SUMMER TRAINING REPORT

On

“To study the process of Recruitment and Selection

in context with FLYLITE RECRUITMENT”.

Submitted in Partial Fulfilment of requirements for the Award of Degree

ofBachelorofBusinessAdministration(BBA)

To

Tecnia InstituteofAdvanced Studies

Supervisedby: - Submitted By:-

MR. B B Tiwari Name: Vaibhav wahi
(INTERNAL GUIDE) Enrollment No:36717001720

Programme:-BBA
Semester:-5th Shift: 1st
Division:-C

1| Page
 CONTENTS

S No. Topic Page No.

1. Certificate 3-4
2. Declaration 5
3. Preface 6
4. Acknowledgement 7
5. Executive Summary 8
Chapter I: Introduction 9-25
Chapter II: Review of Literature 26-27
Chapter III: Research Methodology 29-31
Chapter IV: Data Reduction, Presentation & 32-36
Analysis
Chapter V: Data Interpretation 37-38
Chapter VI: Summary & Conclusions 39-42
Bibliography 43

2
Certificate

3
 Certificate

This is to certify that the project titles "To study the process of Recruitment and
Selection in context with FLYLITE RECRUITMENT isan academic work
done by VAIBHAV WAHI submitted in the partial fulfillment of the
requirement for the award of the degree of Bachelor of Business Administration
(BBA) fromTecnia Institute of Advanced studies, New Delhi, under my
guidance & direction. To the best of my knowledge and belief the data &
information presented by her in the project has not been submitted earlier.

Mr. B. B. Tiwari

4
 Declaration

I VAIBHAV WAHI hereby declare that matter embodied in this project work
entitle "To study the process of Recruitment and Selection in context
with FLYLITE RECRUITMENT." is the result of theanalysisof
observations and interviews carried out by meundertheguidanceof
MR. B. B. TIWARI ,TECNIA INSTITUTE OFADVANCEDSTUDIES.

This project work has not previously formed the basis for the award of any degree,
diploma, fellowship, associate ship, or any other similar title, to any candidate of
any University.

5
 Preface

The summer program offered by the TIAS College is an enlightening course for those
whoare wishing to their business administration skills, with their knowledge. This is an
uniquecourse which is the collaboration of BBA. It not only develops your engagement talent
butalso develop your technical skill. It imparts the necessary theoretical knowledge about
thefield but also provides an opportunity to practically experience the application of the
businessadministrationfundamentals inthe corporate as wellas thenon-corporate sector.

Here Ireally got practical knowledge about the role of Talent Acquisition, Recruitment and
selection process. Now I am aware about the Human Resource Management in
organizations through flylite Firm. I am very much thankful to Ms. Sulbha Rai, Chief
People Officer, Gurgaon and to Mr namit Khanna my internalguide I therefore have
pleasure to present my training report, which, I hope as per thecurriculumrequirements.

6
 Acknowledgement

The internship opportunity I had with flylite recruitment . gave me a great chance for learning and
Professional development. I take this opportunity to acknowledge the efforts of the many
individuals who helped me in completing this project. At first, thanks to The Almighty who granted
me the willpower to complete this project. I want to express my heartfelt gratitude to my academic
instructor Mr Tiwari sir for guiding me in completing my internship project. The supervision and
the support that she gave truly helped with the progression and smoothness of this project. I would
like to thank my industry guide MS. Manisha Rajput and Mr. namit Khanna for their guidance
throughout the internship period and project study.
Finally, I would like to thank my family, and friends for their constant encouragement without
whom this assignment would not be possible.

7
 ExecutiveSummary

The purpose of the internship program at the end of BBA 3rd Year is to familiarize the
students with the corporate world and give them a real world corporate experience. With that
aim in mind I started my internship in flylite recruitment. where I worked with a HR
department on the 06th June 2022. I was assigned with HR inter team.

The internship report helps the student to document their first corporate experience and get to
Contribute to the field of business through it.

In this report I have worked withflylite recruitment . explained the purpose, process and illustrated
the benefits, and roles of HR in a Company.
In the 1st chapter, I have provided all the necessary introduction before moving on to the main
topic of the report. The objective, scopes and the limitations are described here. I have tried to set
realistic and effective objectives for the report and tried my best to overcome all the limitations
and tried to construct a fruitful report.

In the 2nd chapter, I have provided an overview offlylite recruitment. Here I have introduced the
organization and talked about its history and how it came into being. I have talked about the
organizational structure and its recruitment process.

In the 3rd chapter, I have written about my roles and responsibilities which I tried to fulfill
according to the company needs. I have carried out a wide variety of different responsibilities
relating to HR departments.

In the 4th chapter, I have written about all the positions and locations for which I have worked and
the data of the candidates with their roles and responsibilities.

