CHAPTER – 1

AIM AND ESTABLISHMENT OF THE ORGANISATION

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 Chapter – 1
Aim And Establishment Of The Organisation

COMPANY PROFILE

COMPANY NAME IFELSE TECHNOLOGIES PRIVATE LIMITED

SIZE (Sq. Ft) 2000 ( EXISTING PLANT )

TYPE PRIVATE

FOUNDED IN 09 September 2016

ANNUAL SALES No

LOCATION NOIDA,DELHI NCR

WEBSITE https://www.zaubacorp.com

SPECIALITIES To Introduce Randomness and Unpredictability in Games

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 ABOUT THE COMPANY
Ifelse Techsmart Solutions Private Limited specializes in IT and ITES and specializes
in providing high quality and comprehensive web design and development services to
companies using open source solutions. There are many solutions, but the efficiency
is unmatched. In addition to our motivation, we also offer consulting, implementation,
training, and support services with a focus on enhancing our clients' online goals and
maximizing their ROI. We are an IT and ITES development company with a
difference whose goal is not only to extend support, but also to implement it. I've
already said it, but I'd like to restate our motives. There are many solutions, but the
efficiency is unmatched. Customer requirements – Effective implementations that
need resolution. Our Principles - Solutions that are implemented effectively and
efficiently. Our motivation is set when our clients' needs are realized in alignment
with our strategic principles. Our team is an eclectic mix of innovative designers,
strategic thinkers, tech gurus and results-oriented marketers working together to get
the most out of your brand. We work closely together to help our clients achieve their
business goals and objectives and realize their vision. We owe our beliefs to a
steadfast and indomitable team that lives and breathes digitally. ifelse Techsmart
Solutions Private Limited combines passion and expertise to enable real-time business
success, compensation and performance planning, leadership and more. Private
enterprise RNG Finlease Pvt Ltd was established on August 22, 1996. It is based in
Kolkata, West Bengal, and is categorised as a Private Limited Company. Total paid-
up capital is INR 3.33 billion, compared to INR 3.50 billion in authorised share
capital. The status of RNG Finlease Pvt Ltd at this time is Active. Our records show
that RNG Finlease Pvt Ltd's most recent data found General Meeting On, there was a
(Annual General Meeting) September 30, 2015. Additionally, according to our data,
the most current balance sheet was produced for the period ending on March 31,
2015..

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Products:
Nickel-plated plastic parts, front grille, trim, taillights, headlights, side blinkers,
warning triangles, fog lights, wheel caps, rearview mirrors, emblems, door handles,
underhood parts, faucets, door panels, radiator grilles, tanks, engines Such as covers,
telecom and electricity, electricity meter housing parts, precision plastic injection
molding parts for various industries.
Operations:
Game design and development, game design, product form, game model changes.
RNG Finlease Pvt. Ltd has four directors including Amit Kumar, Hasmukhrai
Bhalodi, Shailesh Kumar and Vallabhdas Makadia. Rng Ltd's corporate identification
number (CIN) is U99999WB1996PTC126290. The office of Rng Finlease Pvt Ltd is
located at C/O. Kreeti Technologies Pvt. Ltd. No. 330, Self Defense Force. A team
driven by all major goals and dedicated to turning great ideas into results. With your
permission, we would like to highlight the fact that our team loves what they do. We
always make sure they have the tools, the space and the support to solve their
challenges. It sounds pretty simple, but we like to keep it simple. Our goal is to work
with the world's most innovative people. We don't just work on your work, we give
you your ideas.

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AIM OF THE COMPANY
RNGPlay is a casino games and software development company committed to
delivering value to successful suppliers and operators by providing quality casino
content.
OBJECTIVE
 To comprehend the value of strategic management and its characteristics for all
types of organisations.
 To examine several strategic management models and determine their advantages
and disadvantages.
 To consider how company culture and ethics are related for strategic management
 To evaluate different strategic management models
 Using and modifying models of strategic management where appropriate
First stage: strategic analysis
Typically, there are two primary methods of strategic management:
 How an organisation deals with competitive advantage
 Resource distribution, scale economies, and the human approach.
As said by Ariel (2007), When a company's activities are in line with management's
expectations, which in turn are in line with the market and the context, there is
strategic consistency.
There are three types of strategic management: bottom, top, and cooperative. In the
bottom model, employees submit recommendations to their supervisors. WHO choose
the most straightforward solutions that are evaluated using capital budgeting
procedures such as return on investment or value profit, whereas the top-down
method is where the corporate CEO and the idea generation team make the decisions.
On the other hand, operational invention was the event of planning for a specific
operation inside the organisation, regardless of whether it had been for a good or a
service. He went on to say that even while organisations utilised information from
analyses, quantifiable goals that served as the organization's targets for a
predetermined period of time might still be supported by "guesswork."
Diplomatic management is a continuous procedure that evaluates and limits the
business and the companies in which the corporation holds, assessing its competitors

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but rather sets objectives and strategies to stay competitive of them, and then rethinks
each strategy each year or quarterly [— in other words, regularly] to ascertain how it
has been implemented, if it has successful, or whether it will need to be replaced by a
different strategy for addressing altered circumstances. The corporate strategies had
better fit the business, its position in the market, and its projected future.
Whether it is cost-effective to use the techniques and whether the company would
benefit from them due to growth (economies of scale) or efficiencies associated to
supply-side adjustments, such as raising or lowering the volume of manufacturing of a
single product type.
The business must also deal with the issue of economies of scope, which refers to
efficiencies primarily connected to changes on the demand-side, such as expanding or
contracting the scope of selling or distribution.
Due to economies of scale, businesses that offer numerous product lines, the same
product in numerous countries, or numerous product lines in numerous countries may
face increased levels of risk. Gain from being reduced. The business will probably be
able to continue operating even if one of his product lines becomes obsolete or the
nation experiences an economic downturn. When businesses consider their clients,
they not only provide them what they paid for, but also give them something more,
making them feel special. You must experience what it's like to be a part of the
business. This fosters support for the business. In the UK and other nations where the
present financial crisis has not had a significant impact, The New Vintage Car
Company has a devoted consumer base. The business employs what-if analysis and
decision tree analysis.

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ESTABLISHMENT OF THE COMPANY
Business Excellence: Creation of a game-modifying system.
5S: Everyone received 5S training.
Internal auditing: Occurs four times every year.
Quality Circles: Projects of High Quality Adopted to Decrease Rejections and
Boost Productivity.
Total Quality Management (TQM).
Job Relations: Job Relations' Training Within Industry (TWI) programme
Training sessions were held for all teams to give management a tool so that managers
could develop supervisors' leadership abilities.

MISSION AND VISION

Mission
We believe in achieving harmony in work life through mutual, transparency and co-
operation in the individuals. We will strive for building empowering teams to work
towards achieving organizations mission.
Vision
Our vision is to be one of the pioneer in driving the market with truly world class
software solutions and supplying casino content for global market. Game
development is an art and innovating and evolving as a constant process at RNGplay.

VALUES

Customer Satisfaction
We strive to build relationships with our customers and to be their partner in fulfilling
their mission. We understand our customers' needs and work hard to deliver goods
and services that fulfil all of the demands of our clients.
Innovation And Creativity
We believe in striving so improve the activities related to our business by pursuing

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and encouraging risk-taking and learning at all levels within our organization.
Trust and team spirit
We believe in achieving work-life harmony through mutual transparency and in-depth
collaboration. We strive to build teams that empower us to fulfill our organization's
mission.
Respect for individuals
We respect our employees, respect their personal growth and realization of their
potential, and treat each other with dignity.
Majesty
We believe that all facilities have a duty to be honest, trustworthy and fair. We are
committed to remaining loyal to our organization. We practice self-discipline and
personal responsibility for our actions within our organization.
Policy
A personnel policy is a deliberate expression of an organization's official attitude
regarding the range of actions it allows its employees to take if they choose to do so.
Online Hiring
The policy of this online setting is adopted by NGOs so that the highest numbers can
be reached. It aims to employ young people and spread awareness to help the poor in
society on a large geographical scale. The platform used by the NGO to offer
internships was Internshala.
Youth recruitment
This policy at RNG aims to recruit young people who are filled with boxes full of new
creative ideas and who can easily see her one point of view from different angles.
Newcomers have the opportunity to become members.
Run various programs
The guidelines created by RNG and other members vary from campaign to campaign.
Politics around election campaigns that everyone teaches us.
Campaign execution
The monthly campaign policies are also adopted by his NGOs to spread awareness of
different core concepts to help society become aware of different core issues in Rajasthan.

