INDEX

CHAPTER PAGE
PARTICULAR
NO. NO.

1
INTRODUCTION 2

1.1 SELECTION OF TOPIC 3

1.2 OBJECTIVES OF THE STUDY 12

1.3 SCOPE OF THE STUDY 13

1.4 INDUSTRY PROFILE 14

1.5 COMPANY PROFILE 18

1.6 THEORETICAL BACKGROUND 23

2 RESEARCH METHODOLOGY 24

3 DATA ANALYSIS AND INTERPRETATION 33

4 FINDINGS 44

5 LIMITATIONS 46

6 RECOMMENDATIONS & SUGGESTIONS 48

7 CONCLUSION 50

8 BIBLIOGRAPHY 53

9 ANNEXURE 54

1
CHAPTER NO .1

INTRODUCTION

2
 1. 1: SELECTION OF THE TOPIC

I have selected the topic of this report is “A STUDY OF RECRUITMENT AND

SELECTION PROCESS OF EMPLOYEES AT HILLMAN GEARS PVT LTD. NASHIK’’

I tried to integrate my theoretical knowledge of HR and combine it with practical examples as

observed during my internship. I have tried to cover all the major functions of HR recruitment,
selection, compensation and benefits, training & development and convey my understandings of
the different functions of Human Resource Recruitment and Selection through this project. At the
end of the report I have done a SWOT Analysis on the HR Recruitment and Selection Practice of
hillman gears pvt ltd . Nashik. followed by discussing critical points. I have also tried to provide
some recommendations based on my knowledge followed by the conclusion which I gathered
during my internship.

There have been some objectives set forward in doing this report so that it can be determined what
tasks must be done.

3
 Recruitment and Selection Process
During my internship I was mainly assign in HR department. Hillman gears pvt ltd. Nashik.
always determine what jobs need to be done, and how many and types of workers will be required.

So, establishing the structure of the asset management company assists in determining the
skills, knowledge, and abilities of job holders. To ensure appropriate personnel are available to
meet the requirements set during the strategic planning process. It believes that the quality work
comes from quality workers who are well motivated and ready to take challenge to provide better
service.

Recruitment is the process of searching the candidates for employment and stimulating them to
apply for jobs in the organisation - Edwin B Flippo

1. It is a process of finding and attracting capable applicants for employment.

2. The process begins when new recruit is sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.

4
 Purpose and Importance of Recruitment
1. Fulfil the present and future requirement of the organization in conjunction with its
personnel planning and job analysis activities.

2. Help increase the success rate of the selection process by reducing the number of under
qualified applicants or job application.

3. Meet the organizations legal and social obligation regarding the composition of its
workforce.

4. Increase organization individual effectiveness in the short term and long term.

5. Evaluate the effectiveness of various recruiting technique and source

Recruitment and Selection Process

Recruitment
Recruitment can be defined as the process of finding and hiring the best-qualified candidate
from within or outside of an organization for a job opening, in a timely and cost-effective manner.
Recruitment enables the organization to obtain the number and types of individuals
required for its continuous working. Normally it is an effort to gain the interest of the candidates
looking for jobs, find the candidates interested in the job and create a group of potential employees
with the help of which the management can choose the suitable person for the job.

5
Recruitment Process

Talent acquisition process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.

The process of talent acquisition remains same for most of the organization. The
only difference is the way they perform each and every step. Steps may increase or decrease
depending on the organization. To make the process effective, the HR department keeps on
updating their process time to time.

6
The Recruitment process consists of following stage:
RECRUITMENT PROCESS AT HILLMAN GEARS PVT LTD.
NASHIK
Identify the need of
various Departments

Job Description
& Job specification

Job Specifications
Sources of Getting
Applicants

The above Recruitment process of HILLMAN GEARS PVT LTD. NASHIK description is as
follows –
Internal Source External Source
(Employee Referral (Consultant etc.)
etc.)

Data Base
(Resumes)

Examine Resumes

Non-Selected Applicants
Suitable Applicants

Call for Further Process Reject Applicant Resume

7
1. Identify the need of various departments– At first, need of various departments of company
is analysed like need of employees in Engine Assembly, Machining, Maintenance, Quality,
Logistic and then proceeds further to next step with analysed vacancies.