At the end of the report, I have expressed my feeling about the whole internship program. I have
talked about how my internship has helped me gain knowledge that will help me further into my
career as a business professional. There may be some mistakes in the report for which I apologize
in advance. I have tried my level best to create a fruitful report that may be used as a future
reference to similar projects.

8
Chapter 1
Introduction to HRM

Human Resource Management is the process of recruiting, selecting, inducting

employees, providing orientation, imparting training and development, appraising
the performance of employees, deciding compensation and providing
benefits, motivating employees, maintaining proper relations with employees
and their trade unions, ensuring employees safety, welfare and healthy measures in
compliance with labour laws of the land and finally following the Orders /
Judgements of the concern High Court and Supreme Court, if any.

Personnel or people management was the initial name for human resource
management. Its function used to be relatively constrained. HRM is a structured
method of managing people within any firm or organization.
It is a critical component of any organization's management.
The hiring, evaluating, training, and compensation of employees are the core duties
of the personnel department. Any problems that staff members have while
performing their jobs for an organization are handled by the human resources
division. HR is concerned with particular work practices and how they impact the
effectiveness of the organization.

Any issue relating to managing people within a business or organization is now

covered under human resources management.
• This includes choices, plans, guidelines, actions, norms, routines, tasks, and
techniques for managing personnel.

• The kinds of interactions people have at work and everything that has a
positive or bad impact on those relationships.

• Ensuring that employees are happy with their working environment. The
success of the business is aided by better services and product creation as a
result.

In a business context, the term "human resources" refers to the workforce, or the
people who work for a company and the talents and drive them provide. This
comprises any concepts, originality, information, and skills that staff members
provide to the company and use to make it effective. In other terms, the assets a
person possesses, or the knowledge and experience gained over time.

Management of human resources is now an essential component of any firm. Each

business or organization must have this department. By improving ties between
9
employees and their employers and consistently aiming to make them better, it aids
in raising employee morale. The HR division moreover offers workers whatever
assistance they require to boost their effectiveness.

Every department in a company or corporation is evaluated for productivity and/or

success as part of the HRM role. Each department benefits, and their work is
improved. Additionally, it intervenes as necessary to assist in resolving any issues
that might develop in relation to the employees' employment. Another duty of HRM
is to improve the output of the workforce.

A business will always have a competitive advantage over other organizations of a

similar nature if it has valuable, uncommon, and/or distinctive people resources.

The criteria for human resource management are listed below; by employing them
well, a business can have an impact in its particular industry.

• Value Creation: Employees and the organization as a whole can benefit from
efforts to reduce costs and offer customers a service or good that is
distinctive. In order to increase the value that employees offer to the business,
organizations also implement empowerment efforts, quality initiatives, and
work toward continuous improvement.

• Rarity: The Company that has these people has a very strong advantage when
the talents, expertise, and abilities of personnel are not equally available to all
organizations in the same area. Top businesses make an effort to hire and
develop the most talented personnel for this reason. They have an advantage
over their rivals in this way. Some businesses will even take other businesses
to court to prevent them from stealing their valuable personnel. This
demonstrates that certain businesses have recognized the worth and
distinctiveness of particular employees.

• Incomparability: Employees provide their businesses a competitive edge

when their skills and contributions are incomparable to those of competitors.
In other words, the information and abilities they bring to the company are
distinctive and difficult to get elsewhere. Over the years, some businesses,
including Disney, Southwest Airlines, and Whole Foods, have created
extremely distinctive cultures that maximize employee performance. It is
challenging for other organizations to adopt these cultures. For instance,
Southwest Airlines pays its staff members for their performance by giving
10
 away free flights and allowing staff to share in corporate profits, it is also able
to keep their loyalty.

• Organized workforce: Employees with special talents can give a business a

competitive edge if they are quickly and easily transferred to work on new
initiatives. This requires the development of an orderly structure as well as
teamwork and cooperation.

The above mentioned criteria highlight the value of human capital as well as the
connection between performance management and human resource management.
Many effective firms are aware that their human capital—their employees'
knowledge and skills—are crucial to their success. The economic worth of
employees with the appropriate knowledge, skills, and talents is connected with
human capital.

