SUMMER TRAINING PROJECT REPORT

On

“Recruitment and Selection Process

AT HINDUSTAN RECRUITERS & PLACE”

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR

THE MASTER’S DEGREE IN BUSINESS ADMINISTRATION

SUBMITTED TO:

INTERNAL GUIDE EXTERNAL GUIDE

Dr. Raghav Upadhyay Mr. Haroon Mohhamad

Proprietor
IMS UNISON UNIVERSITY Hindustan Recruiters
Dehradun New Delhi

SUBMITTED BY:

Praveen Chand Mandoli

IMS UNISON UNIVERSITY, DEHRADUN

BATCH 2019-21
 Acknowledgement

All praise to God, the almighty, and the merciful. Without his blessing
and endorsement this report would not have been accomplished.

The successful completion of this report might never be possible in

time without the help some person whose inspiration and suggestion
made it happen. First of all I want to thank my supervisor Mr. Harun
Mohammad for guiding me in HINDUSTAN RECRUITERS pvt ltd during
my Internship. Without his help this report would not have been
accomplished.

Then I would like to thanks to my advisor, Dr.Raghav Upadhyai for

helping me completing my internship report on “Recruitment and
Selection Process at HINDUSTAN RECRUITERS pvt ltd”.

I also, thank my colleague who helped me by providing informative

instructions. I was closely attached with them during my internship
tenure. Without them this project would have been very difficult.

I also, thanks to my parents, and some friends who keep on this long
process with me, and finally I also express my sincere gratitude to all
those who participated to prepare the report.
 Executive summary
As part of my MBA program, I have completed my two months internship
program from a well Known industry named “HINDUSTAN RECRUITER pvt ltd”.
During my internship period in “HINDUSTAN RECRUITERS pvt ltd”, I have gained
valuable knowledge and experience in the field of Human Resource. So based on
my learning and experience from the organization I have completed my internship
report on the recruitment and selection activities of “HINDUSTAN RECRUITERS
pvt ltd”. In this paper I have tried to focus and analyze the core Human Resource
functions of “HINDUSTAN RECRUITERS pvt ltd” and what kind of value added
services they are providing to their employees. In the report I have discussed
what kind of activities I have done describes in details. The services include CV
screening, Data entry, Job posting, Assist in interviews, Help candidate in the time
of joining etc.

In CV screening I have basically discussed about the Executive Search of

candidates from Different areas jobs or other relevant sources .In HINDUSTAN
RECRUITERS joining process is very strict and confidential. In case of training I
have tried to explain the different area of recruitment and selection. These are:
current situation of recruitment, how to advertise and attract candidates,
succession planning etc. In methodology I have mentioned 50 population size and
10 sample size. In recommendations how the industry can improve and also give
some suggestions. In this report the problems, scope, limitations and various
analyses are also done.

In this report I have also tried to analyze the benefits of these services as well as
my learning from the organization. From my personal view the learning aspect
was fruitful and the experience there will help me in the future. I have learnt
 many aspects of HR, working with different sections of the company. Mainly
working with recruitment and selection section of the company was a great
learning opportunity.

List of content
content Page no.
Chapter 1.1 : Introduction

1.2 Background of the study

1.3 Significance of the study

1.4 Objective of the study

1.5 Limitations

Chapter 2.1 : Methodology

Chapter 3.1 Overview of the company

3.2 owners and management

3.3 Number of employees

3.4 Consumer or buyer of the company

3.2 Owners and management

3.3 Consumers or buyer of the company

Chapter 4.1 : HR Functions and practices of Hindustan

Recruiter pvt .ltd
Chapter 5.1 : Internship activities in Hindustan Recruiter
Pvt. ltd
Chapter 6.1 : Analysis of the survey

Chapter 6.2 : Findings of the survey

Chapter 7.1 : Recommendation

Chapter 8.1 : Conclusion

Chapter 9.1 : Reference

Chapter 10.1 : Appendix

 Chapter 1.1: Introduction

This territory level position report is set up to meet the IMS UNISON
University MBA fundamental.

