Summer Training Report

On
‘STUDY ON HUMAN RESOURCE
RECRUITMENT ON LEARNOVATE
ECOMMERCE’

Submitted in Partial Fulfillment for the Award of the

Degree of BBA(B&I) 2019-2022

Under the Guidance of: Submitted By:

MRS.POOJA ARYA FEBIN JOY
Assistant Professor (DIRD) 00512401819

Delhi Institute of rural development

(NAAC Accredited ‘A’ Grade
Institute)
(Approved by AICTE & Affiliated with GGSIP University for BBA ( B.
Com(H), BBA, MBA & MCA Programmes)
(An ISO 9001:2015 Certified
Institution)
 CERTIFICATE FROM THE INSTITUTE GUIDE

This is to certify that the Project Report titled “STUDY ON HUMAN

RESOURCE RECRUITMENT ON LEARNOVATE ECOMMERCE” is an
academic work done by “FEBIN JOY” submitted in the partial fulfilment of
the requirement for the award of the degree of BBA (B&I.) at DELHI
INSTITUTE OF RURAL DEVELOPMENT, Delhi, under my guidance &
direction.
To the best of my knowledge and belief the data & information presented by
him/her in the project has not been submitted earlier.

Signature:

Name of the Guide: MRS. POOJA ARYA

Designation: ASSISTANT PROFESSOR

 ACKNOWLEDGEMENT

“Knowledge is an experience gained in life, it is the choicest possession, which

should not be shelved but should be happily shared with others. It is the
supreme art of the teacher to awaken joy in creative expression and knowledge.”
The success of any project is the result of hard work & endeavor of not one but
many people and this project is no different. I take this as a prospect to a vow
that it was an achievement to have succeeded in our final project, which would
not have been possible without the guidance of:

Project Guide (DIRD): MRS. POOJA ARYA

Reporting Manager, Learnovate Ecommerce: Ms. Rashmit Kaur
 STUDENT DECLARATION

This is to certify that I have completed the Project Report titled “STUDY ON
HUMAN RESOURCE RECRUITMENT ON LEARNOVATE
ECOMMERCE” under the guidance of “MRS. POOJA ARYA”
in partial fulfilment of the requirement for the award of Degree of BBA(B&I) at
Delhi Institute of Rural Development, Delhi. This is an original piece of work &
I have not submitted it earlier elsewhere.

Date: Signature:
Place: Name: FEBIN JOY
Enrollment No: 00512401819
CERTIFICATE FROM THE ORAGANISATION
S.No. Particulars Page No
1. Introduction 1-13
 E-Commerce
 Company Overview

2. Introduction to the Study 14-31

3. Research Methodology 32-42

 Meaning of the Research
 Objectives and Scope of the Study
 Research Design and Types of
Research Design
 Sampling Size, Sampling Technique
 Data Sources

4. Data Analysis and Interpretation 43-54

5. Findings and Suggestions 55-56

6. Limitations and Conclusions 57-58

7. Bibliography 59
 INTRODUCTION OF THE INDUSTRY

E-commerce (electronic commerce) is the buying and selling of goods and services, or
the transmitting of funds or data, over an electronic network, primarily the internet.
These business transactions occur either as business-to-business (B2B), business-to-
consumer (B2C), consumer-to-consumer or consumer-to-business. The terms e-
commerce and e-business are often used interchangeably. The term e-tail is also
sometimes used in reference to the transactional processes that make up online retail
shopping.
In the last decade, widespread use of e-commerce platforms such as Amazon and eBay
have contributed to substantial growth in online retail. In 2007, e-commerce accounted
for 5.1% of total retail sales; in 2019, e-commerce made up 16.0%.

How does e-commerce work?

E-commerce is powered by the internet, where customers can access an online store to
browse through, and place orders for products or services via their own devices.
As the order is placed, the customer's web browser will communicate back and forth
with the server hosting the online store website. Data pertaining to the order will then
be relayed to a central computer known as the order manager -- then forwarded to
databases that manage inventory levels, a merchant system that manages payment
information (using applications such as PayPal), and a bank computer -- before
circling back to the order manager. This is to make sure that store inventory and
customer funds are sufficient for the order to be processed. After the order is validated,
the order manager will notify the store's web server, which will then display a message
notifying the customer that their order has been successfully processed. The order
manager will then send order data to the warehouse or fulfilment department, in order
for the product or service to be successfully dispatched to the customer. At this point
tangible and/or digital products may be shipped to a customer, or access to a service
may be granted.
Platforms that host e-commerce transactions may include online marketplaces that
sellers simply sign up for, such as Amazon.com; software as a service (SaaS) tools that

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allow customers to 'rent' online store infrastructures; or open source tools for
companies to use in-house development to manage.

