilized to assess individual and
collective performance, contributing to a data-informed decision-making
process.

3.9 WEEK 7 OF INTERNSHIP

3.9.1 PROJECT ENGAGEMENT

During the seventh week of my internship in the Human Resources department, the
focus shifted towards gaining practical insights into project engagement. Actively
participating in an HR project, which involved policy revision and process
improvement, allowed me to contribute to initiatives that shape the organizational
landscape.

 Actively contributed to an HR project, focusing on aspects such as policy

revision and process improvement.
 Collaborated with the HR team to implement strategic changes that enhance
overall efficiency.
 Compiled and analyzed data collected during the internship, leveraging
insights to inform the project's decision-making process.
 Utilized data-driven approaches to identify areas for improvement and
optimize HR practices.
 Conducted benchmarking exercises, comparing existing HR practices with
industry best practices.
 Identified opportunities for aligning organizational processes with industry
standards, ensuring competitiveness and effectiveness.
 Developed an as-is policy document, capturing existing HR policies and
procedures.
 Updated the document in line with industry best practices, contributing to the
enhancement of HR policies for optimal organizational performance.

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3.10 WEEK 8 OF INTERNSHIP

3.10.1 PROJECT ENGAGEMENT

In the final week of my internship, I assumed the role of a Recruitment Assistant

within the Human Resources department, contributing to the culmination of my
immersive learning experience.

 Engaged in a collaborative knowledge transfer session with HR professionals,

sharing insights and experiences gained throughout the internship.
 Facilitated the exchange of information to ensure a seamless transition of
knowledge within the team.
 Actively participated in an exit interview or feedback session with the HR
team, providing valuable input on the internship experience.
 Gained insights into the importance of feedback in refining HR processes and
enhancing the overall internship program.
 Offered assistance in organizing or participating in closing events, knowledge-
sharing sessions, or team meetings.
 Played a role in ensuring that learned insights and experiences were
effectively communicated to relevant stakeholders, fostering a culture of
continuous improvement.

3.11 Functions of HR

The functions of human resource management in an organization mainly includes:

3.11.1 STAFFING

 Hiring of new employees, in-house employees and succession planning.

3.11.2 TRAINING AND DEVELOPMENT

 On job and off job trainings in order to enhance skills and knowledge of the
staff.

3.11.3 MOTIVATION

 By providing bonuses, promotions, paid vacations, benefits etc.

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3.12 HR STAFFING

The staffing process- putting the right people in the right positions at the right times-
is one of the most critical tasks any organization faces. The quality of the work
performed can be only as high as the capabilities of the people performing it. Three
officers are working in HR staffing unit. They perform the following activities:

 Recruitment
 Selection
 Leave Management
 Personal Profile Management

3.12.1 RECRUITMENT

Recruitment is the process by which a firm finds its employees, are perhaps the most
critical tasks any organization faces. Without the right people, no firm can function
effectively. For a recruitment program to be successful, managers should cooperate
with the human resources staff to define needs and predict vacancies. This recruiting
may be done by internal or external hiring.

Types of Recruitment: There are mainly two types of recruitment in an organization

i.e.

 INTERNAL RECRUITMENT

The principal methods include job posting, use of computerized skills inventories, and
referrals from other departments

 EXTERNAL RECRUITMENT

Organizations rely on Advertisements, Public or private placement agencies, field

recruiting including campus recruiting

3.13 SELECTION

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

 Appearance Attitudes
 Knowledge
 Personal ability & mental ability
 Physical ability

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  Qualification
 Communication skill
 Job knowledge (for lateral entry)

3.13.1 LEAVE MANAGEMENT

Leave is earned by duty. Leave cannot be claimed as a matter of right and leave
admissible under the service rule of Blue Studio may be granted by the Managing
Director or his authorized person, who may refuse leave, grant leave for a shorter
period than applied for, revoke leave of any description and recall an employee before
the expiry of the leave.

3.13.2 TRAINING AND DEVELOPMENT

Training is one of the important activities of human resource management. In the

training process companies try to motivate and train the employees in a manner so
that they can work more effectively in the future. Under the training process following
steps are normally adapted:

 EMPLOYEE ORIENTATION

Employee orientation provides new employees with the basic background information
they need to perform their jobs satisfactorily. Companies arrange an orientation
program for the employees. In an orientation program the employees should feel
welcoming, understand the organization in a broad sense, be clear about what the firm
expects in terms of work and behavior and begin the process of socialization.

 EMPLOYEE TRAINING

There is some process, method and techniques of employee training. A company

follows the all the steps of training to provide the employees a good look on their
work.

