AN INTERNSHIP REPORT ON

RECRUITMENT & SELECTION PROCESS OF

“VISHWAGREEN REALTORS, NERUL”

SUBMITTED TO

PILLAI COLLEGE OF ARTS, COMMERCE AND SCIENCE–

AUTONOMOUS FOR PARTIAL COMPLETION OF THE
DEGREE OF

BACHELOR OF MANAGEMENT STUDIES (BMS) 2019-20

UNDER THE FACULTY OF COMMERCE - MANAGEMENT

BY

VISHNU VIJAYAN

UNDER THE GUIDANCE OF

PROF. NITHYA VARGHESE

MAHATMA EDUCATION SOCIETY’S,

PILLAI COLLEGE OF ARTS, COMMERCE AND SCIENCE-

AUTONOMOUS, PLOT NO.10, SECTOR 16, NEW PANVEL,
NAVI MUMBAI, MAHARASHTRA, 410206

2019-2020
 CERTIFICATE

This is to certify that Mr. Vishnu Vijayan has worked and duly completed his Project Work for the
degree of Bachelor of Management Studies under the Faculty of Commerce in the subject of
Human Resource and his project is entitled, Internship report on Recruitment and Selection in a
logistics company under my supervision.

I further certify that the entire work has been done by the learner under my guidance during the
academic year 2019-2020 and that no part of it has been submitted previously for any Degree or
Diploma of any university. In the span of project duration her candidature was very sincere and
hardworking.

It is his own work and facts reported by her personal experiences.

Prof. Nithya Varghese Dr. (CA) Gajanan P Wader

Coordinator Principal External Examiner
Department of BMS Pillai College of Arts, Commerce and Science.

College seal
 DECLARATION

I the undersigned Vishnu Vijayan here by, declare that the work embodied in this project work
titled “Internship in the field of Recruitment and Selection”, forms my own contribution to the
Internship project work carried out under the guidance of Prof. Nithya Varghese is a result of my
own experience and had not been previously submitted to any other College or University for any
other Degree/Diploma to this or any other University as an internship project.

The interpretations put forth are based on my experience as an executive intern at

VISHWAGREEN REALTORS, NERUL.

I, here by further declare that all information of this document has been obtained and presented in
accordance with academic rules and ethical conduct with regards to requirement of an internship
project.

Vishnu Vijayan
 ACKNOWLEDGEMENT

I wish to sincerely thank all those who have contributed in one way or another to this study.
Without my mentors this project period wouldn’t have been a success. Words can only express my
deep gratitude to my mentor my advisor Prof. Nithya Varghese for her meticulous care and
guidance towards me and this project. Her critical and careful reading of my writing has saved me
from a lot of errors.

I take this opportunity to thank the University of Mumbai for giving me chance to do this
project.Then I would like to thank my institution Pillai College of Arts, Commerce and Science –
Autonomous for providing me with a greater opportunity to do the project.

I wish to express my sincere gratitude to my Principal, Dr. CA Gajanan.P.Wader for providing with
the necessary facilities and moral support towards all.

I wish to thank my company VISHWAGREEN REALTORS for giving me a space to express more,
explore more, and learn more. I would like to thank the Director, CEO, COO for guiding me
throughout my internship days. Also thanking my trainer, Mrs. Anjani Pardeshi for her kindness,
care towards me while completing the project.

I sincerely acknowledge the courtesy of the authorities of my college library and librarian Dr.
Sanjay Munavali for his cooperation needed by permitting me access data and relevant materials
while carrying out the present project.

Lastly, I would like to thank each and every person who directly or indirectly helped me in the
completion of the project especially my Parents and Peers who supported me throughout my
project.
 INDEX

Sr. Topic Page No.

No.
1. 2
1.1 Introduction to Vishwagreen
realtors
1.2 Mission and Vision of the company
1.3 Introduction to Board of Directors
1.4 Projects of Vishwagreen realtors
1.5 Hierarchy of the Organization
1.6 Organization Culture
1.7 Why it is selected

2. Role of intern in the Organization: 9

2.1 Activities done during internship

2.2 Job profile

2.3 Job description

2.4 Daily activities and reporting

3. Recruitment and Selection function of 18

HR department of the company:

3.1 Recruitment and selection

3.2 Interview and Resume scanning

4. Welfare at workplace: 31

4.1 Working environment

4.2 Welfare facilities

4.3 Workplace safety

5. Challenges 35

6. Conclusion/Suggestions 37
 Executive Summary

The report is the presentation of finding of the project work carried out during the internship at
VISHWAGREEN REALTORS,NERUL. In the first part of the project report, general information of the
company has been collected. The information is gathered through the primary and secondary source
as well. In the second part of the report, contains thespecialized subject study. The objective is to
study the recruitment process of the Organization. This project focuses on Procedure adopted for
Recruitment and Selection at VISHWAGREEN REALTORS,NERUL. .The organization has to be more
responsive to the changing scenario and latest trends in, recruitments and then of selection process.
HR Planning will be a limiting factor in achieving the objectives of the organization. Objectives in
the present day of stiff challenge from competitive market, it is ongoing process which requires
proper identification of organizational manpower requirement and also ways of hiring the efficient
and right person at the right time.
 CHAPTER 1

INTRODUCTION

1.1 Introduction to HR in a Service Company with referance to

“VISHWAGREEN REALTORS”

Fig 1.1 Logo of VISHWAGREEN REALTORS

In the ever growing market, the intern had to do internship in the field of Human Resource. The
intern had difficulty in finding a company that could provide internship Human Resource. After a
small research, the candidate found a space to work as an intern in a Company named as
“VISHWAGREEN REALTORS situated at NERUL.

As a Construction Company, the company did not had much HR activities as most of the work was
based on Development of Buildings. The key activities of Human Resource department were
handled by the senior personnel of the company. The intern was not given with much responsibility
other than Recruiting and Selecting employees for the company.