Types of e-commerce
Business-to-business (B2B) e-commerce refers to the electronic exchange of products,
services or information between businesses rather than between businesses and
consumers. Examples include online directories and product and supply exchange
websites that allow businesses to search for products, services and information and to
initiate transactions through e-procurement interfaces.
In 2017, Forrester Research predicted that the B2B e-commerce market will top $1.1
trillion in the U.S. by 2021, accounting for 13% of all B2B sales in the nation.
Business-to-consumer (B2C) is the retail part of e-commerce on the internet. It is
when businesses sell products, services or information directly to consumers. The term
was popular during the dot-com boom of the late 1990s, when online retailers and
sellers of goods were a novelty.
Today, there are innumerable virtual stores and malls on the internet selling all types
of consumer goods. The most recognized example of these sites is Amazon, which
dominates the B2C market.
Consumer-to-consumer (C2C) is a type of e-commerce in which consumers trade
products, services and information with each other online. These transactions are
generally conducted through a third party that provides an online platform on which
the transactions are carried out.
Online auctions and classified advertisements are two examples of C2C platforms,
with eBay and Craigslist being two of the most popular of these platforms. Because
eBay is a business, this form of e-commerce could also be called C2B2C -- consumer-
to-business-to-consumer.
Consumer-to-business (C2B) is a type of e-commerce in which consumers make their
products and services available online for companies to bid on and purchase. This is
the opposite of the traditional commerce model of B2C.

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A popular example of a C2B platform is a market that sells royalty-free photographs,
images, media and design elements, such as iStock. Another example would be a job
board.
Business-to-administration (B2A) refers to transactions conducted online between
companies and public administration or government bodies. Many branches of
government are dependent on e-services or products in one way or another, especially
when it comes to legal documents, registers, social security, fiscals and employment.
Businesses can supply these electronically. B2A services have grown considerably in
recent years as investments have been made in e-government capabilities.
Consumer-to-administration (C2A) refers to transactions conducted online between
individual consumers and public administration or government bodies. The
government rarely buys products or services from citizens, but individuals frequently
use electronic means in the following areas:
 Education. Disseminating information, distance learning/online lectures, etc.
 Social security. Distributing information, making payments, etc.
 Taxes. filing tax returns, making payments, etc.
 Health. Making appointments, providing information about illnesses, making
health services payments, etc.
Mobile e-commerce (M-commerce) is a type of e-commerce on the rise that features
online sales transactions made using mobile devices, such as smartphones and tablets.
M-commerce includes mobile shopping, mobile banking and mobile payments.
Mobile chatbots also provide e-commerce opportunities to businesses, allowing
consumers to complete transactions with companies via voice or text conversations.

Advantages and disadvantages of e-commerce

Benefits of e-commerce include its around-the-clock availability, the speed of access,
the wide availability of goods and services for the consumer, easy accessibility and
international reach.
 Availability. Aside from outages or scheduled maintenance, e-commerce sites
are available 24x7, allowing visitors to browse and shop at any time. Brick-

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 and-mortar businesses tend to open for a fixed number of hours and may even
close entirely on certain days.
 Speed of access. While shoppers in a physical store can be slowed by crowds,
e-commerce sites run quickly, which is determined by compute
and bandwidth considerations on both consumer device and e-commerce site.
Product pages and shopping cart pages load in a few seconds or less. An e-
commerce transaction can comprise a few clicks and take less than five
minutes.
 Wide availability. Amazon's first slogan was "Earth's Biggest Bookstore."
They could make this claim because they were an e-commerce site and not a
physical store that had to stock each book on its shelves. E-commerce enables
brands to make a wide array of products available, which are then shipped from
a warehouse after a purchase is made. Customers will likely have more success
finding what they want.
 Easy accessibility. Customers shopping a physical store may have a hard time
determining which aisle a particular product is in. In e-commerce, visitors can
browse product category pages and use the site search feature the find the
product immediately.
 International reach. Brick-and-mortar businesses sell to customers who
physically visit their stores. With e-commerce, businesses can sell to any
customer who can access the web. E-commerce has the potential to extend a
business' customer base
 Lower cost. pure play e-commerce businesses avoid the cost associated with
physical stores, such as rent, inventory and cashiers, although they may incur
shipping and warehouse costs.
 Personalization and product recommendations. E-commerce sites can track
visitors' browse, search and purchase history. They can use this data to present
useful and personalized product recommendations, and obtain valuable insights
about target markets. Examples include the sections of Amazon product pages
labelled "Frequently bought together" and "Customers who viewed this item
also viewed."

