MASTERS IN BUSINESS ADMINISTRATION PROGRAM

SUMMER TRAINING REPORT SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR MASTERS OF BUSINESS ADMINISTRATION

DEPARTMENT OF HUMANITIES AND MANAGEMENT

SAMRAT ASHOK TECHNOLOGICAL INSTITUTSE

VIDISHA

SUBMITTED BY:-

NIVEDITA RAI

(MBA 3RD SEMESTER)

SCHOLAR NO. :- 30781

GUIDED BY:-
 PREFACE

In this internship report I will describe my experience during my internship period. The internship
report contains an overview of the internship company and the activities, tasks and projects that I have
worked on during my internship. Writing this report, I will also reflects and describe my learning
objects and personal goals that I have set during my internship period. In compiling this report I have
intended to provide a synthesis of theoretical approaches and methods of implementing them I the
world of business I have tried to discover the relationship between theoretical and practical type of
knowledge. I have tried to bridge the gap between theoretical assumption and practical necessities.
During the entire course of my academic study we remain engaged in theoretical learning where the
primary objective is academic success. A concise knowledge of the modern business area can only be
attained trough the pragmatic implementation of hypothetical ideas, which we learn from our academic
activities.
 ACKNOWLEDGEMENT

It is my privilege to express gratitude towards my Institute, Samrat Ashok Technological Institute and
towards the Director, Dr. RK Pandit who provided me the opportunity to have Summer Internship
Project in the Curriculum.

I take this opportunity to express my profound gratitude and deep regard to guide by Dr. for his exemplary
guidance, monitoring and constant encouragement throughout the Internship project. The blessing, help
and guidance given by him time to time shall carry me a long way in the journey of life on which I am
about to embark.

I would also like to thank my Summer Internship Mentor Arun Chauhan Sir for all the knowledge he
provided and for motivating me. I pay my special regards to him for the full support for completing this
Internship.

I am also grateful to My Parents and Friends for constantly motivating me to complete tasks of the
Internship and providing me an environment which enhanced my knowledge.

Nivedita Rai

MBA 3rd SEMESTER

Scholar No:- 30781

 TABLE OF CONTENT

PARTICULARS PAGE NO.

INTRODUCTION OF THE SECTOR -

CHAPTER HUMAN RESOURCE MANAGEMENT

1
RECRUITMENT AND SELECTION
PROCEDURES

SOURCE OF RECRUITMENT
RECRUITMENT METHODS
PROCESS OF SELECTION

CHAPTER ABOUT THE COMPANY –

2
KMAC TALENT MANAGEMENT

CHAPTER ABOUT WORK

3

CHAPTER CONCLUSION
4

CHAPTER BIBLIOGRAPHY
5

CHAPTER – 1
 ABOUT THE SECTOR

HUMAN RESOURCES MANAGEMENT

Human resource management (HRM or HR) is the strategic approach to the effective and efficient
management of people in a company or organization such that they help their business gain
a competitive advantage. It is designed to maximize employee performance in service of an employer's
strategic objectives. Human resource management is primarily concerned with the management of
people within organizations, focusing on policies and systems. HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and development, performance
appraisal, and reward management, such as managing pay and employee-benefits systems. HR also
concerns itself with organizational change and industrial relations, or the balancing of organizational
practices with requirements arising from collective bargaining and governmental laws.

The overall purpose of human resources (hr) is to ensure that the organization is able to achieve success
through people.[5] Hr professionals manage the human capital of an organization and focus on
implementing policies and processes. They can specialize in finding, recruiting, selecting, training, and
developing employees, as well as maintaining employee relations or benefits. training and development
professionals ensure that employees are trained and have continuous development. this is done through
training programs, performance evaluations, and reward programs.