11
 Historyof HRM

Human resource management has changed in name various times throughout history.
The name change was mainly due to the change in social and economic activities
throughout history.
Industrial Welfare
Industrial welfare was the first form of human resource management (HRM). In 1833
the factories act stated that there should be male factory inspectors. In 1878
legislation was passed to regulate the hours of work for children and women by
having a 60 hour week. During this time trade unions started to be formed. In 1868
the 1st trade union conference was held. This was the start of collective bargaining.
In 1913 the number of industrial welfare workers had grown so a conference
organized by Seebohm Rowntree was held. The welfare workers association was
formed later changed to Chartered Institute of Personnel and Development.
Recruitment and Selection
It all started when Mary Wood was asked to start engaging girls during the 1st world
war. In the 1st world war personnel development increased due to government
initiatives to encourage the best use of people. In 1916 it became compulsory to have
a welfare worker in explosive factories and was encouraged in munitions factories. A
lot of work was done in this field by the army forces. The armed forces focused on
how to test abilities and IQ along with other research in human factors at work. In
1921 the national institute of psychologists established and published results of
studies on selection tests, interviewing techniques and training methods.
Acquisition of other Personnel Activities
During the 2nd world war the focus was on recruitment and selection and later on
training; improving morale and motivation; discipline; health and safety; joint
consultation and wage policies. This meant that a personnel department had to be
established with trained staff.
Industrial Relations
Consultation between management and the workforce spread during the war. This
meant that personnel departments became responsible for its organization and
administration. Health and safety and the need for specialists became the focus. The
need for specialists to deal with industrial relations was recognized so that the
personnel manager became as spokesman for the organization when discussions
where held with trade unions/shop stewards. In the 1970's industrial relations was
very important. The heated climate during this period reinforced the importance of a
specialist role in industrial relations negotiation. The personnel manager had the
authority to negotiate deals about pay and other collective issues.
12
Legislation
In the 1970's employment legislation increased and the personnel function took the
role of the specialist advisor ensuring that managers do not violate the law and that
cases did not end up in industrial tribunals.
Flexibility and Diversity In the 1990's a major trend emerged where employers were
seeking increasing flexible arrangements in the hours worked by employees due to an
increase in number of part-time and temporary contracts and the invention of distance
working. The workforce and patterns of work are becoming diverse in which
traditional recruitment practices are useless. In the year 2000, growth in the use of
internet meant a move to a 24/7 society. This created new jobs in e-commerce while
jobs were lost in traditional areas like shops. This meant an increased potential for
employees to work from home. Organizations need to think strategically about the
issues these developments raise. HRM managers role will change as changes occur.
Information Technology Some systems where IT helps HRM are: Systems for e-
recruitment; On-line short-listing of applicants; Developing training strategies on-
line; Psychometric training; Payroll systems; Employment data; Recruitment
administration; References; Pre-employment checks. IT helps HR managers offload
routine tasks which will give them more time in solving complex tasks. IT also
ensures that a greater amount of information is available to make decisions.

13
14
 Objective of the study of HRM

Below are 8 primary objectives of human resource management with in-

depth elaboration respectively:
 Achieve organizational goals
 Work culture
 Team integration
 Training and Development
 Employee motivation
 Workforce empowerment
 Retention
 Data and compliance

15
1. Achieve Organizational Goals
HRM function starts here. One major HRM objective is to fulfil organizational goals.
Utilizing human resources to achieve business requirements and goals is very
important for an effective HRM.
Organizational objectives include workforce handling, staff requirements like hiring
and onboarding, payroll management, and retirement. To succeed at the
organizational objectives, HR requires efficient planning and execution. Without a
set parameter for goals and mission and resources, HRM is incomplete. After you
know your resources and planning at the place, achieving HRM objectives is not so
difficult.
Some more objectives are explained further.

2. Work Culture
When it comes to handling HRM effectively and following objectives, employee and
work environment are the prior factors. Work culture plays an important role in
defining HRM and business performance.
An HR manager needs to be active while calling for strategies to foster better work
culture. Automated activities like leave approvals, reimbursement request
acknowledgement, etc. can help you. Quick operations and empowerment to
employees help in creating positive vibes at the workplace. Developing and
maintaining healthy and transparent relations among team members and teams
contribute to building a good example of work culture. Adopting the right solutions
like employee management software can solve more than half of your job.
Small steps like short and sound onboarding processes can help build a good image
of the workplace.

3. Team Integration
One of the prime roles and objectives of HRM is to make sure the team coordinates
efficiently. Easy communication is the need for teams at an enterprise. An HR here
must ensure a tool to assist in making the integration easier and smooth.
The proper connection between individuals is a must to ensure productivity. To make
HR management successful, you need to search for better integration portals to make
data availability easier for people. Functional objectives like team integration are to
produce streamlined operations and tasks.
A right tool like the self-service portal can bring employees closer to HR folks.

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4. Training and Development
Workforce being effective and performing are two important and basic elements to
work upon for achieving your basic objectives at an organization. With proper
training and providing future opportunities, employees feel safe and organized.
Effective employment is highly dependent upon the training practices. Providing
opportunities to employees is one great step to ensure workforce management.
There might be difficulties such as planning, scheduling, training sessions, and
evaluation of each on-boards. To lessen the pain, solutions like training management
software can help you with auto-reminders, easy scheduler, reporting, and tracking
capability. The HR manager can ensure effective training practice at the firm.