This report was depended upon to make the hypothetical data got in
the course work finished at the University with the sensible work that
occurs, when in doubt. I worked at Hindustan Recruiters, a flight and
jollity orchestrating and condition relationship in Delhi, India, as an
understudy to use the data got from my courses and suitably sort out it
into my accomplice occupations.

My transient position period began on May 1, 2020 and will end on July
30, 2020. I was alloted to the alliance's HR office and my real chief was
Mr. Harun Mohammad, CEO of the connection.

This report relies on the alliance's "Enrolling and Selection Practices"

and the real data and experience I got from working in the association's
HR office.
 Chapter 1.2: Background of the study

Human resource in an organization plays a vital role in the prosperity of

an organization. In this internship report I analyzed in detail my work
experience in the human resources department of a training and
placement company. Additionally, I conducted a survey of the
company's hiring and selection practices to find out if their practices
are effective for the company.

Chapter 1.3: Significance of the Study

The utilizing and decision method of an affiliation is a noteworthy limit
with respect to any affiliation. The principal clarification behind making
this report is to fathom the importance of this activity in any affiliation
and to consolidate speculative thoughts with practical work
understanding. Having the best delegates in the affiliation can assemble
the introduction of any affiliation. That is the explanation the enrolling
and decision method of an affiliation is basic to ensure that the best
delegates work in the affiliation.

As demonstrated by the Australian Institute of Human Resources,

"Selecting can be portrayed as finding and getting a pool of conceivable
up-and-comers with the perfect data, capacities and experience so an
affiliation can pick the most proper people to fill positions. Positions Job
opening rely upon sets of desires and specifics ... The explanation
behind the utilizing methodology is to find the greatest pool of
plausibility to give the most obvious opportunity to pick the best people
for the essential employments in an affiliation , genuine an affiliation,
while selecting is inadequate and enlisting can cause outrageous
unsettling influence, lessened gainfulness, social difficulties and breaks
in exercises, customer support and long stretch costs "(Australian
Institute of Human Resources, no date ).

Besides, the Australian Institute of Human Resources communicates

that "Once a pool of candidates is recognized through the enlistment
technique, the most suitable up-and-comers are perceived through an
assurance method that fuses, anyway isn't confined to, interviews,
reference checking. E The inspiration driving the decision methodology
is to ensure that the best people are assigned for the activity (s)
through fruitful, sensible and impartial appraisal works out "(Australian
Institute of Human Resources, no date).

According to the Chartered Institute of Internal Auditors, "Enrollment

and assurance are generally some segment of the affiliation's key
human resource the board, which has different interrelated parts
planned to gain long stretch affordable ground." (Collegiate Institute of
Internal Auditors, 2015).
As demonstrated by Johnston, "The utilizing and decision strategy is
noteworthy for both new and developed associations. The HR division
has the assistance and experience of able delegates who help enlisting
bosses with strategy to ensure that organization or key pioneers are
choosing sound utilizing decisions "(Johnston, n.d.).

As demonstrated by Business Case Studies, "Selecting staff is an over

the top costly exercise. It is furthermore a fundamental bit of any
business and worth doing the right way. Exactly when affiliations pick
the perfect people for the right action and treat them fittingly, these
people not simply produce incredible results, they in like manner will as
a rule stay longer with the affiliation. In such conditions, the affiliation's
fundamental and consistent enthusiasm for them is all around
compensated "(Business Case Studies, undated).

As showed by Saez, "Spotters accept a noteworthy activity in the

accomplishment of an affiliation. On a very basic level they go about as
a channel and when they have completed their obligation adequately,
basically the best contenders are picked. In a constantly changing
business world, associations need to utilize adaptable, relentless,
capable, reliable and secure people, hence gaining a foundation for
ground "(Saez, s.f.).

As showed by Empxtrack, "Enrollment and assurance process is one of

the most noteworthy HR limits, which incredibly affect the pay
advancement and the net incomes of an association when appeared
differently in relation to various tasks, for instance, support, on-
boarding, authority improvement, and administering capacity.
Furthermore, enlistment and decision methodology is also more huge
than revamping the affiliation, work life equalization, and key HR"
(Empxtrack, n.d.).