Evolution for human resource can be traced back to kautila’s arthashast ra i.e., 4th

century b.c. as early as in 1800 b.c itself ‘minimum wage rate’ & ‘intensive wage plan’
were included in babylonian code of hammurabi . Human resource is a relatively new
term that e merged in 1907’s. Many people continue to refer to the discipline of the
older & traditional title such as personnel management or personnel or personnel
administration.
After the First World War many countries found that they should protest the difficult conditions of
the people after the war broke out. royal commission in 1931 a.d recommended for the appointment
of labor officer to deal with the selection of workers & to settle their grievances. Then in the Indian
factories act that came in 1948 the appointment of welfare officers was made compulsory for any
industrial establishment employing more than 500 or more workers. After the second world war, the
country’s Political independence witnessed increased awareness & expectations of the
workers.
During the 1960’s th e personnel function began to expand beyond the welfare

aspect, with labor welfare, industrial relations & personnel

administration integrating into the emerging profession called personnel
management or human resource management.
Recently the trend is changing. the term used is human resource management. the
importance has been shifted from welfare to efficiency. professional have begun
to talk about new technologies like human resource management challenges &
human resource development. Emphasis has shifted from human values to
productivity through people. large companies today value employees as their assets
& hence managing the people becomes very important, which is one of the key
functions of human resource management.
Simply put, human resource management (hrm) is a management function that
managers recruit, select,train & develop members for an organization. obviously,
hrm is concerned wit h the people’s dime n sion in organizations. it refers to set of
programs, functions & activities designed & carried out in order to maximize both
employee as well as organizational effectiveness.

Human resource management is viewed as a process of sequence of operations and

activities hrm process starts with the objectives of an organization. the first operative
function or activity in the hrm process is the employment. Employment process
consists various processes like job design, and analysis, human resource planning,
recruitment, selection, placement and induction. Employment process is linked with
to the next process. this aspect of hrm process is followed by compensation. thus these
three aspects of hrm process enable the employee to acquire necessary skills and
contribute his human resources to achieve organizational objectives for which
his/her contribution are compensated. this process further requires creation and
maintenance of human relation in order to enlarge and enrich employee contribution
towards organizational goals.
 RECRUITMENT AND SELECTION PROCEDURES

RECRUITMENT:-

Recruitment forms the first stage in the process of which continues with
selection & ceases with the placement of the candidate. recruitment plays a prominent
role in the development of the organization, because unless the right people are hired,
to the right job even the best plans organization charts & control system would not do
so much good.
In simple requirement is understood as the process of searching for an
obtaining application of searching for & obtaining applicants for jobs, among then
the right people would be selected.

DEFINITION:-

1. ACCORDING TO DALE YODER – Recruitment is the process to discover the

sources of manpower to meet the requirement of the staffing schedule & to employ
effective measure for attracting that manpower in adequate number to facilitate
effective selection of an efficient work force.

Recruitment forms the first stage of acquisition function. This is the process of locating
potential candidate for selection. It is the first step in the employment process which
aims at developing & maintaining adequate manpower & resource upon which the
organization growth & development depends.

PURPOSE OF RECRUITMENT:-

The purpose of recruitment is to provide a pool of potentially qualified job

candidate

Recruitment has been regarded as a most important function of personnel administration

because unless the right types of people are hired, even the best plans, organizational
charts & control systems would not do much good.
The major objective of recruitment is to maintain adequate manpower resource with
required skills so that the organization can depend on it when additional personnel are
require
FACTORS AFFECTING RECRUITMENT:

There are number of factors which affect recruitment. These can be broadly classified under the
following two categories.

A. ENDOGENOUS FACTORS.

B. EXOGENOUS FACTORS.

A. ENDOGENOUS FACTORS
These are the factors, which influence with the organization.

1. IMAGE OF ORGANIZATION:
Good image of organization naturally attract potential candidate. Good image is built
up by number of ups & downs faced by the management, which helped in earning good will
form public, employees & in the market.

2. IMAGE OF JOB:-
Good image of job attract potential job seekers to the organization. Good public image
is built up by better opportunity, compensation, & organization working condition
especially the growth & exposure in the career path makes the job attractive.

3. SIZE & GROWTH POTENTIAL OF ORGANIZATION:-

The size & rate at which growth of organization are the important factors in attracting
right talent for the right job.

B. EXOGENOUS FACTORS

These are the factors, which are external to the organization & have decisive influence to the
recruitment process.

