Summer Internship Project Report On

(RECRUITMENT AND SELECTION)

SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD

OF THEDEGREEOFBACHELOR OFCOMMERCE 2019-22

UNDER THE GUIDANCE OF

Dr.Rachna Jain
Assistant Professor
MAIMS
Submitted by:
MONIKA MEENA
01114788819
B.Com 5A

Maharaja Agrasen Institute of Management Studies Affiliated to Guru Gobind Singh

Indraprastha University, Delhi PSP Area, PlotNo.1, Sector 22, Rohini Delhi 110086
 Table of Content

Title Page no.

Student declaration i
Certificate of internship ii
Certificate from internal guide iii
Acknowledgement iv
Executive summary v

Chapter – 1 Introduction 1-8

 About the topic
 Objectives of the studies
 Review of literature
 Research methodology
 Limitations of study
Chapter -2 profile of organization 9 - 12
 About the company
 Company profile
 Vision and mission
 Product and services
 Core team
Chapter – 3 Learning Experience/ Outcomes 13 - 23
 Hr functions and practices of peacock solar
 Divisions of department
 Responsibilities
 Internship activities done in PS as an HR
Generalist
 SWOT Analysis of Peacock Solar
 Learning Outcomes/ analysis
 findings
Chapter – 4 conclusions/ Recommendation 24 - 27
 5conclusion of the project
 recommendation
Bilbliography 28
 STUDENTDECLARATION

This is to certify that I have completed the Summer Internship Project title “Recruitment and Selection”

in “Peacock Solar” under the guidance of “Dr.Rachna Jain” in partial fulfillment of the requirement

for the award of degree of Bachelor of Commerce at Maharaja Agrasen Institute of Management

Studies, Delhi. This is an original piece of work & I have not submitted it earlier elsewhere.

Signature:

Name of the Student: Monika Meena

Enrolment No.: 01114788819

i
Certificate of Internship

ii
 CERTIFICATE FROM INTERNAL GUIDE

This is to certify that the summer internship project titled “Recruitment and Selection” is an academic

work done by “Monika Meena” submitted in the partial fulfillment of the requirement for the award of

the degree of Bachelor of Commerce from Maharaja Agrasen Institute of Management Studies, Delhi,

under my guidance & direction. To the best of my knowledge and belief the data & information

presented by him/her in the project has not been submitted earlier.

Signature:

Name of the Faculty Guide: Dr.Rachna Jain

Designation: Assistant Professor

iii
 ACKNOWLEDGEMENT
"I have taken efforts in this project Report. However, it would not have been possible without the kind
support and help of many individuals. I would like to extend my sincere thanks to all of them.

I am highly indebted to Dr.Rachna Jain, Assistant Professor, Department of Commerce for her guidance
and constant supervision as well as for providing necessary information regarding the project report & also
for her support in completing the project report.

I would also like to express my gratitude towards my parents & Dr. Manju Gupta, HOD, Department of
Commerce for their kind co-operation and encouragement which helped me in completion of this project
report.

My thanks and appreciations also go to my colleague in developing the project report and people who have
willingly helped me out with their abilities

iv
 Executive summary

During my internship I gained practical knowledge on how the human resource division of an organization
operates and coordinates its activities to ensure smooth functioning of the organization at all levels by
ensuring right numbers of people are available at the right time to do the right job. Not only that I have also
gained insight into the working culture of the organization and observed how Peacock solar handles its
employees with value and empowerment to ensure they are motivated to give their best to the organization.

The project encompasses introduction to the topic, recruitment, selection, training and development. Each
chapter contains detailed discussion of the HR functions followed by Organization Practice at Alliance
Capital which basically conveys how things are done in the HR Department.

The report consists of Introduction of the organisation giving its background, mission, vision, its products
and services, the hierarchy of the organization. The next part of the project carries out SWOT Analysis that
touches upon strengths, weakness, opportunities and threats to the organization followed by findings and
recommendation on critical factors regarding Human Resource Management ofPeacock solar . Finally there
is the conclusion followed by references.

v
CHAPTER - 1 INTRODUCTION

1
 CHAPTER -1: INTRODUCTION

1.1 About the topic.

Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in
order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the
process of sourcing, screening, short listing and selecting the right candidates for the filling the required
vacant positions. Recruitment is the process of attracting the most suitable people for the position, selection
is the process of choosing the best person for the position, and induction is introducing the person to the
position. This module describes a series of well-tested steps to help you identify the right person, to ensure
he or she will fit well with your farm business, and to meet the various legal obligations of an employer.