2. Job Description and Job Specifications – when vacancies are known then Job Description and
Job Specifications are prepared. Under Job Description, the competency set I and II 1are defined
and in Job Specification, the basic qualifications required are Specified.

3. Sources of Recruitment – After Job Analysis, the sources of recruitment are identified and then
recruitments are done either through internal or external source.

4. Internal & External Sources of recruitment – These sources are analysed and best one is
selected to recruit Candidates.

5. Data base (Resumes) – The resumes are collected from various sources and data base is created
to analyse them and segregate as per requirements.

6. Examine Resumes – The data base collected i.e., resumes are screened and segregated as per
requirements of various departments, Job Description, and jo Specifications.

7.Selected and Non – selected applicants – The resumes are segregated as Selected and non-
selected applicants and Selected applicants are called for further process i.e. Selection process and
Non - Selected Applicants are rejected.

8
SELECTION PROCESS AT HILLMAN GEARS PVT LTD . NASHIK

1. Called Applicants –

➢ These applicants are those which are called for further Selection Process, after examining
their resumes.

➢ These applicants are given forms for form completion process, which is the foremost step
to we followed the applicant has arrived to company.

➢ The inclusive of form are –

a) Photo of Applicant.

b) Name of Applicant.

c) Father’s Name and Occupation.

d) Applicant’s birth date and birth place.

e) Temporary address with contact number.

f) Permanent address with contact number.

g) An enquiry space about whether if applicant is handicap.

h) Marital Status.

i) Description of Relatives.

j) Hobbies.

k) Education details – X, XII, Diploma and BE

l) Scholarship or award, if any.

m) Familiarity with languages like Hindi, English, and any other that applicant know.

9
n) Description of current job – company name, Post, Duration, Salary, Description of job,
and reason of leaving job.

o) Description of other job done or may include apprenticeship.

p) Then some basic enquiry like –

• Whether the applicant has appeared for interview earlier or not.

• Applicant must mention number of days before which he should be

informed of joining

• Salary which applicant expect from company.

• Whether applicant has any relation with any employee in Hillman gears pvt
ltd. Nashik

• Whether the applicant is included in any legal matter or not.

q) Details of 3 persons who know applicant and out of which not more than one can be
applicants relative.

r) Brief about why applicant want to come under this TOT scheme and how it will help
him in getting job.

s) At last, after confirming that given details are true and finally date, place and signature
is filled.

10
After form completion, the applicant has to attach the documents as proof of given details.
Documents like-

• Copy of X marksheet

• Copy of XII marksheet

• Copy of Diploma and BE marksheet

• And copy of any job certificate.

2. Final Round (INTERVIEW)–

This round is final round in which applicants must face interview process which is taken
by the HR and DEPARTMENT head.

After being selected in final round the applicants are provided the date of joining, on which
the remaining formalities like documents required, some form completion is done which is
essential to maintain the records of the employee.

11
 1.2: OBJECTIVE OF THE STUDY
This project aims at finding out and analysing the hiring process in the organization.

The main objective of the project is as follows:

1. To study the recruitment process of diploma graduates and engineering graduates

at Hillman gears pvt ltd. Nashik

2. To understand the National Apprentice Scheme.

3. To get hands on experience in the recruitment process.

4. Employee Personnel practices

12
 1.3 : SCOPE OF THE STUDY

This report has been prepared through extensive discussion with company employees. Prospectus
provided by the asset management company also helped in preparing the report.

At the time of preparing the report, I had a great opportunity to have an in depth knowledge of all
the investment activities practiced by the Hillman gears pvt ltd . Nashik

13
 1.4: INDUSTRY PROFILE

Organization History
Established in the year 1986, Hillman Gears Pvt. Ltd. in Ambad, Nashik is a top player in the
category CNC Job Works in the Nashik. This well-known establishment acts as a one-stop
destination servicing customers both local and from other parts of Nashik.

Hillman Gears Pvt Ltd is a Private incorporated on 23 March 1982. It is classified as non-
govt company and is registered at Registrar of Companies, Mumbai. Its authorized share capital
is Rs. 10,000,000 and its paid-up capital is Rs. 10,000,000. It is involved in Manufacture of
general-purpose machinery
Hillman Gears Pvt Ltd.’s Annual General Meeting (AGM) was last held on 30 November 2021
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on
31March2021.