1. DEMOGRAPHIC FACTORS:
These are very important aspects affecting recruitment some of these are discussed below:
A. BIOGRAPHICAL FACTORS
Relates to sex, ratio, age, group, educational bud etc.

B. ECONOMICAL STATUS
Relates to economic condition of people, their per capita income etc.

SOURCE OF RECRUITMENT:

There are two resources of recruiting namely:

1. INTERNAL SOURCES RECRUITMENT

2. EXTERNAL SOURCES OF RECRUITMENT

1. INTERNAL SOURCES OF RECRUITMENT:

Recruitment or locating potential candidates for hiring can be obtained from

within the organization in the following manner:

1. Hiring acquaintance & relatives or depends of existing employees.

2. By promotion & transfer of existing employees.
3. From employees leave, long courses deputations or lean.
4. From those who left the organization for want of suitable vacancies or
promotion chances.
5. Separated by resignation or lay off.
6. From trade unions etc.

ADVANTAGES OF INTERNAL SOURCE OF RECRUITMENT:

1. Good public relations exercise & improve “good will” to the organization.
2. Improve morale & motivation of employees.
3. Provide better career prospects & promotional avenues of employees.
4. Improve probability of better selection since the candidate is better known to
the organization.
 DISADVANTAGES OF INTERNAL SOURCE OF RECRUITMENT:

1. In breeding prevents infections of new “blood” in the organization.

2. Options are limited in locations “right tal e nts”.
3. Inhabits innovation & creativity.
4. Develops a self crea ted “isolation”.

2 EXTERNAL SOURCE OF RECRUITMENT:

These sources are follows:

1. New entrants in labor markets as fresher from schools & colleges.

2. Educated unemployed due to lack of opportunities elsewhere.
3. Retried hand with experience & health.

4. Unscheduled areas / sectors like housewives, returnees from employment

abroad like nr i’s ex - service men etc.
5. Persons wishing to join from one organization to other organization or
competitors for improving their career prospects or economic returns.

ADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT:

1. Improve knowledge & skill of the organization by up gradation from

external inputs.
2. In fection of “external blood” can imp rov e not only the knowledge but also the
philosophy, attitude & management concepts in the organization.
3. Iimprove & sustain competitive advantages.
4. No limitation on skill & knowledge since the external area is wide.
5. Economical in the long run.

DISADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT:

1. It is costly.
2. Causes “brain – drain” due to fear of lack of growth potential.
3. High probability of employee turnover.
 RECRUITMENT METHODS/ TECHNIQUE :-

Methods of recruitment depend on the sources of recruitment, these methods of

recruitment can be broadly classified into:-

A. INTERNAL SOURCES

B. EXTERNAL SOURCES

A. INTERNAL SOURCES

THIS METHOD INVOLVES:

1. Posted on bulletin or notice boards

2. Through memos circulated among the supervisors.
3. Advertised in the in – house employee magazine / bulletins / handouts

4. Other methods like” word of mouths” & or “why you know” syste m.

B. EXTERNAL SOURCES

This consists of number of methods such as

1. DIRECT METHODS
2. INDIRECT METHODS
3. THIRD PARTY METHOD

1. DIRECT METHOD:-

A. SOURCING

B. CAMPUS

A. SOURCING:-

This is one of the oldest methods. in this method the personnel a department
sends their representatives to potential place of recruitment & establish contact with
potential candidates seeking employment.

B. CAMPUS RECRUITMENT:

This method is a popular method especially for recruiting professional like

 engineer & mba’s. in this method professional consultants who act as representatives
of the company call on prestigious collages / institutions to establish direct contact
there is “placement calls” e stablished in educational institutions co-ordinates for
arranging the preliminary screening & interviews.

2. INDIRECT METHOD:-

A. ADVERTISEMENT

B. EMPLOYEES TRADE ASSOCIATION

C. OTHER REPUTED FIRMS

A. ADVERTISEMENT:

It is a very popular method. Various media are used for advertisement such s news
paper journals, TV, radio etc. advertisement is very useful in locating suitable
candidates in scientific professionals of technical vacancies.

