Report Sanjana Gunagi

INTERNSHIP REPORT 20B029
REPORT OF INTERNSHIP PROGRAMME

A STUDY ON “E- RECRUITMENT PROCESS”
AT PRAKRUTI PRODUCT PRIVATE LIMITED, AGSOOR
ANKOLA
Affiliated to
“KARNATAKA UNIVERSITY”
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE
OF
“BACHELOR OF BUSINESS ADMINISTRATION”
SUBMITED BY
SANJANA DAMODAR GUNAGI
REG.NO:(20B029)
UNDER THE GUIDANCE OF

PROF. RAGHAVENDRA .P
DEPARTMENT OF BUSINESS ADMINSTRATION
GOVT.ARTS AND SCIENCE COLLEGE,
(AUTONOMOUS)KARWAR
Government arts and science (Autonomous ) karwar Page 1

CERTIFICATE

ACKNOWLEDGEMENT
I wish to express my heartfelt thanks to all those who were involved in

completion of my project entitled
“E-RECRUITMENT PROCESS”
First of all I wish to express my sincere thanks to our HOD of BBA
Department Dr.Mohammed Fayaz who has fully supported and encouraged me
in this venture.
It is my privilege to have accomplished this study under the guidance of my
guid, Prof. Sayyad Abdul Rahim of BBA Department institute of Government
Arts and science college karwar for taking keen interest and full involvement,
dynamic motivation and valuable guidance extended to me throughout the
project.
I wish to thank Mr. Raja M as my external guide and all the employees of
the organization for guiding and helping me in completing this project
successfully.
My sincere and affectionate regards to my parents for the immense support
which encouraged me to conclude this project on time.
Sanjana Gunagi
Place: karwar
Date:

DECLARATION
I Sanjana Gunagi Student of BBA 6th sem, institute of Government arts and
science college (Autonomous) karwar, hereby declare that the project work
entitled “E-Recruitment process” carried out at “prakruti product private
limited” is submitted to Karnataka university through the institute of Government
arts and science college (Autonomous) karwar ,in partial fulfillment of
requirements for the award of the Bachelor of Administration degree. This project
report is a bonafied work prepared by me under the guidance of Prof.Sayyad
Abdul Rahim of BBA department of institute of Government Arts and science
college karwar . The finding and suggestions of this project report are based on
the information collected by me during the period of my study.
To the best of my knowledge and belief, the matter presented in this report
has not been submitted previously in part or full to any university for the award of
my degree.
Place: Karwar Sanjana Gunagi

Date Reg no:20B029

CONTENTS
CHAPTER 1: INTRODUCTION
CHAPTER 2: PROFILE OF THE COMPANY
CHAPTER 3: CONCEPTUAL DISCUSSION ( THEORITICAL

BACKDROP & LITERATURE REVIEW)
CHAPTER 4: DATA ANALYSIS
CHAPTER 5: FINDING,RECOMMMENDATION AND
CONCLUSION
ANNEXURES
BIBILOGRAGHY
INDEX
INTRODUCTION PAGE NO
Objective of the study
Research methodology
Scope of the study
Limitations of the study
PROFILE OF THE COMPANY PAGE NO

History of the company
Vision, mission and objectives of the company
Product ,photographs of the product
Departmental analyses
Number of employess
Organizational charts (with explination)
Future plans of the company
List of competitors
Awards and achievements of the company
SWOT analysis
CONCEPTUAL DISCUSSION PAGE NO

Introduction
Literature review
DATA ANALYSES PAGE NO

Data analysis
FINDINGS,RECOMMENDATION AND PAGE NO

CONCLUSION
Findings
Recommendation
Conclusion
ANNEXURE PAGE NO
Questionnaires
BIBLIOGRAPHY
EXECUTIVE SUMMARY
As a part of recruitment research has prepared project on E-requirement

process in prakruti products private limited.
A study on e- recruitment process prakruti products private limited. HQ
karwar is the title of the project as a part of academic year for BBA courses as
per direction of SDMCET DEPARTMENT OF MANAGEMENT STUDIES this is the

brief summary of the project work done prakruti products pvt. Ltd. The project is
undertaken to study the company profile, history, structure of the company. It is
a Herbal, chemical and Medical industry.
Prakruti products private limited specializes in the manufacturing of
stanadardized Herbal extracts, phytochemical, organic ingredients and
nutraceutical ingredients for leading dietary food supplement manufactures.
PRAKRUTI PRODUCTS PRIVATE LIMITED, venture into extraction of herbs,
herbal products honey processing and health care business. The PRAKRUTI
PRODUCTS PRIVATE LIMITED mainly concentrates on herbal extracts like garcinia
combogia,bosewellia,ashwaghandha, green tea ets...
CHAPTER 1
INTRODUCTION
1.1 Objective of the study :
 To study the recruitment procedure followed in prakruti products private

limited

 To study the various sources of recruitments followed in prakruti products

private limited
 To understand the Recruitment process at prakruti products private limited.
 To identify areas where there can be scope of improvement.
1.2 RESEARCH METHEDOLOGY:

Research Type:
Descriptive and exploratory designs shall be used for the proposed research.
Previous literature that is pertinent to the present study shall be reviewed for
gathering information related to recruitment process and also to identify the
various components for evaluating the recruitment process in the organization.
PRIMARY DATA:
Primary data collected through questionnaires distributed in the company.
SECONDARY DATA:
 Documents of company
 Executive of company
 Books
1.3 SCOPE OF THE STUDY:
The scope of the study is to observe the degree of satisfaction levels of

employer as well as the employee towards the process of e- recruitment
techniques adopted by the company.
 To provide a systematic recruitment process.