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The perceived disadvantages of e-commerce include sometimes limited customer
service, consumers not being able to see or touch a product prior to purchase and the
wait time for product shipping.
 Limited customer service. If a customer has a question or issue in a physical
store, he or she can see a clerk, cashier or store manager for help. In an e-
commerce store, customer service may be limited: The site may only provide
support during certain hours of the day, or a call to a customer service phone
number may keep the customer on hold.
 Not being able to touch or see. While images on a webpage can provide a
good sense about a product, it's different from experiencing it "directly," such
as playing music on speakers, assessing the picture quality of a television or
trying on a shirt or dress. E-commerce can lead consumers to receive products
that differ from their expectations, which leads to returns. In some scenarios,
the customer bears the burden for the cost of shipping the returned item to the
retailer.
 Wait time. If a customer sees an item that he or she likes in a store, the
customer pays for it and then goes home with it. With e-commerce, there is a
wait time for the product to be shipped to the customer's address. Although
shipping windows are decreasing as next day delivery is now quite common,
it's not instantaneous.
 Security. Skilled hackers can create authentic-looking websites that claim to
sell well-known products. Instead, the site sends customers forfeit or imitation
versions of those products -- or, simply collects customers' credit card
information. Legitimate e-commerce sites also carry risk, especially when
customers store their credit card information with the retailer to make future
purchases easier. If the retailer's site is hacked, hackers may come into the
possession of customers' credit card information.

E-commerce applications

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E-commerce is conducted using a variety of applications, such as Email, online
catalogues and shopping carts, Electronic Data Interchange (EDI), the file transfer
protocol, web services and mobile devices. This includes B2B activities and outreach,
such as using email for unsolicited ads, usually viewed as spam, to consumers and
other business prospects, as well as sending out e-newsletters to subscribers and SMS
texts to mobile devices. More companies now try to entice consumers directly online,
using tools such as digital coupons, social media marketing and targeted
advertisements.
The rise of e-commerce has forced IT personnel to move beyond infrastructure design
and maintenance to consider numerous customer-facing aspects, such as consumer data
privacy and security. When developing IT systems and applications to accommodate e-
commerce activities, data governance-related regulatory compliance mandates,
personally identifiable information privacy rules and information protection protocols
must be considered.

E-commerce platforms and vendors

An e-commerce platform is a tool that is used to manage an e-commerce business. E-
commerce platform options exist for clients ranging in size from small businesses to
large enterprises. These e-commerce platforms include online marketplaces such as
Amazon and eBay, that simply require signing up for user accounts, and little to no IT
implementation. Another e-commerce platform model is SaaS, where store owners can
subscribe to "rent" space in a cloud-hosted service that does not require in-house
development or on-premises infrastructure. Other e-commerce platforms may come in
the form of open-source platforms that require a hosting environment (cloud or on
premises), complete manual implementation and maintenance.
A few examples of e-commerce marketplace platforms include:
 Amazon
 eBay
 Walmart Marketplace
 Chewy
 Wayfair
 Newegg

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  Alibaba
 Etsy
 Overstock
 Rakuten

Vendors offering e-commerce platform services for clients hosting their own online
store sites include:
 Shopify
 WooCommerce
 Magento
 Squarespace
 BigCommerce
 Ecwid
 Salesforce Commerce Cloud (B2B and B2C options)
 Oracle Suite Commerce

Government regulations for e-commerce

In the United States, the Federal Trade Commission (FTC) and the Payment Card
Industry (PCI) Security Standards Council are among the primary agencies that
regulate e-commerce activities. The FTC monitors activities such as online advertising,
content marketing and customer privacy, while the PCI Security Standards Council
develops standards and rules, including PCI Data Security Standard compliance, which
outlines procedures for the proper handling and storage of consumers' financial data.

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To ensure the security, privacy and effectiveness of e-commerce, businesses should
authenticate business transactions, control access to resources such as webpages for
registered or selected users, encrypt communications, and implement security
technologies, such as the Secure Sockets Layer and two-factor authentication.

History of e-commerce
The beginnings of e-commerce can be traced to the 1960s, when businesses started
using EDI to share business documents with other companies. In 1979, the American
National Standards Institute developed ASC X12 as a universal standard for businesses
to share documents through electronic networks.
After the number of individual users sharing electronic documents with each other
grew in the 1980s, the rise of eBay and Amazon in the 1990s revolutionized the e-
commerce industry. Consumers can now purchase endless amounts of items online,
from e-tailers, typical brick-and-mortar stores with e-commerce capabilities. Now,
almost all retailer companies are integrating online business practices into their
business models.

Disruption to physical retail

Given the large rise in e-commerce in recent years, many analysts, economists and
consumers have debated whether the online B2C market will soon make physical,
brick-and-mortar stores obsolete. There is little question that online shopping is
growing at a significant rate.
Research from BigCommerce has found that Americans are about evenly split on
online versus offline, traditional retail shopping, with 51% of Americans preferring e-
commerce and 49% preferring physical stores. However, 67% of millennials prefer
shopping online over offline. According to Forbes, 40% of millennials are also already
using voice assistants to make purchases, with that number expected to surpass 50% by
2020.
An example of the impact e-commerce has had on physical retail is the post-
Thanksgiving Black Friday and Cyber Monday shopping days in the United States.