5. Employee Motivation
The prime objective of HR folk is to keep things on the right path. Keep distractions
and negative vibes away. For this, the employees need to be attended to and kept
motivated throughout. How can HR motivate employees?
Give powers to them. Take their views on things. Involve them in weekly meets or
decisions. Even if it is a fresher, let them join. Keep the morale always high.
Employee recognition like yearly appraisal based on their performance can too help.
An automated feedback system for performance appraisal management can keep your
employees motivated and ensure productivity throughout the service. When the
employees are satisfied and fulfilled, nothing else can prevent you from losing your
objectives and goals.

6. Workforce Empowerment
Talking about employee motivation, nothing can work better than empowering them.
Empowering them with tools like ESS (employee self-service) portal can help save
HR efforts too.
With the portal, employees can themselves apply for approvals and track them
through their mobile phones. Be it leave request, generating payslip, checking PF
account, remaining leaves, upcoming holidays, manager details, or anything, HR
intervention is least required. Now, you no more need to knock on HR’s desk for
small queries.
What else could empowering workforce take? How would you ensure the right
workforce engagement? Effective HRM measures can definitely help. Look for easy
employee management tips.

17
7. Retention
Providing leadership qualities and opportunities, a healthy working area, and
employee retention are some prime objectives and deliverables of the HR managers.
Keeping employees retained and motivated needs to be a top priority for HRM.
Other than employee hiring, onboarding, and training cycle, keeping the employees
retained for long is the biggest challenge AKA objective of the HR people. It often
occurs that employees leave the organization within 2 months of onboarding. It can
be due to ineffective training management or a rough hiring process.
Employee experience needs to be carefully attended. Keeping your employees
retained can help maintain a good state of employee turnover. To keep it stable, the
HR manager needs to learn the best retention tips for business.

8. Data and Compliance

Functional and organizational objectives also include managing company/ employee
data and managing compliances. Managing payroll compliances and keeping the
company out of any penalties or fines is a huge challenge for HR people and
managers.
Even a small error or miscalculation can owe you huge penalties and even may lose
respect. When committing to tasks like employment and payroll, you need to be
careful about laws and regulations. The objective here is to keep any unwanted
claims at bay for smooth functioning.
Automated software like the HRMS system can help you keep errors at the side and
leave no window for owing any penalty from IRS. It is the responsibility of HR to
follow IRS guidelines and standards for effective employment at the company. Stay
assured of all the legalities.

18
 OBJECTIVES OF RECRUITMENT AND SELECTION

The main objective of recruitment and selection is fairly obvious: to hire the most-qualified
candidate to fill an available position. Additional objectives include:

 Creating a large talent pool of candidates to ensure the organization can hire the best employee.

 Finding people who will fit in with the company culture and contribute to the organization's goals.

 Reducing the likelihood that a candidate will leave after a brief time by finding the right employee
for the position the first time around.

 Meeting the organization's diversity and social commitments by selecting candidates based solely
on their merits and the way they fit in with the company values, goals and culture.

 Improving the company's reputation through fair, unbiased and effective hiring practices.
Expediting the future recruitment and selection process and reducing costs by gathering a large pool
of talented candidates who may be interested in future vacancies.

 Improving and streamlining the recruitment and selection process, including expediting future job
analyses for similar positions.

 Evaluating the effectiveness of different recruiting and sourcing techniques and sources for job
applicants.

Beyond the main objectives of the overall process, each step of recruitment and selection has its
own objectives, which is why the overall process can be so time consuming. For example, the main
objective of the job analysis is to understand what tasks the vacancy encompasses, which is
necessary to create a list of specifications or ideal qualifications for the new employee. To better
understand the full scope of objectives for the recruitment and selection process, it's beneficial
to look at the objectives for each individual

19
 Scope of Recruitment

The range of procedures that fall under the umbrella of recruitment is broad. The most asset for any
corporation is believed to be its resources. Therefore, the most crucial element of recruitment is
choosing the correct resources to hire. According to their hiring practices and policies, each
organization has its unique pattern of hiring.

The following activities are covered by executive talent acquisition manager:

• Deal 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.

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a
very important task for any organization.

20
Life insurance
At Renewbuy.com we believe in the enabling power of security, no matter what
industry you’re in. That’s why we built our security solutions with one goal in mind –
to secure your critical data assets so that you can focus on what really matters for
your business.

Motor insurance
A life insurance plan is a contract between the life insurance company and the
policyholder in which the company promises to pay a pre-determined sum amount to
the nominee in case of death of the policyholder or after the maturity of the policy, in
return, the assured need to pay a premium amount for a certain time. Some life
insurance companies in India also offer optional rider coverage such as accidental
rider, critical illness riders, etc. A life insurance policy ensures the financial security
of the family of the assured in case of an unforeseen event.

Recruitment Life Cycle

Step 1- Creation of Job Description & Job Specification Job Description-

Documents which includes duties, responsibilities and function of that
specific job. Job Specification- Statement of qualification required, skills
etc..