 Dealing with the excess of shortage of resources.

 Analyzing the recruitment policies, processes, and procedure of the
organization.
 Identifying the areas, where there could be a scope of improvement.
 Streamlining the hiring process with suitable recommendations.
 Choosing the best suitable process of recruitment for effective hiring
of resources.
1.4 LIMITATION OF THE STUDY:
 Due to time constraint an exhaustive study cannot be undertaken.

 Analysis of data is done based on the questionnaire given by the
respondent assuming the data given is true.
 The study is limited only to one unit of the company.
CHAPTER 2
PROFILE OF THE COMPANY
2.1 HISTORY OF THE COMPANY:
PRAKRUTI PRODUCTS PRIVATE LIMITED, established in the year 1998

with an object of standardizing the identification, collection and extraction of the herbal
products available in Sahyadri Mountain Ranges and Western Ghats. The firm set up by a

young entrepreneur Mr.M Raghavendra Shetty who is very passionate about the herbs and its
uses. He is the person having through knowledge of the herbs and its uses. He has more
than10 years of experiences in the field of pharmaceuticals. He is having the term of doctor
added by Dr.Jeetendra shetty, who is M.D in ayurvedic treatment preference.
During the past 5 years of the company has successfully got the collection tender for
the collection of valuable herbs such as Garcinia Combogia, Rampatre, Garcinia Indica etc…
through forest department. The total area covered in the tender is above 10000 hectares. The
company has standardized the collection and regulation of the herbs there by adhering strictly
to the quality norms.
Having their own extraction plant with capacity of extracting with the 100 tons of row
herb per mount. Plant is equipped with GMP standard machineries having quality control
department and well depend quality control procedures. They have a strong production team
and research and development department facilities. Company has departmentalized and well
defined division of work among the various department etc… each department is headed by
qualified and experienced professionals in their field of activities. Started as a single
company 12 years ago, Prakruti has how grown into group of companies and the group is
further growing with its diversification program.
PRAKRUTI PRODUCTS PRIVATE LIMITED, venture into extraction of

herbs, herbal products honey processing and health care business. THE PRAKRUTI
PRODUCTA PRIVATE LIMITED mainly concentrates on herbal extracts like gracinia
combogia, bosewellia, ashwaghandha, green tea etc…
Utilizing the state of the art of infrastructure, experience and expertise, coupled with the zeal
of offer the best, has given the company edge over other and has become a name to reckon
within the international market sense. This has resulted in exports herbal products like
countries like U.S.A Canada, Italy, Russia etc…
With an energetic and enthusiastic marketing team of more than 100 members, the
group is poised to grow even further with the support of auxiliary service staff. The
company’s management team are comprises of professionals with long term experience in
their respective fields. All the procedure are checked as per international standard and
accounting to the customer’s requirement.

Today prakruti has kept its promise not only to the India consumers but to the world by
providing them the very best products.
INDUSTRIAL PROFILE:
OWNERSHIP PATTERN AND EXECUTIVE PEOPLE:
NAME DESIGNSTION Date

OF APPOINTMENT
Manur Raghavendra Shety Managing director 03 April 2006
Mamatha Raghavendra Director 11 December 2010

Shetty

Praveer Shetty Director 14 January 2016
COMPANY PROFILE:
PRAKRUTI
PRODUCTS PRIVATE LIMITED
NAME OF THE COMPANY: Prakruti products private limited

YEAR OF ESTABLISHMENT: 1998
REGISTRATION NUMBER:SSI No: 0812CR0047 SIDO-PMT
SSITINY RURAL
DATED:16/11/2016
NATURE OF BUSINESS CARRIED: Manufacturing ownership
2.2 VISION, MISSION AND OBJECTIVES OF THE COMPANY:
VISION:
 To maintain and acquire the 1st and 2nd leadership position in their
chosen area of business in india.
 To establish the company’s position of leadership in India to global
presence.
 To continuously create new opportunities for growth in their strategic

business.
 To seta precedent in the qualified product manufacturing industry,
continuous , innovation and exceptional product focused services and
enhanced customer satisfaction.
MISSION:
 To carry on continuous research on ayurvedic herbals.
 To continually improve on the efficiency of the company’s product.
 To timely supply products to customers in a professional manner
 To meet the highest quality standard.
OBJECTIVES OF THE COMPANY:

 Service motive as well as profit motive
 Produce quality product
 Development of remote areas.
 Employment opportunities to the people of the backward areas.
2.3 PRODUCTS AND PHOTOGRASPHS OF THE PRODUCTS:
PRODUCTS:
The company is involved in the production of several herbal extracts.
The main extract includes garcinia combogia extract.
PRODUCT PROFILE:

SL COMMON NAME ACTIVE TEST

NO INGREDIENT METHOD

1 Garcinia Combogia Extract Hydroxy Citric HPLC

Acid
2 Salacia reticulate Extract Salacia Glycosides Gravimetric
3 Tribulus terestries extract Saponins UV
4 Gymnema Sylvestre Gymnemic Acid HPLC
5 Boswellia Serratta Boswellic Acid Titrarion
6 Ashwagandha Extract Alkaloid Gravimetric
7 Rita Extract Saponins HPLC
8 Ociumum Sanctum Ursolic Acid HPLC
9 Purified Honey
10 Aloe Vera Barbalion Aioin
11 Glucosomine HCL &Sulphate
12 Calcium Sennoside calcimsennosides
13 Curcumin Extract (95%) Curcuminoids HPLC
14 Licorice Extract Glocyrrhizin HPLC
15 Banana Extract Colosolic Acid HPLC
16 Guggul Extract Guggulu sterones U.V.Spectrometer
17 Mucana Extract L.Dopa HPLC
18 Sida Cordifolia Ephedrine HPLC
19 Zingber Officimale Gingerol HPLC

20 Coleus Extract Forsksholin TLC
21 Tomoto lycopena Lycopena HPLC
22 Asparagus racemoses Saponins HPLC
24 Green tea Extract Poyhenols UV
25 White Kindly bean extract Phasseolamin Colorimetry
26 Valeria willichi Valeria acid HPLC
27 Bacopa monnieri Bacosides TLC
28 Garlic Extract Allin TLC
29 Lutein Asiaticosides HPLC
30 Pomegranate Lutein TLC
31 Terminalla arjuna Ellagic Acid HPLC
32 Triphala Tannins Titration
33 Piper langum dry Tannins Titration
34 Capsicum Piperine Titration
35 Cocoa Extract Capscin Titration
36 Cardamom extract Phenyle HPLC/U.V
37 Coriander extract
38 Cumin seeds

39 Nut meg extract
40 Hibiscus flower power
PHOTOGRAPHS OF THE PRODUCT:

2.5 DEPARTMENT ANALYSIS:
FINANCE DEPARTMENT:
In the competitive corporate world, a company is passed with many challenges

most of these challenges are financial in nature to name few cost cutting, raising
funds for new projects managing working collection of accounts receivable etc…
In such an institution situation of a company wants to sustain and grow in the
market it should be able to tackle these challenges factually.
 FUNCTION:
 Capital budgeting of new project

 Handling payments to the suppliers and day to day petty expenses
 Maintaining costing records and calculation of cost of production
 Allocating total receipts and expenses of various cost
 Forecasting the day to day cash requirements of the unit and procuring the
funds from finance head
 Dealing with the banks and financial institutions
 Preparing and maintaining the final account of the company.
STORE DEPARTMENT:

The main objective of the store department resolve around inventory management
stores department is ensuring with the responsibility of ensuring availability of
right kind of materials at the right time. In prakruti products private limited. The
store room contains raw materials such as ashaghandha, garcinia, condogenia,
chilka, indicachilka, honey and bocopa. The machine parts such as lubricant,belt
PVC pipes, L tube PVC pipes, glass, mask and cable wires are available in the
store room. The storeroom has telephone .The store mangers contact to others
deparments through telephone.
PURCHASE DEPARTMENT:
Purchase function plays an important role in this competitive world Every
company required good quality materials, which helps to satisfy the customer
needs and wants
 FUNCTIONS:
 To provide goods product to customer
 To maintain the quality of the product
 To expand the business
 To maintain the image
 PRODUCTION DEPARTMEN
The productive department is well equipped with all necessary machines. It
plays an important role in a company. It has 3 product manager,10 operators and
60 workmen

 FUNCTION:
 To expand the existing business
 To reach out market with increase production and high standard.
 ELECTRICAL AND MAINTAINANCE DEPARTMENT:
The electrical maintenance department plays an important role in firm. It provides

require power to all departments. The prakruti products limited has well
developed electrical department. It has highly qualified managers and operators. It

has two generators. One is 63 KVA-85 AMP capacity, other one is KVA-250
AMP capacity. The electrical power transfers to reactor motor, drier, steam driers,
pulverize, and lightning.
 FUNCTION:
 To provide power to require machine
 To provide lighting to the firm
 To increase the production
 SALES DEPARTMENTS:
The sales function plays an important role in this competitive world where
competitors are standing on their toe grab the market share quickly as possible
and be the leader in the market. Strong sales team can outperform the competitors
and win the race for company

 FUNCTION:
Organize for timely dispatch of goods the customer as per the delivery schedules.
Finalizing the annual contract of transporter who are appointed for transportation
of the finished goods of the company during the year. Providing all kind of
logistic support required in the sales function. Communicating and coordinating
with production department an availability of products and dispatch in line with
final sales plan. To handle the customers complaint as quickly as possible and
initiate the preventive measures. Handling storing, packing and delivery of
finished goods.
 SECURITY DEPARTMENT:
Every company should need security for employee safety. Security department
provides protection from the any illegal matter. The prakruti products private
limited has security department, it protect employee in the company.
 FUNCTION:
 Preventing the entry of unauthorized persons into factory premises.
 Checking workers while entering and existing the factory premises.
 MARKETING DEPARTMENT:
The prakruti products private limited has good market department,
3%herbal the marketing in India, 70% of herbal product they are exporting
to aboard such as Italy, USA and England etc… They manufacturing

honey, they buy honey from local area and also buying the raw honey from
another state such as Andhra Pradesh, Punjab, and Gujarat etc… Company
has come up with Himalaya company. It has no brand name in the market;
Himalaya Company has a good name in the India and abroad. It has good
market share in the market.
HUMAN RESOURCE MANAGENET:

In simple sence human resource management means employing people,
developing their resources, utilizing, maintaining and compensating their
services in true with the job and organizational requirements with a view to
contribute to the goal of the organization, individual and the society.
Human resource means total quantitative assets of human beings in a
society.
 QUANTITATIVE ASSETS:
It means the organization should have adequate number of the people
required to carry on or perform all the activities of the organization.
 QUALITATIVE ASSETS:
It means the people should possess required knowledge competence, skill
and abilities to handle their task efficiently and effectively in other words,
human resource means aggregate of the knowledge, skill, experience and
health of employees working in any organization.
R&D ACTIVITIES:
The R&D division is recognized by department of scientific and industrial
research (DSIR),Government of India. R&D since its inception is dedicated
to developing standardized herbal extracts, isolation of high value
phytochemicals as well as acquiring new, advanced technologies.
R&D team has dedicated scientists working in the areas of process,

analytical and discovery research. R&D center conforms to international
standards and has advanced equipment for both basic and applied research.
PROCESS R&D:
The R&D team actively involved in process development, scaling-up
technology transfer and associates with manufacturing team throughout life
cycle of products
R&D has always been emphasizing to ensure that the process being
adopted for the products are cost effective, safe to handle and with optimum
advantage in term of yield and quality.
ANALYTICAL R&D:
Analytical R&D teams support the process development group with the
groups with the following activities:
 Reference standard qualification
 Development and validation of analytical method
 Stability studies according to ICH guidelines
FORMULATION R&D:
Formulation research and development at prakruti is accomplished by
experienced scientists, technicians and chemists.
 Design and development of new dosage forms
 Pre formulation studies

 Lab/pilot scale studies

 Process optimization/validation studies
 Stability studies as per ICH guidance
 Technology transfer of new products
 QUALITY CONTROL AND RESEARCH AND

DEVELOPMENT DEPARTMENT:
 The R&D department plays an important role in a company Every company
should need R&D department for improve the quality of the product. The
prakruti Products Private limited has good R&D department. It has highly
standard equipments such as refract meter, photo spectrometer, PH meter,
electrical Bunsen burner, water heater bath, oven, refrigerator, burette and
all chemicals.
 DSRI approved R&D activities.
 FUNCTION:
 To provide quality product to customer
 To identify the quality of products
 To increase the demand.
2.6 NUMBER OF EMPLOYEES:
CATEGORY OF NUMBER OF EMPLOYEES

EMPLOYEES

Administrative staff 07
Clerical workers 16
Work man 77
2.7 ORGANIZATIONAL STRUCTURE:
Structure of an organization refers to its body or frame work. Every business

organization has specialized activities like production, finance, marketing etc.
though which business is carried though different department or section formal
structure of an organization is horizontal structure refers to division of each
specializing activity in to a separate department for Ex-production, finance, and
marketing. Vertical structure refers to flow of authority relationship. It shows
authority and responsibility relationship in the organization.
Authority moves downwards and responsibility moves upwards
in the organizational structure. Each of activity of an organization by commercial
production, Research and development, quality control is undertaken through a
separate department.
2.8 FUTURE PLANS OF THE COMPANY:

 To bring the extracts the weight reduces into market
 To introduce the bone care extract into market
 To enter into export market.
2.9 LIST OF COMPETITORS:
1. Dabur India Ltd: It is India largest ayurvedic medicine supplies and the
fourth largest procedure of FMCG. It was established in 1884. 15 present of
sales include pharmaceuticals. Ayurvedic specialized division has over 260

medicines for treating a range of ailments and body condition from common
cold to chronic paralysis. These materials constitute only 7% of dabur’s
total revenue (less then 50 millions dollar).
2. Shree Baidyanath Ayurvedic Bhavan Ltd: It was founded in 1917 in kolkata
and specialized in Ayurvedic medicine, though it has recently expanded in
to the FMCG sector with cosmetic and hairs care products such as shigekai
(soap & shampoo) has a sales volume of 35 millions dollar.
3. Pharmaceuticals works: It was founded in the year 1919 in Bombay. Named
after a 16th century ayurvedic .Its total sales value is about 45 millions
dollars. One of its current project is to develop a Dopamine drug from a
plant extract, applying for new drug status in the US.
4. Himalaya drug company: It has established in1934 in Bangalore. It currently
has a business levels of about 500 millions dollars.
5. Charaka pharmaceuticals: It is founded in 1947 and currently has 3
distributer’s centers in India. It procedure liquid tables. It has gained a large
advantage with its new products Eva nova, a preparation containing 33
herbs and minerals.
6. Vicco Laboratories : It was founded in the year 1974, doing 110 millions of
business annually. Its main Ayurvedic division includes emami line; the
company involved with cosmetics but also provides chavanprash and other
health products.
7. Some of the other medium and small manufacturing plants include:

a) Aimil Pharmaceutical Ltd
b) Viswa Keerthy Ayurvedic Vaidya shala
c) Krottakal Ayurvedic Vaidya shala
d) Prakruti Laboratories Pvt.Ltd
2.10 AWARDS AND ACHIVEMENTS OF THE COMPANY:

The prakruti products private ltd secured national award in 2005 for small
scale entrepreneur. Mr Raghavendra shetty, chairman received award from
honorable minister Shree Pranab Mukherjee.
CERTIFICATES:
 ISO-9001:2008
 GMP certified by AYUSH, Government of India
 ISO-22000:2005
 Kosher certified ingredients by star KOSHER
 Organic certified: NPOP and NOP