Chapter 1.4: Objective of the study

The main objective of this practice report is to analyze the hiring and
selection practices of Hindustan Recruiters PVT Ltd. The specific
objectives of the report are as follows:

1. Discuss in detail the recruitment and selection procedures at

Hindustan Recruiters PVT Ltd.

2. Determine employee perceptions of hiring and selection practices at

Hindustan Recruiters PVT Ltd.

3. Identify problems in the recruitment and selection procedures at

Hindustan Recruiters Ltd.

4. Learn more about improvements that can be made to the recruiting

and selection process at Hindustan Recruiters Ltd.
 Chapter 1.5: Limitations

The limitations I faced in preparing my internship report at Hindustan

Recruiters PVT Ltd were as follows:

1. Sample population:

The population sample of respondents in my report was 10, as there

are only 50

Employees at Hindustan Recruiters. If there had been more

respondents, the report would have been more accurate.

2. Confidentiality:

Confidentiality of information was one of the main obstacles I faced in

preparing this internship report. Each organization has its own
confidential information that it keeps, as revealing sensitive
information to strangers could be harmful to the company. During the
preparation of this report, I have occasionally encountered restrictions
from my supervisor regarding the release of confidential training and
placement information.

3. Time limitation:

Time constraints were an important factor in the preparation of this

practical report. Collecting the data in a short period of time and
preparing an internship report based on the data results took a long
time.

Chapter 2.1: Methodology

Sort of data gathered for the report:

1. Right hand data assessment:

In this report I have ordinarily reliant on discretionary data evaluation.

This proposes the information in this report was gotten from the
connection database and past association log records. Also data
amassed from the Human Resources Manual and investigating material
from various libraries

2. Significant data evaluation:

For the standard perspective of my report, I decided to use gritty data

appraisal. For this I have filtered through a little report using the
"drawing in plan of the assessment" from the point of view of the
association determination and decision office. I in like manner met my
chief, Mr. Harun Mohammad, owner of Hindustan Recruiters.
The evaluation itself is a blend of quantitative and hypothetical
assessment:

In the hypothetical part, it is an exploratory and unstructured

examination strategy subject to little blood tests to give data and
impression of the development of the decision and determination
division. Notwithstanding, by morals of the energetic side, I used the
filtered through survey method and I used the standard model size of
the measure of occupants in the entire choosing and affirmation office.

As I said ahead of time, the examination experience I used in this

evaluation is "Explaining Research Design"

Under the sensible seek after arrangement we fathom that there are
two kinds of frameworks that are consistently used and they are:

1. Procedure for area

2. Understanding strategy

For my evaluation I used the assessment strategy. This procedure works

by acquiring information reliant on the interviewees' requesting.
Respondents are addressed an improvement of sales about their quick,
needs, attitudes, care and motivations. Sales are basically acted verbally
or recorded like a printed variation or both simultaneously. For this
condition, I decided to use the filtered through review position,
addressed the requesting verbally, and allowed them to outline the
fitting reactions. I in like manner followed the shrewdness strategy,
where I took in a lot from genuine circles and assistants. Shrewdness in
like manner subject to close experiences shared by the Group's
ornament.

The examining game-plan process:

I developed the model number for my assessment using the structure

underneath which explains how I picked the model size of the
association's enlisting and affirmation division.

Defining the target population

selecting the sampling technique

Determining the sample size

(Figure-01)
Phase 1. First, to determine the target population, I decided to use the
people working in the recruitment and selection department of the
human resources department of Hindustan Recruiters.

Step 2. When choosing the sampling technique, I decided to use the

probabilistic sampling technique. More specifically, I used the
technique of systematic sampling under probabilistic sampling.

sampling technique

probability
sampling

systematic sampling

(Figure- 02)

Step 3. In determining the sampling size as my research is small and

only considering the recruitment and selection department of
Hindustan Recruiters’. So the size of the sample is 10 and total
population in Hindustan Recruiters’ is 50.
 Chapter 3.1: Overview of the company

Hindustan Recruiters is a flying and comfort arranging and

situation relationship in Delhi, India. It is interwoven to give

quality intending to dynamic adolescents like privateers who

need to become masterminded experts in the flying and

kindheartedness industry. It moves from money related

foundations and spotlights on Integrated Education and the

Quality-based preparing model.