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 CHAPTER-2
POLICY OF THE COMPANY

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 Chapter-2
Policy Of The Company

To maintain compliance and a positive corporate culture, employees must be aware of

their duties and responsibilities as well as the general business principles, ethics, and
beliefs of the organisation. Policies and procedures that are written down also aid in
defending your company against prospective litigation.
 A set of rules for companies and employees to follow are known as company
policies. It is a set of regulations created to safeguard both the rights of employees
and the business interests of employers.Company policies are created based on the
company structure.
 Implemented to manage specific areas within an organization such as: corporate
culture, dress code, health, safety, communication, personal cell phone, tea and
lunch break, smoking policy, harassment policy, internet policy, communication
with customers, employee responsibilities, warnings, absence, attendance,
scheduling, security, Poor Performance, Fraud, Paydays, Expenses, etc.
Safety and Health at Work
It's crucial to provide workers with a secure and healthy workplace. Particularly given
that infractions of workplace health and safety might harm an employee's business.
Businesses should proactively create health and safety guidelines that can be used in
every setting. Specify, for instance, how to handle dangerous chemicals or what staff
members should do in the event of an office emergency. You can base your rules on
the Occupational Safety and Health Administration's (OSHA's) recommendations for
creating secure working environments and safeguarding employees from occupational
risks.

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Policies for attendance, time off, and holidays
Things might go more easily in the office if there is a standard procedure for
requesting and using time off. The PTH policy should outline how much vacation
time each employee is entitled to, how and when they can earn additional vacation
days, who they should contact to request additional vacation days, and other important
details.. Other things that you have to mention (e.g. -or- lose).Other vacation policies
to consider include parental policies. H. Policy and Survivor Policy. You can also
create separate attendance or no-show policies outlining what is considered late, when
time-outs should be requested, and what happens.

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Employee Complaint Policies
Employees can file official grievances with management to voice their concerns about
certain aspects of their work. These grievances could be the outcome of an incident or
a disagreement with a coworker. Nearly any event might give rise to a complaint,
including job grievances, monetary problems like pay, and interpersonal difficulties
like bullying and harassment. It's crucial to define a formal grievance resolution
procedure inside your company so that staff members are aware of how to address
complaints in a professional manner. Making a non-retaliation policy is a wise move
as well to safeguard employees who have received remediation.

Working hours and weekly off’s

1. Total working hours: 48 hours per week
2. Working hours: 8 hours per day
3. Weekly off: one day per week by rotation from Monday to Friday
4. Shifts per day: 6 shifts (24/7 working)
5. Lunch time: 40minutes
6. Tea and coffee break(2): 10 minutes
Attendance and punctuality
1. Each employee must work 8 hours before their presence is marked as presence.
2. If an employee is repeatedly late for company work, this is recorded as a poor
performance.
3. An employee who is late for her more than 15 minutes more than twice a week,
and an employee who has taken unauthorized leave in a quarter, is not eligible to
receive Performance Her Pay (PLP) for that particular quarter.

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 CHAPTER – 3
ORGANIZATIONAL STUCTURE OF THE COMPANY

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 Chapter – 3
Organizational Stucture Of The Company

How a company is organized has a

direct impact on its effectiveness.
An organization's structure directly
affects how effective it is. A
company's well-planned strategic
organisational structure facilitates
good communication, streamlines
reporting connections, produces
competitive goods and services,
and speeds up workflows.
This architecture offers a graphic representation of an organization's structure and the
best ways for it to accomplish its objectives.
Typical organisational structures are portrayed as a pyramid, with the most prominent
people at the top and the least influential at the bottom.An organizational structure
establishes how activities such as work distribution, coordination, and supervision are
carried out to achieve organizational goals. Organizational structure influences
organizational behavior and serves as a framework for standard work processes and
routines. An organizational structure describes how certain processes are controlled to
achieve company goals. An effective organizational structure clarifies each
employee's role and their interaction with the rest of the system. A decentralized
system provides a high degree of personal agency for virtually all individuals, while a
centralized structure has a defined chain of command. Functions, departments, flat
keys, and matrix structures are examples of organizational structures.

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Organizational Structure of RNG play

CEO

Chief
Development Chief operating Hr & Assistant
officer Officer Finance Director
Officer

Game Chief Art Admin Hr

Designer Marketing Product Accountant Cashier
Manager Staff specialist

Departmental Studies
Each and every organisation is composed of numerous smaller, more intricate
systems. The components of a firm interact and depend on one another like live
beings do. These departments depend on one another and each performs a variety of
jobs and tasks in order to facilitate corporate operations. The department is staffed
with different people from different backgrounds who represent different cultures.
Organizations can also go through the process of eradicating existing cultures,
importing other cultures, and dividing into subcultures. All of these things affect
company performance and employee perceptions of the company. Different divisions
of RNGPLAY::
 Finance & Accounts department
 Human resources department
 Information Technology department
 Marketing department
 Admin department
 Development department

 Finance & Accounts department:

The company's long-term and short-term financial operations and strategies are
managed by the finance department. The financial group oversees cash inflows and
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outflows, budgeting, financial cash management, bookkeeping, financial reporting,
and numerous other responsibilities involving the business' finances. The size of a
financial organisation is determined by the total number of employees, annual
revenue, sector, and overall business plan of the company.
Functions of the finance department
 Financial record management – record cash inflow and outflow transactions
 Preparation of A financial report, operating income, and cash flow statements are
included in yearly financial reports.
 Perform payment management functions such as paying employees, setting wages
and salaries, and maintaining income tax, benefits, and insurance records.
 Prepare financial reports and disclose them to key stakeholders for effective
decision making.
 Creating budgets for organizations and other departments
 Conducted financial projections and budgets for various projects to determine
feasibility.

 Human resource Department

Regardless of the size of the company, HR departments are an essential component.
Its responsibilities include increasing staff output and protecting the company from
potential employee problems. The duties of human resources include hiring, firing,
renewing, and adhering to all rules that might apply to the company and its personnel,
as well as managing salaries and benefits.
Functions of Human Resources:
 Identify the organization's staffing needs - Conduct a job analysis and develop job
descriptions and specifications.
 Recruitment and recruitment of employees to fill vacancies within the
organization
 Maintain employee relationships through bargaining, motivating, improving
working conditions and rewarding good performance
 Address conflicts and manage complaints procedures and disciplinary actions.
 Employee health and safety management
 Managing employee terminations and termination procedures.
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 Information Technology Department
An information technology (IT) organization is the department within an enterprise
that is responsible for configuring, monitoring, and maintaining information
technology systems and services.
Functions of IT department:
 Desktop support
 Advice Center
 System engineering
 Network technology
 Application
 Project management
 IT management
 System management
 Network management Plan
 Database management
 Lifecycle management
 Marketing Department
We will plan and create all kinds of content that presents your company as the face.
The marketing department is accountable for connecting with current and new
customers, clients, investors, and/or community members.
Functions of Marketing department:
 Establishing an organization's distribution channels – how products and services
are delivered to customers.
 Identify marketing strategies to promote your organization, such as; B. Television
advertising, digital marketing, public relations, etc.
 Respond to customer inquiries and concerns
 Conducting market research - gathering information about customers, customer
needs, competitors and general market fit.
 Determining prices for products and services;

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 Execute sales forecasting and sales improvement strategies. in private sale.
Administration Department
The administration department provides logistical support for the entire organization.
In doing so, she provides workstations for all employees and ensures that her staff has
the office equipment they need. Additionally, it guarantees the availability of office
goods like stationery. ensures a spotless and organised workplace
Functions of Administrative Department:
 Control the stock of stationery and place orders.
 Produce recurring reports on office budgets and expenses.
 Keeping up with and maintaining company databases.
 Create a filing system for private and important business documents.
 Attend to both consumer and employee inquiries.
 Update office rules as necessary.
Development Department
The Development Department is also known as the Business Development
Department. Its members are responsible for many important goals within and outside
the organization. We research companies' products, services and processes and
provide advice where appropriate.
Functions of the Development Department:
 Improvement suggestions,
 Product innovation,
 Quality control,
 Competitive analysis
 Corporate relevance.
 Provide effective customer service.

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 KEY PERSONNEL

CHIEF EXECUTIVE OFFICER

Pashchim Singh is the co-founder and CEO
of RNGplay with over 12 years of
experience in implementing business
strategy, operations and technology. As
CEO, he manages the business his
performance, new business opportunities
and develops new sources of funding.
His years of gaming industry experience have helped define a strong pipeline for
developing and delivering world-class gaming products. His visionary leadership has
led to stellar growth for the company.

CHIEF MARKETING OFFICER

Ravi Prakash Internationally experienced
marketing professional and corporate
strategist with over 12 years of
multidisciplinary experience. He oversees
the company’s business development and
branding on a global basis.
He is an experienced gaming executive
with in-depth knowledge of the gaming
industry from his land based iGaming real
money his casino, social and mobile his
gaming sector.
Over the years, Ravi has built strong relationships with numerous clients in the
gaming industry. His experience and business strategy have been key to growing his
RNGplay in a short period of time.

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CHIEF TECHNOLOGY OFFICER
Nivesh Kadyan is the co-founder of his
RNGplay. With over 12 years of experience
in the software/IT industry, he leads game
development and technical operations for
online, land-based and social games. He has
financial responsibility for product
development and IT infrastructure,
including revenue, usage, margins, and
R&D budgets.
He was instrumental in developing business relationships in the Asian, US and Latin
American markets to found the company. He loves solving technical and scientific
problems for his company.