Vishwa Green Realtors Pvt. Ltd is an established real estate company of Mumbai, wellknown for
quality Living and Working Spaces, timely delivery and superior customer support services.
The Company has grown as one of the leading and most dependable names in real estate and
property development in Mumbai. Vishwa Green Realtors Pvt. Ltd is backed by decades of
professional experience in delivering the best in residential & commercial projects ensuring Trust,
Quality and Value for money offerings to its customers and successfully delivered the projects
every time on time.
Our aim is to continue to develop solutions that make “living better” through Construction of
“World Class” Living and Working Spaces. Everything we do revolves around people and their
lives. The company’s objective will be continuously enriched by formalization of high standards of
quality and work culture. Our constant endeavour has been to contribute to the betterment of the
community and the people at large.
We have an ISO 9001:2008 certification as a method of controlling quality and we believe in the
philosophy of continual improvement in all aspects of our business.

Vishwa Green Realtors Pvt. Ltd is an established real estate company of Mumbai, well known for
quality Living and Working Spaces, timely delivery and superior customer support services.

The Company has grown as one of the leading and most dependable names in real estate and
property development in Mumbai. Vishwa Green Realtors Pvt. Ltd is backed by decades of
professional experience in delivering the best in residential & commercial projects ensuring Trust,
Quality and Value for money offerings to its customers and successfully delivered the projects
every time on time.
Our aim is to continue to develop solutions that make “living better” through Construction of
“World Class” Living and Working Spaces. Everything we do revolves around people and their
lives. The company’s objective will be continuously enriched by formalization of high standards of
quality and work culture. Our constant endeavour has been to contribute to the betterment of the
community and the people at large.

We have an ISO 9001:2008 certification as a method of controlling quality and we believe in the
philosophy of continual improvement in all aspects of our business.

Vishwa Green Realtors Pvt. Ltd. could be financed by all leading financial institutions & banks.
Please contact us to get details of documents required by plan approval today with interest rate at all
time low, this is the right time for you to own your dream home. How do you get loans and what are
the necessary documents required by the leading financial institution. The following set of questions
would answer your apprehension about home loans.
1.2 Mission and Vision of the Company

Mission Statement:

Utmost Satisfaction for Clients / Owners with a positive, passionate and pro-active approach. We
direct our working relationship with clients/ owner both internally and externally to understand,
anticipate and satisfy their needs by providing sense of Safer, Stronger and Memorable experience,
Enhanced or Hi-Tech Technology and Luxurious amenities.

● Vishwagreen realtors will seek global market leadership.

● Development and growth in the Projects will be our focus.

● We will continue to create a winning culture, operating in highest standards of ethics and values

● With co-operation among competitors.

● We will strive for excellence in customer service, quality and R& D.

Vision Statement:
Our Objective is to create Dynamic and affordable Architecture with flourishing interests
in Commercial and Residential Spaces. We are as also responsible towards mother Earth,
not only to develop High-end business system by providing continuous value to end users
and community, but also take care of the nature which helps us to make a difference. Be
distinguished and honoured as a leader of innovation and sustainbility in the real estate
business and provide service with Equal passion to enhance customer delight

We shall become the Biggest Construction Company and achieve a leadership position by:

● Assuring consistent quality and timely delivery at competitive price.

● Providing customized solutions and service to meet changing requirements of customers.

● Choose the best and the most flexible manufacturing practices and methods

● Adopt processes supported by proven technologies, which are cost effective and safe.

● Encourage and nurture teamwork and participative management ethos.

● Aim at customer orientation through continuous technology upgrade, high business ethics and
new project development.
Vishwagreen realtors has a vision of promoting excellence values in people by delivering
innovative HR programs and strategies to support the employees. Our unique vision, capture
the essence of who we are and how we interact with one another. In addition, it speaks to how we
go to market and our commitment to delivering excellence to our clients, shareholders, and the
community. To serve our clients by providing the highest quality professional services that
addresses their business issues. We attract, recruit, and retain the most knowledgeable and
passionate professionals, and we provide a collaborative culture that enables them to thrive
professionally and personally. We deliver superior financial results to the investment community
while contributing to the communities in which we live and work.

Details Of The Company

Vishwa Green Realtors is Eminent Real Estate Company who promotes and maintains the highest
standard of Concrete Infrastructure that has enjoyed an immense success and increasing customer
support. We are into crafting affordable residential and commercial properties in the prime localities
of Navi Mumbai and having different strata of clientele. We are now among the successful builders
with projects across different localities mainly at Nerul, Kharghar, Dronagiri and Ulwe in Navi
Mumbai and have set new dimensions in Real Estate development.

Vishwa Green Realtors dreams of being the most admired Real Estate Company and is committed
towards constant innovation in design, technology and environmental sustainability contributing to
overall customer satisfaction.
The Eco-friendly measures remain to be company's special favour with a focus on environmentally
sustainable developments aimed to meet the 'Leadership in Energy and Environmental Design
(LEED)' Standards

The well-planned city, Navi Mumbai has a growing footprint of high- end and
superior corporate offices. In addition, it is interestingly emerging as a hub for Outsourcing/off-
shore business too.Outsourcing services represents a segment of Business Process Outsourcing
(BPO) in which companies utilize wholly-owned subsidiaries in place of 3rd party vendors. Navi
Mumbai continues to have the most affordable average rental rates among all micro-markets of
Mumbai.

The availability of office spaces, good connectivity by road and rail to all areas within the Mumbai
metropolitan region and access to a human capital in its proximity, it will emerge as one of India’s
most prominent hubs for the BFSI sector.
Financial companies, like Axis Bank, IDFC or a MNC like UBS , increasingly prefer to base their
back-end operations here. While Axis and IDFC have expanded considerably in this satellite city,
SBI is also likely to follow.

Over the last few years, prominent companies such as Accenture, L&T Infotech, Capgemini
(iGate), Cognizant and Syntel have made Navi Mumbai an established back office hub. Many more
businesses are expected to set up their back-end operations here.
In Navi Mumbai, especially the Airoli-CBD Belapur stretch is preferred, followed by Vashi and
Nerul which enjoys better rail and road connectivity
1.3 Introduction to Board of Directors

Board of Directors

Mr. Sunil Khanna Managing Director

Mr. Siddharth Khanna Director

Mr. Sunil Khanna

Mr. Sunil Khanna is the guiding person behind Vishwa Green Realtors Pvt Ltd. Within a short span,
he has set up his own domain in this competitive world. Mr. Sunil Khanna is extremely down-to-
earth, intensely dedicated and a man with integrity. He has successfully incubated Textile business
in the name and style of M/s. Sagar Enterprises with 16 years of entrepreneurial career. M/s. Sagar
Enterprises is a proprietorship of Mr. Sunil Khanna. The concern was established in the year 1995
and is engaged in manufacturing and supplying readymade garments & furnishing. Mr. Khanna has
an eye for opportunities and the commercial insight to set up businesses and take it through the
challenging start up phase.The management of the company is supported by Mr. Siddharth Khanna.