14
Directors of hillman gears pvt ltd are :

Dnyaneshwar bhise ,Manda bhise , Deepak bhise

Hillman Gears Pvt Ltd.’s Corporate Identification Number is (CIN) U29130MH1982PTC026752 and its
registration number is 26752.Its Email address is hillmangear.nsk@gmail.com and its registered
address is 158/164 LAXMI BHUVAN, 6TH FLOOR, KALBADEVI ROAD Mumbai MH 400002 IN .
Current status of Hillman Gears Pvt Ltd is - Active

Different Departments
This section contains organizational information about Hillman gears pvt ltd . Nashik in India.

a. FINANCE

Organizational information about the Finance department in India.

b. IT

Organizational information about the IT department in India.

c. COUNTRY ORGANIZATON

Organizational information about the Country organization in India

d. HR

Organizational information about the HR department in India.

e. INDIRECT PURCHASING

Organizational information about the Indirect purchasing department in India.

15
 Our Product and Services

Hillman Gears Pvt. Ltd. in Ambad has a wide range of products and / or services to cater to the
varied requirements of their customers.

The staff at this establishment are courteous and prompt at providing any assistance. They readily
answer any queries or questions that you may have.

Pay for the product or service with ease by using any of the available modes of payment, such as
Cash, Cheques. This establishment is functional from 08:00 - 20:00.

16
There collaboration with :

17
 1.5: COMPANY PROFILE

Hillman gears pvt ltd . Nashik Group Hillman Gears Pvt. Ltd. is a highly reputed
engineering firm engaged in manufacturing & supply of Storage Rack,M.S Shelves panel,
Electrical Panel ,Automobile Stamping Parts & Welding Assy , Cnc & Vmc Component, Traub
Part ,Material Handling Warehouse Sheet Metal Parts/Convers/Assy. , Gears & Shafts ,Plastic
Moulded Components, Control Panel , SPN MCB Distribution Boxes, Solar Panel Stamping Part
& Fabrication, Engineering Fabrication, Laser Cutting Parts, Cable Tray, Tools & Dies ,Jigs &
Fixtures, Machining Parts required for Automobile & Engineering industries. The company was
established in 1998 in Nashik. The company is committed towards offering quality products & on
time delivery to satisfy our esteemed clients. Hillman Gears Pvt. Ltd. is committed to meet the
new challenge of the market place & provide total customer satisfaction.

18
19
Key facts about Hillman gears pvt ltd . Nashik
Some important facts about Hillman gears pvt ltd . Nashik group are given below:

Name of the Company Hillman gears pvt ltd . Nashik Pvt. Ltd.

Headquarters Nashik

Founded Year 1986

CEO Deepak bhise

Number of active patents 5,900 (approx..)

Investment in R&D 3.7 billion SEK (approx..)

Number of employees 400 approximately

Revenues 100 billion (approx...)

Website Home. Hillman gears pvt ltd . Nashik

Organization Vision
Hillman gears pvt ltd . Nashik ’s vision, “We set the industry standard”, means that we set
the benchmark for others to follow. We will achieve this not only through technology and expertise,
but equally, and importantly through our people, and the relationships we build with our customers
and stakeholders.

20
Organization Mission
To share with you hillman gears pvt ltd . Nashik mining environmental, health and safety
values and bring you on our journey to a better and more responsible way of leaving and working.

Goal of Hillman gears pvt ltd . nashik

Our full lifecycle approach means we work relentlessly in our operations, across our supply
chain and through our customer offering to drive more sustainable, resilient business. For 2030,
we focus on the following four sustainability goals:

The Values
Customer Focus

Innovation

Fair play

Passion to win

Relationship

Organizational structure of Hillman gears pvt ltd . Nashik

Top Management Chairman

Board of Directors

Managing Director

21
Executive Level Management

Vice–President / Head of Operations/ Chief Investment

Officer

Senior Assistant Vice-President

Assistant Vice-President

Mid-Level Management

Manager

Associate Manager

Assistant Manager

Junior Level Management

Officer

Junior Officer

Trainee assistant

Probationary Officer

22
 1.6: THEORETICAL BACKGROUND

Hillman Gears Pvt Ltd is a Private incorporated on 23 March 1982. It is classified as non-govt
company and is registered at Registrar of Companies, Mumbai.