Presentation

We are glad to present ourselves as one of the picking

affiliations that give really appropriate individuals to various

affiliations and affiliations. We are based on genuinely and

acceptably understanding the necessities of the customer's

workforce, planning and picking the ideal competitor.

We ensure that the workforce we propose for enlistment

meets client nuances and necessities. Our social affair

considers your typical course of action of obligations in detail

before checking for the correct opponent in the accessible

database and collecting you for a gathering. The practices did

were more than attractive to the necessities of our clients'

work and work process.

Our social affair of ace and experienced enrollment specialists

has basically added to making us one of the essential business

relationship in Delhi. They work by and by with customers to

survey their business needs and examination every probability

to guarantee they give a quality specialist to each position. The

colossal existing database, near to the capacity to look at for

up-and-comers on various occupation sections and online

structure referrals, has helped us increase decent ground

beginning late. Our capable authorities are graduates with

point by point information on the advances expected to look,

meeting and guide the ability of all proposed competitors.

By going about as an inside individual between work searchers

and affiliations needing to enroll fitting applicants, we offer

different choices rather than the two players. The

receptiveness of adaptability concerning the possibility of

competitor an affiliation wishes to select or such an affiliation

an up-and-comer is restless to work with has earned us a

bewildering notoriety in this industry.

Selecting the correct competitor at the supportive time in the

ideal spot is our mantra for progress. Time is of the substance

and we help our customers spare it by shortening the whole

confirmation and choosing process. Our spotlight has

dependably been on individuals. Considering, we are

inhabitants.

Our accessories have held productive conditions in driving

flying and direction relationship in India and abroad for quite a

while. They have joined Essence Learning to appreciate their

vision of giving quality direction at reasonable costs for the

Indian masses. We spin around utilizing the most recent

degrees of progress, an innovative preparing approach and a

consistent spotlight on quality to make stand-apart learning

encounters.

We are making a social event of pros who will be "better"

arranged the association part. We are not constrained to

simply understudies from Level 1 urban zones, we are likewise

appearing at Level 2 and Level 3 urban systems. Exactly when

this get-together of understudies is surrounded, they will be

set in the division. We don't charge the relationship for

disapproving of this competitor or in any case, using. On the

off chance that the affiliation so wishes, we will in like way pick

understudies from that party, considering the particular needs

of that affiliation.

Chapter 3.2: Owners and Management

company Mr . Harun Mohammad

Owner of the

Mrs . Jaya Chaturvedi

Executive HR

Mrs . Shrankhala Gupta

HR

Chapter 3.3: Number of employees

The measure of agents of Hindustan Recruiters PVT Ltd is 50. There are
an aggregate of 6 divisions. Are the going with:
1. HR and affiliation division

2. Some portion of Finance and Accounting

3. Some portion of the Quality Section

4. Creation division

5. Some portion of the Employers Section

6. Showing division

Part 3.4: Consumers of the affiliation or purchaser

A portion of the affiliation's veritable purchasers are as indicated by the

going with:

1. Tianyin world tech pvt ltd

2. Wioska molduras pvt ltd

Territory 4.1: Human Resources Roles and Practices of Hindustan

Recruiters PVT Ltd.

The affiliation's human asset methodology and practices are

fundamental to its gainful in general activity.
The HR part of Hindustan Recruiters PVT Ltd by and large bases on the
going with:

1. Confirmation of up-and-comers:

Hindustan Recruiters is based on picking the best up-and-comers

available. The affiliation enlists designates on a very basic level through
inner referrals and school starts, which are the individual contacts of
different inward masters who work in the association. The relationship
in like way works with talent scouts to locate the correct open doors for
the connection. In like way, the affiliation additionally posts its opening
on the LinkedIn site.