B. EMPLOYEES TRADE ASSOCIATION / CLUB:

Meeting, conferences, seminars or other social functions of the employee’s trade clubs are yet
another means of locating suitable candidates.

C. OTHER REPUTED FIRMS:

Recruiting personnel from reputed firm is a popular practice certain companies &
firms have built up good reputation on efficiency productivity & industrial peace. Many
firms attempt to locate suitable candidates from such firms for filling up vacancies.

3. THIRD PARTY METHOD:-

Following are important third party methods in recruitment.

1. Public employment agencies

2. Private employment agencies
3. placement calls in educational institutions
4. Temporary help serv ice
5. Employee referrals/ recommendations
6. Professional bodies / associations
 7. Computer data bank
8. Trade unions

PROCESS OF SELECTION

The process of selection is a negative process as more candidates are rejected than hired
in contrast with positive program of recruitment, which seeks to induce as many persons
as possible to apply for a job in enterprises. Only successful candidates leap over the
hurdles & arrive at the finish line where as unsuccessful ones do not.

The following are important steps in selection process:-

❖ Reception of application
❖ Preliminary screening interview
❖ application blank
❖Psychological tests.
❖Evaluation interview
❖Reference check or background investigation.
❖Physical examination
Placement

1. RECEPTION OF APPLICATION:-

First step in selection process is inviting applications from prospective candidates. A carefully
devised application from is itself an affective selection device. The main purpose of application
is that to obtain information in the a pplicant’s own ha ndw riting regarding the suitability
for employment. Application forms should be simple & must contain related
information. All the revised applications are acknowledged.

2. PRELIMINARY SCREENING INTERVIEW:-

A special interviewer or a high calibre receptionist in the employment office usually

conducts the initial screening. When a large number of applications are available, the
preliminary interview is desirable for both from the company point of view & that of
applicant seeking interview.

The more non-selective, the recruitment program, & the more likely it is that a preliminary
interview will be required. This procedure is quite short & has its objective of such
interview is to screen out undesirable / unqualified candidates at the very outset. Applicants
are often asked why they are applying for a job in the particular organization, about
education, experience, etc. if an applicant is eliminated in the early part; the company has
save the expense & time processing. Care is taken to ensure that the “weeding out” process
does not lead to the eliminated of desirable workers.

3. APPLICATION BLANK:-

A blank application from is the next important weeding out device in the selection
procedure. The successful candidates in preliminary interviews are supplied the
application blank to collect verifiable basic historical data from the candidate. The
information should be provided i n applica nt’s own ha ndwriting. The application blank is
sometimes very long & comprehensive & some time brief.

Information is generally called on the following items:-

o Biographical data
o Educational attainment.

o Work experiences
o Salary ( demand & other benefits expected)
o Personal items(sports, hobbies, extracurricular activities, etc)
o Other items (names & addresses of previous employer / references, etc).
o Superfluous questions are avoided.

4. PSYCHOLOGICAL TESTS:-

As originations become complex & the number of jobs they offer increases, managers
become receptive to the acceptance of any jobs device. The decisions are usually arrived
with the help of psychological tests, which are more objective & less biased than others

5. EVALUATION INTERVIEW:-
The evaluation interview technique eliminates an interviewer's personal bias. The interviewer
relies on a scoring system to determine the right candidate for the job based on the candidate's
knowledge, skill, attitude and experience. A company might need a well-organized project
manager, for example, experienced in juggling multiple projects, on time and on budget. The
successful candidate scores the highest in his responses to the company's position-related
interview questions.

6. REFERENCE CHECK AND BACKROUND INVESTIGATION:-

Background investigations and reference checks are employers' principal means of securing
information about potential hires from sources other than the applicants themselves. A background
investigation generally involves determining whether an applicant may be unqualified for a position
due to a record of criminal conviction, motor vehicle violations, poor credit history, or
misrepresentation regarding education or work history. A reference check generally involves
contacting applicants' former employers, supervisors, co-workers and educators to verify previous
employment and to obtain information about the individual's knowledge, skills, abilities and
character.