Its authorized share capital is Rs. 10,000,000 and its paid-up capital is Rs. 10,000,000.

It is involved in Manufacture of general purpose machinery

Hillman Gears Pvt Ltd's Annual General Meeting (AGM) was last held on 30 November 2021
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on
31 March 2021.
Directors of Hillman Gears Pvt Ltd are Dnyaneshwar Santu Bhise, Gokul Dnyaneshwar Bhise,
Deepak Dnyaneshwar Bhise, Manda Dyaneshwar Bhise, .
Hillman Gears Pvt Ltd's Corporate Identification Number is (CIN) U29130MH1982PTC026752
and its registration number is 26752.Its Email address is hillmangear.nsk@gmail.com and its
registered address is 158/164 LAXMI BHUVAN, 6TH FLOOR, KALBADEVI ROAD Mumbai
MH 400002

23
 CHAPTER NO .2
RESEARCH METHODOLOGY

24
 2: RESEARCH AND METHODOLOGY

1.1 MEANING:

Research is an art of scientific investigation. Research is considered as movement from the

known to unknown. It is a voyage of discovery. Thus, it is original stock of knowledge
making for its advancement.
1.2 DEFINATIONS:

“Research comprises defining and redefining problems, formulating hypothesis or suggest.

Research is a systematic investigation to find out the solution of the problem, as well as
collecting, organizing and evaluating data; making deductions and Reaching conclusions;
and at last, carefully testing the conclusions to determine whether they fit the Formulating
hypothesis.”

“A careful investigation or inquiry specially through search for new facts in any branch of
knowledge” Dictionary of English

Thus, research is an original contribution to the existing stock of knowledge making for its
advancement. Research is a careful or critical inquiry or examination in seeking facts or
principles, diligent investigation in order to ascertaining something. The process in which
data/facts is collected to solve the problem in a most effective manner is known as Research
Methodology.

25
The methodology is basically the set of rules, procedures, tools, and techniques used by the
researcher for realization of research objective. The process of designing research study
involves many interrelated decisions. The most significant decision is the choice of research
design. This determines how the information will be obtained. Business research is a
systematic enquiry that provides Information to guide business decisions and aimed to solve
managerial problems. Business research is of recent origin and it is largely supported by
business organizations that hope to achieve competitive advantages.

Research methodology is a way to systematically solve the research problems. It may be

understood as a science of studying how research is done scientifically. It includes the overall
research design, the sampling procedure, data collection method and analysis procedure.
The designing mostly goes through the following steps,

• Design the exploratory, descriptive, and/or casual phases of the research.

• Define the information needed.

• Determine the data collection method

• Construct and present a questionnaire.

• Specify the sampling process and sample size.

• Develop a plan for data analysis

26
 Research is defined as human activity based on intellectual application in the investigation
of matter. The primary purpose for applied research is discovering interpreting, and development
of methods and systems for the advancement of human knowledge on a wide variety of scientific
matters of our world and the universe. Research can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing of curiosity.
This research provides scientific information and theories for the explanation of the nature and the
properties of the world around us. It makes practical applications possible. Historical research is
embodied in the historical method Scientific research can be subdivided into different
classifications according to their academic and application disciplines.

27
 DATA COLLECTION AND DATA COLLECTION METHOD

SAMPLE SIZE

The sampling size on which the analysis is based is 50.

SAMPLE UNIT
It is the individual unit of the selected sample. Sampling unit taken in this project is
employees.

SAMPLING METHODS-

• PROBABILITY SAMPLING

• Random sampling

• Stratified Sampling

• Systematic Sampling

• Cluster Sampling

• NON-PROBABILITY SAMPLING

• Convenience Sampling

• Judgment Sampling

• Purposive Sampling

• Quota Sampling

• Snowball Sampling

28
To fulfil the objectives and to collect information, stratified and random sampling was followed to
select employees of Hillman gears pvt ltd . Nashik

• RANDOM SAMPELING

• Simplest and Purest form of probability sampling.

• Each member of the population has an equal for and known

chance of being selected when there overlarge populations, it is often difficult
or impossible to identify every member of the population, so
the pool of available subjects become biased.

• STRATIFIED SAMPELING

• Commonly used method that is superior to random sampling because it reduces sampl
ing error. A stratum is a subset of the population that shares at least onecommon chara
cteristic. The surveyors identify the relevant stratums and their actual representation
in the population.

