1

SUMMER TRAINING REPORT

On

“A STUDY ON HUMAN RESOURCES PRACTICES IN AASHMAN FOUNDATION”

Submitted in partial fulfillment of the requirement of

BACHELOR OF BUSINESS ADMINISTRATION 2020-2023

TO

Guru Gobind Singh Indraprastha University, Delhi

Submitted To: Submitted By:

GARVIT SHARMA

Roll no: 04690301720

 2

I. DECLARATION:

I hereby declare that the project report entitled “A Study on Human resources department

activities in Aashman Foundation” submitted in partial fulfillment of the requirements for the

degree of the Bachelors of Business Administration is my original work and not submitted for the

award of any other degree, diploma, fellowship or any other similar title or prizes. I would like to

categorically mention that all the information has been collected, analyzed and known for the

project is entirely the authentic possession of mine.

GARVIT SHARMA

Roll no. 04690301720

Place -: New Delhi

 3

II. ACKNOWLEDGEMENT

Words alone cannot express about how grateful I am for getting the opportunity of completing my

internship at Aashman Foundation, but never the less I will try my best to express my gratefulness to all

the people who helped me in every stage.

I express my profound gratitude and deep regards to my faculty mentor Ms. Komal Jangid for their

exemplary cooperation and encouragement throughout my summer internship tenure. I would also like

to sincerely thank my organization guide, Ms. Dimple for giving me such a wonderful opportunity to

work for Aashamn Foundation

I am obliged to our other faculty member of Institute of Innovation in Technology and Management,

Delhi for valuable information provided by them in their respective fields. I am thankful for their active

cooperation during my entire period of summer internship program.

 4

CERTIFICATE

This is to certify that “GARVIT SHARMA” has done his internship in Human Resource

Management. He has done the project in “A Study on Human Resources practices in Aashman

Foundation” and has successfully completed the project. Duration of the project was 1st July 2022 to

31st August 2022.

I want to give special appreciation recommended as Garvit Sharma as a very determinant and focused

candidate during the project. He has accomplished his task with 100% Accuracy. He was very Punctual

and Smart working. We wish him all the best for his Future Endeavors.

Authorized Signatory

Ms. Komal Jangid

 5

INTERNSHIP CERTIFICATE
 6

TABLE OF CONTENT

S.NO. CONTENTS PAGE NO.

Cover page 1

Declaration 2

Acknowledgement 3

Certificate 4

Internship Certificate 5

Table of content 6

Introduction To the Topic

Chapter 1 8 -15
 Introduction
16
 Objective of study
 Review of Literature 17 -19

 Research Methodology 20-21

 Limitations of Study
22

Introduction To the Company

Chapter 2 25
 About
26
 Vision & Mission Statement
 Projects under taken by Aashman Foundation 27

Chapter 3 Data Analysis and Interpretation 29 - 39

Chapter 4 Conclusion & Recommendations and Suggestions 40 - 43

Bibliography 44
 7

CHAPTER-1

INTRODUCTION

TO THE

PROJECT
 8

INTRODUCTION

Human resources (HR) are the division of a business that is charged with finding, screening, recruiting,

and training job applicants. It also administers employee-benefit programs.

HR plays a key role in helping companies deal with a fast-changing business environment and a greater

demand for quality employees

 Human resources (HR) are the division of a business responsible for finding, screening,

recruiting, and training job applicants.

 HR also administers employee-benefit programs.

 A human resources department also handles compensation and benefits, and employee

terminations.

 It must keep up to date with any laws that may affect the company and its employees.

 Many companies have moved traditional HR administrative duties such as payroll and benefits

to outside vendors.

FUNCTION OF HUMAN RESOURCE -

 Recruiting, hiring and retaining talent

 Employee engagement

 Performance management

 Compensation and benefits

 Development and training

 Risk management
 9

SOURCES OF RECRUITMENT-

The organisation needs to be updated with the changes in market conditions as well as with the changes

taking place in the organisation to monitor the impact of such changes on the business.

