SUMMER TRAINING REPORT

ON

“A STUDY OF RECRUITMENT PROCESS AT

MAYUR UNIQUOTERS LTD”

NAME : MAHENDRA SINGH

COLLEGE ROLL NO : 20MCJXX625

CLASS & BRANCH : MBA 3 SEM

SESSION : 2021 TO 2022

TRAINING PERIOD : 60 DAYS

SUBMITTED TO

Ms. Richa Sharma

(Assistant professor, CITM)

COMPUCOM INSTITUTE OF TECHNOLOGY AND MANAGEMENT

Student Declaration
I, Mahendra Singh, the undersigned, a student of CompuCom Institute of Technology
and Management, Jaipur (MBA batch 2020-22). I hereby declare that the summer
training report work related to Human Resource Research has been carried out
exclusively on my efforts under the guidance of Ms. Richa Sharma.
I further declare that this work has neither been published our submitted to any other
instate for wounded of any other degree or diploma.

Mahendra Singh.
Roll no: 20MCJXX625
Date: Ms. Richa Sharma.
Place: Jaipur (Internal Guide)

Preface
I take venomous pleasure in presenting this project report on Recruitment process
This project report is intended to full fill the partial Requirement for the completion of
the MBA degree Program.
The report gives an overview of Human Resource Recruitment Process.
During this project, I was fortunate to have the learning and experience such as
practical application of theory, understanding work and organizational culture,
improvement in communication and soft skills, and many more Overall, it was an
enriching experience

ACKNOWLEDGEMENT
 I Would like to express my deepest gratitude to my Guide Ms. Richa Sharma
Assistant Professor Department of MBA for contributing their valuable time and
efforts in helping me out with this project. Their suggestions and feedback have
helped me a lot in improving the quality of the project. 

I would also like to thank my friends and family for their constant encouragement and
support throughout the project. 

Lastly, I like to thank all my supporters who have motivated me to fulfil their project
before the timeline.

Index No.

SR NO: CONTENT

1. : Introduction.
2. : Objectives of the study.
3. : Process of Recruitment.
4. : Methods of the Recruitment process.
5. : Importance of Recruitment process.
6. : Factors of Recruitment process.
7. : Steps of Recruitment process.
8. : Company Overview.
9. : Board of Directors.
10. : Practice Area.
11. : Vision.
12. : Values.
13. : Conclusion.

INTRODUCTION OF RECRUITMENT
In context of human resource management, the term

recruitment is the process of finding and selecting the candidate

who is well suitable for a job opening in a timely and cost-

effective manner. Basically, it is the process of hiring a

candidate which is most suitable for a particular job. Selecting a

right candidate is extremely important for any organization

because it is very difficult to go through the rigorous process

again and again for the same job role, as it includes energy,

time, cost, and resources. The process of hiring a candidate

either internally or externally must be done in a perfect &

professional manner.
 OBJECTIVES ON THE STUDY

 The primary objective of the study is to analyze the process o Recruitment and
Selection in the company.

 To observe the procedure to select the candidates from internal as well as from
external sources in the company.

 To find out the various recruitment sources used by the selected company.

 Process of Recruitment
 It is the whole process that begins with the identification of the needs of the
company with respect to the job & resources and ends with the employing a
candidate in the company. When we think of the recruitment process, what
immediately comes to our minds are the activities like analysis of the
requirement for a particular job, to attract the candidates for the particular job,
screening of the applicants and selecting among them the best candidate for the
required job. Before the organization recruit candidates, they must properly
implement the virtual staffing plans and forecast them to determine how many
people they actually require.

Methods of the recruitment process

Forecasting of the employee is based upon two factors either internally or

externally. There are two methods of doing the process of professional
recruitment:
Internal Recruitment:-

 It is done when the company looks to fill the vacancy from their organization or
existing workforce itself. It is a cheaper and quicker process to recruit, people are
already familiar with the organization, the company already knows about the
strength and weakness of the candidates.