• Stratified sampling is often used when one or more of the stratums in

the population have a low incidence relative to the other stratums

DATA COLLECTION AND DATA COLLECTION METHOD

Selection of data source and data collection method is one among the important part of completion
of the project report because it provides the easiest and wider ranges for collection of relevant
information and data.

There are two types of sources for data collection:

29
 • Primary source

Primary data generated by the student or the researcher for the preparation of project and used
by the student immediately for collecting data. various method of primary sources namely.

• Observation method

• Questionnaire method

• Interview. method

• SECOUNDERY SOURSES

• COMPANY MAGAZINE

• INTERNET

• BOOK, HR POLICES

COLLECTION OF PRIMARY DATA

Unless the data is collected no project can be complete. research methodology use in this project
as well as primary and secondary data method has in this project. So, both these data is very
important.

30
 • Primary data collection methods

The primary data is that which is collected afresh and first time and thus happen to be original
in character.

The different sources of collecting primary data are:

• Observation method

The observation method is the most used method specially studies relating to behavioural science.
Under this method the information is sought by way of investigators own direct observation of
employees in Hillman Gears Pvt. Ltd. Collect the primary data of my project without asking from
the respondent.

• Interview method

In this project report primary data was collected from the conduct the interview of employees
asked some question of the health, safety and security in Hillman Gears Pvt. Ltd.. Interview
technique involve in personal interview.

• Questionnaire method

In this method questionnaire send to the 20 employees of the Hillman gears Pvt Ltd. And request
to answer the questionnaire and return the questionnaire.

31
 Collection of secondary data:

Company profile and other background information was collected from the web side. Other
relevant data collected from company’s various report, research record.

The finding of survey tabulated, analysed, and graphically represented and interpreted thereafter
for easier understanding recommendation follows these at the end that assist the company in
deciding its action and survey.

32
 CHAPTER NO .3

DATA ANALYSIS AND INTERPRETATION

33
 3 : DATA ANALYSIS AND INTERPRETATION
Q.1. Does the organization clearly define the position objectives, requirements, and
candidate specifications in the recruitment process

Table No. 1

Sr. No. positive objective Respondent Percentage

1 YES 73 73.00%
2 NO 27 27.00%
Total 100 100%

positive objective

27%

73%

Data Analysis

Chart no1. 73% respondent has to organization clearly defined the position objective & 27%
respondent is not defining the position objective.

Interpretation

Maximum respondents are satisfied &minimum respondents are not satisfied with positive
objective

34
Q.2 Since how many years have you been working with this organization?

Sr. No. working years Respondent Percentage

1 0 to 05 30 30.00%
2 05to 10 25 25.30%
3 10 to 15 26 26.30%
4 more than 15 18 18.20%
Total 100 100%

working years

26%
18%

25%
31%

Data Analysis Chart no.2 employee working years o to 05 year is 30% & 05 to 10working years
are 25%

Interpretation –The employee working in organisation maximum respondent are working five
year & minimum employee working more than 15 year

35
Q.3 Do you feel the question asked during interview were relevant?

Table No. 3

during interview Respondent Percentage

Sr. No.
1 YES 80.6 81.00%
2 NO 19.4 19.00%
Total 100 100%

during interview

19%

81%

Data analysis

Chart no.3 question asked during interview to 81% & question are not asked during interview to
19.4% employee

Interpretation –

In the organisation maximum response are positive and minimum response are negative for
question ask during the interview relevant

36
Q.4How many employee selection in recruitment?

Table No. 4

Sr.no selection &recruitment Respondent Percentage

Employee reference 30 30.00%

1 Walk interview 25 25.30%
3 Campus selection 26 26.30%
4 Consultancy service 18 18.20%
Total 100 100%

selection & recruitment

26%
18%

25%
31%

Data analysis

Chart no.4 employee selection in recruitment in employee referrals is 30% and walk interview are
25%

Interpretation – In organization maximum employee select in employee reference and

minimum employee select and recruitment in consultancy service
37
Q.5 how encouraging did you find interviewer?