 TRANSITION

An individual is already having a job and developing oneself for future career or
moving to another career.

 PREFERRED AREA

An individual prefers a specific sector of the career.

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3.14 MOTIVATION

Motivation is to inspire people to work, individuals in such as to produce best results.

It is the willingness to exert high level of effort towards organizational goals,
conditioned by the efforts and ability to satisfy some individual needs. An important
part of the retention of staff, reducing staff turnover and minimizing absenteeism at
work is ensuring that staff are properly motivated. The wage should be increased, the
facilities should be insured are the types of common motivational ways. Staff
motivation is the cornerstone of open, flexible and caring management culture, which
the Government aims to establish through HRM. To put it into practice, “open” means
not only to listen to staff suggestions and opinions, but also to empower staff, accept
their constructive criticisms and use their suggestions. To be “flexible”, we may need
to change the traditional ways of doing things. As far as staff motivation is concerned,
the biggest challenge perhaps is to stop focusing on problems and the guilty party
(police behavior) and start looking for those responsible for things gone right (coach
behavior). “Caring” calls for a human leader who would give emotional support to
individuals and at the same time attend to the overall emotional needs of team
members – which include treating them all in a fair and impartial manner. Today’s
employees want a respect that can be seen as involvedness in decision that will affect
them. Listening to the employees is a way of Motivation. All the motivation functions
focus on one primary goal, to have some competent and adapted employees with up-
to-date skills, knowledge and abilities, exerting high energy levels.

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 CHAPTER NO.4

FINDINGS AND ANALYSIS

4.1 HUMAN RESOURCE ANALYTICS

The implementation of Human Resource (HR) analytics at The Blue's Studio Digital
Marketing reflects a strategic approach to leveraging data-driven insights for
optimizing HR practices. This organization recognizes the transformative potential of
HR analytics in informing decision-making and enhancing overall workforce
management. Here’s are some key elements of HR analytics.

4.1.1 RECURIMENT METRICS

The organization utilizes analytics to measure recruitment effectiveness, including

time-to-fill, cost-per-hire, and source effectiveness. This data-driven approach ensures
efficient and informed decision-making in the hiring process.

4.1.2 EMPLOYEE PERFORMANCE METRICS

HR analytics plays a pivotal role in evaluating and enhancing employee performance.

Key performance indicators (KPIs), performance ratings, and goal achievement
metrics are analyzed to identify trends and areas for improvement.

4.1.3 EMPLOYEE ENGAGEMENT ANALYSIS

Through surveys and feedback mechanisms, HR analytics assesses employee

engagement levels. This provides insights into factors influencing employee
satisfaction, enabling the formulation of strategies to foster a positive and productive
work environment.

4.1.4 RETENTION ANALYTICS

Understanding the factors influencing employee retention is crucial. HR analytics at

The Blue's Studio examines turnover rates, exit interviews, and employee feedback to
identify patterns and implement retention strategies.

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 4.1.5 TRAINING AND DEVELOPMENT IMPACT

The impact of training and development initiatives is assessed through HR analytics.

This includes analyzing skill acquisition, training completion rates, and the correlation
between training programs and improved job performance.

Benefits of HR Analytics

 Informed Decision-Making

Leadership relies on HR analytics for data-backed decision-making, ensuring that HR

strategies align with organizational goals and contribute to overall success.

 Proactive Talent Management

Anticipatory talent management is facilitated through predictive analytics, enabling

the organization to identify emerging talent needs and plan accordingly.

 Continuous Improvement

Continuous improvement initiatives are informed by HR analytics, ensuring that HR

processes evolve based on real-time data and feedback.

 Enhanced Employee Experience

HR analytics contributes to a more personalized employee experience by tailoring HR

programs and policies based on individual and collective insights.

4.2 PESTEL ANALYSIS

This comprehensive PESTEL analysis provides a thorough examination of the

external factors influencing the Blue’s Studio. Regular updates and adaptability to
changes in the business environment are essential for the company's sustained
success.

4.2.1 POLITICAL FACTORS

 Stability and Regulations

The organization operates in a stable political environment, but adherence to evolving

digital marketing regulations is crucial. Compliance with data protection and
advertising standards is essential to mitigate political risks.

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 4.2.2 ECONOMIC FACTOR

 Market Conditions

Economic stability directly influences marketing budgets. The organization must

adapt to economic fluctuations, ensuring flexibility in service offerings to meet
varying client financial capacities.