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 CHAPTER-4
WORK EXPERIENCE

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 Chapter-4
Work Experience
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
This chapter describes talent management concepts, training and development needs
and methods, and leadership development programs. It describes a systematic training
approach through needs assessment, goal setting, guideline design, and effective
training delivery with follow-up and evaluation. The final section details
requirements, criteria, and methods for evaluating the effectiveness of Training &
development programs.
Human Resource Management
Organization is combination of the work that must be performed by an individual or
group with the equipment necessary for its performance, so that the tasks so
performed can be performed efficiently, systematically, positively, and effectively, of
the efforts available. and a process that provides the best channel for coordinated
application. In order to fulfil personal, organisational, and social objectives, HRM
involves organising, directing, and managing the recruitment, training, compensation,
integration, and upkeep of an organization's people resources.
Functions of Human Resource Management
 Recruitment: The most challenging challenge facing HR managers is this one.
Potential employee recruitment, hiring, and retention need a significant
investment of time and money. This recruiting feature includes many elements,
including: B. Creating job descriptions, posting job listings, searching for
potential candidates, interviewing, negotiating salary, and offering job offers.
 Training & Development: It is the role of Human Resources to provide on-
the-job training. Some businesses might provide reskilling to both new hires and
current workers. The main goal of this more recent training is to keep employees
current in their specialised professions, as required by the employer. Employees
can immediately begin working and understanding the procedure thanks to this
functionality. Results from training and development are tracked and evaluated to
see whether workers also need to acquire new skills.

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 Professional development: One of the most crucial roles in talent
management. This function aids workers in obtaining possibilities for education,
career promotion, and managerial training. The business promises to pay for all of
its staff members' attendance at various trade exhibits, seminars, and other
gatherings. Employees feel taken care of as a result, both by their bosses and the
company as a whole.
 Compensation and Benefits
If businesses can change the way they offer employee perks, they will succeed. The
following is a list of some advantages that businesses provide.
1. Flexible hours of operation
2. lengthy getaway
3. Health and dental coverage
4. Maternity and parental leave
5. Child Care Assistance
 Performance evaluation:
Each organization's human resources division assesses each employee's
performance. With the use of this HRM tool, businesses may determine whether
the new hires are making progress toward their goals and objectives. On the other
hand, it also assists the business in determining whether or not employees need to
improve in other areas. Additionally, it aids HR teams in developing tailored
development plans for workers who fall short of the position's minimal standards.
 Ensuring Regulatory Compliance: This function is crucial for
safeguarding your business. The human resources division of the The business
should be aware of all laws and ordinances governing hiring, work environment,
hrs, extra, minimum wages, tax deductions, and other matters. Any organization's
ability to survive depends on its ability to comply with these laws.

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Recruitment and Selection:
The process of recruiting involves locating a sufficient pool of candidates who are
suitably qualified and available to apply for openings within a business. Finding
potential personnel with a variety of experiences and talents that align with an
organization's goal is essential to organisational success. We require a wide range of
new hires with a strategic mindset to do that. Many different staff are needed by
organisations. These workers fulfil a variety of roles that were developed for
organisational procedures. Every role inside an organisation makes a unique
contribution to attaining the goals of the business. The hiring procedure for a
company must be effective enough to draw in and choose people who match the job
description. Staff planning is the initial step in the recruitment process, which
culminates in the selection of the required number of candidates. Managers of
operations and HR personnel are both in charge of this procedure. “Recruiting the
right people A fundamental premise of recruitment and selection is to hire the
appropriate people for the right jobs. Every firm, especially managers, should pay
close attention to staff selection. The operational workforce is equally crucial and
indispensable. Each business organization and unit needs human resources to
smoothly and efficiently carry out various business activities. is essential. Human
resource management as an organization cannot be achieved by selecting and
assigning personnel who are not suitable for the business division.
Recruitment means:
Recruiting means evaluating available positions and making appropriate arrangements
to select and fill them. Recruiting means the process of acquiring and attracting job
applications capable of selecting the proper persons According to the official
definition, the procedure begins with the hiring of new staff and ends with the
submission of applications. As a result, a pool of applicants is created from whom
new employees are chosen. Outreach and qualified people are urged to apply in order
to ensure a pool of qualified candidates for scientific selection. We collect
information from prospective candidates during the recruitment process. This is
accomplished through a variety of means, including newspaper adverts, job posts, and
internal advertisements.

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During the recruitment process, a pool of qualified and interested candidates is
formed in order to pick the best prospects. Hiring is the first point of interaction
between a firm and a potential employee.
Definition:
According to EDWIN, "Recruiting is the process of finding potential employees and
encouraging them to apply for positions within an organization."
Need for recruitment
Recruitment may required for the reasons/circumstances:
a) Vacancy due to promotion, transfers, dismissal, disability, or separation;
b) The formation of open positions as a result of the country's success, expansion, and
diversification; new appointments are also feasible depending on the nature of the
task.
Purpose and Importance of Recruitment:
1. Identify the organization's present and future manpower planning and task
analysis needs.
2. Increase the number of job searchers at the lowest possible cost.
3. Assist in increasing the selection process's success rate by minimising the number
of plainly unqualified or unqualified applications.
4. It reduces the possibility of job applicants leaving the organisation soon after
being employed and selected.
5. Meet the firm's moral and legal obligations regarding worker composition.
6. Begin finding and preparing possible applicants who are qualified.
7. Improve short- and long-term organisational and individual effectiveness.
8. Assess the efficacy of various recruitment strategies and resources over all
different types of job searchers.
9. Recruiting is a dynamic operation that advertises open positions inside the
organisation and enables qualified individuals to submit application for
consideration.

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Recruitment procedure:
Employing is the process of discovering and hiring job searchers in order to create an
applicants. This procedure consists of five interconnected steps.
1. Make a plan.
2. Strategy creation.
3. Look for something.
4. Examination.
5. Monitoring and grading

Stage 1: Make a plan.:

Planning is the initial stage of the hiring process. Planning entails converting
information about potential job openings and the characteristics of those openings into
a set marketing goals or objectives that specify
(1) the quantity and
(2) types of individuals to still be approached.
Number of contacts: Most businesses intend to attract more people than they
hire. Some of those approached are either uninterested, unqualified, or both. When
considering a recruitment effort, one duty is to determine how many of candidates
needed to fill all job vacancies with qualified candidates.
Contact Type: Essentially, who should be contacted about the job availability. The
characteristics of an individual are determined by the duties and responsibilities
involved, as well as the experience and education required. These specifics can be
found in the position description and work specifications.

Stage 2: Strategy creation.:

When determining what type of employment you require and how many you require,
you should consider
(1). Hire or buy personnel.
(2). Technological progress in recruiting and selecting equipment.
(3). Job searchers are distributed geographically in the labour market.
(4). source of recruiting
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(5). Sequencing of actions in the recruitment and selection.
Make or buy:
Companies must determine whether to hire trained workers and put in programmers'
learning and skills, or to engage skilled people and experts. This is essentially a
"make" or "buying" decision. Companies that hire expertise and professionals must
pay more for these individuals.
Advanced technology:
His second strategy development decision addresses recruitment and selection
procedures. This choice is heavily impacted by the available technology. With the
invention of computers, companies may now examine national and international
application qualifications. Despite their impersonal nature, computers have presented
companies and employers with a plethora of possibilities during the initial selection
step.
STAGE 3: Look for something:
The hiring process can begin if a hiring strategy and a strategy are in place. There are
two steps to the search.
A) activation of the source and
B) sale.

STAGE 4: Screening:
Applicant screening is an important element of the recruiting, but many consider to be
the first stage in the interview process. Indeed the definition of hiring given at the start
of this chapter is ambiguous. Its scope does not include screening. We do, however,
include screening on our employment process for good cause. After the petition has
been evaluated and shortlisted, the decision making will commence. Hiring scholars
at campuses is a rare occurrence. Aspirants can check in response to adverts will be
examined, and only those who are deemed eligible will be asked for an interview. The
interviews will be conducted by a selection committee comprised of Vice
Chancellors, Chancellors, and specialists. The application is inspected as part of the
recruitment process. The selecting procedure will begin later.

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Purpose of Screening
The goal of security check is to exclude plainly ineligible individuals as from
recruitment process as early as possible. Effective screening may save a significant
amount of time and money. A detailed job description is vital during the screening
process. Assessing an applicant's qualifications given the knowledge, skills, talents,
and interests required to execute the job is both good practise and a legal necessity.
Stage 5: Monitoring and grading
Recruitment is costly and must be evaluated and managed. Common costs incurred
are:
1. Recruiter salaries.
2. Administrative and professional time spent in preparing job descriptions, job
descriptions, advertisements, agency contacts, etc.;
3. Advertising or other recruitment costs, ie agency fees.
4. Recruitment overheads and administration costs.
5. Overtime and subcontracting expenses during the vacancy period.
6. Expenses for recruiting candidates who are inappropriate for the selection process.