Step 2- Sourcing of the candidates Sourcing can be done through many

ways including:
 In campus hiring
 Walk-in interviews
 Through websites like Naukri.com, LinkedIn,shine.com
 Through agencies
 Employee referrals
21
Step 4- Scheduling the interview Getting the candidate & panel members
ready for the interview by informing about the date and timing of the
interview.

Step 5- Coordinating the interview Coordinating the candidates by

instructing them how and which room to go for the interview.

Step 6- Hiring of the qualified candidates Choosing the qualifies

candidates that I want to hire and discussing about the salary part.

Step 7- Pre-Onboarding In this we do the background check of the

selected candidate and release the pre-offer document.

Step 8- Post Onboarding It includes the induction program arranged for

them and familiarizing them with the organization and their department.

22
 Company Profile

FLYLITE RECRUITMENT
We at FLY LITE RECRUITMENT provides manpower
solutions to small and mid-sized companies (SME's) and enable
large enterprises to optimize their growth by providing a bridge
between qualified workers and the businesses that require its
services. We have been helping businesses to find their perfect
hires. We are specialized into Talent Acquisition, Mid/Senior
Level Hiring, Volume Hiring, Contract Hiring and also provide
consulting on compensation and benefits, new hire processes, and
company culture.
We hire deserving candidates for industries like Telecom, Travel,
BPO, Banking, Hospitality Information Technology, Education.
We hire candidates for companies based in Delhi, Mumbai, Pune,
Banglore, Jaipur. We anticipate and benefit from changes in the
contemporary world of work to get the right mix of permanent,
temporary and contract staff achieve higher productivity at lower
cost. Our endeavor is to stay flexible enough to rapidly adjust as
per your workforce requirements to changing market condition.
4.2 Details

Sourcing & Screening:

23
 To find right candidate for the right job requires a process of sourcing
candidates and their screening as per the requirements. 

Selecting Right Candidate:

We are specialized in finding the right person for right job.

Recruitment Cycle:We provide end to end recruitment, starting from

sourcing candidates, screening their profile, shortlisting, till their joining in the
organization.

Fly Lite Recruitment

Address
B-57, New Krishna Park, Vikaspuri, New Delhi – 110018

Call Us

+91 9722 026 666

     

24
4.3 Mission and Vision :
To emerge as a Leading Recruitment and training service
provider by following our ethics ie honesty, integrity and
confidentiality. Achieving Customer Delight through a
combination of process excellence, quality frameworks and
service delivery innovation, leading to deliverance of
unmatched business value. Our commitment to surpass our
customer expectations is our Passion to win. A commitment
to deliver high quality services by setting newer standards
in the industry.
“To create a forum where, the employers and job seekers
come in contact effectively”.

why choose us?

We at Fly Lite Recruitment are specialise in strategic and innovative
staffing solutions leading to identification, evaluation and placement of
suitable candidates across various industries. Our executive search
consultants are highly skilled professionals with specialisation in their
respective fields. We at Evolving Career have developed various methods
and profiling processes for recruiting top talent from around the country.
The key to our success has beenour reputation for trust, discretion,
25
prudence and confidentiality in all our dealings with our clients and
candidates. We offer tailor-made courses to students. We excel in
grooming students into skilled and confident professionals to take up job
opportunities in travel companies and airlinesWe have been helping
businesses to find their perfect hires. We are specialized into Talent
Acquisition, Mid/Senior Level Hiring, Volume Hiring, Contract Hiring
and also provide consulting on compensation and benefits, new hire
processes, and company culture. We hire deserving candidates for
industries like Telecom, Travel, BPO, Banking, Hospitality Information
Technology, Education. We hire candidates for companies based in Delhi,
Mumbai, Pune, Banglore, Jaipur. We anticipate and benefit from changes
in the contemporary world of work to get the right mix of permanent,
temporary and contract staff achieve higher productivity at lower cost. Our
endeavor is to stay flexible enough to rapidly adjust as per your workforce
requirements to changing market condition."