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According to Rakuten Marketing data, in 2017, Cyber Monday, which features sales
that are exclusively online, saw 68% higher revenues than Black Friday, which is
traditionally the biggest brick-and-mortar shopping day of the year.
According to data from Shopper Trak in 2017, physical store traffic on Black Friday
declined by 1% year over year, and the two-day Thanksgiving-Black Friday period
saw a 1.6% decline in traffic. Nearly 40% of sales on Black Friday came via a mobile
device, up nearly 10% from the previous year, an indication that e-commerce is
becoming m-commerce. Along with physical retail, e-commerce is transforming
supply chain management practices among businesses, as distribution channels
become increasingly digitized.

OVERVIEW OF THE COMPANY

Learnovate is an online platform that offers Buying & Selling of All-Genre of Pre-
Owned, New books, Second hand books & Study Equipment. Our Vision is to serve
High Quality & Affordable Books for Learners & to become the Leading Book
Distributor in INDIA. We do 5 Step quality check where everything from the page
count to the binding of the books are checked and approved before being offered to our
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reader. We offer our customer both the options of buying low priced new book or even
lowered priced second hands books.

Join us in our journey

Follow us on;
facebook.com/learnovate
instagram.com/learnovateecommerce
youtube.com/user/learnovate

Website: www.learnovateecommerce.com

Phone no.: 7972592655

Industry: Ecommerce

Company Size: 11 – 50 employees

Headquarters: PUNE, MAHARASHTRA

Type: Self-Employed

Founded: 2020

LOGO of the company: Renovate Learn Innovate

CORPORATE MISSION:
Our mission is to provide quality but affordable books for education, entertainment,
self-development and self-fulfilment; to all when the need arises by:
 Providing a wide range of books to satisfy our clients
 Exceeding our customers’ expectation in their book requirements
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  Making our books accessible in the market. 
 Acting as agents for both customers and publishers and working for their
interest; enriching our client’s life in their quest for educational and
entertaining books and advancing the cause of our publishers.

VISSION:
Our vision is of a world in which reading, learning, and access to information are
considered rights, not privileges, so that all children thrive.

OUR CORE VALUES:

Our core values have shaped Book Harvest since inception and are the foundation
upon which the organization’s mission, vision, strategies, and tactics are built.

1. All children have the right to own books from birth.

Books are essential to the well-being and healthy development of children. Books,
readily available and in abundance, are vital to school readiness, academic success, and
lifelong learning.

2. Parents know what is best for their children and are passionately committed to
their success.
Parents are their child’s first and most important brain-builders and have the power to
ignite and sustain their children’s literacy development from birth. We will meet
parents where they are to support them in realizing their goals for their children.

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3. All children are born with the ability to succeed. 
When we provide the tools and support ALL children deserve, foster their roles as
active participants in their own literacy journeys, and honour their inherent brilliance,
we are laying the groundwork for productive and meaningful lives.

4. Books must serve as “mirrors, windows and sliding glass doors” for all
children.
Books must portray all children, honouring diverse backgrounds, languages, abilities,
and perspectives, and include stories by and about people of colour.

5. We CAN create the world our children deserve.

We believe in the capacity of collective goodness and collective action to transform the
eco-system currently failing America’s children and create a more equitable world.
6. We are committed to research.
Continuous self-assessment, including rigorous external evaluation, is essential to
identifying best practices as we expand our efforts to rewrite outcomes.

OUR THEORY OF CHANGE:

If:
We provide families with ongoing access to literacy resources and support…

And:
1. We start at birth and partner with families throughout their child’s first decade.
2. We meet families where they are.
3. We provide lots of culturally diverse books and plentiful resources.
4. We embrace everyone in our community.
5. We hold an unshakable commitment to justice, equity, and equal opportunity for all
people.
6. We focus on evaluation and continuous improvement.
7. We have a strong organization.

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8. We expand our program models state-wide and nationwide.
9. We have big dreams.

Then:
We contribute to a world in which all children can thrive in school and in life.

INTRODUCTION OF THE STUDY

Objective of the study:

The main objective of the study are as follows:
 To understand the process of recruitment.
 To know the source of recruitment at various levels and various jobs.
 To critically analyze the functioning of recruitment procedures.
 To identify the profitable area of improvement to make recruitment procedure
more effective.
 To know the managerial satisfaction level as well as to know the yield ratio.
 To search or headhunt people whose, skill fits into the company’s values.

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Scope of Study:

The benefit of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment procedures.

The key points of my research study are:

 To understand and analyze various HR factors including recruitment procedure
at consultant.
 To suggest a measure/recommendation for the improvement of the recruitment
procedures.

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15
Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and
perks setting and management, performance management, change management and
taking care of exits from the company to round off the activities. This is the traditional
definition of HRM which leads some experts to define it as a modern version of the
Personnel Management function that was used earlier.