Table No. 5

Sr. No. find interviewer Respondent Percentage

1 Somewhat 50 50.00%
2 Very much 36 36.00%
3 Not at all 14 14.00%
Total 100 100%

find interviewer

36%
14%

50%

Data analysis

Chart no.5 encouraging find interviewer in somewhat is 50% & very much is 36% & not at all are
14%

Interpretation-in the organization employee are satisfied with somewhat and minimum negative
with not at all.

38
Q.6 Were the company objectives clearly to you during interview?

Table No. 6

Sr. No. company objective Respondent Percentage

1 YES 82 82.00%
2 NO 19 19.00%
Total 100 100%

objectives clearity

19%

81%

1st Qtr 2nd Qtr

Data analysis

Chart No.6 Company objectives clearly during interview is 82% and 19% are not clearly to during
interview 19%

Interpretation –

In the employee are maximum satisfied with company objective and negative response are
minimum.

39
Q.7Are you satisfied with the recruitment& selection process in your organization?

Table No. 7

Sr. No. satisfied Respondent Percentage

1 Full satisfied 49 49.00%
2 Partially satisfied 24 24.00%
3 Not satisfied 13 13.00%
4 I cannot say 14 14.00%
Total 100 100%

satisfaction withrecruiting process

13%
24%

14%
49%

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

Data analysis

Chart no.7 full satisfied is 49% and partially satisfied is 24% not satisfied is 13% it’s with the
recruitment& selection process in organization

Interpretation –

In the organization maximum respondent are fully satisfied and minimum respondent can’t say
any think for this question.

40
Q.8 How would you rate the HR department’s performance in recruitment and selection?
Table No. 8

Sr. No. performance Respondent Percentage

1 Excellent 32 32.00%
2 very good 33 33.00%

3 good 18 18.00%

4 fair 10 10.00%
5 poor 7 7.00%
Total 100 100%

performance of HR department

32%
33%
32%

18% 10%

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr 5th Qtr

Data analysis :Chart no.8 HR department’s performance in recruitment and selection is

respondent are excellent is 32% and very good respondent 33%

Interpretation –

In organisation maximum employee are satisfied with HR recruitment and selection process and
minimum employee are not satisfied

41
Q.9 What is your opinion about quality of tools and techniques used for selection?

Table No. 9

Sr. No. tools and techniques Respondent Percentage

1 Better 81.8 81.00%
2 Good 18.2 18.00%
Total 100 100%

Respondent

18%

82%

Data analysis

Chart no.9 opinion about quality of tools and techniques used for selection respondent of better is
81% and good is 18%

Interpretation –

Employee is maximum positive response of tool and techniques.

42
Q10. Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?

Table No. 10

Sr. No. interviewing process Respondent Percentage

1 Poor 36 36.00%
2 Adequate 44 44.00%
3 Excellent 20 20.00%
Total 100 100%

interviewing process

44% 20%

36%

Data analysis

Chart no.10 interviewing process and other selection instruments in respondent of poor is 36%
and adequate is 44%

Interpretation –In organisation maximum employee are satisfied the interviewing process such
as testing and minimum employee not satisfied.

43
CHAPTER NO. 4
FINDINGS

44
 4: FINDINGS

1. After the data analysis and interpretation, the findings are:

2. According to the survey, recruitment differs from company to company for each
category.

3. According to the survey, the company do utilize internet sites for the recruitment
process and for finding the talent candidate.

4. According to the survey it is observed that the company are utilizing the job
description in order to make screening process more efficient.

5. The recruitment and selection process is decentralized.

6. According to the survey the effectiveness of the interviewing process and other
selection instruments, such as testing.

7. Opinion about tools and technique are better according to the survey.

8. In organisation maximum employee are satisfied with HR recruitment and selection

process and minimum employee are not satisfied.

9. In the employee are maximum satisfied with company objective and negative
response are minimum.

10. In the employee are maximum satisfied with company objective and negative
response are minimum.

45
CHAPTER NO. 5ss
LIMITATIONS

46
 LIMITATIONS

➢ Limitation of employment personal.

➢ Lack of practices in human resource management.

➢ Human resources department was hesitant to provide information, because

of difficulty in accessing sensitive data and information.
➢ Non-availability of some previous statistical data.

➢ The term of the internship period is brief time whereas Human

Resources Division is a vast area, after doing the regular office works from 8:00
AM to 5:00 PM it is difficult to go through in depth within this short duration
of time.
➢ The secondary source of information was not enough to complete the report.

➢ Confidentiality.