Sources of Managerial Recruitment: Internal and External

Internal recruitment:
Internal job listings are used to find candidates for openings within a firm. Among the
internal sources are:
Promotions and Transfer:
Promotions are effective strategies that make use of open positions and case files.
Notice, advertising of openings by publication of journals or declarations at
workplace gatherings, and solicitations to apply are all required for recruitment
adverts. Workers whose skills and degrees are below her capacity can be identified
using personnel data. Promotions have numerous advantages, including: B. Smart
public relations, morale boosting, encouraging capable and ambitious employees,
simple having access to data on individual ability increases the chance of making
good decisions, and external selection of internally picked individuals is less
expensive than recruitment. It saves time and energy during onboarding and also
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functions as a teaching tool enabling senior management and middle management
growth.
Employee recommendation
Employees can help relatives and friends get jobs by describing the positives of
working in the industry, coaching them, and pressing them to apply. We can contact a
large number of competent persons for very little expense. Another advantage is also
that employees only submit recommendations based on their own personal
experiences that they believe are appropriate for the firm. Organizations can satisfy
their social commitments while also generating goodwill in this manner.
Former employee:
This includes older people who are willing to work every weekend and people who
are willing to leave their employment and return for greater pay. Employees who have
been fired are also reinstated. The benefit is the fact people in your organisation are
already familiar to you, so you don't need to learn about their previous successes or
personalities.
Dependents of deceased employees:
This is frequently followed by banks. If an employee drops dead, her partner, child, or
sister will be employed in her place. This is a common method of completing social
commitments and generating goodwill.
Recall:
When managers encounters a situation that cannot be solved because of a professional
on long-term leave, the decision may be made to recall the employee and renew the
leave once the problem has been remedied.
Retirement:
Management may not be able to find suitable candidates to replace those who have
retired with meritorious service. Management can choose to call retired managers
using their new extensions.

29
2) External Recruitment:
Applicants from elsewhere in the firm are sought in external recruitment. Internal
approaches outnumber them. Various outside sources include
Professional or business association:
Many organisations provide their members with mediation services. It entails
assembling a list of job searchers and making it available to members at either
regional or national gatherings. Secondly, many organisations' magazines include
classified ads from firms looking to hire members. These are especially important for
attracting well-trained, competent, or qualified employees. Advertisement: Because of
its extensive reach, advertising is a favoured recruitment tactic among many
recruiters. A job advertisement highlights the position's perks, identifies the company,
and instructs interested parties on how to apply. Although newspapers remain the
most prevalent media, adverts for highly specialised recruitment might appear in trade
or commercial periodicals.
Listings must have accurate information. B. Job specifics, working conditions,
location of employment, salary (including benefits), and so on.
Campus Recruitment:
Colleges, hospitals, institutes, sports disciplines, and institutes, particularly institutes,
are fertile terrain for recruiters. Companies also including HLL, Citibank, HCL-HP,
ANZ Require a specific, L&T, Motorola, and Reliance are seeking for worldwide
markets for campus recruitment. Each year, some corporations hire a predetermined
number of individuals from various colleges. All colleges desire campus recruitment.
Placement officers undertake recruitment tasks at educational establishments or
research centres. However, irrespective of whether the hiring results in a work
contract nor hire, it is frequently an invasive investment.
Walk-ins, Write-ins and Talk-ins:
Packages can also serve as a pool of skilled personnel for future needs.
Walk-ins are preferred by hiring managers because they avoid the problems directly
associated with other techniques of recruitment. While direct packages are especially

30
efficient for meeting registration and unskilled available jobs, some organisations use
direct packages to establish talent pools of talented individuals for professional
positions. Write-ins are formal written queries. These job searchers are required to
submit application papers for further consideration. Participants assemble the
recruitment agency (on a predetermined date) for planned discussions during talk-ins.
There's also no software which that employer must have.
Consultants:
They pursue this vocation to find and select managers and government employees.
They are useful since they have relationships across the country and bring
professionalism to the hiring process. Additionally, they protect the anonymity of
prospective employers and employees. The cost, though, can operate as a deterrent.
Head Hunter
They assist eligible people who are looking for work with a certain organisation. An
agent is dispatched to contact the hiring enterprise, and the individual is given a
referral. This is a fantastic offer because both sides work together in the same
business, but the guy is hesitant to take it because he is concerned that his boss is
testing his dedication.
Radio, Television and Internet:
In order to attract professional workers and candidates with favourable work habits,
radio and television are used. Radio and television are used, although very
occasionally, and best through government departments. The use of radio and
television, however, is not predetermined in any way. Depending on what is said and
how it is delivered, the situation may change. Today, the internet is becoming a well-
known alternative for hiring. Websites with a specific focus exist, such as naukri.com.
SELECTION:
A approach for making choices is selection. Some activities are part of this step. A
candidate who is disqualified from performing for one step may not necessarily be
qualified to perform for the next. The method of assigning the right men to the right
activity is employee selection. It is a mechanism for matching individual skills and
credentials to organisational needs. Where there is strong matching, effective
decision-making is best possible. The organisation receives great overall performance

31
from its workforce by selecting a highly satisfactory individual for the necessary
activity. Additionally, the organisation will have a lot less trouble with employee
turnover and absenteeism. Choosing the right applicant for the required task can
potentially save the organisation time and money. The selection process involves a
thorough screening of applications. All applicants who follow for the provided
activity have their capabilities assessed.
The distinction among recruitment and choice:
Finding and motivating potential employees to participate in an activity is called
recruitment, and selecting the best applicant from the available candidates is called
selection.
SELECTION PROCESS:
Starting with the first interview of the candidates and ending with the agreement of
employment, selection is a drawn-out process.
• An initial test
• Test of selection
• Employment discussion
• Background and references
• Analysis
• Optional choice
• An examination of the body
• Job supply
• Employment stipulation
Step 1: Initial interview
Job seekers' applications are checked to weed out unqualified candidates. Usually, a
preliminary interview comes next. It serves a similar role as the application exam.
Excluding applicants who are not eligible, that is. Using the data on the application
form, HR specialists can use this check to weed out individuals who aren't qualified.
On the other side, a pre-interview will assist you in excluding any discrepancies for
explanations not included in your application.
Selection step two test:
Candidates who make it through the initial interview and document screening can take

32
the exam. Depending on the institution or business, various tests can be run. In theory,
tests are used to assess an applicant's skills, aptitude, and moral character. The
following tests are carried out:
1. Test of proficiency
2. Qualification test
3. Test of intelligence
4. Test of interest
5. Test of personality
6. Test of projection
7. Test of general knowledge
8. Test of perception
9. Test of Graphology
10. Test for deception
11. Clinical evaluations
Interview in Step 3:
The hiring procedure then moves on to the interview. To determine whether a
candidate is a good fit, a formal, in-depth interview is undertaken. Considered to be a
fantastic device alternative. This conversation between these two people is private.
Between the interviewer and the applicant. In essence, a job interview is just an oral
assessment of an applicant. Interviews can be modified for supervisors, skilled
workers, managers, and independent contractors.
Interview format:
There are numerous interviewing formats. I'm going to be interviewed by a business.
The many interview types are listed below.
1. Informal dialogue
2. Formal conversation
3. Directive-free interview
4. Thorough interview
5. A test under pressure
6. Group discussion
7. Panel discussion
8. Chronological interview
33
9. A planned interview
10. Informal conversation
11. Mixed interview
12. Phone conversation
Step-4 Reference check:
Employers frequently ask references for names, addresses, and phone numbers in
order to confirm information and maybe get further background data on applicants.
References are typically not checked even though they are mentioned on the
application form until after the candidate has advanced to the fourth stage of the
sequential selection process. In a competitive employment market, employers could
choose to hire candidates before reading their letters of recommendation.
Step-5 Selection decision:
The selection decision must be the most crucial of all the steps after getting the
information from the previous step. The number of candidates was reduced by the use
of other selection steps. Those who pass the tests, interviews, and reference checks
must make the ultimate selection. Since the supervisor is in charge of the new hire's
performance, their viewpoint is always included in the ultimate decision. In the final
selection process, HR managers are crucial.
Step 6: Physical Examination:
Before receiving a job offer, candidates must pass a physical aptitude exam after
being recruited. The decision to hire someone is frequently based on the results of a
medical check. Medical aptitude exam results are documented on certificates and
maintained in personnel files. The physical examination serves numerous purposes. It
appears that one of her goals in performing the physical exam is to find out if the
patient carries any contagious diseases. The test also assists in determining whether
the applicant is physically qualified for the position. Third, physical examination data
can be utilised to ascertain whether successful employees have any particular physical
characteristics that set them apart from unsuccessful ones. Since the employee was
hurt or ill at the time of employment, these standards defend companies against false
claims for worker compensation.

34
STEP 7: Job offer:
Recruiting candidates who have passed all previous tests is the next phase in the
selection process. Letters of appointment are used for recruitment. These letters
typically provide the deadline for the officer to report to work. A suitable amount of
time will be given for representatives to report. If you are already working, your
employer will especially need to do this since they will need a termination certificate
from your prior employer. Additionally, the corporation could demand that person
postpone the reporting deadline. The first responsibility for a new hire is to remain
with the company for the whole week prior to the start of such training.
Step 8: Employment Contract:
Additionally, a written employment contract is required. Depending on the scope of
the task, different material must be included in a written employment contract;
nonetheless, the following list contains typical headings.
1. Title 2. Clauses such as "Employees perform these duties and are accountable to
persons as ordered by the Company from time to time" are found in obligations.
3. The date that continuous employment begins and the methodology used to
determine service.
4. Payment methods, overtime compensation, shift rates, and wage rates.
5. Workday length and shifts, with lunch and overtime breaks.
6. Vacation Guidelines
7. Paid Annual Leave.
8. Vacations.
9. Particular Conditions Concerning Patent and Design Rights, Confidential
Information, and Post-Retirement Trade Restrictions.