4.2.3 SOCIOCULTURE FACTOR

 Consumer Trends

Understanding sociocultural trends is imperative for targeted marketing. The

organization must stay attuned to shifts in consumer preferences and behavior,
adapting strategies to resonate with diverse societal values.

4.2.4 TECHNOLOGICAL FACTORS

 Digital Advancements

Given its foundation in 2020, the organization is likely tech-savvy, leveraging the
latest digital tools and platforms. Continuous investment in technology is essential to
stay competitive in the ever-evolving digital landscape.

4.2.5 ENVIRONMENTAL FACTORS

 Sustainability Practices

As environmental consciousness rises, integrating sustainable practices in digital

campaigns becomes a competitive advantage. The organization may explore eco-
friendly initiatives in its operations and service offerings.

4.2.6 LEGAL FACTORS

 Digital Marketing Laws

Adhering to legal frameworks governing digital marketing is crucial. Regular updates

on data protection, intellectual property, and advertising regulations should be
incorporated into business practices.

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 4.2.7 ETHICAL FACTORS

 Business Ethics

In the digital marketing sphere, ethical considerations are paramount. The

organization must maintain transparency, authenticity, and ethical practices in its
campaigns to build trust with clients and consumers.

4.2.8 LEADERSHIP FACTORS

 Founder Influence

With only two members leading the organization, the leadership style and vision of
the founders, Sana Tehseen Durrani and Waleed Mehmood Fancy, significantly
impact the company's direction and culture. The organization's success relies on
effective leadership and strategic decision-making.

 Overall Assessment

The Blue's Studio Digital Marketing, established in 2020 and led by a small yet
dynamic team, navigates a dynamic external environment. Embracing technological
advancements, adapting to economic conditions, and aligning with legal and ethical
standards are pivotal for sustained growth. The founders' leadership, coupled with a
proactive approach to societal and environmental considerations, positions the
organization for success in the competitive digital marketing landscape.

4.3 SWOT ANALYSIS

4.3.1 STRENGTHS

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

 Recruitment

The recruitment and selection policy is very strong. The Blue Studio recruits talented
candidates from the market through proper testing- written and interview. The written

26
part contains questionnaires that are of IBA standard which is a renowned education
institution of our country.

 Work environment

During my stay I found the work environment very satisfactory. Everyone is cordial
and helpful and cooperative. There is less internal conflict or politics at play which is
essential for conducting a productive working environment.

 Transparency

For clear communication to the employees of the HR Practice in the Blue Studio, they
have a service rule book which they give to every employee. The guide articulates
important and covers all HR Practice followed by the organization. This is very
helpful both for the employees and the employer as it removes chances of
misinterpretation, bias etc.

 Leave Management

They provide a 22 working days leave balance which are paid leave days, Casual
leave 10 days and medical leaves as required upon submission of a medical certificate
from the General Physician (GP).

 The Blue Studio provides online Services

The Blue Studio is among the few digital marketing companies in Peshawar KPK,
which provides the online services to its customers. By using the modern online
services, the Blue Studio offers a range of online services tailored to elevate brand
visibility and engagement. From targeted social media campaigns and content
creation to strategic Search Engine Optimizations (SEO) and Pay per click (PPC)
advertising, they craft comprehensive digital strategies. These companies specialize in
website optimization, email marketing, and analytics-driven approaches to maximize
online presence and conversion rates. Their expertise lies in leveraging diverse
platforms to amplify brand reach, engage audiences, and drive measurable results,
fostering meaningful connections between brands and their target customers in the
digital realm.

27
  Training and development system of The Blue Studio is a prime reason of
their success.

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

4.3.2 WEAKNESSES

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

 Inadequate human resources

The human resources are not sufficient in terms of its service providing system. It has
to maintain a number of formalities to recruit employees.

 Human Resource Planning

There is not much Human Resource Planning at the Organization except for an annual
need assessment for required workforces Investors lack of knowledge about

 Lack of Job Analysis

It is the important part of HR practice in an organization but not implanted in The

Blue Studio, which means they are less informed about current market trends and that
could lead to loss of potential talents from their pool.

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 4.2.3 OPPORTUNITIES

In organization opportunities are positive external environmental factors. An

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

 Recruitment

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

 Expanded market

With the trend of vast use of the internet new industries are emerging into the market,
the traditional organizations are adapting the digital literacy methods for improving
their businesses (transitioning to e-commerce) resultantly demand is being created.
The open ended digital presence is a new sector, so there are high possibilities of
growth in this as it is a largely untapped market, and The Blue Studio will be able to
capture a large number of institutional clients from competitors, as well as new
clients.