We have chosen the term "art and science" as HRM is both the art of managing people
by recourse to creative and innovative approaches, it is a science as well because of the
precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable
managers and subordinates. Such team constitutes an important asset of an enterprise.
One organization is different from another mainly because of the people employees)
working there in. According to Peter F. Drucker, "The prosperity, if not the survival of
any business depends on the performance of its managers of tomorrow." The human
resource should be nurtured and used for the benefit of the organization.

Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization

that focuses on recruitment of, management of, and providing direction for the
people who work in the organization. It can also be performed by line
managers.

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  Human Resource Management is the organizational function that deals with
issues
 related to people such as compensation, hiring, performance management,
organization
 development, safety. wellness, benefits, employee motivation, communication,
 administration, and training.

 HRM is also a strategic and comprehensive approach to managing people and

the workplace culture and environment. Effective HRM enables employees to
contribute effectively and productively to the overall company direction and
the accomplishment of the organization's goals and objectives.

 Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced.
HRM is now expected to add value to the strategic utilization of employees and
that employee programs impact the business in measurable ways. The new role
of HRM involves strategic direction and HRM metrics and measurements to
demonstrate value.

 The Human Resource Management (HRM) function includes a variety of

activities, and key among them is responsibility for human resources -- for
deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the best
employees, ensuring they are high performers, dealing with performance
issues, and ensuring your personnel and management practices conform to
various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel policies.
Usually small businesses (for-profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part- or full-time help.
However, they should always ensure that employees have -- and are aware of -
personnel policies which conform to current regulations. These policies are
often in the form of employee manuals, which all employees have.

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  HRM is widening with every passing day. It covers but is not limited to HR
planning, hiring (recruitment and selection), training and development, payroll
management, rewards and recognitions, Industrial relations, grievance
handling, legal procedures etc. In other words, we can say that it's about
developing and managing harmonious relationships at workplace and striking a
balance between organizational goals and individual goals.

Advantages / Importance of HR:

 Meeting manpower needs: Every organization needs adequate and properly

qualified staff for the conduct of regular business activities. Imaginative HRP is
needed in order to meet the growing and changing human resource needs of an
organization.

 Replacement of manpower: The existing manpower in an organization is

affected due to various reasons such as retirement and removal of employees
and labour turnover. HRP is needed to estimate the shortfall in the manpower
requirement and also for making suitable arrangements for the recruitment and
appointment of new staff.

 Meeting growing manpower needs: The expansion or modernization

programme may be undertaken by the enterprise. Manpower planning is
needed in order to forecast and meet additional manpower requirement due to
expansion and growth needs through recruitment and suitable training
programs.

 Meeting challenges of technological environment: HRP is helpful in

effective use of technological progress. To meet the challenge of new
technology existing employees, need to be retrained and new employees may
be recruited.

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  Coping with change: HRP enables an enterprise to cope with changes in
competitive forces, markets, products, and technology and government
regulations. Such changes generate changes in job content, skill, number and
type of personals.

 Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organization makes investments in its
manpower either through direct training or job assignments.

 Adjusting manpower requirements: A situation may develop in, an

organization when there will be surplus staff in one department and shortage of
staff in some other department. Transfers and promotions are made for meeting
such situations

 Recruitment and selection of employees: HRP suggests the type of

manpower required in an organization with necessary details. This facilitates
recruitment and selection of suitable personnel for jobs in the Organization.
Introduction of appropriate selection tests and procedures is also possible as per
the manpower requirements.

 Placement of manpower: HRP is needed as it facilitates placement of newly

selected persons in different departments as per the qualifications and also as
per the need of different departments. Surplus or shortage of manpower is
avoided and this ensures optimum utilization of available manpower.

 Training of manpower: HRP is helpful in selection and training activities. It

ensures that adequate numbers of persons are trained to fill up the future
vacancies in the Organization

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HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

 Levels of Companies
 Technologies and Domineer
 Portal Explanation
 Explanation of Job Description and Analyzing of Requirement
 Sourcing of Profiles from Portals
 Screening of profiles as per the requirement Calling the Candidates
 Formatting of profiles and Tracker's Preparation
 Maintenance of Database

Training and Development

 Concept of Training and Development

 Training Needs Identification Process
 Designing Annual Training Plans
 Training Execution
 Designing Employee Development Initiatives
 Designing Supervisory Development Programs
 Designing Management Development Programs
 What is Training ROI and how to Calculate
 Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

 How to Design Induction Programs and Execution

 How to Design on the Job Training Programs and Monitoring
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  How to evaluate effectiveness of Induction and on the Job Training Programs
 Probation Confirmation and HR Role

Team Management Skills

 Understanding What is a Team

 Understanding Team Development Stages
 What is your Team Membership Orientation?
 How to improve your effectiveness as Team Member
 What is Team Leadership
 Understanding my Orientation

HR Recruitment:

According to Edwin Filippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organization."