35
Step 9: Completing the selection process:
Contrary to popular opinion, signing an employment contract does not signify the
completion of the hiring process. There is still a step left. This is a more responsible
course of action to reassure applicants who weren't chosen because of minor character
defects rather than because their profile didn't meet the organization's requirements.
They must be informed that just relative merit was used to select the picked ones.
Step 10 Evaluation of selection program:
The calibre of the hired employees serves as a broad indicator of how well the
selection process worked. Employers need people who are committed and skilled.
Difference between recruitment and selection:
1. Finding potential applicants and encouraging them to apply for jobs within an
organisation is the process of recruiting. The process of selecting the best candidates
from among those who are qualified and interested in the position is known as
selection.
2. As part of the hiring process, open positions are announced and promoted, and
interested people are asked to submit applications. Current applications are examined
during the selection process. To choose the top applicants, we hold assessments,
interviews, and medical exams.
3. Hiring entails obtaining as many qualified and enthusiastic applicants as you can
through applications. From among the qualified and interested candidates, the best
one will be chosen for the post through the selection process.
4. Prior to selection, recruitment will take place. This establishes the proper
framework for the actual choice. Recruitment comes after which comes selection. No
interested or available candidates.
5. Interested candidates are urged to apply since recruitment is an active activity.
Eliminating undesirable candidates and choosing the finest ones is the negative
function of selection.
6. The adoption process is quick. Recruiters advertise job openings and gather
applications from several sources. The selection process takes time. This include
screening applications, giving tests, setting up interviews and medical exams, as well
as reviewing applications.

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 SWOT ANALYSIS
Strengths
Starting with strengths is typically the easiest for SWOT groups. These are the
workforce's present strong points and areas where they can always make
improvements, but they are currently performing admirably. When all of the staff are
gregarious and outgoing, it is a strength. It is advantageous to be able to routinely
submit essential reports on time. Beyond what has previously been done to train such
talents, strengths are items that probably don't need to be prioritised for training new
recruit development programmes. Make a thorough inventory of each employee's
strengths, and ensure that your team members all concur that they are, in fact,
strengths. Here are a few of today's most popular strengths.
1. The hiring
2. The workplace:
3. Objectivity:
4. Leave administration
5. Education and development
Weakness
There are weaknesses naturally following strengths. Employees require the most
improvement in these areas. Possibly the first factor that made businesses think about
employee development and training programmes. Your customer care department has
a weakness if they can't keep clients who have cancelled their orders from leaving. A
management has a weakness if they are unable to interpret the income statement.
Your team's top concern during the employee training process is vulnerability. Again,
make a thorough list of each employee's shortcomings and be honest about it. Some of
the most typical flaws that we now observe are listed below.
1. A lack of available personnel
2. Planning for personnel:
3. The fund remains modest.
Opportunity
In a SWOT analysis, opportunities and threats are typically found by looking outside
the group, but training programme things you're beginning to see now but will see
more of in the future, whereas strengths and weaknesses are things you've seen in the
past and what you're seeing now. It might be a new feature, pricing, or product that a
37
sales representative can promote (in this case, obviously providing a training
opportunity for the sales rep). New tax software or the possibility of online filing are
opportunities for accounting departments and provide training opportunities.
Threat
Finally, you should think about conducting a detailed and realistic analysis of external
threats to round out your SWOT analysis. Any initiative, trait, or occurrence that
poses a risk to a worker and has the potential to compromise an organization's
effectiveness or efficiency is considered a threat. For instance, new tax software,
which has the potential to improve accounting efficiency, may also be a danger. If the
accountant is unsure of how to use it, it may cause delays. Salespeople who are not
appropriately trained to sell at that lower price may lose sales as a result of
competitors providing new lower prices.
Using SWOT analysis for training and development
The challenging part starts once the SWOT is entirely put together and approved by
the team. Using the documentation you produced, refocus and rearrange your training
programme. Even while SWOT appears excellent on paper, if it isn't correctly applied
to match employee training with your organization's most urgent needs, it is useless.
Strengths are areas that should be improved but are not given training priority, and
shortcomings can be used to identify the most crucial training themes. The
opportunities and risks represent what training must be done to keep the business in a
proactive rather than a passive stance, while the strengths and weaknesses show what
training personnel now need and don't need. must specify whether. Keep in mind that,
especially in group settings, it is quite simple to overemphasise strengths and
understate flaws. One cannot overstate the value of candid communication and
genuine assessment of employee traits and attitudes.
.

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 CHAPTER-5
DESCRIPTION OF WORK RESPONSIBILITIES

39
 Chapter-5
Description Of Work Responsibilities

I spent the most of my internship working in the HR division. GMBH, RNGplay Pvt.
Always ascertain the tasks to be performed as well as the quantity and kind of people
required. Therefore, understanding the organisational structure of If Else
Technologies aids in understanding the job owners' competencies, knowledge, and
skills. Make sure there is enough people on hand to address the needs discovered
throughout the strategic planning process. We think that high-calibre employees who
are highly motivated and eager to take on new challenges produce high-calibre work.
Obligations and Responsibilities:
 The management of employee succession planning; development of appropriate
induction and training; support of professional development opportunities for
employees; establishment of performance management and evaluation procedures
 To update the corporate database, enter the contact details and employment
information for the new hire.
 Examine application materials and resumes of prospective employees to find
qualified applicants for open positions at your business.
 Setting up interviews with the finalists.
 Publishing job adverts and postings on social media.
 After positions are filled, remove job postings from social media sites and job
boards.
 Assist Human Resources in compiling data on market pay.

40
 Department of working
Recruitment and Selection Process in RNG PLAY

From August 2 to September 30 of 2022, I had the opportunity to work for RNG
PLAY PVT.LTD for two months. It was covered in my course work. I worked as a
clerk in the labour bureau and gained a lot of knowledge about personnel matters
because my boss was in charge of managing the staff.
Human resource management system:
In the management field of human resources management, operations aimed at
attracting, developing, keeping, and motivating personnel are organised, directed, and
controlled. Various HR procedures are listed below.
• Personnel management
• Performance evaluation and pay for employees
• Performance administration.
• Relations at work.
The degree of each process's communication with one another influences how best to
design them, among other factors. This implies that every process has a target for
another process. Each category's importance grows with time, starting with workforce
planning.
41
For example, from a PMS (Performance Management System)
 A company like Infosys might be distinct from a company like Wal-Mart. Let's
read about each procedure separately. Planning the workforce: Planning the
workforce is typically seen as a predictive process. Yes, but it's not flawless!
Processes for monitoring, promoting, and correcting errors are included.
 Recruitment: focused at luring candidates who follow particular hiring procedures.
 Choose the following filter level. Our objective is to come as close as we can to
the same-game finalists in terms of credentials, aptitude, and capability to land a
specific job.
 Hiring: Choose who will be employed in the end.
 Training and Development: Methods used to help crew members improve their
abilities.
 Payroll and Employee Management: Decisions regarding compensation, benefits,
benefits, benefits, and more are made throughout this phase. Active workers desire
bonuses, raises in pay, and promotions.
 Performance management: attempts to assist businesses in educating, inspiring,
and rewarding their workforce. It is also intended to assist companies in
successfully achieving their objectives. Employees are not the only ones affected
by this process; departments, goods, services, or client procedures may all be
impacted as well. a state of development
The eight functions that make up the human resource management process are crucial
for both maintaining high employee performance levels within organisations. The
steps are explained below.

42
Human Resource Planning in RNG PLAY:
All administrative jobs require planning in some way. Her other three locations must
be constructed on top of this. Management should think about where employees are
now and where they aspire to be in the future while making plans. Next, decide how
to implement and accomplish the aims and objectives of your firm. Every business
has a work plan. RNG PLAY's own employment process. We frequently anticipate
employee demands based on tools used by employees, goals, objectives, and
particular technical advancements that boost productivity. There are a number of
techniques for anticipating employee demands, but they all rely on managerial
discretion since they give an accurate picture of what employees actually need.
They think that alternatives can't offer workers suitable working conditions. You can
gauge employee needs using these graphical tools. However, production and market
variables might affect management methods.
Appointment/selection method:
 RNG is constantly looking for high-level workers that want the freedom and tools
to advance their careers. If you are the kind of person who always stands out, we
offer a setting where you can develop rapidly. There are gaps where talent can be
discovered and developed, regardless of the category or area of interest. There are
thousands of individuals from many cultures and origins working in various fields.
Here are some requirements for the hiring and choosing procedure.
 Profit is the only possibility.
 Age at which the maximum weight setting is provided.
 Panel discussion featuring the Chief of Staff and the Acting Secretary. Campuses,
coordinators, staffing, internal service delivery, and the Internet are all examples
of human resources.
 An essential step in the hiring process is early confirmation.
 No discrimination against employees based on their race, socioeconomic class,
religion, or sexual orientation..

