An Internship Project Report in the field of Recruitment and Selection

Submitted to

University of Mumbai for partial completion of the degree of

Bachelor of Management Studies

Under the faculty of Commerce

By

Patil Atherv Vaibhav

Under the Guidance of

Prof. Nithya Varghese

Pillai College of Arts, Commerce and Science, Plot no.10, Sector 16, New Panvel,
Navi Mumbai, Maharashtra, 410206

January 2020
 An Internship Project Report in the field of Recruitment and Selection

A Project Submitted to

University of Mumbai for partial completion of the degree of

Bachelor of Management Studies

Under the faculty of Commerce

By

Patil Atherv Vaibhav

Under the Guidance of

Prof. Nithya Varghese

Pillai College of Arts, Commerce and Science, Plot no.10, Sector 16, New Panvel,
Navi Mumbai, Maharashtra, 410206

January 2020
Pillai College of Arts, Commerce and Science, Plot no.10, Sector 16, New Panvel,
Navi Mumbai, Maharashtra, 410206

Certificate

This is to certify that Mr. Patil Atherv Vaibhav 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 in the field of Recruitment and Selection under my
supervision.

I further certify that the entire work has been done by the learner under my guidance
and that no part of it has been submitted previously for any Degree or Diploma of
any university.

It is his own work and facts reported by his personal findings and investigations.

Name and signature

Of Guiding Teacher

Date of submission:
 Declaration by the learner

I am undersigned Mr. Patil Atherv Vaibhav 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 research work carried out under the
guidance of Prof. Nithya Varghese is a result of my own research work and had
not been previously submitted to any other University for any other
Degree/Diploma to this or any other University.

Wherever reference has been made to previous works of others, it has been clearly
indicated as such and included in the bibliography.

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

Allumkal Sijo Sibi

Certified by

Name and signature of the guiding teacher

 Acknowledgment

To list all who have helped me is difficult because they are so numerous and the
depth is so enormous.

I would like to acknowledge the following as being idealistic channels and fresh
dimension in the completion of this project.

I take this opportunity to thank the University of Mumbai for giving me chance to
do this project.

I would like to thank my Principal, Dr. CA Gajanan.P.Wader for providing the

necessary facilities required for completion of this project.

I take this opportunity to thank our Coordinator, Asst Prof. Nithya Varghese for
her moral support and guidance.

I would also like to express my sincere gratitude towards my project guide

AsstProf. Nithya Varghese whose guidance and care made the project successful.

I would like to thank my College Library, Dr. Sanjay Muravali for having
provided various reference books and magazines related to my 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.no Topic Page no

1 Introduction: 2
1.1 Introduction to SKG Pvt. Limited
1.2 Mission and Vision of the company
1.3 Introduction to Board of Directors
1.4 Products of SKG Pvt. Limited
1.5 Hierarchy of the Organization
1.6 Organization Culture
1.7 Why it is selected

2 Role of intern in the Organization: 13

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 HR 23
department of the company:
3.1 Recruitment and selection
3.2 Interview and Resume scanning
4 Welfare at workplace: 39
4.1 Working environment
4.2 Welfare facilities
4.3 Workplace safety
5 Challenges 45
6 Conclusion/Suggestions 47
EXECUTIVE SUMMARY:

This is an internship report where the candidate describes about his internship
project interned at the company named as “Aarti Drugs Limited”. The candidate
worked at one of the branch situated at Sion in Mumbai. The candidate focused in
the area of Recruitment and Selection and describes about his experience in the
internship report. The candidate describes about his experience in the company and
elaborates his field of duty in the below report. The candidate also faced some
challenges and mentions the same below in the internship report.
 Chapter no 1

INTRODUCTION

1.1 INTRODUCTION TO HR IN A SERVICE COMPANY WITH

REFERENCE TO “SKG Pvt. LIMITED”

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 Civil testing Lab named as “SKG Pvt. Limited” at one of the
branch situated at Belapur

As a civil testing Lab company, the company did not had much HR activities as
most of the work were based on research and testing of medicines. 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.

Human Resource Department of Aarti Drugs Limited:

Part of the USD 500 million Aarti Group of Industries, Aarti Drugs Ltd (ADL) was
established way back in in 1984.
Since its inception, the Company has established a strong presence in the Anti-
diarrhea, Anti-inflammatory therapeutic groups. With its manufacturing facilities
at Tarapur and Sarigam, the Company manufactures Vitamins, Anti-arthritis, Anti-
fungal, Antibiotics, ACE inhibitors, besides its range in, anti-diabetic, anti-
cholinergic, sedatives and anti-depressant drugs.

Over the years, the Company has been able to carve a niche for itself and is looking
forward to expand the volumes. With the government initiative to encourage private
health insurance schemes, consumer spending on medicines is expected to increase,
which will spur growth in the generic sector in the domestic market.