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific
vacancies do not exist Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organization so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process
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Recruitment is almost central to any management process and failure in recruitment
can create difficulties for any company including an adverse effect on its profitability
and inappropriate levels of staffing or skills. In adequate recruitment can lead to labor
shortages, or problems in management decision making and the recruitment process
could itself be improved by following management theories. The recruitment process
could be improved in sophistication with Rodgers seven-point plan, Munro-Frasers
five-fold grading system, psychological tests, personal interviews, etc.
Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anaesthetists and dental surgeons has been proposed within the UK
health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations
 Vacancies: due to promotions, transfers, retirement, termination, permanent
disability, death and labour turnover,
 Creation of new vacancies: due to growth, expansion and diversification of
business activities of an enterprise.
 In addition, new vacancies are possible due to job specification.

The recruitment and selection are the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and
the strategies advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time. A general recruitment process is 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

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  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

The HR Role in Recruitment changed and HRM:

 Decides about the design of the recruitment processes and to decide about the
split of roles and responsibilities between Human Resources and Hiring
Manager
 Decides about the right profile of the candidate
 Decides about the sources of candidates
 Decides about the measures to be monitored to measure the success of the
process

A traditional role of HR in Recruitment was an administrative part of the whole

process. The HRM was responsible for maintaining the vacancies advertised and
monitored, but the real impact of HRM to the performance of the whole recruitment
process was minimal. But as the role of Human Resources in the business was
increasing, the HR Strategy was changed. From making the process working to the real
management of HR Processes and the Recruitment Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on

the development of the recruitment process and to make the process very competitive
on the market. As the job market gets more and more competitive, the clearly defined
HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all

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the interviews today, the main role of Human Resources is to make the recruitment
process more attractive and competitive on the job market.
Scope of HR Recruitment:
 HR jobs are one of most important tasks in any company or organization
 To structure the Recruitment policy of company for different categories of
employees. To analyses the recruitment policy of the organization.
 To compare the Recruitment policy with general policy
 To provide a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
 It covers workers, Clerical Staff, Officers, Jr. Management, Middle
Management and
 Senior Management cadres.
 A recruitment agency provides you with career counseling which renders a
crystal-clear picture of what are the possible career options out there for you
and which job option suits you the best

Objective of HR
 To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives.
 Recruitment helps to create a pool of prospective employees for the
organization so that the management can select the right candidate for the right
job from this pool.
 Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time.
 Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
objectives.
 The recruitment process exists as the organization hire new people, who are
aligned with the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

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Traditionally, recruitment is seen as the cost incurring process in an organization. HR
outsourcing helps the HR professionals of the organizations to concentrate on the
strategic functions and processes of human resource management rather than wasting
their efforts, time and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and
also provide economies of scale to the large sized organizations
Outsourcing is beneficial for both the corporate organisations that use the outsourcing
services as well as the consultancies that provide the service to the corporate. Apart
from increasing their revenues, outsourcing provides business opportunities to the
service providers, enhancing the skill set of the service providers and exposure to the
different corporate experiences thereby increasing their expertise.

The advantages accruing to the corporate are:

 Turning the management's focus to strategic level processes of HRM
 Accessibility to the expertise of the service providers
 Freedom from red tape and adhering to strict rules and regulations
 Optimal resource utilisation Structured and fair performance management.
 A satisfied and, hence, highly productive employees
 Value creation, operational flexibility and competitive advantage

Therefore, outsourcing helps both the organisations and the consultancies to grow and
perform better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the
demand of their services, both by the employers and the job seekers. With an already
saturated job market, the recruitment intermediaries have gained a vital position acting
as a link between the job seekers and the employers.
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 But at the same time, one of the major threats faced by this industry is the
growing popularity of e-recruitment. With the changing demand, technologies and the
penetration and increasing use of internet, the recruitment consultancies or the
intermediaries are facing tough competition. To retain and maintain their position in
the recruitment market, the recruitment intermediaries or consultants (as they are
commonly known) are witnessing and incorporating various changes in terms of their
role, functions and the services.
According to a survey amongst top employers, most of them agree with the
growing influence of technology and the Internet on the recruitment processes. 70 per
cent of employers reported the use of application portal on their company's official
website. Apart from that, the emerging popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their
expert services, economies of scale, up to 40 percent savings in the recruitment costs,
knowledge of the market, the candidates, understanding of the requirements, and most
importantly, the assess to the suitable and talented candidates and the structured
recruitment processes. The recruitment intermediaries save the organisations from the
tedious of weeding out unsuitable resumes, cocoordinating interviews, posting
vacancies etc. give them an edge over the other sources of recruitment.
To retain their position as the service providers in the recruitment market, the
recruitment intermediaries are providing value added services to the organisations.
They are incorporating the use of internet and job portals, making their services more
efficient.
Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire
recruitment processes of an organisation. It is one of the technological tools facilitated
by the information management systems to the HR of organisations. Just like