43
Rental flow:
The Ministry of Labor often provides employment contracts. Departments make an
effort to locate and draw in qualified candidates.
The essential information on the starting point of the hiring process is provided by job
descriptions and specifications. The rng play recruitment office's responsibilities are
as follows.
 Test required
 Job description definition
 Research hiring options
 advertisement
 Application testing and pre-selection
 Selection interview (three stages)
 Hiring decision (applying bank)
 Recruitment exam
 Offer books
 Stand/Import
 tracking
Test Required:
Needs testing is a business tool used to understand the key organizational behaviors or
processes to achieve efficiency. Finding vacancies or “needs” and addressing areas
that need improvement is part of the planning process. This article explains what a
needs assessment is, what steps to take, and how it can help you in your workplace.
Job description definition:
According to government regulations, a post is "a combination of tasks and
obligations...that necessitate the services of an employee either part- or full-time."
A structured document known as a job description (PD) allocates tasks to particular
occupations in accordance with what is typical following normal education and
training. The knowledge gained by learners will help them understand what an
employee is accountable for, how it is carried out, and how they work with others
both inside and outside of the company. The functions and responsibilities that are
now allocated and carried out should be accurately and completely described by the

44
PD. Not all job-related job categories are intended to be covered by job descriptions.
Instead, they cover outstanding, permanent and ongoing work assignments.
Exploring ad settings:
Reaching your audience through advertising is a given. Your advertising can effect
your business more quickly if they are well-made and cost enough to reach more
users. This effect manifests itself in various metrics in marketing improvement and
product growth. Application Shortlist and Shortlist:
During the evaluation phase, the role of the committee is to assess the qualifications
of applicants and consider which applicants are best suited for the position. A member
of the Selection Committee can begin reviewing applicants. During the evaluation
phase, the role of the committee is to assess the qualifications of applicants and
consider which applicants are best suited for the position. A member of the Selection
Committee can begin reviewing applicants.
Employment source:
RngPlay is produced in accordance with the free space working class, and he has
three jobs. He so falls into three groups during this organization's recruitment process
based on grade/workgroup.
Internal source:
Within the organisation, those with the necessary specialised skills are employable. If
a replacement is available, the current employee will be moved, and the chosen
candidate will be assigned to the vacant position. In the absence of such a person,
management moves on to the following action. The interns who did well were
promoted to leaders, and the leaders were elevated to hods.
Career Change Planning:
Through the Job Creation Scheme, the Department of Labor participates in the start-
up of internal employment programmes by encouraging qualified employees to apply
and educating employees of the programmes' initiation and eligibility requirements.
Notices are frequently published in company newspapers or on bulletin boards. Many
times, information from job analysis is used to derive aptitudes and other data. Job
postings are made to motivate staff to apply for raises, assist HR with internal hiring,
and help the position-holder meet their own objectives.

45
External Source:
The business will move on with external hiring, if necessary, after taking into account
all of the aforementioned choices. The post should be filled by someone who better
satisfies the requirements for the position in terms of skills, credentials, experience,
and abilities. Therefore, to proceed with the voting process and draw possible
candidates, an external call for entry must be made if there are no suitable candidates
in the constituency.
Advertisement:
With the help of your interns, you will use posters and post them on social media to
promote your NGO and its services, promising your organization to reach more
people.
Personnel changes:
Individuals are also selected on equal personnel standards. A student selected by HR
provides him with Google forms for recruiting other trainees about 20 trainees in all
sub-HR in different fields, and with the help of these forms, students recruited
trainees for various positions, and when the newly hired person used the code handed
over from the lessee.
Place of employment:
The organization partners with various organizations and businesses to help them
grow and provide funding to help those in need. Selection process:
In order to assess candidates for a position and make hiring decisions, choose data
collection methods.
Test and nominate your application
There were no specific criteria for the selection of trainees. But it was worth
considering the possibility of communicating with smaller domains through the
domain used.
Selection discussion
The negotiation process takes place in three phases. The first interview was conducted
in the “complementary method”. A second interview was then conducted with a very
small number of candidates. Candidates are then invited for a final interview.
Interview time will be reserved for the recipient, especially if they are working

46
elsewhere during the interview. Selected candidates must complete an inside
information form prior to interview

Index check
Reference assessment allows the extraction of information and ideas regarding
personal status, job quality, and status. This is an opportunity to review information
obtained from registrants through resumes and interviews. Discussions with the
candidate's supervisor or other colleagues should also check the baptismal candidate
internally. Longtime reviewers' opinions are sometimes more accurate than interview
scrutiny. Candidates for baptism should be contacted immediately. Permission to
contact future referees must be obtained, especially if contacting his current employer.
It's not uncommon for candidates to feel uncomfortable when an organization talks to
their current employer. The candidate should suggest someone other than their current
job if they feel uncomfortable (e.g. a colleague). Unless the applicant is a graduate or
undergraduate student with no professional experience, only appropriate
recommendations should be contacted.
At least two reference checks are required, but that is much better. I have a test script
sample that roughly goes like this. It's critical to develop a reference evaluation
checklist that includes questions for referees regarding the knowledge, skills, and
experience needed for the position. Reference checks ought to be carried out by an
HR representative or a line manager. The baptismal candidate should give instances
of occasions, pursuits, or tasks about which the referee may be questioned during the
interview. By doing this, it is ensured that the information provided by the applicant
and the rater agree. Contacting baptismal candidates should happen right away. Future
referees should only be contacted with permission, especially his current employment.
Candidates frequently experience anxiety when a company contacts their present
employer. The candidate should suggest someone other than their current job if they
feel uncomfortable (e.g. a colleague). Unless the applicant is a graduate or
undergraduate student with no professional experience, only appropriate
recommendations should be contacted.

47
Employment decision
A blank application will be given to the candidate if they are happy with the specified
requirements of the position and company that were mentioned and covered in the
prior interview. A blank system is a common format for employment data that
includes all the details an organisation requires for a worker. This form must be filled
out and submitted to the firm alongside the applicant's resume.
Selected joins:
After completing the above process, candidates were asked to submit all academic
and technical certificates, as well as an application and other relevant documents for
accreditation of their previous work, and to comply with the following conditions: .
Rendering:
A recommendation letter outlining the duties of the position and the services the
company provides will be given to candidates. The candidate has the option to reject
the assignment at this point. He is always willing to talk about any problems that can
develop with constructions, including buildings, structures, etc. HR is receptive to any
discussions of a similar nature.
Letter of offer:
The recipient of the purchase order receives a written copy of it. When an applicant
orally accepts a position, a recommendation letter is created in accordance with that.
Within seven days following the oral announcement, this letter will be delivered to the
baptismal applicant. Successful candidates will receive enrollment notices and
enrollment packets in the mail. At least a week prior to her starting her new job, job
postings will be made online and/or on notice boards.
Procedure for selecting :
The processes of selection where they pass are discussed with a roar.
 Cognitive ability tests: measure your ability to read and perform tasks. After
learning how quickly a candidate can apply for any job. Measures learner reading
and performance.
 Psychomotor Testing: This type of testing is used to test the suitability and
strength of candidates. Test the abilities of candidates for baptism. • Job Skills
Test: Yes, this test is designed to assess a candidate's knowledge of the job. This

48
 test is required for all kinds of work
 Job Sample Experiments: These tests run a task or a set of tasks that make up a
task.
 Art Interests Survey: In fact, this test relates to which skills candidates are most
interested in the task and how successful they are at it.
 Personality test: In this test, the person asking the question does not readily know
about other people's abilities, skills, and knowledge.
 Integrity Test: You can learn a lot about your candidate's conduct, ethics, and
conduct through this test.
 Tests: Finally, online tests allow you to find out how well candidates handle new
information, online resources, websites, and technology.
Reasons why your resume is rejected in the selection process:
1. First Impression: Getting the first impression of a student is very important,
but sometimes it fails to make a good impression. The first 20-30 seconds of the
interview are extremely important.
2. Poor visual structure: Resumes should use a lot of white space between good
article and selection breaks, but they don't guarantee good organization.
3. Resume Length: Interviewers don't want to know your entire resume. They
want to know your true purpose as it relates to work. However, sometimes resumes
are grouped so that respondents cannot receive or post their own messages.
4. Details: Make reading resumes less boring. Details may not be known. Tiny
Details: Sometimes words aren't enough to convey certain details. Therefore, you
should use the information you need, when you need it.
5. Spelling mistakes: If an employee finds a spelling mistake, reject it
immediately. Use spell checking software and do your best to look it up. Incorrect
References: Candidates may mention big fish but don't actually know them. When the
interlocutors demanded a verdict on these big fish, they said flatly refused. So please
check your email address, address, reference and phone number
Employee Description:
Finding a big enough and big enough number of people to urge them to apply for jobs
is called employee recruiting. In other words, selecting and hiring the best candidates
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in a fair and effective manner is a segregation process.
The process through which candidates are vetted for attendance and encouraged to
apply for positions within a corporation is known as recruitment, according to Edwin
B. Flippo. Good recruiting initiatives "draw a high number of applicants who will take
the opportunities offered," claims Robbins. Potential should be attracted by a good
hire, not the incorrect ones. This double The purpose of the is to reduce the cost of
processing ineligible applicants. Hiring is therefore an ongoing process that requires a
smooth but non-existent need for companies seeking to build pools of people who can
generate income. Action usually begins when a hunter is hunted and raised when a
proposal is received
Recruitment plan
Analyzing and defining openings is the first step in the hiring process. This covers the
specifics of the position, including its type, experience requirements, educational
background, and necessary skills. To draw prospective candidates to the party, a
structured recruitment procedure is necessary. Candidates must be capable of
handling the obligations required to advance the party's objectives.
Identify the space
The first and most important part of the hiring process is identifying a space. The
process begins with the approval of job applications from different departmental
organizations of the Department of Labor.
 Number of recruits
 Number of posts
 Obligations and Responsibilities
 Qualifications and experience required
The probation officer is in charge of figuring out whether a post is necessary, full-
time or temporary, full-time or part-time, if one falls vacant. Before tweaking, these
parameters should be confirmed. Adoption of the appropriate tools for your company
will result.
Job analysis
The tasks needed to complete the work and what people are required to do. Job
analysis enables you to comprehend the significance of each task as well as its