Thus, recruitment is also affected by these factors, which can be classified into the following two

categories:

EXTERNAL SOURCES:

An organisation experiences some external changes in the business environment, which affects all

business process and are beyond the control of the organisation. Therefore, management has to develop

strategies to adapt to such changes. The primary external factors affecting the recruitment process in the

organisation are as follows:

1. Media Advertisement: The advertisement is the most common and preferred source of external

recruiting. The ads in newspapers, professional journals, give a comprehensive detail about the

organization, type, and nature of job position, skills required, qualification and experience

expected, etc. This helps an individual to self-evaluate himself against the job requirements and

apply for the jobs which best suits him.

2. Employment Exchange: The employment exchange is the office run by the government

wherein the details about the job seekers such as name, qualification, experience, etc. is stored

and is given to the employers who are searching for men for their organizations.
 10

For certain job vacancies, it is mandatory for every organization to provide details about it to the

employment exchange. It is the most common source of external recruitment that offers jobs to

unskilled, semi-skilled and skilled workers.

3. Direct Recruitment: The direct recruitment also called as factory gate recruitment is an

important source of hiring, especially the unskilled workers or badli workers who are paid on a

daily-wage basis. Here, the company puts up a notice on a notice board or on the factory gate

regarding the jobs available, such that the applicant sees it and apply for the job directly.

4. Casual Callers: The casual callers, also called as unsolicited applications are the job seekers

who come to the well-renowned organizations casually and either mail or drop in their job

applications seeking the job opportunity.

This could be considered as an important source of external recruitment as the personnel

department maintains the folder of unsolicited applications and call those who fulfill the job

requirements, whenever the vacancy arises.

5. Educational Institutions or Campus Placement: Creating a close liaison with the educational

institutes for the recruitment of students with technical and professional qualifications has

become a common practice of external recruitment. Here, the companies, visit the technical,

management and professional colleges to recruit the students directly for the job positions. The

recruitment from educational institutions is also termed as campus recruitment.

6. Labor Contractors: This is the most common form of external recruitment wherein the labor

contractors who are either employed with the firm or have an agreement to supply workers to the

firm for the completion of a specific type of a task. This method is again used for hiring the
 11

unskilled and semi-skilled workers. The contractor keeps in touch with the workers and sends

them to the places where their need arises. In doing so, the contractors get the commission for

each worker supplied.

7. Walk-Ins: This is again a direct form of recruitment wherein the prospective candidates are

invited through an advertisement to come and apply for the job vacancy. Here, the specified date,

venue, and time are mentioned, and the candidates are requested to come and give interviews

directly without submitting their applications in advance.

8. E-recruiting: The e-recruiting means searching and screening the prospective candidates

electronically. There are several online job portals that enable the job seekers to upload their

resume online which are then forwarded to the potential hirers. Such as naukri.com,

monster.com, shine.com, etc. are some of the well renowned online job portals.

9. Management Consultants: There are several private management firms that act as a middleman

between the recruiter and the recruit. These firms help the organization to hire professional,

technical and managerial personnel, and they specialize in recruiting middle level and top-level

executives

INTERNAL SOURCES:

The changes taking place within the organisation are the controllable factors but creates a massive

impact on all the business process. Recruitment is also influenced by such considerations. Some of them

are as follows:
 12

1. Transfer: Transfer means shifting an employee from one job to another, typically of similar

nature, without any change in his rank and responsibility. The purpose of an employee transfer is

to enable him to get well-versed with the broad-based view of the organization which is essential

for the promotions in future.

2. Promotion: Promotions are the most common form of internal recruitment wherein the

employees are moved to the upper levels of the organization with more responsibility and

prestige. When the higher-level positions fall vacant companies recruit from within the

organization so as to capitalize one of the following benefits:

o The employee is familiar with the working of the organization.

o Less cost is incurred as compared to hiring the person from the external sources.

o The chances of selection are bright since the performance card of the individual is readily

available with the firm.

o It boosts the morale of the employee.

o The others in the organization also get motivated to work harder to get promoted to the

higher levels of the organization.

3. Employee Referrals: The present employees can refer their friends and family to the job. They

are well aware of the organizational culture, working conditions and job requirements. If they

find their friends or family suitable for such position can recommend their names to the

management for recruitment.

The organizations encourage employee referrals as the cost and time could be saved than from

hiring people from the external sources. Some organizations, in order to motivate employees to

pay “finders fees” in the form of incentives for each successful hire.

 13

Note: The former employees are also considered as an internal source of recruitment. These are the

persons who have left the job and wants to come back to work on a part-time or full-time basis.