7. PHYSICAL EXAMINATION:-
During a physical examination, a health care provider studies your body to determine if you do or do
not have a physical problem.

A physical examination usually includes:

➢ Inspection (looking at the body)

➢ Palpation (feeling the body with fingers or hands)
➢ Auscultation (listening to sounds)
➢ Percussion (producing sounds, usually by tapping on specific areas of the body)
8. PLACEMENT:-

• When a candidate passes all tests, interviews & physical examination, etc, he
becomes eligible for appointment. Placement is defined as “th e determination of the
job to which an accepted candidate is to be assigned, &his assignment to that job. It
is matching of what the supervisor has reason to think he does with the job demands
& job requirement. It is a matching of what he imposts”.

• Placement refers to assigning rank & responsibility to an individual, identifying

him with a particular job. If the person adjusts himself to the job & continues to
perform as per expectations, it might means that the candidate is properly placed.
 CHAPTER: - 2

ABOUT COMPANY

KMAC is a Private Company, who was incorporated 6 Year(s) 3 Month(s) 16 Day(s) ago on
dated 10-Jun- 2016. KMAC TALENT MANAGEMENT INDIA PRIVATE LIMITED is
classified as Non-govt Company and is registered at Registrar of Companies located in ROC-
PUNE. KMAC is a global headhunting and manpower recruitment firm. KMAC focuses on
creating success for organizations by giving the right person the right job. With our industry
expertise, we understand that company's today require more than a skilled candidate; they
reach for employees who are productive, exhibit a positive attitude and have the ability to
become a member of their team.

Company name Kmac Talent Management

India Private Limited

Ownership Type private

Primary Business mca provider

type

Category Company limited by Shares

Sub Category Non-govt company

 Main Language English

Corporate U74999PN2016PTC164939
Identification
Number (CIN)

Year of 10/06/2016
Establishment

Age of Company 6 Years 3 Months 20 Days

Primary Location Pune

OBJECTIVE

The objective of the company is to focuses on creating success for organizations by giving the
right person the right job.
 CHAPTER – 3

WORK

WEEK – 1

INTODUCTION ABOUT THE COMPANY
➢ Come to know about the company and the
work profile of hr intern i.e. recruitment,
screening resumes, taking interview.
➢ Interaction was done among the candidate
and with the guider of the team.

WEEK – 2

HOW TO USE SOCIAL MEDIA
➢ In this week we came to know about how to use
LinkedIn and other social media app for finding
the candidate for the needed work profile.
➢ Task was given to find the Business Development
Manager and Executive person through head
hunting process.

WEEK – 3

INTRODUCTION TO TASK FIRST ➢ Profile of Business Development person is

AND HEAD HUNTING PROCESS searched through different - different social media
app mostly LinkedIn.
➢ And then resumes was taken from them and
according to criteria i.e. they should have 3-15 year
of experience and should belong to staffing and
recruitment company only and resume was send to
our guider.
WEEK – 4
INTRODUCTION TO TASK SECOND i.e.
RECRUITMENT , SCREENING RESUMES,
TAKING INTERVIEWS
➢ Recruitment for the hr intern was done
through posting it on LinkedIn profile.
➢ After collecting the resume candidate
are selected on the basic of the
guidelines given to us.
➢ Interview of the selected candidate was
taken and the listed of selected
candidates was send to our guider.
 CONCLUSION

On the whole, this internship was a useful experience. I have gained new knowledge, skills
and met many new people. I achieved several of my learning goals, however for some the
conditions did not permit. I got insight into professional practice.

One main thing that I have learned through this internship is time management as well as self
motivation. The internship was also good to find out what my strengths and weaknesses are.
This helped me to define what skills and knowledge I have to improve in the coming time. It
would be better that the knowledge level of the language is sufficient to contribute fully to
projects. After my master I think that I could start my working career.
 BIBLIOGRAPHY

https://in.linkedin.com/company/kmac-talent-management

http://www.kmac.co.in/

https://www.insiderbiz.in/company/KMAC-TALENT-MANAGEMENT-INDIA-PRIVATE-
LIMITED