Mr. Siddharth Khanna

He is the second generation entrepreneur having Bachelor degree in Management Studies and is the
main force behind the company.
At a very young age with his philosophy of “Openness to change”, joined as a Director of Vishwa
Green and is aggressively helping the company to reach the heights of excellence. His eye for
details is what sets him apart from others, he believes that every issue in improvement of a project
is of equal importance and therefore he makes sure that every issue of progress and quality is
handled in its minute detail so that the best product/ project can be arrived at. He is passionate and
driven to succeed and improve.
Key Managerial functions like supervision of construction work, purchase of construction material,
finance etc. are looked after by him. The Promoters have invested huge amount of capital to create a
land bank for implementing Building construction project at Ulwe,Kharghar ,Nerul ,Dronagiri,etc in
Navi Mumbai.
 1.4 Projects of Vishwagreen Realtors
Vishwagreen realtors is known as a company which focuses on manufacturing and development of
buildings.

The Projects of Vishwagreen realtors can be classified below:

Fig. 1.2

It's always the attitude and the choices made that elevate you to a place you truly belong to. Where
else would a person of such fine calibre discover air and dominance to match his own? Shimmering
with all the jewels of Navi Mumbai from Central Park to Golf Course to the Upcoming
International Airport, Kharghar takes you a sky above. Welcome to higher living
You have aimed high, and you have got there. You are at the top of your league, a cut above the
rest. Now all you need is an address that befits your stature, Vishwa Hans. A residence so luxurious,
so stylish, it clearly signals your undisputed success to the world.

PROJECT HIGHLIGHTS

 G+28 storey
 Grand Elevation
 Elegantly Designed 2 & 3BHK Apartments
 Ample Car Parking
 Two High-speed elevators
 Ample open space in the surroundings
 Gymnasium

 Ample Children's play Area
 Intercom Facilities
 Decorative Main Door
 Provision for Safety Door
 Society Office

Location Advantages

 State-of-the-art RCC Structure

 Decorative compound wall and chequered tiles
 Proposed Metro Station - 3 to 4 minutes
 Close Proximity to Proposed Airport - 10 to 15 minutes drive
 Close Proximity to Central Park
 18 Hole Golf Course Nearby
 Close to the ISKCON Temple
 Proposed Bollywood Theme Park Closeby
 Kharghar Railway Station - 10 minutes
 Good Connectivity to Mumbai - Pune Expressway

Fig. 1.3
An address that befits your lifestyle, Vishwa Siyona is predestined to add a finishing touch to every
point in your life. Interlacing the three vital deciders economy, connectivity and good location in all
its offerings, stands apart as an increasingly preferred destination.
When it comes to location, VISHWA SIYONA at Ulwe takes utmost pride in flaunting innumerable
geographical benefits that it offers to its residents. An increasingly preferred destination by most
property seekers; in the future Ulwe could offer excellent connectivity and conveniences,
embellished by nature's beauty.
Its close proximity to proposed railway stations 'Bamandongri' and 'Kharkopar' provides an
excellent mode of commuting. In addition to this Approved International Airport will put Ulwe, top
on the property seekers' list in the near future.

PROJECT HIGHLIGHTS

 Residential + Commercial
 Elegantly designed 2BHK flats
 Stilt+Podium+12 Floors
 Landscaped Garden
 Clubhouse
 3 High-Speed Elevators
 KOHLER Bathroom fitting

GENERAL FEATURES
 Earthquake resistant RCC framed structure
 Spacious and decorative entrance lobby
 Fire rescue area after 7th floor (alternate floor)
 High-speed elevators of reputed brands - 2Nos. & Service Lift - 1No.
 External Plumbing will be in PVC of standard brands
 3 phase electrical connection to every apartment
 Standby generator for lift & lighting in common areas
 Concealed copper wiring with adequate electrical points
 Modular switches of superior brand
 1 Internet & 2 telephone points in hall & bedrooms
 Sanitarywares of reputed brands
 Laminated wooden flush doors (Internal Doors & Toilet Doors)
 Sliding windows will be done in anodized heavy aluminium sections
 Provision for Mosquito net panel in windows
 Marble sills for windows
 Internal walls finish with stucco & plastic emulsion paint
 Quality CP fittings of superior brands
 Vitrified flooring in living area and ceramic in rest of the areas
 Granite Kitchen platform with Stainless Steel Sink & service platform
 Glazed tiles in kitchen up to 2.1 mtr.
 Dado designer glazed tiles in the toilets up to 2.1 mtr.
Location Advantages

 Proposed Bamandongri Railway Station - 3 to 4 min.

 Proposed Sewri-Nhava Transharbour Link

 Close proximity to Approved International Airport - 10 to 15 min. drive

 Palm Beach Road - 3 to 4 min. Drive

 Close proximity to Panvel - 10 to 15 min. drive

 90 mtr. road connecting to J.N.P.T

 Uran - 20 min. drive

 15 min. drive to Kharghar

Fig. 1.4
  ON GOING PROJECT

Plan M offers office spaces towering the Navi Mumbai landscape. The stunning interiors, tall
ceilings and everything that catches the eye, is all designed to elevate your mood and your
organization, to newer heights. The grand elevation of G+36 Floor makes Plan M the tallest
commercial tower in Navi Mumbai, literally a level above the rest.

Vishwa Green’s Plan S is a business park in Nerul that is bound to leave all your clients and visitors
mesmerized. The futuristic design and world-class infrastructure of this commercial property in
Nerul would work wonders for your business. There are abundant networking opportunities,
avenues to collaborate with other businesses, and F&B options here! No wonder then that Plan S is
regarded as the go-to option for anyone looking for office spaces in Nerul. When you base your
company out of this commercial property, you’d be effectively projecting your company as one that
doesn’t settle for anything but the best.