Source

(Human resources management by S. S. Khanka)

 14

STEPS IN RECRUITMENT PROCEDURE -

Recruitment refers to the process of identifying and attracting job seekers so as build a pool of qualified

job applicants. The process comprises five related stages 

(a) Planning

(b) Strategy development

(c) Searching

(d) Screening

(e) Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the translation of likely job

vacancies and information about the nature of these jobs into a set of objectives or targets that specify

(a) number, and (b) the type of applicants to be contacted.

STAGE 2: STRATEGY DEVELOPMENT:

Once it is known how many with what qualifications of candidates are required, the next step involved

in this regard is to devise a suitable strategy for recruiting the candidates in the organization.
 15

STAGE 3: SEARCHING:

Once a recruiting plan and strategy are worked out, the search process can begin. The search involves

two steps:

A. Source activation

B. Selling

STAGE 4: SCREENING

Screening of applications can be regarded as an integral part of the recruiting process, though many

view it as the first step in the selection process. Even the definition of recruitment excludes screening

from its scope. However, screening is included in recruitment for valid reasons. The selection process

will begin after the applications have been scrutinized and shortlisted.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control are necessary as considerable costs are incurred in the recruitment process. The

costs generally incurred are:

 Salaries for recruiters.

 Management and professional time spent on preparing job descriptions, job

specifications, advertisements, agency liaison, and so forth.

Source

(https://www.yourarticlelibrary.com/recruitment/recruitment-process)
 16

OBJECTIVES OF THE STUDY

The project report is based on the topic “Recruitment Process in Aashman Foundation.” The following

are the objectives: -

 To study the recruitment policies of a Non-Profit Organization.

 To know the sources of recruitment at various level in Aashman foundation.

 For understanding the technological methods used in process of recruitment, selection.

 To find out the detailed procedure of human resource practices at Aashman foundation


 17

LITERATURE REVIEW

 Sam bhaji V. Mane (2011) conducted a study on human resource department and risk

management in co-operative sector milk processing organization in western Maharashtra with

special reference to human resource development practices and found that HR risk management

and HRD practices of cooperative mil units in Maharashtra are strong. He observed that

performance appraisal, career planning and development, training, and job evaluation at very

poor level.

 Mrs. Kavitha (2014) has studied the importance of manpower planning in organizations and felt

that HRP helps in predicting future manpower requirements and thereby estimating number and

kind of manpower requirements so as to meet the company's short-term as well as long term.

objectives.

 Dr. Jameender Ritesh (2014) studied the importance and impact of human resource planning in

effectiveness and competitiveness of an organization and felt that HRP is essential in order to

prevent shortage of human resource and skills satisfy future staffing needs, avoid industrial

unrest show the flow of information of individuals and increase productivity and concluded that

effective manpower planning must embrace the procurement employment, development and

maintenance of human resource of organization.

 Costello (2006) described Recruitment as “the set of activities and processes used to legally

obtain a sufficient number of qualified people at the right place and time so that the people and

the organization can select each other in their own best short- and long-term interests.”
 18

 Jovanovic (2004) said “recruitment is a process of attracting a pool of high-quality applicants so

as to select the best among them”. For this reason, top performing companies devoted

considerable resources and energy to creating high quality selection systems. Due to the fact that

organizations are always fortified by information technology to be more competitive, it is natural

to also consider utilizing this technology to re-organize the traditional recruitment and selection

process through proper decision techniques, with that both the effectiveness and the efficiency of

the processes can be increased and the quality of the recruitment and selection decision

improved.

 Drucker (1999) has studied that Recruitment procedures need not be limited to one method. It is

possible and often desirable to combine methods to enhance the recruitment success of a

particular project. For example, use of focus groups and pilot studies that involve the community

and pre-recruitment, publicity can lead to higher rates of consent.

 Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the less

important the actual selection process becomes. When an organization makes the decision to fill

an existing vacancy through recruitment, the first stage in the process involves conducting a

comprehensive job analysis. This may already have been conducted through the human resource

planning process, particularly where recruitment is a relatively frequent occurrence. Once a job

analysis has been conducted, the organization has a clear indication of the particular

requirements of the job, where that job fits into the overall organization structure, and can then

begin the process of recruitment to attract suitable candidates for the particular vacancy.
 19

 According to the Burack (1985) recruitment sources are closely linked to the organizational

activities as performance of employees, employee turnover, employee satisfaction, employee

wishes and the commitment of the organization.