50
execution. Its goal is to identify and record the connections between hiring procedures
including recruitment, training, pay, and performance reviews. The steps listed below
are crucial for job analysis:
Determine the skills, knowledge, and competencies necessary for the role by
recording and gathering job information, scoring the correctness of that information,
creating a thorough job description, and more.
Job description and job details are the fastest products for job analytics.
Job description
An essential descriptive language that includes the findings of a job analysis is a job
description. The effectiveness of the hiring process depends on this definition. Role
responsibilities, organisational location, and scope are all covered in job descriptions.
Additionally, this information helps organisations and employers understand what
actions workers should take to fulfil employment requirements. The following tasks
are performed by job descriptions:Classification and task scheduling
 Determine your career path.
 Set up and manage new resources.
 Promote yourself within the company.
 Future-proof performance standards.
 Details on are provided in the job description.:
 Title/Title Name/Title/Organization
 Workplace
 Job summary
 Job jobs
 Equipment, equipment, equipment
 Monitoring process
 Working conditions

Job Description
The focus of job specifics is on the hiring HR team and candidate specifics. Making a

51
list of all the activities that take place within the company and in the industry is the
first step in any job description. The generation of details for each task is the second
phase. The details for each position within the company are as follows:
 Physical definition
 Clarity
 Physical properties;
 Clarify emotions
 Clarify behavior
A job description contains information about:
 Authorization
 Experience
 Education and development
 Eligibility requirements
 Work responsibilities
 Emotional traits
 Work plan
Job test
The process of evaluating a job include establishing its appropriate number and
function in relation to other organisational functions. Job assessments are mostly used
to analyse and decide how much to pay for work orders. The appraisal of labour can
be done in a number of ways, including through scheduling, classification, and
positions. Wage discussions are built on job evaluations.
A hiring strategy
The first phase in the hiring process is a hiring strategy, which is intended to attract
resources. Choosing a technique to find applicants for the party comes after the job
description and job description have been finished. thinks about the following:
 Create or buy staff
 Employment status
 Geographic location
 Source of employment

52
 Making a hiring plan takes time, but finding prospects calls for the correct
approach. The following actions are required to design a hiring strategy:
 Form board groups
 Analyze the HR strategy
 Compile the available data
 Analyze collected data
 Develop a hiring strategy
Find Qualified Candidates
Search for hiring procedures that have resources at their disposal according to
employment need. The hiring process starts with the implementation of the
recruitment strategy.
There are two steps in this procedure.
• Source Function - Candidates are first selected when the Queue Manager confirms
and releases the location.
• Marketing - Here the organization chooses the medium through which the job links
reach potential candidates.
Job seekers are recruited during the search. Sources fall broadly into her two both
internal and external sources fall into these categories.

Internal Sources
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Internal Employment Resource means hiring an employee within an organization
through:
 Promotion
 Send on
 Former employee
Internal advertisement (post activity)
 Personnel change
 Legacy application
External source
External recruiting sources refer to hiring external employees through:
 Direct employment
 Labor trade
 Recruitment agency
 To sue
 Professional associations
 Campus settings
 Oral voice
Test/shortlist
The exam starts when the baptism process is over. Another method of selection is to
audit the application screening procedure.
Exams are a crucial component of the hiring process that help sift out graduates and
unhired candidates.
Her employment evaluation process consists of three steps:
 Start
 Manual and
 Coverage
A review of the first steps in qualifying for baptism.
During the process, student responses are assessed and scored against a complete
background related to education, expertise, and job requirements. When reviewing
resumes, HR managers should consider the following points to ensure the best
possible evaluation of candidates:
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 Reason for changing jobs
 Lifespan of any organization
 Long-term vacancies at work
 Skip work
 Lack of work progress
Nine steps of the recruitment and selection process:
 Applying for a Position: Clearly describe the skills and competencies required for
the position.
 Continue Evaluation: This step tries to filter out job seekers, those who are
unemployed or able to work and who are in the right positions as required by HR.
 Phone: This step physically takes the person to the interviewer by phone.
 Face-to-face interview: In this phase, the interviewee speaks with the interviewee
in a conference room and asks specific questions.
 Ratings: These are predictive tests or rating scales that allow you to easily
determine if a registrant is suitable for a particular position.
 Second face-to-face interview: This is the interviewee's second meeting with the
interviewee, asking questions or wanting to know more.
 Work dignity: This step assesses the candidate's acceptance of the organization's
culture and ability to communicate with colleagues.
 Check references: Regardless of whether the candidate's biography is correct or
not, the references should be checked as the person referring to the candidate.
 Job Assignment: Finally, after going through all the steps of hiring and choosing a
process, assign jobs to qualified employees.

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LAYOUT OF THE OFFICE
The placement of furniture within the confines of the available floor space is referred
to as an office layout. Office Design deals with the layout and furnishings of offices.
We consider every piece of office furniture and equipment that is required.

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Organizational structure is very important because good workplace design makes
employees and workers fortunate. Every organization should have a polite layout
structure of the office to work in the employee satisfaction department. If the layout is
done correctly, the office work will be completed very smoothly and in a short time.
In your office, employees work at least nine hours a day to make ends meet. They do
their duty and strive to help the company grow and prosper. The space they work in
should allow them to be productive and perform their tasks effectively. A well-
designed office space is more than just a show. It's not just office furniture and design.
Your office structure creates opportunity for you, your employees, and your business.
Here are some reasons why office furniture layout is important:
1. Boost employee morale
Research shows that office design affects employee morale, which in turn affects
work quality and increases productivity. Design ideas are not only about the
decorations used and the amenities provided, but also about the connection between
employees and their environment. Ergonomics is the science of determining whether a
design idea is suitable for humans and aims to balance office design with employee
needs. Workplace design should aim to promote awareness and camaraderie and,
most importantly, to ensure a safe and comfortable working environment.
2. Support your business progress
Layout affects employee morale, so work quality and productivity are directly
proportional to a company's success rate. The more satisfied employees are with the
environment they provide, the more motivated they are to do a better job and achieve
better results. These results pave the way for further business growth.
3. Create valuable work quality
In recent years, ever-changing innovations have improved the quality of work.
Traditional one-person multitasking has been replaced by a redesigned organizational
structure. Collaboration and open spaces have created spaces for better problem
solving and more creative output. The details of clerical work depend on the nature of
the work and the activities performed. Office characteristics such as people, space,
equipment, and furniture.
The environment must be harmonious so that employees can feel healthy,
comfortable, and work efficiently and productively. Office layout is the most
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important aspect of the workplace. A good office layout not only increases
productivity, but also promotes proper use of office space and communication among
employees.

Internship Job Description

COMPANY PROFILE IFELSE TECHNOLOGIES PVT. LTD.

WEBSITE https://www.zaubacorp.com

DESIGNATION Recruitment And Selection

STREAM REQUIRED MBA (HR)

LOCATION NOIDA,DELHI NCR

NO. OF VACANCIES 2-3

DATE OF JOINING 2 AUGUST

I had the chance to complete a two-month internship with RNGplay Company, where
I encountered a variety of HR department operations. I was exposed to the work of the
HR team; there were many different jobs that I was familiar with, some of which were
routine and others which were occasionally performed. I was given the following
assignments on a regular basis. Those were
 Collecting bio data
 Bio data analysis
 Setting a negotiation date and training day

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 Calling for discussion and training
 Summarizing and nominating candidates
 Managing field visits
 Training assistance program
Bio Data Collection:
With the recruitment of students from different domains CVs are collected from
LinkedIn in particular, and applicants can throw their CVs in the post of LinkedIn
jobs in other positions CVs collected through the LinkedIn website. As I worked hard
at recruiting, it was my job to call the candidate and ask them to submit CVs to the
Department of Labor.
Bio Test Data:
Like RNG, in my work at linkdin I received many CVs. There are few areas to
consider when evaluating CVs, these are age, education and location.
For example a candidate must have a lower or higher qualification to apply for a job.
In the HR intern the candidate must pass The Sales Representative applicant has
completed at least Higher Secondary and is intelligent. The candidate submitted
applications for business development, graphic design, content writing, poster design,
etc. I have to look at the student's educational background and the field in which he
worked when I collect all the cvs. After that it is my job to check every cv and
according to my requirement I choose someone to be baptized and send them a link to
fill out a google form and they will submit their details to that form and raise their
cvs.
Setting interview and training dates:
Following the categorization of CVs into various groups, we would arrange and set
the day and time for the interviews with the candidates.
I had to look for open Training positions, consult with the Training personnel about
the training groups, complete a number of interviews, and attend training sessions in
various fields in order to do this.
Make Suggestions for Summary and Pre-Nomination, I had to put together a summary
of the candidates, detailing their qualifications in terms of schooling, career history,
etc.