Plan S, the resplendent G+32 storey commercial property in Nerul, is the place to be for every
business who wants to operate out of Navi Mumbai. Exclusive facilities, luxurious amenities,
logistically ideal location - what else could you ask for from a commercial property in Nerul? The
use of highly advanced technology in its construction, and it's undeniable architectural brilliance,
also make this commercial property a highly lucrative option for anyone who is looking for office
spaces in Nerul. There isn’t a commercial space in Navi Mumbai that could rival Plan S on all these
aspects. As far as office spaces in Nerul go, you’d struggle to find one that could out-do this
business park! It is, simply put, the hottest commercial property in Navi Mumbai!

Fly. Dream. Be with the stars. Live at Vishwa Abha. It's an address where life is like an open
canvas and you are invited to paint your picture. Only here, endless facilities coupled with soaring
aspirations make you realize that life indeed is an open sky.

Another fast growing node from Navi Mumbai, where people will get maximum appreciation in the
coming years.
ORGANIZATIONAL CHAIN
1.6 Organisational Culture:

Organizational Culture is a collective behavior of people that are part of an organizational, it is also
formed by the organization values, visions, norms, working language, systems, and symbols, and it
includes benefits and habits.

It is also the pattern of such collective behaviors and assumptions that are taught to new
organizational members as a way of perceiving and even thinking and feeling.

Organizational cultures affect the way people and groups interact with each other, with clients and
with stakeholders.

VALUES AND NORMS OF THE ORGANIZATION

● Customized Range

● Ethical dealings

● On time delivery

● Lowest price

● Premium quality

● Excellent Professionals

● Team work

Greatest importance to Quality, Safety, and Reliability.

All team members at Vishwagreen realtors work towards achieving the company mission by
adopting these core values: Honesty, Commitment, Discipline, Accountability, Reliability and
Teamwork.
1.7 Why it is Selected:

A code of conduct was observed in Vishwagreen realtors through the ethical dealings with the
customers and employees. Good Ethics of Vishwagreen realtors represented the organization in a
good light and thus an ethical dealing was taken into consideration. The ethical Norms and values
or the organization followed in the Vishwagreen realtors maintained the standardand so facilitates
in leading a better environment to work. Thus it had maintained a friendly environment as it helps
to work better. Another aspect which goes hand in hand is Team work. The employees and
departments considered the fact that team work can help work done better rather than being self-
centered and working. Professional guidance in matters were sought in order to gain better
information and to deal situations wisely also to gain practical experience from experts wherever
necessary.

Sustainable contribution to the environment and ecology made environment friendly too.

Lastly a customized range of products benefitted the organization as it has to cater to different
people.

Corporate office facilities are either built-to-suit or bought from a developer, post the project’s
completion. As many more companies are expected to permanently move or set up in-house back-
end processes here, taking care of these office space demand becomes hugely important. There is
stronger momentum in demand for office spaces in Navi Mumbai for the past five years and is
expected to rise over the next five years.

Apart from the rental rates , the location advantage of being situated so close to Mumbai,Thane and
Pune helps the businesses operating here immensely. One can enjoy access to large talent pools
from within the city as also from Thane, Panvel and Mumbai’s eastern suburbs. Employers here are
able to offer the ‘walk-to-work’ or cab advantages to many of their employees.

Access to such large talent pools and residential catchments, good quality housing with all modern
amenities is also available in abundance here. The social infrastructure is well developed and most
areas have access to good schools, hospitals, malls and entertainment avenues.
 CHAPTER 2

ROLE OF INTERN IN THE ORGANISATION

2.1 Activities done during Internship

● Drafting e-mails
● Preparing questions
● Scanning resumes
● Suggesting necessary changes in the resumes of the candidates
● Attended interviews with my senior
● Fixed interview with us for mock interview
● Fixed appointment with clients for interview
● Follow up with the candidates
● Taking feedback from the candidates

2.2 Job Profile:

The intern was given the responsibility of handling Recruitment and Selection under the main HR
manager.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organization. Recruitment process involves a systematic procedure from sourcing
the candidates to arranging and the interviews and requires many resources and time. The
recruitment process were as follows:
Identifying the Vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:

● Posts to be filled
● Number of persons
● Duties to be performed
● Qualifications required
● Preparing the job description and person specification
● Locating and developing the sources of required number and type of employees (Advertising,
etc.)
● Short-listing and identifying the prospective employee with required characteristics
● Arranging the interviews with the selected candidates.
● Conducting the interview and decision making

Recruitment Process of
Vishwagreen Realtors
The Process Starts by Analysing Job Description:

2.3 Job Description (JD):

The intern was asked to analyze JOB DESCRIPTION form of every candidate that gave application
to the company
.
Writing job descriptions is an important step in planning your staffing programs. They form the
foundation for many important processes such as job postings, recruitment, and selection, setting
expectations, compensation, training and performance management. Job descriptions should give a
brief overview of the role, how it relates to your company vision, a list of key responsibilities,
requirements and qualifications

Importance of Job Description (JD):

All employees like to know what is expected of them and how they will be evaluated. Job
descriptions can also be a great value to employers. Creating a job description often results in a
thought process that helps determine how critical the job is, how this particular job relates to others
and identify the characteristics needed by a new employee filling the role.

A job description typically outlines the necessary skills, training and education needed by a
potential employee. It will spell out duties and responsibilities of the job. Once a job description is
prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in
the evaluation of job performance. Using job descriptions is part of good management.
2.4 Daily Activities and Reporting
The intern was asked to report to the Assistant HR manager of the Vishwagreen realtors The
Assistant manager made a note of the intern’s daily attendance.

The intern was doing his internship under the guidance of the Assistant HR manager and the main
HR manager. The intern had to do the work given by the Assistant HR Manager and was asked to
report to Assistant HR manager.

Week 1

Drafting Emails & Attending Interviews

Day 1 & 2

For the first 2 days the intern was assigned the task of preparing samples questions and their
answers that are likely to be assigned to the candidates by the clients during their interview and the
intern was assigned to prepare sample emails for the candidates which the candidates could use as
an example for their interviews.