47
 CHAPTER NO. 6
RECOMMENDATION AND SUGGESTIONS

48
 8: SUGGESTION AND RECOMMENDATION

• For BE &Diploma students, PERCENTAGE CRITERIA, is currently minimum 60% could

be raised to minimum 65% and above to get more capable application.

• Advisable to the company to maintain TIME CONSTRAINT For the applicants.

• QUESTIONNAIRE of written test should include some basic technical questions related
to basics of BE &DIPLOMA.

• QUESTIONNAIRE of written test should be revised on regular basis.

• The organization should practice proper Hillman gears pvt ltd . Nashik . The purpose of
Human Resource Management is to improve the productive contribution of people.

• To get effective and efficient employee, the organization should arrange proper training
and development programs.

• The entire HR department should be well informed regarding the employment personal.
The organization should provide well direct compensation as well as direct to its staffs.

• The management should have job evaluated salary structure, which is most competitive
than other organizations in the country.

• To evaluate employee’s performance; the management should follow promotion policy

properly.

• In order to get competitive advantage and to deliver quality service, top management
should try to modify the services.

49
CHAPTER NO .7
CONCLUSION

50
 CONCLUSION

“RIGHT PEOPLE IN RIGHT PLACE AND AT RIGHT TIME”

So, Recruitment & Selection are very important aspect for this company because company
future depends on this activity, if properly done then increases company effectiveness. The
Recruitment & Selection process at hillman gears pvt ltd is systematic and company sources
of Recruitment are also very effective. RECRUITMENT & SELECTION process is very
much helpful and important for the development of the applicants and the process that I had
seen here in HILLMAN GEARS PVT LTD. NASHIK is beneficial and the company’s
RECRUITMENT & SELECTION procedure is in very well and proper manner they recruit
and select the employees on the basis of their knowledge, efficiency, personality and the
capability of handling situation etc. Thus, by observing the Recruitment & Selection process
of HILLMAN GEARS PVT LTD . NASHIK, I am equipped with the whole process and got
importance of it for any organization. RECRUITMENT & SELECTION helps the candidates
to enhance their capability to work enthusiastically.

IMPLICATION

• This report can be used by the company as a reference for further advancement in

Recruitment and Selection process of company.

• This report can be used by students of MBA as a reference

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CHAPTER NO .8
BIBLIOGRAPHY

52
 BIBLIOGRAPHY

Reference

➢ www.tradeindia.com

➢ www.economictimes.com

➢ www.tofler.in

➢ www.zaubacorp.com

➢ Books:

➢ K Ashwathapa, Human Resource and personal management,8th

edition

➢ Human Resource Management: Fisher, Schoenfeld, 6th edition

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 ANNEXURE

PVT: private company limited by shares

WWW: world wide web

LTD: limited

.COM : dot commercial

IT : information technology

HR : human resource

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 QUESTIONNAIRE

Q.1. Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?
a.Yes
b. No

Q.2 Since how many years have you been working with this organization?
a.0-5Year
b.5-10Years
c.10to15Years
d. More than 15 Years

Q.3 Do you feel the question asked during interview were relevant?

Yes

No

Q.4How many employee selection in recruitment

a.Employee referrals

b.Walk in

c.Campus selection

consultancy service

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Q.5 how encouraging did you find interviewer?

a.Somewhat

b.Very much

c .cannot at all

Q.6 Were the company objectives clearly to you during interview? Yes

a.No

b.Yes

Q.7 Is recruitment and selection is done systematically in your organization on a regular basis

a) Strongly agree

b) Agree

c) Neither Agree nor disagree

d) Disagree

e) Strongly disagree

Q.8 Are you satisfied with the recruitment& selection process in your organization?

a) Full satisfied

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b) Partially satisfied

c) Not satisfied

d) I can’t say

Q.9 Which of the following tool and techniques is used Commercial for selection?

a. Written test

b. Personal interviews

c. Group discussion

Q.10. What is your opinion about rounds which are conducted during recruitment process?

a. Better

b. Good

c. Average

d. Excellent

Q.11 How would you rate the HR department’s performance in recruitment and selec

a.Poor
b. Adequate

c..good
c. Excellent
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Q12. Rate the effectiveness of the interviewing process and other selection instruments, such as
testing?

a.poor

b.adequate

c.excellent

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