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 Machines and Computers programmes used
The company provide different machines and computer program for the betterment of
employee.
Machines used:
1. Laptop
2. Telephone
3. Printer
4. Mobile phones
Computer programme used:
1. Linked in
2. Workable
3. Ms word
4. Ms excel
5. Payroll software

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 CHAPTER-6
EXPERIENCE GAINED AND PROBLEM FACED

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 Chapter-6
Experience Gained And Problem Faced

Learning
I completed my internship at RNG Play Pvt Ltd's HR division. I learned a lot about
the business world throughout my internship. My work has focused mostly on hiring
and choosing candidates. The following important documents must be kept in a
personal file: an appointment letter, educational certificates, citizenship and
nationality certificates, character certificates, employee information, and certificates
of citizenship and nationality. I create those papers. Additionally, all of the staff
members, higher-level employees, and lower-level employees are closely connected
to one another and communicate with one another on a daily basis.
So that the upper level employees are aware of how the lower level employees are
performing at work and what problems they are having, and so that they can attempt
to resolve those issues quickly. important happy or unpleasant occurrences
I am working in this organisation as an internee (HR department), so I am not much
familiar with this organization. But it was a generous gladness for me that the
organisation gives the opportunity to work on the ground of recruitment and selection
procedures. All HR department personnel have supported me very well. I have
learned lot of things from this study which will help me to build up my carrier. I really
enjoyed my internship in rng play.I came to know the real work environment through
this training period.
 Practically see and learned how HR department work in the organization.
 Learn a lot from the seniors They teach how to do work in department.
 Sit together with the Junior Executive to learn the work.
 I learned how various departments in an organization are interrelated and work
together to perform different functions to achieve organization goal.
 I was also exposed to selection and recruiting process in an organization.
 I learned the importance of punctuality.

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63
64
PROBLEM FACED
 The main burden of working in the organization was lack of knowledge. There
were various details, but I can't tell you at the head office due to confidentiality
obligations with other companies.
 Time pressure. Two months is not enough to collect everything you need
 As a student, you may not be able to gather all the information you need.
 Lack of experience
 As a student, I didn't have much information about the internal systems of the
organization.
 location wastes the supervisor's time and energy resources and is often so labor-
intensive that it's easier to do things yourself. Teach as an apprentice. Work
overload of trainees causes frustration that is sometimes taken out in trainees.
 Lack of supervisior - There are never adequately trained and experienced
caregivers. On the other hand, being able to organize work and secure time for
classes during an internship at a company can increase motivation as a manager in
exchange for reducing daily work.
 Insufficient feedback on internship completion. Tutors do not have the time or
skills to provide feedback to help students understand their strengths and
development needs.
How could you have done your better:
1. Make time management improvements
Beginning a new project, timing is crucial. Because everyone has deadlines, and I
only work an average of 40 hours per week, I don't have much time for projects.
Working on your time management can therefore significantly increase your
productivity at work, even if you don't take pride in your work performance.

65
2. Improve communication skills
When working on a large project with several colleagues, communication is critical to
the overall performance of the team. That's why it's important to communicate
everything from the good to the bad in order for the task to be successful.
3. Avoid unnecessary chatter, and gossip
Humans enjoy talking to each other and debating important subjects, but when it
happens too frequently, it can negatively impact how well we function at work. The
foundation of a successful business is communication. This is not to mean that you
shouldn't talk to your coworkers at all, but it's crucial to avoid engaging in ongoing
conflict or unrelated rumours. The workplace cannot complete its work because of it.
4. Be punctual and act responsibly
Want to perform at the highest level possible? Accept accountability for your
decisions, actions, and behaviour at work. It really is that easy. You cannot wait for
your manager or employer to urge you to quit acting in a way that interferes with your
ability to be productive at work if you do not want to assist yourself.

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 CHAPTER-7
CONCLUSION, SUMMARY AND RECOMMENDATION

67
 Chapter-7
Conclusion, Summary And Recommendation

Conclusion
The study on recruitment and selection of RNGPLAY reveal that employee play a
major role in the organization. In this, recruitment and selection play a major role. To
increase the productivity and reach of organization manpower is necessary and
efficient manpower results the fulfillment of goal. RNG provides the services to
needy people and for that it hire interns and with their help it reach to society to
optimize its corporate social responsibility role. Here they hire interns through and
then with the help of HR interns it recruits more interns in different domains. It helps
the interns to learn and practically apply the procedure or working of an organization.

68
 Summary
RNGPLAY of Delhi is one of those organizations that implements effective HR
practices within the organization to ensure employee development and completes the
path to long-term organizational success through accurate employee participation. is
open to RNGPLAY firmly believes that long-term success depends on the
competitive advantage the company builds for its employees. Meeting the challenges
of the future requires focus, resilience to deal with rapid change, and your employees
finding innovative solutions. HR policies basically set unified rules and guidelines
according to the organization's philosophy, mission, and vision. It is a framework that
defines how things are done within an organization. This policy her manual sets
standards for organizations based on best practices. We focus on enabling our
employees to perform better and firmly believe that good performance can create a
sustainable competitive advantage for the company.Increasingly competitive We
recognize that continued employee development and access to a skilled and flexible
workforce are essential to our success in a global economy. Performance management
processes therefore enable evaluators to achieve specific development goals in the
following ways:
Linkage: All Selection and Adoption to Performance Goals
Prioritization: Selection and Recruitment Events Based on Business Necessity
All recruitment and selection are aimed at continuous performance improvement for
individuals, teams and the company as a whole. We follow different types of training
methods for our employees, such as: B. Cognitive Approach, Behavioral Approach,
OJT and OFF-JT Training. RNGPLAY primarily takes a behavioral approach to its
employees. The RNG follows steps in the training and development process as
follows:
1. Induction
2. Core program
3. Higher education
4. Technical training

69
 Recommendation

 Strategic management focuses only on quality and service, not on cost. Also, the
cost must be achieved in terms of competitive advantage.
 They only serve foreign and foreign buyers, but to expand their business and
products, they also need to offer their products domestically.
 Follow all the elements without knowing the best practice model, but not at the
same time. As you get used to it, you will be able to use the model more
accurately. Our suggestion for RNG is to choose an HR manager who has a good
knowledge of HR practices.
 RNG PLAY should be more focused as it has an equal opportunity to use all
elements of best practices. After doing this research we foundWe practice all the
components, but teamwork is the top priority of all. Teamwork brings more
success than individual work. Teams can be maintained under each department,
and all members can be divided into teams based on skills, jobs, age,
qualifications, etc.
 Instead of always relying on succession planning, you can rely on executive
search firms for top positions. Management may need more capable employees
and fresh ideas who can make better decisions and know more about talent
management.
 The company works overtime, but does not employ any temporary workers. This
can put pressure on employees in the long run. Even with the right incentives,
employees can be demotivated by the additional pressure. They may lose interest
if they work overtime for a long time, so they sometimes use temp workers just to
cover up their target orders.
 May be an anonymous training evaluation form available to all trainees selected
for the training program. It offers unique learning styles and methods that help
you capture new ideas and learning on the fly in workshops and seminars.
 The company should retain current mentors or recent trainees as mentors for
impending batches and keep ideas and techniques current and up-to-date. The
same mentor or senior can pass on monotonous and non-updated skills to juniors.
 Consideration should be given to factors that impede participation. employee
training programs; There may be a focus on the employee's time management,

70
 leadership and business communication skills.
 RNG should think about employee performance appraisals so that employees feel
motivated and do their best to achieve company goals.
 Finally, since training and development is an important part of an organization
and its employees, it is necessary to establish key parameters for selecting trainers.

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 Bibliography

 Decenzo, David, A., Robbins Stephen. P., Fundamentals of Human Resource

Management, 8th Edition, John Wiley & Sons Inc., 2002.
 Braun, S.A. (1995). Helping Managers become effective job interviewers’
industrial management, 37, 5-8.
 Herbert, Heneman, G., Timothy, Judge, A., staffing organization; 5th Edition,
McGraw-Hills Inc.
 Belcourt, M, & McBey, K, (2004). Strategic Human Resource Planning. India
Thomson.
 Human Resource Personal Management – K. Ashwatappa
 Human Resource Management - Gary Dessler
 Training and Development – SubbaRao

Websites:
1. http://www.mckinseyquarterly.com/ Nov 2004
2. http://www.google.com
3. www.studymode.com
4. www.wikipedia.com
5. https://www.zaubacorp.com

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