External Recruitment:-

This is the process when a company looks to fill the vacancy from any suitable
application or outside the business. It is done outside the company which brings
new ideas; people have a wider range of experience, longer process, more
expensive, shifts in population, competition, etc.
 INPORTANCE OF THE RECRUITMENT PROCESS

The main reason why the process of recruitment is implemented deeply is to find
the person who is goal-oriented, talented and best suitable for the job role within
the organization, and also who will help the company move towards attaining the
organizational goals. There is some reason why the requirement process is so
important to the companies:

 To ensure proper alignment of skill sets to organizational goals. Through the

process of refinement, one can make sure that the skill set of the staff or the
manpower of a company remains aligned with its initiative goals or not.

 To ensure effective and efficient recruiting, which means that the person is
employed for the job full of talent, required skills, and qualified for the job?

 To ensure compliance with policies and laws, one must adhere to the laws and
regulations when it comes to human resource management. Equal opportunity
and non-discrimination in the process of hiring are the most major factors
which are really important.

To do any of the methods, a company generally have two options:

 IN-HOUSE TERM :-
An in-house team analyzes the job role & requirement, prepare a JD, search for
suitable candidates, be it campus hiring process or through job portal or through
reference, then they scrutinize the applicants, organize the recruitment process &
finally shortlist the right fit for the job.

 EXTERNAL AGENCY :-

An External Agency or Recruitment Outsourcing Agency, on the other hand, is a

third party which performs the whole recruitment process on behalf of the
company & fulfills the vacant position.
Recruitment and Selection is an important operation in HRM, designed to
maximize employee
strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment
and Selection is the process of sourcing, screening, shortlisting and selecting the
right candidates
for the filling the required vacant positions.
In this tutorial, we will discuss the various aspects of Recruitment and Selection
such as the
recruitment process, the factors affecting recruitment, recruitment planning,
methods of
recruitment, recruitment interviews, selection process and making an offer.
The Scope of Recruitment and Selection
The scope of Recruitment and Selection is very wide and it consists of a variety of
operations.
Resources are considered as most important asset to any organization. Hence,
hiring right
resources is the most important aspect of Recruitment. Every company has its own
pattern of
recruitment as per their recruitment policies and procedures.
The scope of Recruitment and Selection includes the following operations:
 Dealing with the excess or shortage of resources
 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the
organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of
resources

Factors that influence the Recruitment process

Recruitment is mainly affected by several factors which play a big part in whether
the process of recruitment will be successful or not. Some of the important factors
are as below:
Factors of Recruitment Process

Tools of the Recruitment process:-

There are many tools and technologies which have been developed to help the HR
department make much more effective use of emerging recruitment or existing
recruitment channels. According to the reports, the mobile career and recruitment
websites now account for 20% to 30% of traffic. This could even be higher for the
organizations who are embracing social media especially Facebook since half of
the Facebook users are on mobile.
Below is the rundown of some technological tools which plays important role
in the recruitment process in HRM:-

 Applicant Tracking System (ATS):-

In today's competitive world, ATS is the integration platform which can connect to
other tools and services used in the process of hiring. They help us to bring many
recruitment functions into a central place thus further streamlines the practices. It’s
important to feature i.e. intelligent skills matching is based upon the semantic
technology and thus provide the built-in real-time analytics to evaluate what
channels perform the best.

 MOBILE RECRUTING TOOLS:-

Research from Comscore says that about 2.8 million job seekers a month already
had crossed the access of job listing from their mobile devices in U.K., with daily
looking of 67%. In studies, it is found that 88% of people look for the job on their
mobile phones, with one in three keen to apply using their mobile devices. The
mobile recruiting tools can be broken down into several areas, QR codes, text
alerts, app, and mobile-optimized websites.

 GAMIFICATION:-
Gamification is the broad trend to apply game mechanics to the non-game
environment, such as recruitment, to motivate people or change the behavior-
“said Gartner”.According to the analyst's forecast, over next 5 yrs, and by the next
5 yrs, there will be more than 70% of the global 2,000 organizations that will have
at least one gamified application. It has the power to deliver the efficiency
significantly at the front end development process both to attract and engage the
people with correct skills for the particular role.

 LOCATION TECHNOLOGY:-

The Geolocation is the process to identify the real-world geographic positions of

the person with the help of their mobile phones or desktop devices. It has the
potential to bring recruitment and HR teams much more lose with the right talent.
At the time of hiring, when you ask the candidate what is most important to you,
they will always focus on three main things as salary, job title, and location.