Human resources is used to describe both the people who work for a company or organization and the
department responsible for managing resources related to employees. The term human resources was first
coined in the 1960s when the value of labor relations began to garner attention and when notions such as
motivation, organizational behavior, and selection assessments began to take shape. Human resource
management is a contemporary, umbrella term used to describe the management and development of
employees in an organization. Also called personnel or talent management (although these terms are a bit
antiquated), human resource management involves overseeing all things related to managing an
organization’s human capital.

Human resource management is therefore focused on a number of major areas, including:

 Organization development
 Labor and employee relations
 Training and learning
 Compensation and benefits
 Recruiting and staffing
There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be
equipped to deal with the effects of the changing world of work. For them this means understanding the
implications of globalization, technology changes, workforce diversity. Changing skill requirements,
continuous improvement initiatives contingent workforce, decentralized work sites and employee
involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by
providing the best personnel for the suitable position in shortest possible time. Start with recognizing the
vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and
selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper
planning and formulate those plan is the task that require more focus and improvement. Equal opportunity
and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between
theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the
feature for the further improvement.

2
1.2 Objectives of the Study

Primary Objective:
 To study the Sourcing and Recruitment process of VPS Consultants

Secondary Objective:
 To understand the process of Recruitment in VPS Consultants.
 To know the sources of recruitment at various levels and various jobs.
 To understand different aspect of Sourcing and Recruitment.
 To understand the recruitment process of VPS Consultants.
 To understand the various strategies used in VPS Consultants to hire candidates according to the
requirement of clients.
 To search or headhunt people whose, skill fits into the company's values
 To study the satisfaction level of clients with Management of VPS Consultants.
 To identify the probable area of improvement to make recruitment procedure more effective.

3
1.3 Review of Literature:

This report is also prepared to know about the importance of Human resource management and Human
Resources practices followed in the organization to retain employees. This article is prepared on the basis of
research papers, books and thesis to provide the review of HRM and HRM practices and to improve the
organizational performance. In this research article, self-had made an attempt on literature review on Human
Resources Management Practices to retain Employees.

Anupama Gupta (2010) explained the consequences of the challenges faced by the Human resource
management in context with the current economic status and the challenges faced should be taken in
consideration. This article insists on the challenges in the short fall of talented employees. This also
emphasis on how Human resources Management tackles the problems handled on a day to day activities. It
also suggested some important points to handle things better.

Saini R.R. (2010) this article explains Management in United Commercial Bank which is a case study of
Chandigarh State which elaborates HRD rules and regulations. Basically this study explains the hurdles in
the process of framing the rules and process of executing it. This analytical study contains a sample size of
100 people and analyzed their opinion about HRD rules and regulations. As a result of this study is
qualification plays a important role in recruitment in top, middle and low level management. The practice of
selecting right candidate for the level of management helps the organization to achieve more and retain
employees in the organization.

Kundu. Subhash C., Divya Malhan (2009) in their article on "Human Resources Management Practices in
Insurance Companies: The study was made in Indian and MNC’s and explains the benefits of the
organization is generated only by Human Resources .However the advantage of giving insurance to the
Human Resources is one of the employee benefits issued by the Human Resource Management. The
findings of the study says that both domestic and international Insurance companies have to improve more
on their HR practices like performance appraisal, HR planning and Recruitment

Tripathy (2008) explained that the organization have the optimum usage of Human resources in the
organization. They follow the 3 C concept (i.e) Competencies, commitment and culture. By following these
3 C culture in the work organization give the positive results in the organization. This practice is considered
to be the best result earning which resulted in the increase in the financial growth.

Singh S.K (2008) in this study he explained that for a good organizational growth employee should maintain
their involvement to yield high productivity. Employee’s dedication helps him to achieve his target, and
increases his quality of work. Organization should also help the employee in training him to develop his
interpersonal skills. Both Employer and Employee should equally contribute each for individual’s growth.

Patil, Kallinath S. (2007) The development of facility management industry has an important place in the
growth of the country. Life Insurance Corporation is one of the major service providers in which they
provide the best service. The Transmission doesn’t come in a day. For that employees have put in lot of
efforts to bring the service in the field of service.