Day 3

From the third day onwards the intern was assigned a senior. The assigned senior (assistant HR
manager) gave me a short tour of the firm as well as the recruitment process. The intern was asked
to attend all the interviews that my senior took.

Week 2

Resume Scanning & Fixing Interviews

Day 4

On the fourth day the intern was assigned the task of scanning all the resumes of the candidates and
suggest possible changes and corrections and suggest the necessary changes to the candidates after
running the suggestions with his senior and getting the approval of his senior.

Day 5

From the fifth day onwards the intern was assigned the task of calling the candidates and fix the
appointment for their mock interview with us before sending them for the interview to the clients so
that we can suggest them the areas they are lacking and they can perform well in the interview with
the clients.

Day 6

For the sixth day also the intern was assigned to do the same thing and the intern was also assigned
the task of scanning the resumes of short-listed candidates and make note of the necessary changes
that needs to be done to their resumes and communicate it to them.
Day 7

On the seventh day the intern was assigned to fix the interview appointment with the client firms for
their main interview of all those candidates who passed the mock interview he took.

Day 8

On the eighth day the intern was as attending all the entire interviews taken by my assigned mentor.

Week 3
Interview & Resume Scanning

From the 3 week first the intern was assigned the task of scanning all the resumes of the candidates
and suggest all the necessary changes that have to be made to make the resumes to be presentable
and attractive to the clients.

After that the intern was asked to call the prospective candidates whose contact details were given
to me by seniors who extracted that from the job searching portal and fix appointment with us to
take the mock interview and suggest the necessary changes and let them know the packages offered
by the clients firms after knowing their capacity and calibre.

For the last few days the intern was given the opportunity to taken interview of few candidates
whom he had contacted and made their mock interview appointment under the supervision of my
assigned senior.

After conducting the interview the intern was also given the opportunity to suggest the necessary
changes to be made in their resumes and interview without consulting my senior.

The intern was also given the opportunity to conduct the mock interview solely.
 RECRUITMENT &
SELECTION

TRAINING &
HR PLANNING
DEVELOPMENT

JOB
PERFORMANCE
DESCRIPTION JOB EVOLUTION
MANAGEMENT

CAREER &
OD & CHANGE
SUCCESSION
MANAGEMENT
PLANNING

IMPORTANCE OF JOB DESCRIPTION

Job Desciptions typically have the following sections:

● Job title
● A high-level summary of the key duties
● Identification of the values that should be demonstrated by all staff
● A detailed list of the responsibilities
● Minor functions
● Supervisor
● Working hours
● A description of the experience, knowledge, skills and abilities required
● A list of any special working conditions or minimum physical requirements

Sections of a typical job description include;

 Job identification

 Job summary

 Responsibilities and duties

 Authority of incumbent

 Standards of performance

 Working conditions

 Job specifications
A job description defines a person’s role and accountability.

Without a job description, it is usually very difficult for a person to properly commit to, or be held
accountable for, a role.

This is especially so in large organizations. Job descriptions improve an organization’s ability to

manage people and play roles in the following ways:

 Clarifies employer expectations for the employee.


 Provides the basis of measuring job performance.

 Provides a clear description of the role for job candidates.

 Provides a structure and discipline for the company to understand

and structure all jobs and ensure necessary activities, duties and responsibilities
are covered by one job or another.

 Provides continuity of role parameters irrespective of manager interpretation.

 Enables pay and grading systems to be structured fairly and logically.

 Prevents arbitrary interpretation of role content and limit by employee and employer and
manager.

 Provides reference tool in issues of employee/employer dispute.

 Provides reference tool for discipline issues.

 Provides important reference points for training and development areas.

 Provides neutral and objective (as opposed to subjective or arbitrary) reference points for
appraisals, performance reviews, and counseling.

 Enables formulation of skill set and behavior set requirements per roll.

 Enables the organization to structure and manage roles in a uniform way, thus increasing
efficiency and effectiveness of recruitment, training, and development, organizational
structure, workflow and activities, customer service, etc.
 CHAPTER 3

RECRUITMENT AND SELECTION FUNCTION OF HR DEPARTMENT OF

THE COMPANY

The intern was asked to perform the following function:

3.1 Recruitment and Selection:

Sources Of Recruitment:

The Vishwagreen realtors has the point of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external. The sources within the organization itself (like
transfer of employees from one department to another promotions) to fill a position are known as
the internal sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies, etc.) are known as the external sources of recruitment.

INTERNAL EXTERNAL

TRANSFERS PRESS ADVERTISEMENTS

PROMOTIONS EDUCATIONAL INSTITUTES/OUTSOURCING

UPGRADING EMPLOYMENT EXCHANGES

DEMOTION LABOUR CONTRACTORS

RETIRED EMPLOYEES UNSOLICIATED APPLICANTS

RETRENCHED EMPLOYEES EMPLOYEE REFERRALS

DEPENDENTS AND RELATIES OF DECEASED EMPLOYEES RECRUITMENT AT FACTORY GATE

Internal Sources Of Recruitment:

1. TRANSFERS

The employee are transferred from one department to another according to their efficiency and
experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organization as the people are already aware of
the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by
the companies so that the members of the family do not become dependent on the mercy of others.

External Sources Of Recruitment:

1. Press Advertisements

Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment.
The main advantage of this method is that it has a wide reach.

2. Educational Institutes

Various management institutes, engineering colleges, medical colleges, etc. are a good source of
recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus
interviews and placements. This source is known as Campus Recruitment.
3. Placement agencies

Several private consultancy firms perform recruitment functions on behalf of client companies by
charging a fee. These agencies are particularly suitable for recruitment of executives and specialties.
It is also known as RPO (Recruitment Process Outsourcing)

4. Employment Exchanges

Government establishes public employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in identifying suitable candidates.

5. Labour Contractors

Manual workers can be recruited through contractors who maintain close contacts with the sources
of such workers. This source is used to recruit labour for consrtrusction jobs.

6. Unsolicited Applicants

Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the registration.

7. Employee Referrals/Recommendations

Many organization have structured system where the current employees of the organization can
refer their friends and relatives for some position in their organization. Also, the office bearers of
trade unions are often aware of the suitability of candidates. Management can inquire these leaders
for suitable jobs.In some Organisation these are formal agreements to give priority in recruitment to
the candidates recommended by the trade union.