 VIDEO INTERVIEWEING:-

According to the survey of OfficeTeam, UK found 41% of the HR directors who

had increased their use of video conferencing to conduct the interviews as
compared with 2010. The video is the medium for new generation candidate, so
HR must become more accepting of its place in the process of hiring. The video
clip can be shared with everyone in the hiring process. There are no tools which
can be used in the process of video interviewing as Sonru, Tazio, LauncPad, etc.

Steps Involved in Recruitment Process:-

Creating a basic flowchart for recruitment process sometimes helps in tracking full
process. Not every recruitment process is the same, but this is general as it gets. It
is an essential part of an acquisition function which is defined as the process of
creating a pool of candidates who are interested in the job and then hiring the best
candidate well qualified for the job.

There are some of the steps which are involved in the process of recruitment as
follows:

 IDENTIFY THE NEED FOR HIRIN:-

This is the process of understanding and identifying the need of requirement from
Recruiting manager about what his/her expectation is to be the vacant seat of the
job. The things which are required to be considered re the education qualification,
the flexibility of the candidate, knowledge, skills, compensation, experience, etc.
Because the changes for the candidate may be good as from their last job, so you
also must look at the candidate perfectly about his/her background.

 PLANNING:-

Once you have identified what actually you need both in terms of hard and soft
skills, now it’s time to put a plan together to find what you need from the
candidate. Who all are involved with the hiring process on the steps that will be
taken and the use of communication channel that you will be using to hire the
candidate, you must always make sure that you get the “buy-in” of everybody who
is all you need is one misstep to blow everything.

 SEARCHING:-

This is the important stage where the companies are required to be a “hunter”, not
a “gatherer”, as there are many companies who think that professional and
amazing candidate will be going to rain down from the sky into their company to
fill the vacant position of the required job. No, it does not happen. This is why
most of the companies hire “headhunters”. Even the companies with internal
recruiters or the hiring authorities cannot match the expertise connections of the
recruiter who works in the trenches of the industry day after day.

 IDENTIRY VIABLE CANDIDATE:-

Finding the desired candidate is not enough, anybody can find the candidate. But,
to find a suitable candidate for the job role is much more important. So, the most
important factor, which is also most difficult, is to find them, identify them and
search for them. You must always make sure that the candidate you find fit in your
job role & must be well qualified, talented and challenging enough to face the
competitive world.

 RECRUTING CANDIDATES:-

Once the viable candidate is found, the process of recruitment can begin. In other
word, candidates must be sold on not only the opportunity but also on the
organization. This important distinction is missed by some organizations. Top
candidates are not just interested in getting a new job; they are more interested in
getting a new job with a great employer. There could be a chance that they like the
job, but do not like the employer and so might not take the job.
 Steps of Recruiting Process

 SCREENING:-

Now, you have the batch of viable candidates, most likely the passive candidates
who are curiously interested in the job position. But not every single of them will
be going to take it through the process. The first stage of the screening process is
the telephonic interview. The phone screening whittles the list down so that you
can move to the next stage of the process. In this stage, many of the candidates are
refined during their telephonic conversation.
 INTERVIEWING:-

There are two main aspects of face to face interview. The first one is if the process
is stretched out for too long then the candidate involved loses interest. Another is
the employer must communicate with the candidate where they are in process and
what they expect in the near term or will start looking somewhere else. There are
the two most important aspects, which most of the companies neglect at the time
of interviewing.

 OFFERING EMPLOYMENT:-

The most delicate stage of the recruiting process is the offering stage. A hiring
manager should never take for granted whether a candidate is going

to accept an offer or not. If any organization is working with the search consultant,
then the hiring manager of that organization should let the search consultant
extend the offer. This is what the candidate expects and this is what should be
done.

 HIRING OF CANDIDATES:-

Why should the step of offering and hiring be combined together? This is because
not every employment offer is accepted. If every offer is accepted, then yes this
can be done. If 1 candidate rejects the offer, then the company may extend it to
another candidate, if 2 rejects the offer, it can be extended to the 3 one and so on.
Once the candidate does accept the offer of employment, that’s when the official
hiring is successfully done.

 ON-BOARDING THE CANDIDATES:-

If you cannot retain the employees, to whom you have hired, then what’s the point
of hiring the best candidate in the marketplace? When we offer onboarding, then
we are talking about more than just new employee paperwork. Many companies
have failed to do that which results in the new employee showing up for their first
day of work only.