From the above review of literature, it is observed that the sources of recruitment and selection are

through advertising, via the internet and so forth. However, recruitment and selection are faced with lots

of challenges.
 20

RESEARCH METHODOLOGY

Research Methodology:

The main objective of this project is to “Study of Human resources Practices in Aashman Foundation”

Type of study

Descriptive research has been used for the study.

Source of data

The data used to furnish this report have been collected from the primary sources and secondary sources.

Among primary and secondary sources most of the data have been collected from the secondary sources.

Primary sources

 Direct observation

Methods of data collection

for data collection- Interview method was used

Data analysis technique:

MS Excel
 21

RESEARCH DESIGN

“A research design is the arrangement of conditions for collection and analysis of data in a manner that

aims to combine relevance to the research purpose with economy in procedure.”

As such the design includes an outline of what the researcher will do from writing the hypothesis and its

operational implications to the final analysis of data. More explicitly, the design decisions happen to be

in respect of:

 What is the study about?

 Why is the study being made?

 Where will the study be carried out?

 What type of data is required?

 Where can the required data be found?

 What periods of time will the study include?

 What will be the sample design?

 What techniques of data collection will be used?

 How will the data be analyzed?

 22

LIMITATIONS OF STUDY

1. The interns are busy with their busy schedule. It was very difficult for them to give time.

2. Time is an important constraint.

3. Candidates who were scheduled for interview would not turn up.

4. Candidates were reluctant to talk at times.

 23

CHAPTER- 2

INTRODUCTION

TO THE

COMPANY
24
 25

ABOUT

Aashman Foundation is a joint effort from a group of humans towards humanity with mission that every

weak human must have support so that he or she could recover from their hard times with positive
 26

energy that too in a skilled way. Aashman is working wholeheartedly towards empowering women from

the society so that they can live with pride and respect and most importantly empowered with some skill

and capacity to portray her thoughts to world and contribute in her way. Another big concern area of

focus is Health Empowerment for Team Aashman as unfortunate human falls in with critical diseases

like Cancer & Kidney related problem which is quite high these days and the Major gigantic black hole

is Malnutrition in 0 to 6 years along with pregnant females in the different segment of society.

Aashman Foundation also supports single income family widows by supporting them with monthly

grocery and currently they are supporting over a thousand such families across India.

Aashman Foundation is also running schools by the name of Nishulk Path Shala. They have 16 such

schools in 11 states of India. Where 4,500+ students are taking free education along with moral

development. Aashman Foundation is spread across 11 states across India such as, Jammu & Kashmir,

Himachal Pradesh, Uttar Pradesh, Uttarakhand, New Delhi etc.

 27

Vision

 With the help of common man, Corporates & Established Institutions we will create values;

enhance skillful environment & Uplift social & financial level into the different segment of

society & Bring change into the lives of people with the Emotional, Financial & Social

development Support so that they can feel and be empowered.

 Human life is the most valuable asset of any Nation. We will go extra mile to help the

underprivileged human being to support them into the health segment and prevent them from the

evil of malnutrition into children (0-6 Year), pregnant females & surviving income less family

members after dismissal of only earning hand.

 Furthermore, we will try to increase the expectancy of life for the people who are suffering from

unfortunate diseases like cancer & kidney related issues.

Mission Statement

The dream of Aashman Foundation is to work unconditionally on Women Empowerment, Single

Income families and underprivileged children through relevant healthcare, innovative education and

environmental based livelihood programs.

 28

Project undertaken by Aashman Foundation

Project: Ability Development

Skills transform lives and drives economics. Without adequate investment in skills, people languish on

the margins of society, technological progress does not translate into economic growth, and a society is

unable to compete in an increasingly knowledge-based arena

People with poor skills face a much greater risk of experiencing economic disadvantage, and a higher

likelihood of unemployment and dependency on social benefits. Skills affect people’s lives and the well-

being of nation also in ways that go far beyond what can be measured by labor-market earning and

economic growth.