4
Hemant Rao (2007) in his study he explained the changes in the role Human Resources. There was an
extraordinary change in the role of Human resource department. They should work in the organization such
that they should treat the employees irrespective to cast, religion, gender etc. The productivity of the
company is based on the quality of work done by the employees in the organization

Sharma and Jyoti (2006) in this article they have explained about the Job Satisfaction that they finalize it
the best and effective reason for an employee in the working situation. They also explain that this emotional
factor helps the employee in the organization to yield best results. Dissatisfaction is one of the main reasons
for attrition of employee in the organization. So, job satisfaction is the primary reason of an employee’s
carrier growth and development of an organization.

Subramanian, V. (2005) he express that the recruitment and selection process in the organization and
selecting the right candidate for the correct position helps employees to work in the organization in a very
positive mode. The interview process should be relevant to the job profile so that the candidates will be
interested in the job profile.

G.V. Chalam and L. Srinivas (2005) in his article he have made a Human Resources Department survey
across 120 branches of State Bank of India at Andhra Pradesh, and defines the gender where he paper made
an attempt to explore the basic gender difference. He finds that the women employees have much more
concern that the male employees. Female employees have higher attitude of respecting the organization and
Human resource department. They also have good source of Loyalty towards Bank work

Maitin,T.P. (2003) In his study he explains the Human Resource Development shows the progress of the
organizational growth with different process like recruitment and selection, payroll processing and maintains
the rules and regulations of the office. By the way of best approach towards the employees which the in the
high productive of the employees.

Vidya A. Salokhe (2002) in her study he explained the Human Resource department have several processes
to improve the employee’s individual growth in the organization. It also helps the organization to achieve
more in the profit with their effective smart work. Employees are the asset of any organization which they
make profit out of them.

Mishra and Bhardwaj (2002) in his research he made an empirical study on the Private companies and
their nature of work in Human resources Department. A random sample of 107 managers with different
levels like low level, middle level and top level management are taken into consideration. A questionnaire
was circulated to them to know about the Human Resource department and analyzed. As a result the
situation present in the HRD is satisfactory.

T.V. Rao (1999) the study in his book explains that the audit conducted describes the methods and ideas
which have to be implemented in the Human Resource Audit. His framework helps to estimate the different
criteria like core competency, culture and value of the organization. By evaluating the employee’s
interpersonal skills, they can improve in some of the factors which are they lacking in the system. They also
have broadminded people in the top level management which helps the low and middle level employees to

5
know about their concerns. So they each and every employee in the organization helps them to achieve more
by increasing the productivity.

Udai pareek &T.V. rao (1999) in his study he explains that the limitations of Human Resource Department
where they need to improve in the personal growth of employee and the organization. In his he elaborately
explains about the importance of the training and Development, HR Audit, Planning and Development,
Organizational Behaviors. This also gives the lots of information about the Educational Institutes and lot of
professional people.

Venkateswaran (1997) explains in his article about how Human resource Department helps the
organization in their Financial growth. For that he made a empirical study by collecting data from a sample
of 132 executives of a private organization. This study helps to know how the HRD works in the
organization and how for employees are benefited out of them. As a result, the HRD works in better way
how such that employees are more much comfortable in the rule and regulations of the organizations. This
also helps the organization to maintain a good decorum.

Conclusion:-
Hence the review of literature have concrete evidences of about Human Resources Practices in the
organization. The HRM Practices like Recruitment and selection, Training and Development, Performance
Appraisal, Rewards and Recognition, Organization environment, Employee Engagement and Organizational
Loyalty helps the organization to achieve their targets and goals

6
1.4 Research Methodology

Research;

RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any branch of
knowledge’.

METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis,
collected facts of data, analyzed facts and proposed conclusions in form of recommendations.
The data has been collected from both the sources primary and secondary sources.

KIND OF RESEARCH: The research done by:

 Exploratory Research: This kind of research has the primary objective of development of insights
into the problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.

 Sample Design: A complete interaction and enumeration of all the employees of Peacock solar was
not possible so a sample was chosen that consisted of some of my colleagues.

DATA COLLECTION
The data for the survey will be conducted from both the Primaries as well as secondary sources.

 Primary Data:

Primary data was collected using interviews technique the survey data will collect by using questionnaire.
The primary data collection for his purpose is supposed to be done by judgment sampling conversation
sampling. The questionnaire has been formatted with both open and close structure questions.

 Secondary Data:

Data was collected from web sites, going through the records of the organisation, etc
It is the data which has been collected by individual or someone else for the purpose of other than those of
our particular research study.

7
1.5 Limitations of Study/Course

It was a nice experience for me as an Intern at Enam Labels Limited. All the employee from top level to
bottom level were very helpful.