LIST OF ACCREDITATIONS/CERTIFICATES
SL NAME OF THE CERTIFYING VALID TILL

NO CERTIFICATE BODY
1 Ayush GMP Ayush drug licensing 31/01/2019
authority/siddha
unani- government of
India
2 DSIR Government of India, 31/03/2019
Ministry of science
& technology
3 FAMI OS TUV Nord 25/09/2019

4 Halal Halal India 02/02/2018
5 ISO 9001:2015 TUV SUD 24/04/2020
6 ISO 22000:2008 Nimbus certification 06/05/2017

Pvt. Ltd
7 Kosher Star kosher 31/12/2017
Certifications
8 Organic NPOP/NOP Control Union 03/03/2018
Certifications(India)
AWARDS:
 National awards from Government of India
 Export excellence Award (the federation of Karnataka chambers of
commerce industry)
 National Awards for quality products & national award for quality
assurance from Government of India

 Research & development center approved by DSIR Department of scientific

and industrial research, Government of India.
2.12 SWOT ANALYSIS:
STRENGTHS:
 It has highly sophisticated manufacturing plant for the production of high
quality herbal product.
 It has got qualified team of production people who have through knowledge
of herbal products
 It has backward integration of major herbs for constant and steady supply
of herbal products
 It never misses its delivery schedule policy
WEAKNESS:
 100% employee’s satisfaction is not adopted
 Lack of integrated internal department
OPPORTUNITIES:
 Innovation of new products according to domestic market as well as the
global market

 Organization and implementing many of the international standards like six

sigma techniques atomized manufacturing unit which helps to huge
production.
 Flexibility and freedom of work in employees
THREATS:
 Competition
 Extremities of rainfall may adversely affect the production due the crop
failure.
CHAPTER 3:
CONCEPTUAL DISCUSSION

E- RECRUITEMENT PROCESS
INTRODUCTION:
E-recruitment is an online recruitment process that involves various
procedures of attracting, evaluating, selecting, recruiting, and onboarding job
prospects. It is also known as e-resourcing, or e-hiring process. This process uses
a variety of tools to communicate with job seekers, such as e-mail, online job
boards, and career websites.
E-recruitment is the process of recruiting candidates online. This can be
done through job boards, career websites, or social media platforms. e-
recruitment allows employers to reach alarger pool of candidates and makes the
recruitment process more efficient.
There are several advantages to online recruitment. First, it saves time
and money by eliminating the need to post job advertisements in newspapers or
other traditional channels. Second, it makes it easier to target specific groups of
candidates. For example, employers can use it to search for candidates with
particular skills or experience. Finally, it allows employers to
track the progress of their recruitment campaigns and assess the performance of
different recruiting channels. The goal of online recruitment methods is to find
the best talent for a company quickly and efficiently. It can be used for all types
of positions, from entry-level jobs to executive positions. It is especially useful
for companies and HR managers that are looking to hire large numbers of
employees, such as in the case of a mass layoff.
LITERATURE REVIEW:

DEFINITION:
Edwin flippo defines E-recruitment process as”A process of searching
for prospective employees and stimulating and encouraging them to apply for job
s in an organization."In simpler terms, e-recruitment are concurrent
processes and are void without each other. They significantly differ from each
other and are essential constituents of the organization. It helps in discovering the
potential and capabilities of applicants for expected or actual organizational
vacancies. It is a link between the jobs and those seeking jobs.
WORK BY KORSTEN (2003) AND JONES ET AL. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource
Management the or is emphasize on techniques of e-recruitment and outline the
benefits of interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be internal or
external or may also be conducted online. Typically, this process is based on the
levels of recruitment policies, job postings and details, advertising, job
application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).Jones et al. (2006) suggested that examples
of recruitment policies in the healthcare, businessor industrial sector may offer
insights into the processes involved in establishing recruitment policies and
defining managerial objectives. Successful recruitment techniques involve an
incisive analysis of the job, the labour marketscenario/ conditions and interviews,
and psychometric tests in order to find out the potentialities of job seekers.
Furthermore, small and medium sized enterprises lay their handson interviews
and assessment with main concern related to job analysis, emotional intelligence
in inexperienced job seekers, and corporate social responsibility.
WORK BY ALAN PRICE (2007):

Price (2007), in his work Human Resource Management in a Business

Context, formally defines recruitment as the process of retrieving and attracting
able applications for the purpose of employment. He states that the process of
recruitment is not a simpl eselection process, while it needs management decision
making and broad planning in order to appoint the most appropriate manpower.
There existing competition among business enterprises for recruiting the most
potential workers in on the pathway towards creating innovations, with
management decision making and employers attempt in to hire only
the best applicants who would be the best fit for the corporate culture and ethics s
pecific to the company (Price 2007). This would reflect the fact that the
management would particularly shortlist able candidates who are well equipped
with the requirements of the position they are applying for, including team work.
Since possessing qualities of being a team player would be essential in any
management position (Price 2007)
WORK BY SILZER ET AL (2010):