4.2.4 THREATS

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

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

 Volatile economy

The market can be volatile, and a sudden drop in prices will weaken client confidence
& portfolio performance.

29
  Technology changes

Rapid shifts in technology and algorithms can render existing strategies obsolete,
demanding constant adaptation and updates.

 Cybersecurity Risks

Data breaches or cybersecurity threats can compromise sensitive client information,

damaging trust and reputation.

 Talent Retention

High turnover or a shortage of skilled professionals can hinder service quality and
delivery, impacting client satisfaction.

 Lack of Motivation of Employees

Sometimes the lack of motivation in employees can create a threat to the organization.
Employees may be overburdened with tasks that are not their core-competencies. As a
result, the quality and accuracy of deliverables duties may fall. Employee turnover
may have a negative effect on the overall performance of organization.

 Regulatory Changes

Changes in regulations or policies related to data privacy or digital advertising can

require adjustments in strategies and processes, adding complexity and compliance
challenges.

4.4 FINDINGS

 Compensation Strategy

Blue Studio places a strong emphasis on comprehensive compensation, encompassing

both direct and indirect forms. Their packages align with industry standards, including
bonuses, annual increments, and long-term benefits like Gratuity and Provident Fund,
ensuring employee security. The company also prioritizes leave planning, offering a
variety of leave types to meet diverse employee needs.

30
  Performance Evaluation Challenges

The evaluation of employee performance at Blue Studio faces challenges within the
HR division. Proper procedures for assessing and appraising employees are not
effectively implemented, highlighting a potential area for improvement in
performance management practices.

 Competence vs. Philosophical Understanding

While the organization's officers demonstrate competence in task execution, there

exists a gap in their understanding of procedures without grasping the underlying
philosophical aspects. This finding suggests an opportunity for enhancing the
alignment of operational tasks with the organizational ethos.

 Service Quality and Customer Advocacy

Blue Studio excels in delivering commendable service quality, a crucial element in

building a loyal customer base. The exceptional service not only fosters lasting
relationships with customers but also encourages them to become advocates for the
company's products, promoting positive word-of-mouth among peers, friends, and
relatives.

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 CHAPTER NO.5

RECOMMENDATION / DISCUSSIONS AND CONCLUSION

5.1 CONCLUSION

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on
organizations overall performance. If an organization wants to gain full benefit from
human resource management, it should follow all the guidelines of HRM policy
document. Initially, the organization operates with a limited number of recruits for its
functions and performance. However, with imminent expansion, the current HR team
might face challenges in managing the increased workload and requirements of the
growing company.

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

5.2 RECOMMENDATIONS

 Strategic HR Management

Align the purpose of Human Resource Management at Blue Studio with the goal of
improving the productive contribution of employees.

Ensure that all employees are well-informed about the guidelines, policies, and
practices of the organization.

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  Employee Training and Development

Implement proper training and development programs to enhance the effectiveness

and efficiency of employees.

Develop a Training Need Assessment (TNA) plan on an annual basis to ensure

ongoing skill development and efficient performance.

 Enhancing HR Department Knowledge

Ensure that the entire HR department is well-informed regarding employment

personnel, fostering a comprehensive understanding of organizational human
resources.

 Competitive Salary Structure

Establish a job-evaluated salary structure that is more competitive than other

organizations in the country, aiming to attract and retain top talent.

 Effective Performance Evaluation

Implement a proper promotion policy to ensure the fair and consistent evaluation of
employee performance at Blue Studio.

 Adaptation to Industry Trends

Encourage top management to modify services and adopt new trends and best
practices in the industry to gain a competitive advantage and deliver quality service.

 Motivation and Recognition

Keep Blue Studio staff motivated by conducting periodical performance appraisals

and offering recognition and rewards to qualified employees.

 Specialized Hiring Approach

Implement a strategy to hire specialists for each individual sector within Blue Studio,
ensuring expertise in key areas.

 Customer Database Management

Create and maintain a comprehensive customer database, continuously informing

investors about available facilities or opportunities. This approach serves the dual
purpose of direct marketing and building a large pool of customer data.

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 REFERENCES / Bibliography

Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice

(11th
ed., p. 515). Kogan Page.
SWOT Analysis - Definition, Advantages and Limitations. Management study guide.
(2018). Retrieved from https://www.managementstudyguide.com/swot-analysis.htm.
Dessler, G. (2011). A Framework For Human Resource Management (6th ed., pp. 84-
85). Pearson.
Deb, T. (2008). Performance Appraisal and Management (1st ed., p. 29). Excel Books.

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