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performance management, payroll and other systems, Recruitment management
system helps to contour the recruitment processes and effectively managing the ROI
on recruitment.
The features, functions and major benefits of the recruitment management
system are 4explained below:
 Structure and systematically organize the entire recruitment processes
 Recruitment management system facilitates faster, unbiased, accurate and
reliable
 processing of applications from various applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the various
links like the application system on the official website of the company, the
unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.
 Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of
the recruitment processes.
 Recruitment management system provides and a flexible, automated and
interactive interface between the online application system, the recruitment
department of the
 Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROL
 Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process. The
Recruitment Management System (RMS) is an innovative information system
tool which helps to sane the time and costs of the recruiters and improving the
recruitment processes.

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HR RECRUIMENT PROCESS

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1. 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 candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest
level and cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you're getting in current organization?
 How much you're expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?
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HR Challenges in Recruitment

Recruitment is a function that requires business perspective, expertise, ability to find

and match the best potential candidate for the organisation, diplomacy, marketing
skills (as to sell the position to the candidate) and wisdom to align the recruitment
processes for the benefit of the organisation. The HR professionals - handling the
recruitment function of the organisation are constantly facing new challenges. The
biggest challenge for such professionals is to source or recruit the best people or
potential candidate for the organisation

In the last few years, the job market 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 organisations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization - The HR professionals are expected and required

to keep in tune with the changing times, i.e., the changes taking place across
the globe. HR should maintain the timeliness of the process

 Lack of motivation - Recruitment is considered to be a thankless job. Even if

the
organisation is achieving results; HR department or professionals are not
thanked for recruiting the right employees and performers.

 Process analysis - The immediacy and speed of the recruitment process are the
main concerns of the HR in recruitment. The process should be flexible,

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 adaptive and responsive to the immediate requirements. The recruitment
process should also be cost effective.

 Strategies 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.

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 RESEARCH METHODOLOGY

RESEARCH is a careful investigation or inquiry especially through search for new

facts in any branch of knowledge’.

METHODOLOGY OF STUDY

The project is a systematic presentation consisting of the enunciated problem,

formulated hypothesis, collected facts of data, analyzed facts and proposed conclusions
in any form of recommendations.

The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION

Primary Data:

A primary source provides first-hand information on the topic. The researcher

personally participated in the event. The work has not been changed or analyzed by
another person or organization.

We will be doing the study on the basis of a questionnaire.

A questionnaire is a research instrument that consists of a set of questions or other

types of prompts that aims to collect information from a respondent. A research
questionnaire is typically a mix of close-ended questions and open- ended questions.
The data collected from a data collection questionnaire can be both qualitative as
well as quantitative in nature

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34
35
36
37
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Secondary Data:

Data was collected from websites, going through the records of the organization, eytc.
It is the data which has been collected by individual or someone else with the purpose
of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and the results are
undertaken for the next process.

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KIND OF RESEARCH

The research done by:

EXPLORATORY RESEACH

As the name implies, the primary objective of exploratory research is to explore

a problem to provide insights into and comprehension for more precise
investigation. It focuses on the discovery of ideas and thoughts. The exploratory
research design is suitable for studies which are flexible enough to provide an
opportunity for considering all the aspects of the problem.

At this point, the required information is loosely defined, and the research
process is flexible and unstructured. It is used in the situation when you must
define the problem correctly, identify alternative courses of actions, develop a
hypothesis, gain additional insights before the development of an approach, set
priorities for further examination.

DESCRIPTIVE RESEARCH

By the term descriptive research, we mean a type of conclusive research study which
is concerned with describing the characteristics of a particular individual or group. It
includes research related to specific predictions, features or functions of person or
group, the narration of facts, etc.

The descriptive research aims at obtaining complete and accurate information for the
study, the method adopted must be carefully planned. The researcher should
precisely define what he wants to measure? How does he want to measure? He
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 should clearly define the population under study. It uses methods like quantitative
analysis of secondary data, surveys, panels, observations, interviews, questionnaires,
etc.

Descriptive Research concentrates on formulating the research objective, designing

methods for the collection of data, selection of the sample, data collection,
processing, and analysis, reporting the results.

Sample Design:
A complete interaction and remuneration of all then employees were not possible so a
sample was chosen that consisted of 25 employees. The research was taken by
necessary steps to avoid any based while collecting the data

Tools of Analysis:
The data to be collected from both the sources is analyzed and interpreted in the
systematic manner with the help of statistical tool like percentages.

RESEACH DESIGN:

A research design is the arrangement of the conditions for the collection and
analysis of the data in a manner that aims to combine relevance to the research purpose
with economy in procedure.

A research design is the specification of methods and procedures of acquiring

the information needed to structure or to solve problems. It is the overall operation
patten or framework of the project that stipulates what information is to be collected
from which source and be what procedures.