Chapter 2
LITERATURE REVIEW
• Edwin Flippo defines Recruitment and selection process as “A process of
searching for prospective employees and stimulating and encouraging them to apply
for jobs in an organization.”
• In simpler terms, recruitment and selection are concurrent processes and are void
without each other. They significantly differ from each other and are essential
constituents of the organization. It helps in discovering the potential and capabilities
of applicants for expected or actual organizational vacancies. It is a link between the
jobs and those seeking jobs.
• Work by Korsten (2003) and Jones et al. (2006):
• According to Korsten (2003) and Jones et al. (2006), Human Resource Management
theories emphasize on techniques of recruitment and selection and outline the
benefits of interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be internal or
26
 external or may also be conducted online. Typically, this process is based on the
levels of recruitment policies, job postings and details, advertising, job application
and interviewing process, assessment, decision making, formal selection and training
(Korsten 2003).
• Jones et al. (2006) suggested that examples of recruitment policies in the healthcare,
business or industrial sector may offer insights into the processes involved in
establishing recruitment policies and defining managerial objectives.
• Work by Hiltrop (1996):
• Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He
conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs,
recruitment and selection, teamwork, employee participation, and lastly, personnel
planning are the most essential practices (Hiltrop 1999). As a matter of fact, the
primary role of HR is to develop, control, manage, incite, and achieve the
commitment of the employees. The findings of Hiltrop’s (1996) work also showed
that selectively hiring has a positive impact on organizational performance, and in
turn provides a substantial practical insight for executives and officials involved.
Furthermore, staffing and selection remains to be an area of substantial interest. With
recruitment and selection techniques for efficient hiring decisions, high performing
companies are most likely to spend more time in giving training particularly on
communication and team-work skills (Hiltrop 1999). Moreover the finding that there
is a positive connection existing between firm performances and training is coherent
with the human capital standpoint. Hence, Hiltrop (1996) suggests the managers need
to develop HR practices that are more focused on training in order to achieve
competitive benefits.
• There existing competition among business enterprises for recruiting the most
potential workers in on the pathway towards creating innovations, with management
decision making and employers attempting to hire only the best applicants who
would be the best fit for the corporate culture and ethics specific to the company
(Price 2007). This would reflect the fact that the management would particularly
shortlist able candidates who are well equipped with the requirements of the position
they are applying for, including team work. Since possessing qualities of being a
team player would be essential in any management position (Price 2007).

27
Chapter 3

RESEARCH METHODOLOGY

Introduction:
Research methodology is a
systematic process of identifying
and formulating by setting
objective
and method for collecting,
editing and tabulating to find
solution.
Research design:
28
The problem that follows the
task of defining the research
problem is the preparation of the
design of the research project is
called as research design.
The research design undertaken
by researcher isDescriptive
research design.This research
design concerned with the
research studies with a focus on
the portrayal of the
characteristics of
a group of individual or a
situation.
Sampling technique:

29
The non- probability sampling
procedure has been used by the
researcher because it does not
give a representative sample of
population.
Sampling method:
Convenience sampling method
has been used by the researcher.
Sampling size:
The sample size chosen by the
researcher is 150 respondents,
which is 10 percent of the total
employees in the organization.
The targeted respondents are
both middle level and lower
level employees.
30
Introduction:
Research methodology is a
systematic process of identifying
and formulating by setting
objective
and method for collecting,
editing and tabulating to find
solution.
Introduction:
Research methodology is a
systematic process of identifying
and formulating by setting
objective
and method for collecting,
editing and tabulating to find
solution.
31
Introduction:
Research methodology is a
systematic process of identifying
and formulating by setting
objective
and method for collecting,
editing and tabulating to find
solution.
Introduction:

Research methodology is a systematic process of identifying and formulating by

setting objective

and method for collecting, eRxiting and tabulating to find solution.

Research design:

The problem that follows the task of defining the research problem is the preparation
of the

design of the research project is called as research design

The research design undertaken by researcher is Descriptive research design. This

research

design concerned with the research studies with a focus on the portrayal of the
characteristics of

a group of individual or a situation.

32
Introduction:
Research methodology is a systematic process of identifying and formulating by
setting objective
and method for collecting, editing and tabulating to find solution.
Research design:
The problem that follows the task of defining the research problem is the preparation
of the
design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This
research
design concerned with the research studies with a focus on the portrayal of the
characteristics of
a group of individual or a situation.
Sampling technique:
The non- probability sampling procedure has been used by the researcher because it
does not
give a representative sample of population.
Sampling method:
Convenience sampling method has been used by the researcher.
Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 percent of
the total
employees in the organization.
The targeted respondents are both middle level and lower level employees.
Introduction:
Research methodology is a systematic process of identifying and formulating by
setting objective
and method for collecting, editing and tabulating to find solution.
Research design:
The problem that follows the task of defining the research problem is the preparation
of the
design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This
research
design concerned with the research studies with a focus on the portrayal of the
characteristics of
a group of individual or a situation.
Sampling technique:
The non- probability sampling procedure has been used by the researcher because it
does not
give a representative sample of population.
Sampling method:
33
Convenience sampling method has been used by the researcher.
Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 percent of
the total
employees in the organization.
The targeted respondents are both middle level and lower level employees.
Introduction:
Research methodology is a systematic process of identifying and formulating by
setting objective
and method for collecting, editing and tabulating to find solution.
Research design:
The problem that follows the task of defining the research problem is the preparation
of the
design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This
research
design concerned with the research studies with a focus on the portrayal of the
characteristics of
a group of individual or a situation.
Sampling technique:
The non- probability sampling procedure has been used by the researcher because it
does not
give a representative sample of population.
Sampling method:
Convenience sampling method has been used by the researcher.
Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 percent of
the total
employees in the organization.
The targeted respondents are both middle level and lower level employees.