However, the process of e- recruitment does not cease with application of
candidature of the appropriate candidates, but involves sustaining and retaining
the employees that are selected, as stated by Silzer et al. (2010).Work of Silzer et
al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is
something one can be born with or is it something that can be acquired through
development. According to Silzer et al (2010), that was a core challenge in
designing talent systems, facing the organization and among the senior
management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques. Regardless
of a well-drawn practical plan on recruitment and selection as well as
involvement of highly qualified management team, companies following
recruitment processes may face significant obstacles in implementation. As such,
theories of HRM can give insights in the most effective approaches to e-
recruitment even though companies Will have to employ their in house

management skills for applying generictheories. across

particular organizational contexts. Word conducted by Silzer et al (2010) describe
d that the primary objective of successful talent strategies is to create both a
case as well as a blue print for developing the talent strategies within a dynamic
and highly intensive economy where in acquisition, deployment and preservation
of human capital-talent that matter,, shapes The competitive advantages and
success of many companies (Silzer et al. 2010).
WORK BY TAHER ET AL. (2000):
Toward that end Taher et al. (2000) carried out a study to critique the value-
added and non-value activities in a recruitment and selection process. The
strategic manpower planning of a company, training and development programme
performance appraisal, reward system and industrial relations, was also
appropriately outlined in the study. This study was based on the fact that efficient
HR planning is an essence of organization success, which flows naturally into
employee recruitment and selection (Taher et al. 2000). Therefore, demand rather
than supply must be the prime focus of the recruitment and selection process and
a greater emphasis must be put on planning, supervising and control rather than
mediation. Extending this principle, a realistic approach to recruitment and
selection process was demonstrated, and the study found that an organization is
efficient only when the value it commands exceed
the price involved in determining the process of decision making or product. In ot
her words, value-added and non-value added activities associated with a
company's recruitment and selection process impacts its role in creating
motivated and skilled workforce in the country(Taher et al.2000). Thus, the study
identified the waiting time, inspection time and filing time as non value added
tasks and the cost of advertisement as the only value added activity in the overall
process. Taher et al. (2000) investigated the recruitment and selection section of
Bangladesh Open University. It was found that whenever the recruitment and
selection department of BOU received a e- recruitment request of new applicants

from other sections, the officials failed to instantly advertise the vacancy in
various media. The university had to follow some long sequential steps prior to
doing so. After the vacancy is publicly advertised, what followed were the
bureaucratic formalities and complications together with inspection and
supervision by two departments thereby causing unnecessary waiting in the e-
recruitment.

CHAPER 4:
DATA ANALYSIS
TABLE 1: TABLE SHOWING AGE GROUP OF EMPLOYEES
AGE GROUP NUMBER
Below 30 19
30-40 19
41-50 10
Above 50 2
Total 50
CHART 1:
NUMBER
60
50
40
NUMBER
30
20
10
0
Excellent Good Average Satisfactory Total
INTERPRETATION:
Among the 50 employees, analysis shows that majority are
bellow 30 and 30-49 years of age group from the above table and chart it is
noticed that the age group of employees below 30 years is 19 employees, 30-40
years is 19 employee s, 41-50 years is 10 employees, and above 50 years is 2
employees.

TABLE 2: TABLE SHOWING GENDER OF THE

EMPLOYEES
GENDER NUMBER PERCENT

Male 27 54%
Female 23 46%
Total 50 100%
CHART 2:
NUMBER
Excellent
Good
Average
INTERPRETATION:
The above table and chart indicates that in survey of
employees of prakruti products private limited, 54% were men 46% were women.
The majority of employees in this organization are men comparison to women.

TABLE 3: TABLE SHOWING LENGTH OF SERVICE OF

EMPLOYEES
SERVICE NUMBER PERCENT

Below 5 years 17 34%
5-10 years 16 32%
10-15 years 14 28%
Above 15 years 3 6%
Total 50 100%
CHART 3:
60
50
40
30
NUMBER
PERCENT
20
10
0
INTERPRETATION:
From the above table and chart it is noticed that employee’s
length of services below 5 years is 34%, length of services 5- 10 years is 32%,
and length of services 10-15 years is 28% and above 15 years is 6%. This analysis
shows that majority of the employees have below 5 years of length of services.

 TABLE 4: TABLE SHOWING WHETER EMPLOYEES ARE

AWARE OF THE CONCEPT “ E- RECRUITMENT SELECTION”
RESPONSES NUMBER PERCENT

Yes 45 90%
No 5 10%
Total 50 100%
CHART 4:
NUMBER
Excellent
Good
Average
INTERPRETATION:
The above table and chart indicates that 90% of employees
are aware of the concept “ E-Recruitment process” and 10% of employees are not
aware of the concept “ E-Recruitment process”

TABLE 5: TABLE SHOWING WHETHER EMPLOYEES ARE

SATISFIED WITH RGARDS TO RECRUITMENT PROCESS BY
WHICH THEY WERE SELECTED
RESPONSES 4 8%
Highly Satisfied 37 64%
Neutral 8 16%
Highly Dissatisfied 1 2%
Total 50 100%
CHART 5:
60
50
40
30
Series1
Series2
20
10
0
RESPONSESHighly Satisfied Neutral Highly Dissatisfied Total
INTERPRETATION:
The above table and chart shows employee’s satisfaction
level with the Recruitment process, in which 74% are satisfied, 16% are neutral ,
8% are highly satisfied, and only 2% is highly dissatisfied.

TABLE 6: TABLE SHOWING THE REASONS FOR EMPLOYEES TO

OPT THIS JOB
OPTING FOR JOB NUMBER PERCENT
Good pay scale 12 24%
More benefits 5 10%
Career Growth 21 42%
All the above 12 24%
Total 50 100%
CHART 6:
60
50
40
Series1
30 Series2
NUMBER
PERCENT
20
10
0
12% 14% 100%
INTERPRETATION:
The above graph and table shows that 42% of respondent
consider career growth, followed by 24% all the above, 10% more benefits,24%
for good pay scale as the reason to opting for job in this company. Therefore
maximum respondents consider career growth as the main factor .