1. What is study about?

2. What is study being made?
3. Where will the study be carried out?
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 4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed

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 DATA ANALYSIS

Question 1. What form of interview did you prefer?

Question 2: What source you adopt to source candidates?

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Question 3: How many stages are involved in selecting the candidate? / How many
questions you are asking during the Telephonic interview round?

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Question 4: How do you track the source of candidate?

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Question 5: Does the organization clearly define the position objectives, requirements
and candidate specifications in the recruitment process?

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Question 6: What is the average time spent by executives during recruitment (each
candidate)?

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Question 7: Do you follow different recruitment process for different grades of
employees?

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Question 8: What are the basic questions you ask to the candidate?

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Question 9: Is there any provision for evaluation and control of recruitment process?

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Question 10: Is the organization doing timeless recruitment and selection process?

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Question 11: Do you think companies generally looks for the experienced person in
the selection?

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Question 12: How do you rate the selection policy of the organization?

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55
 FINDINGS

 On analysing the pie chart, it can be seen that most of the employees and
interns working in Learnovate Ecommerce preferred the form of interview as
personal interview and least of the employees and interns preferred other
source of interview.
 On analysing the pie chart, it can be observed that most of the people respond
for Candidate referral, and least of the people respond for advertising.
 On analyzing the pie chart, it can be seen that majority of the employees and
interns working at Learnovate Ecommerce prefer three stages of interview.
 On analysing the chart, it can be seen that most of them prefer the data source
for tracking the candidates.
 For analysing the pie chart, the outcome is that Recruitment and selection
process carried in Learnovate Ecommerce is better. As, majority of the
respondents said yes to the above statement i.e., the organization clearly define
the position objectives, requirements and candidate specifications in the
recruitment process.
 On analysing the pie chart, it can be seen that majority of the respondent
choose 5 to 10 minutes as the average time spent by executives during
recruitment.
 On analysing the pie chart, Learnovate Ecommerce uses different recruitment
process for different grades of employees.
 On analysing the pie chart, recruiters ask all the questions to mostly all the
candidates, as we got the highest percentage for all of the above.
 On analysing the pie chart, there is a provision for evaluation and control of
recruitment process. It is observed that most of the responded for Yes.
 On analysing the pie chart, Learnovate Ecommerce do the recruitment process
timely, but we can’t say confirm as we got equal votes for both the option.
 On analysing the chart, we can say that the company didn’t always go the
experienced person for the role.
 On analyzing the pie chart, employees rate the selections process as the Good
as well as Average.

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 SUGGESTIONS

 Time management is very essential, and it should not be

ignored at any level of the process.
 Recruitment policy is satisfactory in Learnovate
Ecommerce, but the periodicity of recruitment is being
more which needs to be reduced.
 Communication, personal and technical skills need to be
tested for employees.
 Company must provide proper training to newly hired
recruiters at their end.
 Learnovate must ensure the Process is Consistent with All Applicants.
 Recruitment team should be responsive to all candidates
even if they get rejected as well.
 Proactively follow-up with previous applicants in current
pool of candidates must be done.
 Recruiters must maintain a good relationship with their candidates
 Recruiters must ensure that they never led down any candidate’s morale
 The candidate called for interview should be allotted
timings and its should not overlap with each other.
 Recruiters should not give back-to-back calls to the
candidates as they might get irritated due to it.

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 Limitation

The study is subjected to the following limitations

 The study is based on online work without face-to-face talk with an employee
because if the covid-19 situation.

 In some cases, data is collected from the companies past records.

 Some of the responses given by the respondents were not legible and clear.

 Employees being very busy did not give response whole – heartedly.

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 CONCLUSIONS

The main thing that I want to conclude firstly is that with the help of analysis,
feedback generated through questionnaire I found that the company is following an
effective Recruitment and Selection process to maximum extent.

As per my study, out of the various methods of sourcing candidates, the best
one is – getting references via references and networking. In the process, I came
across various experiences where the role of an HR and the relevant traits he finds in
the candidates were displayed. Company should focus on long term consistent
performance rather than short term. The emphasis towards training and enhancing
skills of recruiters needs to be more and also consistent. Even though an HR manager
has many challenges to face in order to ensure that the human resource department
contributes to the bottom-line and emerges as a strategic partner in the business, it is
“Talent acquisition”, that is the key determining factor in how well a Human resource
department contributes towards the achievement of the overall objective of the
organization and therefore is a daunting task for any HR manager.

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BIBLOGRAPHY

https://www.linkedin.com/company/learnovateecommerce/?originalSubdomain=in

https://www.learnovateecommerce.com/

https://internwala.com/public/company/learnovate-e-commerce-547

https://en.wikipedia.org/wiki/E-commerce

BOOKS:
C.B. GUPTA, HUMAN RESOURCE MANAGEMENT

T.N CHABBRA, HUMAN RESOURCE MANAGEMENT

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