Therefore I have faced some limitations for preparing this report. These are following –

 As an intern it was difficult for me collect information about the company’s internal policies.
 It was very difficult to collect the information from various personnel for their job constraint
 Lack of availability of information and data, as in many cases updated data were not available
 To maintain company secrecy some information are not mentioned in this report
 Due to shortage of time it was not possible to pull all kind of information in this report

8
CHAPTER -2: Profile of Organization

9
 CHAPTER -2: Profile of Organization

2.1 About the company:

Peacock Solar
Peacock Solar is a IIT-ISB alumni backed venture which provides high quality,
hassle-free solar installation at lowest cost and highest reliability.

Peacock Solar aims to get every Indian household access to clean energy via residential solar through
effective financing and installation. Peacock Solar is building a tech infrastructure that leverages data to
access homeowners wanting to go solar. Peacock provides access to high quality solar at lowest cost
possible. Using targeted marketing and standardized configuration, Peacock enables homeowners to
effortlessly switch to solar and even provides finance to creditworthy ones. Once installed, long tenure of
solar gives opportunity to further serve homeowners with value added services and products, thereby
increasing lifetime value (LTV) of the customer for a low customer acquisition cost (CAC).

2.2 Company Profile:

 Industries: Clean Energy, Renewable Energy, Solar.

 Headquarters Regions: Asia-Pacific(APAC)
 Founded Date: Jan1, 2017
 Founders: Aniket Baheti
 Operating Status: Active
 IPO Status: Private
 Company Type: For Profit

Peacock Solar was born out of the vision to empower India’s 50 million households with access to clean
energy. It belongs to environment and renewable industries. They aims to get every Indian household access
, To clean energy via residential solar through effective financing and installation. Peacock solar leverages
data analytics and innovative finance to make solar affordable and reliable for homeowners across the
country. They offer highest quality of technical expertise in their end-to-end suite of solar panel installation
services. Peacock Solar is recognized by Climate Finance Lab as one of the top 9 global ideas for sustainable
development in 2018 cycles and funded by UNICEF to further our vision of getting solar at every home.

10
2.2 Vision And Mission

Vision:

 Peacock Solar aims to get every Indian household access.

 To clean energy via residential solar through effective financing and installation.
 To empower India’s 50 million households with access to clean energy
 Mission.
 To leverage data analytics and innovative finance to make solar affordable and reliable for
homeowners across the country.
 It offer the highest quality of technical expertise and end-to-end suite of solar panel installation
services

2.3 Product and its services

 Provides services and solar installation,

 mediator between solar manufacturing plant
 Major distributor of solar panels
 Operating in NCR and Rajasthan
 They provide loans and EMI also subsidies.

11
2.4 Core Team:

Pramod KumarMaharia [CO-FOUNDER, IITM(MECH, ENERGY) MANAGED INDIA’S FIRST

50MW CSP]
Mr. Pramod Kumar Maharia, a concentrating solar power (CSP) professional and IITM alumn

Aniket Baheti [CO-FOUNDER,IITM (ME), ISB EX-AMAZON, AHAFOODS]

Aniket is a solar professional since 2010 and brings in experience managing diverse operations. He is
an alumnus of IIT Madras and ISB.

Hardik [CO-FOUNDER, IITK (CS), IIMB MANAGED TECH AT MNCS]

Hardik brings in technical expertise in managing digital interfaces and handling data. He is an
alumnus of IIT Kanpur and IIM Bangalore

Sweta Singh: [HUMAN RESOURCE]

Human resource professional for handling the business partnership for one ofthe largest functions
inorganization.

Ashish Verma [PROCUREMENT, ANALYST]

He manages the procurement cycle, stock management, supply managementforour company.

Nitesh Goel [MIS ANALYST]

He is responsible for creating an all-inclusive strategy for the operation of a business’s information
management systems.

Monica Dev [CUSTOMER CARE SPECIALIST]

Specialized in core customer service represents support customers by providing helpful information.
She acts as the front support for clients

12
CHAPTER -3: Learning Experience/ Learning Outcomes

13
 CHAPTER -3: Learning Experience/ Learning Outcomes
3.1 HR Functions and Practices of Peacock Solar

The company’s HR Process and Practices are fundamental to its overall successful functioning. The HR
department of Expo Apparels Ltd primarily focuses on the following –

 Recruiting Candidates:

Expo Apparels strives to recruit the best candidates in the market. The company mostly recruits employees
through internal reference i.e. the personal contacts of various internal employees working in the
organization. The company also works with head hunters in order to find the right candidate for the
organization.