8. Recruitment at Factory Gate

Unskilled workers maybe recruited at the factory gate thee may be employed whenever a permanent
worker is absent. More efficient among these may be recruited to fill permanent vacancies.
 EXTERNAL
1.Supply and INTERNAL 1.Recruitment
FACTORS Demand policy
FACTORS
2.Labour Market 2.HR
3.Image and PLANNING
Goodwill
3.Size of the firm
4.Political-Social-
5.Legal-environment 4.Cost of
6.Unemployment Recruitment
rate 5.Growth and
7.Competitors expansion

Recent Trends in Recruitment been followed in Vishwagreen realtors:

The following trends are seen in Vishwagreen realtors:

● OUTSOURCING

In Vishwagreen realtors the HR policies are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization and
creating a suitable pool of talent for the final selection by the organization. Outsourcing firms
develop their human resource pool by employing people for them and make available personnel to
various companies as per their needs. In turn, the outsourcing firms or the intermediates charge the
organizations for their services.

Advantages of Outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage
3. Turning the management’s focus to strategic level processes of HRM.
4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
5. Company can save a lot of its resources and time.

● POACHING/RAIDING

“Buying talent” (rather than developing it) is the latest mantra being followed by the Venus
Sublimes Pvt.Ltd. Poaching means employing a competent and experienced person already working
with another reputed company in the same or different industry; the organization might be a
competitor in the industry. A company can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current employer of the candidate. But it is
seen as an unethical practice and not openly talked about. Indian software and the retail sector are
the sectors facing the most severe brunt of poaching today. It has become a challenge for human
resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

● E-RECRUITMENT

Vishwagreen realtors use Internet as a source of recruitment. E-recruitment is the use of technology
to assist the recruitment process. They advertise job vacancies through worldwide web. The job
seekers send their applications or curriculum vitae i.e. CV through e-mail using the Internet.
Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective
employees depending upon their requirements.

Advantages of E-recruitment are:

o Low cost

o No intermediates

o Reduction in time for recruitment

o Recruitment of right type of people

o Efficiency of recruitment process

o Gives a 24x7 access to an online collection of resumes

o Online recruitment helps the organization to weed out the unqualified candidates in
automated way

o Recruitment websites also provide valuable data and information regarding the compensation
offered by the competitors etc. which helps the HR managers to take various HR decisions like
promotions, salary trends in industry etc.

Disadvantages of E-Recruitment

o Screening and checking the skill mapping and authenticity of millions of resumes in a problem
and time consuming exercise for organizations.

o There is low Internet penetration and no access and lack of awareness of internet in many
locations across India.

o Organizations cannot be dependent solely and totally on the online recruitment methods

o In India, the employers and the employees will prefer a face-to-face interaction rather

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The
Level of performance of an organization depends on the effectiveness of its
Recruitment function. Vishwagreen realtors has developed and follows recruitment
Strategies to hire the best talent for their organization and to utilize their resources
Optimally. A successful recruitment strategy should be well planned and practical
to attract more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy
Should cover the following statements:

1. Identifying and prioritizing jobs.

Requirements keep arising at various levels in every organization; it is almost a never –ending
process. It is impossible to fill all positions immediately. Therefore, there is a need to identify the
positions requiring immediate attention and action. To maintain the quality of the recruitment
activities,, it is useful to prioritize the vacancies whether to focus on all vacancies equally or
focusing on key jobs first.

2. Candidates to target

The recruitment process can be effective only if organizations completely understands the
requirements of the candidates that are required and will be beneficial for the organization. This
covers the following parameters as well:

o Performance level required: Different strategies are required for focusing on hiring high performers
and average performers.

o Expertise level required: the strategy should be clear as to what is the experience level required by the
organization. The candidate’s experience can range from being a fresher to experienced senior
professionals.

o Category of the candidate: the strategy should clearly define the target candidate. He/She can be from
the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the
sources to be used and focused for the recruitment purposes for various positions. Employee referral
is one of the most effective sources of recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities should
be well-trained and experienced to conduct the activities. They should also be aware of the major
parameters and skills (e.g behavioral, technical, etc) to focus while interviewing and selecting a
candidate..

5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be
planned in advance. Like the rounds of technical interviews, HR interviews, written tests,
psychometric tests etc.
3.2 Interview And Resume Scannng:

The intern was working under the HR manager and following points were observed by the intern
under the guidance of the HR professionals of Vishwagreen realtors:

INTERVIEW & RESUME SCANNING

From the 3 week, first the intern was assigned the task of scanning all the resumes of the candidates
and suggest all the necessary changes that have to be made to make the resumes to be presentable
and attractive to the clients.

After that the intern was asked to call the prospective candidates whose contact details were given
to me by seniors who extracted that from the job searching portal and fix appointment with us to
take the mock interview and suggest the necessary changes and let them know the packages offered
by the clients firms after knowing their capacity and calibre.

For the last few days the intern was given the opportunity to taken interview of few candidates
whom he had contacted and made their mock interview appointment under the supervision of my
assigned senior.

After conducting the interview the intern was also given the opportunity to suggest the necessary
changes to be made in their resumes and interview without consulting my senior.

The intern was also given the opportunity to conduct the mock interview solely.
Process Followed By The Firm:

Posting Advertisements
(Based on the job positions vacancy advertisements are put on job portals like Naukri.com, Indeed,
etc.)

Contacting Interested Individuals

(Individuals responding to the advertisements are contacted to know more about them and let them
know the job openings and their details)

Fixing Mock Interview

(Those individuals who are interested are called for their mock interview at our office)

Suggesting Necessary Changes

(After the mock interview the individuals are given suggestions to improve their performance
during interview)

Short listing Candidates

(Based on the performance individuals are shortlisted for sending them to clients for interview)

Fixing Appointment of Shortlisted Candidates with Clients

(Short listed candidates are sent for interview to clients as per their requirements)

Interview with Clients

(The client firm takes interview of the candidates at their firm)

Selection/ Rejection
(Based on the performance of the shortlisted candidates they are selected to rejected)
Recruitment process at Vishwagreen realtors began with posting the job openings of their various
clients firms in various online job portals like Naukri.com, Indeed, etc. The interested individuals
will respond to the advertisement in the online portal. Once the firm get the contact details of the
individuals they contact them for knowing more about them and their requirements form the job
like working hours, salary expectations, suitable shifts, holidays, etc. Once all the requirements are
known and it matches the clients requirements they fix a mock interview with them.