 CONCLUSION:-

The process of recruitment is much more than just offering and managing
the services of employment. It is all about boosting an employer brand, finding
out the best talent possible for a specific profile and retaining the employees
moreover.

OVERVIEW
Being the most preferred supplier of artificial leather is what was at the genesis of the
formation of Mayur Uniquoters Limited in 1994. Since then we have never looked back and
have shown phenomenal and holistic growth with every passing year. So much so, that in
2012, we made way into the 'Forbes Asia Top 200 under $1Bn enterprises' in the Asia
Pacific region.

We are the largest manufacturer of artificial leather, using the 'Release Paper Transfer
Coating Technology' in India. We have come a long way in the past two decades from a
meager production of 0.25 million linear meters per month, to an astonishing 4.05 million
linear meters per month, through 7 state of the art Italian coating lines. We have now started
our PU coating plant with a current capacity of 6 lacs linear meter per month.

The guiding principle of the organization has always been fulfillment of customer
requirement and progressive thinking. This guiding principle is now the culture of the
organization and ensures that both internal and external customers are satisfied.
Our world-class infrastructure consists of a full range of machinery to fulfill our
knitting, processing, heat setting, coating, embossing, printing, lacquering, sueding,
tumbling and laminating needs. We value quality and innovation , thus, our Physical,
Chemical and Product Development Laboratories are capable of testing
predominantly all properties of artificial leather for different segments and
applications.
We also endeavor to improve organizational efficiency and constantly keep a vigil on
value creation for Customers, Suppliers, Employees, Share Holders, Statutory &
Regulatory Bodies and Society through continuous sustainable developmental
activities.

Expanding horizons of IT by incorporating ERP (Enterprise Resource Planning), we

are now empowered and committed to stay updated, to innovate, to communicate
effectively, and to ensure product and process traceability from start to end.
We have been certified with ISO 9001:2015 (Quality Management System) which is
demonstrative of our commitment towards designing and manufacturing of artificial
leather through effective implementation of systems and continual improvement in all
our processes.

BOARD OF DIRECTORS

Mr. Suresh Kumar Poddar - Age 73 years ( Chairman and Managing Director )

Mr. Poddar, a Science Graduate, and the Chairman and Managing Director of Mayur
Uniquoters Limited, is widely recognized for his path breaking and visionary
contributions to spearhead Synthetic Leather Industry. His excellent entrepreneurial
skills have lead Mayur to climb new heights year after year.

Mr. SK Poddar conceptualized the unique and innovative business model, Leading
Mayur from one coating line with a production of just 0.25 million linear meters to
six coating lines with an installed capacity of 3.05 million linear meters per month.
His visionary efforts and leader lead approach, together with time tested techniques,
have enabled Mayur to lead on every front and stay ahead of time.

Mr. Arun Kumar Bagaria - Age 46 years( Executive Director )

Mr. Bagaria did his Masters in Business Administration from University of

Strathclyde Graduate Business School, UK. During his initial years as a professional,

he gained sound knowledge and varied exposure in various trading and commercial

activities in different companies.

In the year 2007, Mr. Bagaria joined the board of Mayur Uniquoters Limited as an

Executive Director. Over the years, he has made immense contribution to the

company's growth, and has taken the company to the new heights.
Mrs. Tanuja Agarwal - Age 60 years( Independent & Non - Executive Director )

Mrs. Tanuja Agarwal is B.A. Hons. (Psychology) from St. Xavier's College, Mumbai.

Partner in Ratan Das Gupta & Co. and devoted to social work. She has been past

President of Inner Wheel Club, Jaipur Main and Janhit Sansthan. Associated with

Concerned Citizen, an NGO associated with WHO for spreading AIDS awareness

through lectures among school teenagers. Member of S. M. S. Medical College,

Jaipur Anti-Ragging Committee, Animal Rights Commission and CII-IWN (Indian

Women Network) as coordinator for Health and Wellbeing.

Mr. Ratan Kumar Roongta - Age 70 years( Independent & Non - Executive
Director)

Mr. Ratan Kumar Roongta is M.com (Financial Management) and JAIIB (Junior

Associate of Indian Institute of Banking and Finance) and has successfully handled

diverse and challenging assignments in State Bank of Bikaner & Jaipur for over three

decades at various levels.