Project: ‘Women Empowerment Centre’

To promote or undertake activities for the promotion of, or to provide credit as an instrument of socio-

economic change and development through the provision of financial and social development services

for the upliftment of women. To support women to become independent in spirit, in thought, in action

and have full control over their lives rather than be victim of the action of other. This particular project

by the organization aims to achieve socio-economic empowerment of women through their operational

units.
 29

Project: Widow Support

The NGO supports widows by providing them with monthly grocery, medical treatment, and also

education to their children. Apart from this they support them through their project called Socio-

Economic Empowerment of Women. They provide them with rural based skill training to make them

self-sufficient and further aid them to manage credits so that they can safeguard their hard-earned money

and multiply their savings. Upliftment of widows socially and financially is one of their primary

objectives.
 30

CHAPTER- 3

DATA ANALYSIS

AND

INTERPRETATION
 31

Weekly Task Assigned

Week 1

In the start of my internship, I began as a HR intern. We were given a task, which was basically a

recruitment drive. The name of the task being ‘Ek aur Ek Gyarah’ which meant we had to recruit more

and more people for the NGO for various department namely HR, Marketing, Graphic Designing,

Content Writing and etc.

Candidates
Graphic Designing
10%

HR
40%
Content Wrting
25%

Marketing
25%

The charts indicate the recruitment done by me in various departments of the organization in the Task 1.

This shows that 40% of the chosen candidates has applied for HR (Human resources), 25% for the

Marketing, 25% for the Content Writing and 10% for the Graphic Designing.
 32

16

14

12

10

0
Linkedin Instagram Facebook Acquaintance

No. of applicants

Above shown graph indicates different channel used for reaching out potential applicants. As the graphs

show in total 35 applicants were reached out in a week.

After reaching out to 35 applicants there was a telephonic round in which personal interview was taken

out of which 30 were selected.

 33

Week 2

At the end of Task 1 there was a competition, I was the winner and had won as well as was given an

opportunity to lead a team of HR interns. I was assigned to a team of 7 interns from whom I had to take

daily updates regarding the candidates they are bringing in.

Preeti 14

Aman 9

Nitesh 5

Hemant 12

Puja 8

Anjali 15

Gouripriya 10

0 2 4 6 8 10 12 14 16

No. of applications

The bar graph shows the application of interns were applied in the organization through the team which

was assigned to me in a week. As we can see Anjali have brought total of 15 application in a week.
 34

Week 3

During the third week there was competition between the group leaders and we had to get most no. of

interns onboard with us and my team was Team A and other team was Team B and we both had a tie as

we both have recruited same no. of interns. After the competition I was given opportunity to become a

Process Partner and helps in every step of recruitment

45

40 Total no. candidates brought by the whole team

35

30

25

20

15

10

0
Team A Team B

Total no. candidates brought by the whole team

 35

Week 4

In my fourth week I was assigned to be Process partner supervisor in which I had to take daily reports

from every team leader and had to assign them tasks and they had to regularly report me with the details.

We also had a volunteer event in which we had to take part and with the widow support we were

supporting and raising awareness about the studies and distributing basic necessities products in slums.
 36

Week 5

The task I was given this was additional task that I undertook for myself. I was asked to handle the

Onboarding and Interviewing process team as the both of the team’s leaders were on leave for a week. I

had to coordinate with Interviewing process team and based on the data given by Interviewing process

team I had to allot my team members to do the Onboarding process of the candidates who had cleared

the interview round

Week 6

In this week I had to complete the basic requirement to promote further in the internship. So, I have

encouraged my team member to bring more and more eligible candidate to recruit and complete the

quota for their further promotion

Interns Total applications Total onboardings

Gouripriya 45 30

Anjali 40 25

Puja 29 20

Hemant 31 22

Nitesh 51 36

Aman 48 29

Preeti 39 36

In order to get promotion, I have to show that my team is working efficiently and completing the task

with highest onboardings.

 37

Week 7

The task I was given in this week was to orientation to new interns who have just joined the

organization. So, I have to make a presentation to make them the organizational structure of the

organization and the role and responsibilities of the internship.

Week 8

In the second last week of my internship, I was given the task of organize all the data from all the team

under me and analyze the data and present that to my superior.