The Company aims at becoming the first choice of this expanding market through
better products, ensuring quality and timely delivery.

Photograph of Head Quarters of Aarti Drugs

Limited situated at Tarapur.
 Official logo of Aarti Drugs Limited

1.2 MISSION AND VISION OF THE COMPANY

MISSION STATEMENT:

● Aarti Drugs Limited will seek global market leadership.

● Development and growth in the product 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:

We shall become the first choice vendor of Bulk Drugs 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 product development.

Aarti drugs Ltd 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.

1.3 INTRODUCTION TO BOARD OF DIRECTORS

DIRECTORS BUSINESS EXECUTIVE / N
RELATIONSHIP EXECUTIVE
INDEPENDENT
Mr. Prakash M. Patil Chairman & Managing Director Executive

Mr. Rashesh C. Gogri Managing Director Executive

Mr. Harshit M. Savla Joint Managing Director Executive

Mr. Harit P. Shah Whole-time Director Executive

Mr. Uday M. Patil Whole-time Director Executive

Mr. Rajendra V. Gogri Director Non-Executive

Mr. Ramdas M. Gandhi Director Non-Executive Indepen

Dr. Vilas G. Gaikar Director Non-Executive Indepen

Mr. Bhavesh R. Vora Director Non-Executive Indepen

Prof. Krishnacharya G. Akamanchi Director Non-Executive Indepen

Mr. Navin C. Shah Director Non-Executive Indepen

 Mrs. Priti P. Savla Director Non-Executive Indepen

1.4 Products of Aarti Drugs Limited

Aarti Drugs limited is known as a company which focuses of manufacturing and

producing Pharmaceutical products.

The products of Aarti drugs Limited can be classified as below:

 API
(Active Pharmaceutical Ingredient)
A steroid is a type of organic compound .

Pharma Intermediate
Pharmaceuticals refer to the drugs and
medicines...

Speciality Chemicals
Speciality Chemicals ae those chemicals
which are produced for serving special
purposes

Products under develpoment

These products are in the process to
come out as the final product and is kept
in the lab for observation
Some of the images of the products are as below:

Some of the products manufactured by Aarti Drugs

Limited.

The company is known as produce pharmaceutical

products as shown in the above.
1.5 HUMAN RESOURCE DEPARTMENT OF AARTI DRUGS
LIMITED/HIERARCHY OF THE COMPANY:
1.6 ORGANIZATIONAL 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 Aarti Drugs Ltd 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 Aarti Drugs ltd. through the ethical dealings with the
customers and employees. Good Ethics of Aarti Drugs ltd. 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 Aarti Drugs ltd. maintained the standard
and 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.
 Chapter no 2
ROLE OF INTERN IN THE ORGANIZATION

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
 Identify
Vacancy

Conducting Prepare Job

interview and description
decision and person
making specification

REQRUITMENT
PROCESS
Arrange Advertising
interviews the Vacancy

Managing the
Short-lisitng
response

Flow chart of recruitment process at

ADL
 THE PROCESS STARTS BY ANALYAZING 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 Aarti Drugs
Limited. 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 EMAIL & 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.
 Importance of Job Description

JOB DESCRIPTIONS 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

Job description form

 Chapter no 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 Aarti Drugs Ltd. 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
• Upgrading institutes/outsourcing
• Demotion • Emplyment exchanges
• Retired employees • Labour contractors
• Retrenched employees • Unsolicitated applicants
• Dependents and relaties of • Employee referrals
deceased emplyees • Recruitment at factory gate

Sources of Recruitment

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 organization 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.

Factors affecting Recruitment

EXTERNAL FACTORS INTERNAL FACTORS

• Supply and Demand • Recruitment policy

• Labour market • Human rsource
• Image/Goodwill planning
• Political-Social-Legal • Size of the firm
environment • cost of recruitment
• Unemplyment rate • Growth and
• Competitors axpansion
Recent Trends in Recruitment been followed in ADL:
The following trends are seen in Aarti Drugs Ltd:

OUTSOURCING

POACHING/RAIDING

E-RECRUITMENT
 ● OUTSOURCING
In Aarti Drugs Ltd the HR policies are being outsourced from more than a
decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firs 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 Aarti Drugs 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
Aarti Drugs Ltd 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 and organization depends on the effectiveness of its
Recruitment function. Aarti Drugs Ltd have developed and follow 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 Aarti Drugs Limited:

INTERVIEW & RESUME SCANNING

From the 3 week, 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 take interview of few
candidates whom the intern had contacted and made their mock interview
appointment under the supervision of his 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
his 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 Aarti Drugs Limited 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 speak anything negative about previous
organization
● The candidate should not give casual attitude in the interview

Chapter no 4

Welfare at workplace

While the intern was doing his internship at Aarti Drugs Limited, 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 Aarti Drugs Ltd 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 no 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 Aarti Drugs Ltd 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.

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.
 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.