2. Determination of competitors:

Precisely when all resumes are collected, the Human Resources

Department audits resumes for qualified opportunity to demand a
social event or made tests. The CVs picked depend upon the affiliation's
activity necessities. Right when everything is said in done, more weight
is given to the competitor's understanding, by then to his degree of
direction in end to his enlightening affiliation.

3. Bearing:

The Human Resources Department drives the bearing framework by

acquainting starting late chosen delegates with existing staff and
partners the heads. In addition, new workers are told about the
affiliation and acquainted with the different philosophies of the
connection.

4. Arranging:

Arranging is given to picked corporate agents. The affiliation for the

most part sends its workers to outer preparing suppliers, for example,
Vocational Training, WINGS, and so on.

5. Pay:

The HR division inconsistently surveys the pay structure of workers to

keep up their existence open. The HR division controls totally advertise
appraisal to keep operators energized and enough hold them.

6. Help:

The HR office keeps up the reliably closeness of workers through a

biometric overall arranging structure.

7. Correspondence:

The Human Resources division keeps up solid correspondence with

existing, past and likely up-and-comers.

Part 5.1: Internship at Hindustan Recruiters' pvt Ltd

1. CV depiction:
My partner occupations included coordinating CVs for qualified up-and-
comers. I was explicitly moved closer to underscore the up-and-comer's
noteworthy work experience while arranging CVs for the empty
position. Thusly, the degree of direction and the foundation
concentrated by the up-and-comer were basic in the affirmation of up-
and-comers. Likewise, applicants with the most ideal making
arrangements for the position were in addition picked for the made test
or meeting.

2. Coordination of social events:

During my concise business I likewise formed the selecting meeting

process. I sorted out a timesheet for the up-and-comers and called
them to take an interest in the social affair.

3. Checking the substance score:

I moreover checked the competitors' scores after they were assessed

by the situating tops of the work environment being insinuated.
Considering the absolute score got by the candidate, the up-and-comer
is brought for the last assembling.

4. Help to workers:

I made a month to month venture report for the affiliation's CEO, my

boss. In this month to month report, I featured how long every worker
of the association gets back home late or gets back prior.
 Chapter 6.1: Analysis of the Survey

I have conducted a survey in the company and have given out

questionnaires to 10 random employees working in different
departments in order to identify the employee’s perception of the
recruitment and selection practices of Hindustan Recruiters pvt Ltd. The
following are the analysis and findings of the survey:

1) Gender:
9

5
FEMALE
4

0
MALE FEMALE

Analysis:

The bar chart above shows the gender of employees I have surveyed in
Hindustan Recruiters pvt Ltd. The Y-axis shows the number of
employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that 80%
employees are male and 20% employees are female in my survey.
2. Your age (in years)

3.5

2.5

2 50+

1.5

0.5

0
20-29 30-39 40-49 50+

Analysis:

The bar chart above shows the age of the employees I have surveyed in
Hindustan Recruiters pvt Ltd. The Y-axis shows the number of
employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that 20%
employees are between 20-29 years of age, 40% employees are
between 30-39 years of age, 30% employees are between 40-49 years
of age, and lastly 10% employees are 50+ years of age in the survey.
3) Income Range (rupees)

3.5

2.5

2 Above 50000

1.5

0.5

0
Below 15000 15000-25000 26000-50000 Above 50000

Analysis:

The bar chart above shows the income range of the employees I have
surveyed in Hindustan Recuriters PVT Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that 30%
employees have income range below RS. 15000, 40% employees have
income range between RS. 15000 to RS. 20000, 20% employees have
income range between RS. 26000 to RS. 50000, and lastly 10%
employees have income range above RS. 50000 in the survey.
4) In which department do you work in?

2.5

1.5

0.5 Finance & Accounts department

0
t t t t t t
en en en en en en
rt m rtm rtm rtm rt m rtm
epa epa epa epa e pa epa
d d d d d sd
tion tion m
in
ting tion nt
u
lec du
c Ad ar
ke lec cc
o
se r o & M y se A
rn p HR t &
tte u ali ce
pa Q an
Fin

Analysis:

The bar chart above shows the department of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that 20%
employees are from pattern section department, 1 employee is from
production department, 30% employees are from HR & Admin
department, 10% employee are from marketing department, 10%
employee are from quality section department and lastly, 20%
employees are from the finance and accounts department in my survey .
5) How many years have been with Hindustan Recuriters pvt ltd?