Sampling technique:

The non- probability sampling procedure has been used by the researcher because it
does notgive a representative sample of population.

Sampling method:

Convenience sampling method has been used by the researcher.

Sampling size:

34
The sample size chosen by the researcher is 150 respondents, which is 10 percent of
the total employees in the organization.

The targeted respondents are both middle level and lower-level employees.

SOURCES OF DATA COLLECTION:

• Primary data

• Secondary data

PRIMARY DATA:

The Primary data used by the researcher is questionnaire.

SECONDARY DATA:

The secondary data used in this research are

• Books referred and

• websites

RESEARCH INSTRUMENT:

The instrument used for this study by the researcher is "questionnaire".

Questionnaire

Introduction:
Research methodology is a
systematic process of identifying

35
and formulating by setting
objective
and method for collecting,
editing and tabulating to find
solution.
Research design:
The problem that follows the
task of defining the research
problem is the preparation of the
design of the research project is
called as research design.
The research design undertaken
by researcher is Descriptive
research design. This research
design concerned with the
research studies with a focus on
36
the portrayal of the
characteristics of
a group of individual or a
situation.
Sampling technique:
The non- probability sampling
procedure has been used by the
researcher because it does not
give a representative sample of
population.
Sampling method:
Convenience sampling method
has been used by the researcher.
Sampling size:

37
The sample size chosen by the
researcher is 150 respondents,
which is 10 percent of the total
employees in the organization.
The targeted respondents are
both middle level and lower
level employees.
1.Name:

2.Gender:

3.Occupation:

4.Age of Respondents
*
25 - 35 Years
35-45Years
45 - 55 Years

5.Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
*
Yes
No
6.Since how many years have you been working with this organization?
*
0-5 Years
5-10 Years
10 to 15 Years

38
More than 15 Years

7.How well are the organization’s affirmative action needs clarified and supported in
the selection process?
*
a. Poor
b. Adequate
c. Excellent

8.Is the organization doing timeliness recruitment and Selection process.

*
Yes
No

9.Does HR provides an adequate pool of quality applicants ?

*
yes
No

10.Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?
*
a. Poor
b. Adequate
c. Excellent

11.Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
*
Yes
No

12.Does HR train hiring employees to make the best hiring decisions?

*
Yes
No
13.Rate how well HR finds good candidates from non-traditional sources when
Necessary?
*
a. Poor
39
b. Adequate
c. Excellent

14.How would you rate the HR department’s performance in recruitment and

selection?
*
a. Poor
b. Adequate
c. Excellent

15.Does the HR Department is efficient in Selection Policy of the employees ?

*
Yes
No

Chapter 4

Data Reduction, Presentation & Analysis

40
The Primary Data collected from the questionnaire is as follow in a reduced format:

Q1

Q2

Q3

41
Q4

Q5

42
Q6

Q7

43
Q8

Q9

Q10

44
Q11

45
Chapter 5

Data Interpretation

Data interpretation refers to the process of using diverse analytical methods to

review data and arrive at relevant conclusions. 

So,
In Q1
we came to a conclusion that the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process as 91.2%
candidates are satisfied with the recruitment process and only 8.8% showed negative
response which clearly states that the process was hustle free& convenient.

In Q2
we came to a conclusion that the organization clearly states that the employee
stability in this company is quite well and don’t leave company frequently as
42.1% of the employee are in this company for more than 5 years, this show the
employee retention power of the company is quite well.

In Q3
As shown in the figures in above chapter, None of the employee voted “poor”,
which states that there is excellent organization’s affirmative action that clarified
and supported in the selection process

In Q4
According to the figures the recruitment and selection in the company is very
effective as it takes place according to needs of the organisation as around 80% of
the employee voted “yes”.

In Q5
In the above figures it clearly states that the HR is very productive as the HR is
capable of providing adequate amount of quality candidate, as more than 90% of
the employee state “yes”.

In Q6
Recruitment instrument such as Testing is very effective in this organisation as
94% or the employee agrees on this.

46
In Q7
Hr team interaction in the company is very important, hence in this company HR
team act as a consultant to enhance productivity as 94% of the employees state
“yes” and agrees on this.

In Q8
A majority of the employees agrees that the human resource team helps to train
hiring employees to make the best hiring decisions as 88% Votes “Yes”

In Q9
In a organisation there are some time when HR have to switch to the non-
traditional method of hiring, this question answers the effectiveness of the hr in
non-traditional source of hiring. So around 90 percent of the employees considered
it to be still effective.

In Q10
Maximum employee in the organisation consider the selection and recruitment
process very effective and consider the it Adequate according to the organisation

In Q11
This question ask about the selection policy efficiency and the majority of the
employees consider it to be very efficient.