After conducting the mock interview the candidates are suggested required changes they have to
make to crack the interview with the clients. Once the candidates make the required changes in their
resumes and interview they are sent to the clients firms for their interviews. After the interview with
the clients they decide whether the candidate is perfect for them or not and accordingly provide the
job offer.

Client Need Assessment

● Define objectives and specifications

● Understand client’s business and culture
● Understand the job position specifications
● Understand roles and responsibilities of the prospective candidates
● Develop a search plan and review with the clients.

Candidate Identification

● Identify target sources

● Extensive organization mapping, research and database search
● Provide status report to clients about the available talent pool

Candidate Assessment and Presentation

● Screen and evaluate candidates

● Personal Interview with candidates wherever possible
● Discuss the shortlist with the clients and send resumes.

Candidate Interview, Selection & Presentation Offer

● Facilitate interview with the client

● Obtain feedback
● Participate in decision making process
● Provide inputs on candidate’s desired compensations.
Closure & Follow Up

● Negotiate offer acceptance

● Execute reference check
● Coordinate joining formalities and on boarding as per predefined date.
● Closing review to understand client’s level of satisfaction

Things Observed While Conducting Interviews

Questions asked to the candidates during Interviews

● Tell me about yourself?

● Tell me about your job profile?

● Tell me your strength and weakness?

● How much are you expecting from the new organization?

● How much is the notice period you require if you are selected?

● Why do you want to resign from your previous job?

● Where do you see yourself after 2 years?

● What are your hobbies?

● How many languages do you know?

● Why do you need this job?

● Why should we hire you?

● Extra curriculum activities?

Does and Do not’s in an Interview

Does

● The candidate should be always willing to sign a bond

● The candidate should be willing to work in target
● The candidate should be willing to work overtime
● The candidate should be willing to work at low salary

Do Not
● The candidate should not say cannot work in pressure and stress.

● The candidate should not set preferences.

● The candidate should not speak anything negative about you.

● The candidate should not give casual attitude in the interview

 CHAPTER 4

WELFARE AT WORKPLACE

While the intern was doing his internship at Vishwagreen realtors, the intern also made observations
regarding the interior and exterior environment at his workplace.
Following are his observations while the intern was interning in the company.

What Is Welfare At Work?

Health, safety and welfare are basic requirement at work, and can be divided into four broad
categories: the working environment, welfare facilities, workplace safety and housekeeping.
The intern also had taken note of the working condition in the Aarti Drugs Ltd. The intern was
satisfied by the working condition in the organization and therefore describes his observations and
explanations below.

4.1 Working Environment:

Ventilation

The Vishwagreen realtors had an adequate supply of fresh air. In many cases suitable ventilation
can be achieved by opening windows and doors, but where necessary, mechanical ventilation
systems were provided and maintained to an appropriate standard.

Temperature-indoors

Indoor temperatures provided reasonable comfort during working hours. Where work requires less
physical effort, such as in an office, temperatures were set at least 16ºC. Where work requires more
physical effort, the minimum temperatures were reduced to 13ºC, subject to other conditions such
as humidity, ventilation, etc.

Temperature-hot or cold environments

Where temperatures move from what is regarded as comfortable, the risk to the health of those
individuals exposed increases. Heat or Cold Stress may occur depending on the environment; as a
result, there is a requirement to assess the risk to health. Consideration were given to personal and
environmental factors, such as duration of exposure, clothing, body activity, ambient temperatures,
radiant heat, humidity and air velocity.

Lighting

Lighting was sufficient to enable people to work and move about safely. Natural light was
preferable, although artificial lighting is acceptable and is often used to boost light levels. Where
necessary, local or task lighting were also be used. Where loss of lighting could pose a risk,
independently powered automatic emergency lighting were provided.

Cleanliness and waste disposal

Cleaning work and disposal of waste were carried out routinely in order to maintain good standards
of cleanliness and hygiene in the workplace.
Room dimensions and space

Workrooms provided enough free space to allow people to freely access work areas and move
within the workplace, free from the risk of tripping or striking objects, etc.

Work stations and seating

Work stations and seating were suitable for the work and the individuals using them. Where work
had to be done seated, suitable seats were used. All seating were provide with adequate support
particularly for the lower back. Footrest were provided for individuals that cannot place their feet on
the floor to provide support. Work stations had facilities for individuals to leave them quickly in an
emergency.

4.2 Welfare Facilities:

Drinking water

An adequate supply of clean drinking was available. This was normally obtained from a tap directly
from a rising main, but drinking water were provided from a tap supplied by a storage cistern,
providing cleaned and disinfected water regularly. Suitable drinking cups were provided where
required. If it was not possible to provide a piped supply of water, bottled water or water dispensing
systems were provided as an alternative source of drinking water. Containers were refilled at least
daily.

Sanitary facilities

An appropriate number of sanitary conveniences were provided, and had an adequately ventilation
which was lit and kept clean. Separate facilities for male and females were provided.

The recommended minimum is:

● Up to 5 workers: 1 water closet, 1 wash station

● 6 to 25 workers: 2 water closets, 2 wash stations
● 26 to 50 workers: 3 water closets, 3 wash stations
● 51 to 75 workers: 4 water closets, 4 wash stations
● 76 to 100 workers: 5 water closets, 5 wash stations

After the number of people exceeds 100, an additional wash station is required for every 25 people.

For workplaces with only male workers, the minimum recommendations are:

● Up to 15 workers: 1 water closet, 1 urinal

● 16 to 30 workers: 2 water closets, 1 urinal
● 31 to 45 workers: 2 water closets, 2 urinals
● 46 to 60 workers: 3 water closets, 2 urinals
● 61 to 75 workers: 3 water closets, 3 urinals
● 76 to 90 workers: 4 water closets, 3 urinals

● 91 to 100 workers: 4 water closets, 4 urinals

Washing facilities

Washing facilities was readily accessible, adequate in number and were provided with hot and cold
(or warm) running water, soap and hand-drying facilities. Where work is particularly strenuous,
dirty or could result in contamination of the skin by a harmful offensive material (e.g. body fluids,
hazardous chemicals, contaminated soil), showers were provided.