4
3.5
3
2.5
2
1.5 6+ years
1
0.5
0
Less than a year
1-2 years
3-5years
6+ years

Analysis:

The bar chart above shows the experience of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that 10%
employees have experience of less than a year, 30% employees have
experience of 1-2 years, 40% employees have experience of 3-5 years,
and lastly, 20% employees have experience of over 6 years in my
survey.
6) The Recruitment and Selection procedure in the company is fair.

3 Column1

0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 60% of the employees feel that the
recruitment and selection procedure in the company is not fair and 40%
of the employees feel that the recruitment and selection procedure is
fair in my survey.
 7) The quality of skilled employees working in the company is
satisfactory.

4
No
3

0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 70% of the employees feel that the
quality of employees working in the company is satisfactory and 30% of
the employees feel that the quality of employees working in the
company is not satisfactory in my survey.
8) The organization does not discriminate in its hiring process

8
7
6
5
4 No

3
2
1
0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 80% of the employees feel that the
organization discriminates in its hiring process and 20% of the
employees feel that the organization does not discriminate in its hiring
process in my survey.
9) Employee’s appearance more than skills

9
8
7
6
5
No
4
3
2
1
0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 90% of the employees feel that the
employee’s appearance matter more than skills and 10% of the
employees feel that the employee’s appearance does not matter more
than skills in my survey.
10) You are highly motivated in executing your work.

4
Series 3
3

0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 70% of the employees are not highly
motivated in executing their work and 30% of the employees are highly
motivated in executing their work in my survey.
11) You are satisfied with the employees who are working in the
organization

6
5
4
3 No

2
1
0
yes No

Analysis:

The bar chart above exhibits the perception of employees I have

surveyed in Hindustan Recuriters pvt Ltd. The Y-axis shows the number
of employees I have surveyed in my sample and the X-axis shows their
response to the question. From the chart, it can be seen that the
majority of the employees i.e. 60% of the employees are satisfied with
the employees who are working in the organization and 40% of the
employees are not satisfied with the employees who are working in the
organization in my survey.
 Chapter 6.2: Findings of the Survey

The results of my survey are briefly indicated as follows:

1. Hindustan candidates are mostly employed men than women. This is

mainly due to the fact that management mostly prefers male
employees who work in the organization.

2. Most employees are between the ages of 30 and 39 and have the
maturity and energy to work hard.

3. The salary of most employees is between Tk. 15000 - Tk. 25,000,

which is relatively low in the labor market, which has created
demotivation in employees.

4. Most employees think that the hiring and selection process in the
company is not fair. This is mainly due to the fact that the
administration is sometimes biased in hiring candidates and may prefer
candidates who come from the same district.

5. Most employees believe that the quality of employees working in the

company is satisfactory. This is mainly due to the fact that management
is very strict in achieving their performance goals and objectives. If an
employee does not do well, they are fired immediately, ensuring that
only competent employees work in the organization.

6. Most employees believe that employee looks are more important

than skills. Employees generally feel this way because management
prefers employees who are presentable to their buyers and represent
the company overseas, which is directly related to its image.
7. Most employees are not very motivated to do their jobs, mainly
because employee complaints are not handled properly and employee
wages are low compared to the job market.

Chapter 7.1: Recommendation

Some tips that I can suggest Hindustan Recuriters pvt Ltd are as follows:

1. The company's human resources department can grow to its current

size to manage the company's human resources functions and
operations more smoothly and efficiently.

2. To motivate employees, the company can review its wage structure

and relate it to the current labor market. This will increase employee
motivation and improve employee productivity and performance in the
company.

3. The company may also implement various employee benefit

programs and structures in order to motivate employees. It is possible
to provide mobile invoices based on employee designation and also
provide transportation facilities for company employees in order to
increase employee retention and motivation.