He has also served on the board of various companies including State Bank of

Bikaner & Jaipur (SBBJ), Gujarat State Energy Generation Limited (Nominee of IFCI

Limited). His contributions in the field of Corporate Advances, International Banking,

Risk Focused Audit & Inspection, Corporate Governance and Information

Technology in the banking sectors are enormous. He has also served as member of
Task Force on 'Transport & Tourism' for MOU between CPSE and Government

Department/Ministry for the year 2011-12 by Ministry of Heavy Industries & Public

Enterprises,Government of India,New Delhi.

Mr. Shyam Agrawal - Age 39 years( Independent & Non - Executive Director )

Mr. Shyam Agrawal is a Ph.D. (Law), LLM, LLB & FCS. A Practicing Company

Secretary having experience of more than 10 years, he has held the posts of President

and Vice-President of one of the most prestigious Institutions of the nation, The

Institute of Company Secretaries of India (ICSI). He made his presence felt across

associations and organizations of the likes of the Ministry of Corporate Affairs,

Ministry of Commerce of Industry, PHD Chambers of Commerce and Industry,

ASSOCHAM, CII, NFCG, INSOL International, INSOL India, SEBI, Insolvency and

Bankruptcy Board of India, Indian Bank Association, ICAI, Institute of Directors, etc.

His noteworthy professional achievements include the fact that it is during his tenure-

ship as President, ICSI that the ICSI marked its entry into the Guinness Book of

World Records for conducting Largest Taxation Lesson. He also holds to his credit
the honour of having held the position of International Secretary at the Company

Secretaries International Association (CSIA). He is on the Board of Astron Paper &

Board Mill Limited.

Mr. Arvind Kumar Sharma - Age 71 years(Independent & Non-Executive Director)

Mr. Arvind Kumar Sharma has done B. Tech & MBA in 1971 and 1985 respectively

and has got a vast experience of over 40 years in various companies like Braj Binani

Group, Rajasthan State Industrial Development & Investment Corporation Limited

(RIICO Ltd), Gujarat Vittal Innovation City Limited, and Neesa Leisure Limited, and

was also associated as Nominee Director on the Boards of Dabur (India) Limited,

Rajasthan Electronics Ltd, Magma Petro Pack Ltd , SBL (India) Limited Bharat

Fertilizers and Chemicals Limited and many more, he has also worked as a Corporate

affairs consultant in Indospace Developers Pvt, Ltd., Havells India, Emami Agro Tech

Limited etc. He is a very good Strategic planner and leader, and has excellent

analytical ability, Communication and networking skills.

PRACTICAL AREA

 I’m doing my work as a Human Resource Executive

in Mayur Uniquoters Pvt Ltd compay.

 On my role or responsabilities are I was responsible

for Managing the daily and monthly attindence in
the registers and my computer system with the help
of ssl punching maching.

 If there is any mistake in any employee’s daily

punch in attendance like if there is any mis punch
and their attendance not showing in the system then
I have to manually correct that problem.
 In the company’s working area if there is any
problem with any employee like any misbehaviroul
condition occurring then I have to take action and
solve that problem on that time.

 I’m managing the employees ESI card and EPF

related document and giving the all information to
that employee.

 If there is any hairing process conducting in the

company or outer side of the plant then it’s my
responsibilities to manage all the candidate and their
document and telling them our company’s process
how we will taking the Interview.
 If on the Interview process if any candidate had any
problem then I have to solve any matter of that
problem.

 I’m giving the monthly reports of all company staff

attendance to our head of department.

 It’s my duty to inform all the company’s staff for if

there is any information about management decision
for all staff company policy.
 VISION

To be a value creator for Customers, Suppliers,

Employees, Shareholders, Statutory & Regulatory
Bodies and Society through continual improvement in
all our processes and creating an internal
Environment in the company for innovation.
 VALUES

Our values have been woven around seven major

aspects which are evidently visible in all the activities
performed by the company
 Conclusion

The overall conclusion of this project to know the

how the human resource management takes place in
the manufacturing company and managing the all
management work in the company. It was a great
experience to make project on the Recruitment
process in Mayur Uniquoters ltd.