TABLE 7: TABLE SHOWING INFORMATION SOURCE ABOUT

THE JOB
Advertisement 15 30%
Consultant 7 14%
Personal factor 22 44%
Campus 6 12%
Total 50 100%
CHART 7:
NUMBER
Excellent
Good
Average
Satisfactory
Total
INTERPRETATION:
The above graph indicate that 44% of respondent knew
about the job through personal reference, followed by 30% through
advertisement, 14% through consultant and 12% through campus. Therefore
maximum respondents are selected through personal reference.

TABLE 8 : TABLE SHOWING EMPLOYEES SOURCES OF BEING

RECRUITED AND SELECTED

Employee referrals 12 24%
Friends 15 30%
Family 8 16%
Advertisement 15 30%
Total 50 100%
CHART 8:
60
50
40
30
PERCENT
NUMBER
20
10
0
INTERPRETATION:
In the above table and chart shows the sources through
which employees were recruited and selected, 30% through employees referrals
and 16% through family.

TABLE 9: TABLE SHOWING WHETHER THE ORGANIZATION

CLEARLY DEFINES, THE POSITION OBJECTIVES,
REQURIREMENTS AND CANDIDATE SPECIFICATIONS IN THE
RECRUITMENT PROCESS

Yes 38 76%
No 12 24%
Total 50 100%
CHART 9 :
NUMBER
Average Excellent
14% 9%
Good
77%
INTERPRETATION:
From the table and chart it is indicated than 76% of
respondent said that organization clearly define the position objective,
requirements and candidate specifications in the recruitment process and 24%
disagree for the same.

TABLE 10: TABLE SHOWING EMPLOYEES FEELING ABOUT THE

INTERVIEW PANEL:

Excellent 4 8%
Good 33 66%
Average 6 12%
Satisfactory 7 14%
Total 50 100%
CHART: 10
50
45
40
35
30
25 NUMBER
PERCENT
20
15
10
5
0
INTERPRETATION:
The above table and chart shows that 60% feel good about
the interview panel, 14% feel satisfactory,12 feel average ,8% feel excellent about
the interview panel.

CHAPTER 5:
FINDING, RECOMMENDATION AND CONCLUSION
FINDINGS:
 It is found that 90 percent of employees are aware of the concept
recruitment and selection.
 It is found that 74 percent of employees are satisfied with regards to
recruitment process by which they are selected and 2 percent are highly
dissatisfied.
 It is found that 42 percent of employee’s career growth is opting for this job
and 10 percent for more benefits.
 It is found that 44 percent of the employees consider that personal reference
and advertisement as their sources to know about the job.
 It is found that 30 percent of the employees consider that advertisement and
friends as their source of being recruited and selected.
 It is found that 76 percent of the employees agree that the company clearly
defines that the position objectives, requirements and candidate
specification in the recruitment process.
 It is found that 66 percent of employees feel good about the interview panel
and 14 percent satisfactory.
 It is found that 70 percent of the employees agree that HR department is
efficient in selection policy of the employee.
 It is found that 54 percent of the employees agree that HR clearly defines
the job description and job satisfaction in the recruitment process and 8
percent strongly disagree with the same.
 It is found that 66 percent of the employees rate the recruitment procedure
as very short and 24 percent as long .
 It is found that 64 percent of the employee’s rate HR department‘s
performances in the e-recruitment good and 22 percent as satisfactory.

SUGGESTIONS:
 10% of the employees are not aware of recruitment and since they should be
aware of this concept.
 2% of the employees are highly dissatisfied with regards to recruitment
process by which they are selected, since the employees must be satisfied
with recruitment process in which they are selected
 10% of the employees have more benefits, as the reason of opting for job in
this company, since the company must provide are benefits to the
employees to opting this job.
 12% of the information sources of the job is collected by the campus since
the company should improve in collecting the information from the campus.
 16% of the employees are been recruited and selected by the family since
the employees must improve the sources og being recruited and selected.
 24% of the organization should clearly define the position objectives,
requirements and candidate specifications in the recruitment process.
CONCLUSION:

The human resources of the organization is the most crucial asset of an

organization. working on this project has given me a practical experience. It is
one of the well managed and planed organization which follows noble and
effective principle and policies in their day today working ad decision making
The HR department has the crystal clear idea of recruitment and selection
procedure.
It also help in better employer- employee relation, and also keeps update
about the human resource of the organization.
Through this project I have got valuable insights into HR departments,
where they follow recruiting candidates from both internal and external sources,
and overall work done b the HR department. The interaction with the employees
gave me a practical Knowledge about the working of firm. As a result,
recruitment and selection is one of the vital aspect of firm because through this
process human resource of the firm is employed, who leads the organization
towards success.
ANNEXURES:
QUESTIONNAIRE:

1. Whether employees are aware of the concept “E- Recruitment process”?

a) Yes
b) No
2. Whether employees are satisfied with regards to recruitment process by which they
were selected?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Highly Dissatisfied
3. Whether the reasons for employees to OPT this job?

a) Good pay scale
b) More benefits
c) Career growth
d) All the above
4. What is the information source about the job?

a) Advertisement
b) Consultant
c) Personal references
d) Campus
5. What are the employee’s sources of being recruited and selected?

a) Employee referrals
b) Friends
c) Family
d) Advertisement
6. Whether the organization clearly defines, the position objectives, requirements and
candidate specifications in the recruitment process?
a) Yes

b) No
7. What are the employees feeling about the interview panel?