4. The hiring and selection process of the company can be reviewed

and a formal structure created to select suitable and qualified
candidates to avoid any discrimination in the process.
5. Administrative and HR staff can be trained by external trainers to
effectively deal with employee complaints.

6. Unnecessary bureaucracy can be eliminated from the hiring and

selection process of the company to simplify the process. The time to
hire and select a new employee can be reduced if management agrees
to stick to the schedule.
 Chapter 8.1: Conclusion

My internship at Hindustan Recuriters pvt Ltd was a great experience

for me. I had learned how an organization's human resources
department works and the knowledge gained during my MBA helped
me integrate theoretical concepts with real-life scenarios.

During my internship, I conducted a survey to find out the "employee

perception of recruiting and selection practices at Hindustan Recuriters
pvt Ltd". This survey allowed me to identify the perception of
employees working in the organization and also helped me understand
the motivations and grievances of an organization's employees. Based
on the results of my survey and my practical observation in the
workplace, Hindustan Recuriters employees were qualified and
competent in their jobs, but were somewhat dissatisfied with their
hiring process.

Therefore, in conclusion, Hindustan Recuriters pvt Ltd must continually

strive to improve the perception of its employees by improving the
recruitment and selection process in order to retain its employees and
ultimately drive the company's profitability.
 Chapter 9.1: Reference

1. Australian Human Resource Institute (n.d.). Recruitment and

Selection. Retrieved November 21, 2015 from
https://www.ahri.com.au/assist/recruitment-and-selection

2. Johnston, K (n.d.). Importance of Effective Recruitment and

Selection. Retrieved November 21, 2015 from
http://smallbusiness.chron.com/definition-recruitmentselection-
process-2526.html

3. Chartered Institute of Internal Auditors (2015). Recruitment and

Selection. Retrieved November 21, 2015 from
https://www.iia.org.uk/resources/auditing-businessfunctions/human-
resources/recruitment-and-selection/

4. Business Case Studies (n.d.). Cummins: Using Effective Recruitment

to Retain Competitive Advantage. Importance of Recruitment and
Selection. Retrieved November 21, 2015 from
http://businesscasestudies.co.uk/cummins/using-effective-recruitment-
toretain-competitive-advantage/the-importance-of-
recruitmentandselection.html#axzz3tTZM2d59
5. Saez, a (n.d.). Your Business: Importance of Effective Recruitment
and Selection. Retrieved November 21, 2015 from
http://yourbusiness.azcentral.com/importanceeffective-recruitment-
selection-4797.html

6. Human Resource Institute of New Zealand (n.d.). Recruitment and

Selection. Retrieved November 21, 2015 from
http://www.hrinz.org.nz/Site/Resources/Knowledge_Base/QZ/Recruit
ment_and_Selection.aspx\
 Chapter 10.1: Appendix
QUESTIONNAIRE

Dear Respondent:

I am a student of the MBA Program in IMS UNISON University and I am

doing a survey for my internship report that involves identifying the
‘Employee’s Perception of the Recruitment and Selection Practices of
Hindustan Recuriters pvt Ltd’. Your kind cooperation will be highly
appreciated.

Please Express Your Opinion By Putting (√) Marks:

1) Gender- Male Female

2) Your age (in years) 20 – 29 30 – 39 40 – 50 50+

3) Income Range (RUPEES)-

Below 15000 – 25000 26000 – 50000 Above 50000

4) In which department do you work in?

Pattern Section Department Production Department HR &

Admin Department Marketing Department Quality Section
Department Finance & Accounts Department
5) How many years have you been with Expo Apparels Ltd?

Less than a year 1 - 2 years 3 - 5 years 6+ years

For the following questions, Please tick (√) your answer according to the
statement provided.

Statement yes No
6 The recruitment and selection procedure in the
Company is fair.

7 The quality of skilled employees working in the

company is satisfactory
8 The organization does not discriminate in its hiring
Process.

9 Employee’s appearance matter more than skills.

10 You are highly motivated in executing your work.

11 You are satisfied with the employees who are

Working in the organization.