Rest and eating

Suitable rest facilities were provided for people to eat meals, etc. particularly where food eaten in
the workplace could become contaminated. There was on-site canteen facility close by where hot
food was obtained. The organization provided facilities for heating food (usually a kettle and
microwave would meet these requirements). Canteens were also used as rest facilities, providing
there is no obligation to purchase food.

Changing facilities and clothing accommodation

Adequate changing facilities were provided in areas where special clothing is required (for
example: uniforms, personal protective suits, etc.). These areas ensured the privacy of the user, and
include facilities for secure storage of personal belongings.

4.3 Workplace Safety:

Maintenance

Any part of the workplace or equipment that could pose a risk to the health, safety, or welfare of
staff or others, were maintained in a safe condition.

Floors and traffic routes

Floors was of sound construction and in good condition, free from hazards that could cause slips,
trips or falls. The organization considered the loads they take, and any vehicles using them. Open-
sided staircases were protected with upper and lower rails, etc.

Falls and falling objects

The organization has an alternate to reduce the risks of falling from a height and injuries from
falling objects. Hazardous substances contained in tanks, pits and other structures, were securely
fenced or covered to prevent individuals falling into them.
 CHAPTER 5

CHALLENGES

Recruitment is a function that requires business perspective, expertise, ability to find and match the
best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to
the candidate) and wisdom to align the recruitment process for the benefit of the organization. The
HR professionals-handling the recruitment function of the organization-are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the best people or
potential candidate for the organization.

In the last few years, the Vishwagreen realtors has undergone some fundamental changes in terms
of technologies, sources of recruitment, competition in the market etc. in an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals are
constantly facing new challenges in one of their most important function-recruitment. They have to
face and conquer various challenges to find the best candidates for their organizations.

Today’s knowledge economy very much depends on the value created by the human resource of an
organisation. In such a highly competitive environment, organisations have started to pay much
attention to the recruitment and selection process, as employees form their main asset. However, the
critical factors involved in the employee selection process is not well studied. Previous studies on
the recruitment and selection process have been performed mainly to study the performance of the
employees and the criteria attracting the right talent leading to employee retention and
organizational efficiency.

The distinction of this paper is that it studies the existing recruitment and selection process adopted
by tertiary and dual education sectors in both urban and regional areas within Australia. The
purpose of this research is to conduct an empirical study to identify the critical aspects of the
employee selection process that can influence the decision based on different perspectives of the
participants such as, hiring members, successful applicants as well as unsuccessful applicants.
Various factors such as feedback provision, interview panel participation and preparations,
relevance of interview questions, duration and bias were analysed and their correlations were
studied to gain insights in providing suitable recommendations for enhancing the process.
The Major Challenges Faced By The Hr In Recruitment Are:

1. Adaptability to globalization

The HR professionals are expected and required to keep in tune with the changing times that is the
changes taking place across the globe. HR should maintain the timeliness of the process.

2. Lack of Motivation-

Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR

department or professionals are not thanked for recruiting the right employees and performers.

3. Process analysis

The immediacy and the speed of the recruitment process are the main concerns of the HR in
recruitment. The process should be flexible, adaptive and responsive to the immediate requirements.
The recruitment process should be cost effective.

4. Strategic prioritization
The emerging new systems are both an opportunity as well as a challenge for the HR professionals.
Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has
become a challenge for the recruitment professionals.

5. Recruitment and Selection:

Finding a suitable candidate for the job from a large number of applicants is a basic problem for the
human resource manager. They have to make suitable changes from time to time in the selection
procedure and see to it that the candidate is up to the mark fulfilling the job requirements. If
required, the candidate should be provided with training to get quality results.

6. Emotional and Physical Stability of Employees:

Providing with wages and salaries to employees is not sufficient in today’s world. The human
resource manager should maintain proper emotional balance of employees. They should try to
understand the attitude, requirements and feelings of employees, and motivate them whenever and
wherever required.
7. Balance Between Management and Employees:
The human resource manager has a responsibility to balance the interest of management and
employees. Profits, commitment, cooperation, loyalty, and sincerely are the factors expected by
management, whereas better salaries and wages, safety and security, healthy working conditions,
career development, and participative working are the factors expected by employees from
management.

8. Training, Development and Compensation:

A planned execution of training programmes and managerial development programmes is required
to be undertaken to sharpen and enhance the skills, and to develop knowledge of employees.
Compensation in the form of salary, bonus, allowances, incentives and perquisites is to be paid
according to the performance of people. A word or letter of appreciation is also to be given, if some
of them have done their jobs beyond expectations to keep their morale up.

9. Performance Appraisal:
This activity should not be considered a routine process by the human resource manager. If
employees are not getting proper feedback from them, it may affect their future work. A scientific
appraisal technique according to changing needs should be applied and the quality of it should be
checked from time to time.

10. Dealing with Trade Union:

Union members are to be handled skillfully as they are usually the people who oppose the company
policies and procedures. Demands of the union and interests of the management should be matched
properly.

11. Leadership Management

Leadership development is critical in keeping your management team engaged and motivated, and
prepares them to take on more responsibilities in the future. Make it part of the culture. Create
opportunities for them to use their strengths every day. Accomplishing goals will motivate them and
give them a chance to develop their skills.
 CHAPTER 6

CONCLUSION/SUGGESTIONS

1. The corporate life is totally different as compared to textbook knowledge.

2. People were incorporative as most of them were busy with their own work without bothering the
person sitting beside him/her.
3. The college should focus more on practical knowledge than theory.
4. The feedback forms were hardly read by the authority.
5. There should be inter-department co-operation for the smooth functionality of the business.
 BIBLIOGRAPHY

 www.hr.com
 www.wikipedia.com
 www.booksyard.com
 https://www.vishwagreenrealtors.com/
 https://vishwagreenrealtors.wordpress.com/
 http://www.vishwagreenrealtors.com/FAQ/