1) Excellent
2) Good
3) Average
4) Satisfactory
8. Whether the employee feeling about the interview panel?

a) Yes
b) No
9. Whether HR defines the job description and job specification in the recruitment
process?
a) Strongly agree
b) Agree
c) Neutral
d) Strongly disagree
10.What is the time spent on recruitment procedure ?

a) Very long
b) Long
c) Medium
BIBLIOGRAPHY:

Korsten 2003 jones et al 2006, this research founded that the selection process
from business at university of the Philippines Diliman.
Alan price 2007 Hiltrop was successful in demonstrating the form business at
university of the Philippines Diliman .
Hiltrop, j .1995 human resources management in the knowledge age current
practices and perspective on the page 21of 22future & Hiltrop, et al (1996)
Airline: A strategic management simulation.
Jackson et al (2009) and brattonand Gold (Bratton & Gold 1999) Jacksoon et al
(2009), work by jackson et al, (2009) and bratton and Gold (1999): as discussed
by Jackson et al. in the position of Jackson et al.(2009) and bratton & Gold.
International journal of scientific and research publication, volume 5, issue 4
April 2015 2 ISSN 2250-3153 www.ijsrp.org work by Silzer et al (2010)
E-Recruitment process, Taher et al. (2000) investigated the E-recruitment process
section of Bangladesh, Silzer et al (2010):however, the process of E- recruitment
process in the organization and its performance will increase.
WEBSITE RFFERENCES:
http://www.prakruti.com
www.managementstudyguide.com
https://www.linkedin.com/in/m-r-shetty-06756a56

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INTERNSHIP REPORT 20B029

REPORT OF INTERNSHIP PROGRAMME

UNDER THE GUIDANCE OF

Government arts and science (Autonomous ) karwar Page 1

Government arts and science (Autonomous ) karwar Page 2

I wish to express my heartfelt thanks to all those who were involved in

Government arts and science (Autonomous ) karwar Page 3

Place: Karwar Sanjana Gunagi

Government arts and science (Autonomous ) karwar Page 4

CHAPTER 2: PROFILE OF THE COMPANY

CHAPTER 3: CONCEPTUAL DISCUSSION ( THEORITICAL

PROFILE OF THE COMPANY PAGE NO

CONCEPTUAL DISCUSSION PAGE NO

DATA ANALYSES PAGE NO

Government arts and science (Autonomous ) karwar Page 6

FINDINGS,RECOMMENDATION AND PAGE NO

As a part of recruitment research has prepared project on E-requirement

per direction of SDMCET DEPARTMENT OF MANAGEMENT STUDIES this is the

1.1 Objective of the study :

 To study the recruitment procedure followed in prakruti products private

Government arts and science (Autonomous ) karwar Page 8

 To study the various sources of recruitments followed in prakruti products

1.2 RESEARCH METHEDOLOGY:

1.3 SCOPE OF THE STUDY:

The scope of the study is to observe the degree of satisfaction levels of

 To provide a systematic recruitment process.

Government arts and science (Autonomous ) karwar Page 9

 Dealing with the excess of shortage of resources.

1.4 LIMITATION OF THE STUDY:

 Due to time constraint an exhaustive study cannot be undertaken.

2.1 HISTORY OF THE COMPANY:

PRAKRUTI PRODUCTS PRIVATE LIMITED, established in the year 1998

Government arts and science (Autonomous ) karwar Page 10

PRAKRUTI PRODUCTS PRIVATE LIMITED, venture into extraction of

Government arts and science (Autonomous ) karwar Page 11

OWNERSHIP PATTERN AND EXECUTIVE PEOPLE:

NAME DESIGNSTION Date

Mamatha Raghavendra Director 11 December 2010

Government arts and science (Autonomous ) karwar Page 12

Praveer Shetty Director 14 January 2016

NAME OF THE COMPANY: Prakruti products private limited

2.2 VISION, MISSION AND OBJECTIVES OF THE COMPANY:

 To continuously create new opportunities for growth in their strategic

OBJECTIVES OF THE COMPANY:

2.3 PRODUCTS AND PHOTOGRASPHS OF THE PRODUCTS:

Government arts and science (Autonomous ) karwar Page 14

SL COMMON NAME ACTIVE TEST

Government arts and science (Autonomous ) karwar Page 15

1 Garcinia Combogia Extract Hydroxy Citric HPLC

2 Salacia reticulate Extract Salacia Glycosides Gravimetric

3 Tribulus terestries extract Saponins UV

4 Gymnema Sylvestre Gymnemic Acid HPLC

5 Boswellia Serratta Boswellic Acid Titrarion

6 Ashwagandha Extract Alkaloid Gravimetric

7 Rita Extract Saponins HPLC

8 Ociumum Sanctum Ursolic Acid HPLC

10 Aloe Vera Barbalion Aioin

11 Glucosomine HCL &Sulphate

12 Calcium Sennoside calcimsennosides

13 Curcumin Extract (95%) Curcuminoids HPLC

14 Licorice Extract Glocyrrhizin HPLC

15 Banana Extract Colosolic Acid HPLC

16 Guggul Extract Guggulu sterones U.V.Spectrometer