This is the data I have shown to my superior after analyzing the data given by 6 team which states that

65 interns were onboarded in HR department, 50 in Content Writing, 20 in Graphic Designing and 46 in

Marketing in 2 weeks.
 38

Week 9

This was my last week of the internship I wasn’t left with much work I just had to keep a monitor on the

work that was assigned and hence regularly take reports and updates from the interns and all the

departments that I was assigned to. I have to prepare for the handover process to the upcoming intern

who was in charge of duties assigned to me.

 39

LEARNING FROM MY INTERNSHIP

 To help the NGO to attain its goals effectively and efficiently by providing competent and

motivated employees.

 Importance of employee satisfaction/grievance survey in an organization.

 Importance of establishing and maintaining cordial relations between all the employees and

management staff harmoniously.

 Importance of effective communication in an organization.

 To utilize the available human resource effectively.

 To develop and inculcate a habit of working as a team player.

 To help maintain ethical policies and behavior inside and outside the organization.

 To establish and maintain cordial relation between employees and management.

 To reconcile individual/group goals with organizational goals.

 To understand the various functions of an HR Department.

 40

PROBLEM ENCOUNTERED

 Finding qualified applicants.

 Streamlining the hiring process.

 Streamlining the process of providing insurance benefits to the employees.

 Sometimes candidates are not co-operating.

 Sometimes the candidates are not available to answer the calls.

 Few candidates do not respond even after confirming their presence for the virtual conference.

 Identifying the problem that the employees face in the virtual workflow of the NGO.

 Distance/Communication barrier.
 41

CHAPTER – 4

CONCLUSION

AND

RECOMMENDATIONS
 42

CONCLUSION

It was an absolute worthwhile experience working at Aashman Foundation. The management

had created a space for me that allowed me with ample opportunities to learn and know myself

as a part of the NGO. This experience brought out my strength and also the areas I needed to

improvise. It has added more confidence to my professional approach, built a stronger positive

attitude and taught me how to be a team player as an overall.

The primary objective of an internship is to gather a real-life working experience and apply our

bookish knowledge we learnt in classroom to put it out to practice in the business world. I am

grateful to the entire team of HRD of the NGO for their unprecedented support to make my

working experience truly rewarding. Especially working in this department made me realize my

competencies and level of understanding regarding the human resources. On completion of this

internship period, I came to know about the importance of human resources and the role of HR

manager, HR Supervisor. Talent Acquisition manager and Hiring manager in an NGO.

As an intern, though I had a limited areas to work as it was the first time that such virtual

internship took place for them and even for us still, I still managed to grab plentiful experiences

as I was promoted in my third week of internship. I made the best of every opportunity I was

given and made the utmost use of my abilities and knowledge to fulfil all my responsibilities. I

could implement my academic skills into practice and my efforts were highly acknowledged by

my superior and mentor. There was however some gap between our theoretical knowledge and

real-life practice, yet the managerial level staff members were quite open towards helping me at

every stage I needed assistance, which was extremely motivating.

 43

Hence, I can sum up by saying that my virtual internship experience was a milestone to my

academic and professional experience. I thoroughly enjoyed the challenges that came along

every single day. I could also bring some minor improvisations during my internship. These

lessons that I have learned will be valuable for my future endeavors as well.
 44

Recommendations

After analyzing the collected data, the following recommendations were made to improve the

present recruitment and selection scenario in the organization

 First of all, the management should review their recruitment policy and look for the areas of

improvement for ensuring the best thing

 Management should structure and systematically organize the entire recruitment processes.

 Management should offer tools and support to enhance productivity, solutions and optimizing

the recruitment processes to ensure improves ROI

 Recruitment management system should provide a flexible, automated, and interactive interface

between the online applicants, the recruitment department of the company and the job seekers
 45

Bibliography

 https://www.facebook.com/aashmanfoundation/

 https://www.instagram.com/aashmanfoundation/?hl=en

 http://www.aasmaanfoundation.org/about.html

 https://in.linkedin.com/company/aashmanfoundationnew?trk=public_jobs_topcard-org-name

 https://iitmjp.ac.in/

 https://www.instagram.com/vjaman/?hl=en

 https://docs.google.com/spreadsheets/d/1YTo3lRt1POIg1cl2Atu9-

eY3HRxkptYMZFQRW6_iyAQ/edit#gid=1270940710

 https://www.jobsoid.com/recruitment-process/

 https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-HRM