Therefore HR selection and Recruitment process in the organisation is up to mark

according to their employees

47
Chapter 6

Summary & Conclusions

Result Of Study:

The result of study is to give students the knowledge, understanding and key skills
that are required by today's HR professionals and to enable students to effectively
contribute to dynamic organisations.

Knowledge and understanding gained in the process of study are as follows:

1. Demonstrate an understanding of key terms, theories/concepts and practices

within the field of HRM.
2. Demonstrate competence in development and problem-solving in the area of
HR Management.
3. Provide innovative solutions to problems in the fields of HRM.
4. Be able to identify and appreciate the significance of the ethical issues in HR.
5. Develop an ability to undertake qualitative and quantitative research.
6. Apply knowledge about qualitative and quantitative research to an
independently constructed piece of work.
7. Respond positively to problems in unfamiliar contexts.
8. Identify and apply new ideas, methods and ways of thinking.
9. Demonstrate competence in communicating and exchanging ideas in a group
context.
10.Be able to advance well-reasoned and factually supported arguments in both
written work and oral presentations.
11.Work effectively with colleagues with diverse skills, experience levels and
way of thinking.
12.Be able to evaluate HRM related social, cultural, ethical and environmental
responsibilities and issues in a global context.

Limitations of the Study:

48
 1. Due to restriction to enter into some of the departments at Renewbuy. I could
not cover some of the aspects required for my study.
2. Interaction with the company executive was limited due to their busy schedule.
3. The information collected is mainly primary data and the accuracy is subject to
the responses received.
4. The employees of the Renewbuy found it difficult to answer questions properly
due to their busy and heavy workload.
5. Some were reluctant to answer some question thinking that might affect their
job negatively.
6. The primary collection of data was time consuming, as the employees were
busy.

Conclusion:
49
HRM is nothing but managing the human resource, from the date of recruitment till
the retirement and each employee needs some training program to develop their skills
and ability. Today we are living in a competitive world in order to survive among
other factors, it is the employees who make the organization reach their desired goal.
Identification the training and development needs in the employees which is very
important in the organisation .it will help to achieve individual goals has well has
organisation goals it also help in productivity of the present employees and also the
standard of living of the employees and their family.

Human resource management does not just handle the recruitment of new employees;
it also oversees redundancy for companies that want to downsize. HR management
also oversees orientation programs to introduce new employees to the company’s
goals, objectives, and policies. Overall, human resource management guarantees the
smooth running of employees within a company.

When proper training and development is provided from the organisation to the
employees, it helps increase the employee’s interest towards the work and also the
organisation, when training and development is done by the organisation, it helps to
recognize the present level of the employees and what changes are needed to improve
their skills, attitude knowledge, experience m and also it is able to recognize the
negativity of the present problems in the programs which are improving the profits,
goodwill.

There are lot of problems which are faced by the organisation because of the lack of
training they can be like accidents, injuries fights, work environment, alcohol and
harassment, machineries can also be a major part of failure so training on all this
teams is to be given properly and the organisation should understand the problems of
the employees. Training must be given in factors which are mostly affected on the
employees such has on-the-job programs.

According to the study conducted we can conclude that the overall satisfaction level
of employees in relation to the training programs is moderate.

The employees agree that the training programs help to increase productivity and
achieve the organizational goal.

The employees said that the training programs in the organization are well planned
but they are not satisfied with the duration of the training program and they are also
not satisfied with the evaluation process of training program, they are not evaluated
periodically.

50
The training programs in the organization strongly focus on the technical and
managerial capabilities but these programs are not given adequate importance
sometimes because of the work pressure.

The employees do not take the training programs seriously, as there are no strict rules
and regulations to attend the training programs.

The employees are not involved in determining the training need analysis. The
training programs are fixed by the top management.

The quality of the training programs is excellent but the employees are not making
the best use of it.

Therefore we can conclude that the training programs in the organization are
excellent but they have been not utilized properly by the employees as the training
programs are not mad compulsory to all the departments. There is a broader scope to
develop and improve its training programs in future in order to meet the requirements
of the global market.

Human resource management does not just handle the recruitment of new employees;
it also oversees redundancy for companies that want to downsize. HR management
also oversees orientation programs to introduce new employees to the company’s
goals, objectives, and policies. Overall, human resource management guarantees the
smooth running of employees within a company.

Key point - In conclusion, due many challenges that are facing human resource
departments, there is need for organisations to adopt correct and workable policies
that will not only ensure they alleviate these challenges, but also develop mechanisms
of dealing with such challenges in case they occur in the future.

51
Bibliography

https://www.managementstudyguide.com/processes-in-human-resource-management.htm

https://www.flylite recruitment.com

https://in.linkedin.com/company/flylite recruitment.com

https://corporatefinanceinstitute.com/resources/management/human-resource-management/

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