 Selecting Candidates:

When all the CVs are collected, the HR department screens the CVs in order to call them for the interview.

 Orientation:

The HR department conducts the orientation program and the new candidates are briefed about the company
and are introduced to the various policies of the organization.

 Attendance:

The HR department maintains the daily attendance of the candidates throught an excel sheet in order to keep
records.

 Communication:

The HR department maintains constant communication and liaison with the existing, previous, as well as
potential candidates

14
3.2 PEACOCK SOLALR HAS FOLLOWING DIVISIONS OR DEPARTMENTS OPEN FOR
INTERNSHIP:

Business Developer:Helping the company to engage in business with clients.

Identifying prospects by reading telephone and zip code directories and other prepared listings.
Calling prospective customers by operating telephone equipment, automatic dialing systems, and other
telecommunications technologies as a part of telemarketing.
Completing orders by recording names, addresses, and purchases; referring orders for filling.
Securing information by completing database backups.

HR Generalist
Hiring of the candidates for Marketing Internships
On-boarding
Time Attendance
Induction
Client Acquisition
Exit Formalities.

Content writer
Create content marketing campaigns to drive leads and subscribers Use SEO best practices to generate
traffic to our site.
Regularly produce various content types, including email, social media posts, blogs, and white papers.
Actively manage and promote our blog, and pitch articles to relevant third-party platforms.
Edit content produced by other members of the team.
Analyze content marketing metrics and makes changes as needed.
Collaborate with other departments to create innovative content ideas.

Graphic Designer
Study design briefs and determine requirements
Schedule projects and define budget constraints
Conceptualize visuals based on requirements
Prepare rough drafts and present ideas
Develop illustrations, logos, and other designs using software or by hand
Use the appropriate colors and layouts for each graphic
Work with copywriters and creative director to produce final design
Test graphics across various media
Amend designs after feedback
Ensure final graphics and layouts are visually appealing and on-brand
Create prototypes and experiment with new technologies and features as assigned.

15
3.3 Responsibilities:

 Manage the recruitment process.

 Doing internship postings as per requirements on LinkedIn.

 Conducting the telephonic interviews.

 Filtering the candidates on the basis of interview conducted for open positions.

 Sends offer letter to the selected candidates and doing other joining formalities.

 Updating joining formalities that are done at the time of candidate reporting, issuance of the
appointment letter, in an excel sheet

16
3.4 Internship activities done in Peacock Solar as an HR Generalist:

TASK 1:

The first task was to make an official email ID to do all the works related to Peacock solar.

TASK 2:

The second task was that has been allotted to us was that every candidate has allotted a state and we have to
search the management colleges in that area and extract their TPO’s Phone no. and their official email ID.
So that we can further contact them regarding the offerings of internship in multiple departments from
peacock solar. Each individual has to extract minimum 25 colleges details.

17
TASK 3:

After the task 2 was done by everyone we were provided by a particular of the email which is needed to be
sent to all the whose data that I have collect [25 colleges].

After sending the emails when we receive any response from those colleges TPO’s and we were needed to
co-ordinate with them and collect all the information related to the interested candidates who wants to apply
for internships at peacock solar different positions which were opened at that moment.

Following is the sample of the mail that we provided to send to all the colleges:

18
TASK 4:

a) Recruitment and selection process:

On the daily basis we were provided with the information of a set number applicants whose interview is to
be conducted by me.

For the interview I prepared a set number of questions which are designed according to the responsibilities
of the particular role for which the applicant has applied for. The criteria on which the questions were
framed are also revolving around the communication skills of the candidate and his past experience in the
field.

Set of questions that I have designed are as follows:

b) On-boarding process:

Once the selection process is over the candidates who are being selected are needed to be onboarded within
3 days. After that we have to collect all the necessary information about the candidate and fill it on the
official application provided by the peacock solar where information like the:

19
  documents for identification

 education background

 passport size photograph

 CV of applicant, etc.

Once the on-boarding process is over we were supposed to provide them with the offer letter an d the
selected candidate has to email us back with the digitally signed offer letter which is also supposed to
uploaded on the official application provided by the peacock solar along with the other documents.

And at last we have to upload the required informations of the selected candidate in an Excel sheet provided
by our Team leaders so that they can add the new candidates in the organisation’s whatsapp group.

TASK 5:

The next task we were provided was to post jobs on our official linked handle for the different roles which
were opened at that time.

Once we receive applicants from that job post we have collect the CV’s of the applicants and send them to
the whatsapp group which was created only for CV’s.

TASK 6:

The final task that was given to me was to collect all the recent job posts from linkedIN and different job
portals regardless their field, this is done to make a data base to analyse what type of post are available
which attracts most of the potential candidates

Sample of the data that we have collected related to the post for the analysis:

20
3.5 SWOT Analysis Of Peacock Solar:

Strengths:

 Infinite source of energy

 Impact on the environment
 Providing end services
 Growth by renewable, clean green energy
 Efficient technologies
 investments in energy startups
 Carbon footprint reduction
Weaknesses:

 High Initial Investment

 Storage is a constraint
 Dependence on external sources for coal
 Lack of skilled manpower
Opportunities:

 Awareness of green technology

 Creation of more jobs
 Low carbon growth trajectory
 solar energy could be economically feasible with improving tech.
Threats:

 Oil and Coal industry

 Other well-established brands
 Entry of new players such as my sun
 Pricing wars

21
3.6 LEARNING OUTCOMES/ ANALYSIS

1 | Interpersonal Skills

 Got to learn from experienced HR professionals and be involved in organizing interviews, updating
roles on the internet & intranet, completing refrence checks and learning other HR support tasks.

 While working as an HR generalist I had to communicate with new candidates and the team
members, from which I learned to be polite and courteous.

 Mixing and mingling with my co interns I got to know about there roles and work, how they
apporach a problem.

2 | Professional Writing

 Formal & Informal mails or conversations are entierly a different game,

 Every day after my work was over I had to report my team leader about my progress for the day, and
any assistance if required.

 My mentor pointed out the subtle mistakes that I made and corrected them

3 | Corporate Social Resposibilities

 I got to experience how an organization actually works & How important role does the attitude of an
individual plays towards its work and responsibility.

22
3.7 FINDINGS:

What I have observed during the internship period in peacock solar are as folows:

 According to me, recruitment differs from company to company for each category
 The company do utilize internet sites for the recruitment process and for finding the talented
candidates
 It is observed that the company is utilizing the job description in order to make screening processs
more efficient
 The recruitment and selection is decentralized.

23
CHAPTER -4: Conclusion and Recommendation

24
 CHAPTER -4: Conclusion and Recommendation

4.1 CONCLUSION OF THE PROJECT :

 In a nutshell, this internship has been an excellent and rewarding experience. I can conclude that
there have been a lot I’ve learnt from my work at Peacock Solar as an HR generalist. Needless to say,
the technical aspects of the work I’ve done are not flawless and could be improved provided enough
time.

 As someone with no prior experience in the field of HR whatsoever I believe my time spent in
research and discovering it was well worth it and contributed to finding an acceptable solution to all
the problems that I have faced.

 Two main things that I’ve learned the importance of are time-management skills and self-motivation.

25
4.2 RECOMMENDATION:

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND

PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE

The following are the suggestions received from the respondents of the questionnaire. These

suggestions are based on their awareness regarding the Recruitment and Selection procedure.

 During the selection process not only the experienced candidates but also the fresh

candidate should be selected so as to avail the innovation and enthusiasm of new

candidates.

 In the organization where summer training facility prevailing then such kind of practices

must be adopted so that the student can learn and again from their practical views.

 Candidates should be kept on the job for some time period; if suitable they should be

recruited. During the selection process, the candidates should be made relaxed and at

ease.

 Company should follow all the steps of recruitment and selection for the selection of the

candidates.

 Selection process should be less time consuming.

 The interview should not be boring, monotonous. It should be made interesting. There

must be

 proper communication between the Interviewer and the Interviewee any the time of

interview.

 Evaluation and control of recruitment and selection should be done fair judgment.

 Methods used for selection of candidates should be done carefully and systematically

 The attainment of goals and objective of any organization depend on the type and quality

of its manpower. To have right type of men at right job and at right time, the recruitment
26
 and selection procedure should be fair and impartial.

 This is indeed an important suggestion and authorities concerned should immediately

look into it and try to implement it.

27
 BIBLIOGRAPHY

 Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.

 CHHABRA T.N, Principles & practices of management, Dhanpat Rai and

co. (p)Ltd, Delhi, 2000.

 Practice of Human Resource by Danny Shield.

 www.peacocksolar.com

 Human-Resource-Management-Literature-Review

 Belcourt, M, & McBey, K, (2004). Strategic Human Resource Planning.

India Thomson.

 http://www.economictimes.india.com/

28