The document is a project report on recruitment and selection at InfoSystem & Solutions. It includes sections on objectives of the study, research methodology, scope of the study, limitations, and company profile. The company profile describes InfoSystem & Solutions as a leading IT services provider in Bihar with over 50 IT professionals and 1100 personnel deployed in various projects. It provides software products, IT services, training, computerization, website development, and other solutions to government and public sector clients.
This document provides a project report on recruitment and selection at InfoSystem & Solutions. It includes an introduction to the company, which provides IT services and software products in Bihar. It also discusses the company's mission, offerings, knowledge imparting and training programs. The report covers objectives, methodology, scope, limitations and contains sections on the recruitment and selection process, data analysis, findings, and recommendations.
Recruitment & Selection process of Sonali Bank LimitedSabbir Ahmed
The document is an internship report submitted by Md. Sabbir Ahmad to evaluate the recruitment and selection process of Sonali Bank Limited. It includes an introduction outlining the background, objectives, and scope of the study. The report contains chapters on the profile of Sonali Bank, their recruitment and selection processes, findings from questionnaires, and recommendations. The intern aims to analyze Sonali Bank's human resource management practices, specifically their recruitment and selection procedures.
This internship report summarizes Raghda Al Saif's 8-week internship at Yokogawa's HR department. Key activities included scanning CVs of job applicants, participating in a recruitment interview, and assisting with new employee orientation. The internship provided hands-on experience with recruitment tasks and an opportunity to develop skills in areas like analyzing job requirements, assessing candidate qualifications, and welcoming new hires. Overall, the report indicates the internship was a valuable learning experience that helped Raghda evaluate her capabilities for a future career in human resource management.
Competitive advantage By Bangladesh Commerce Bank LtdAsad Saimon
Bangladesh Commerce Bank Ltd incorporated in Bangladesh on 1 June 1998 as a banking company, it started banking operations on 16 September 1999 with an authorized and paid up capital of Tk 2,000 million and Tk 920 million respectively.
This document provides background information on an internship report submitted by Lekha Koirala to Lincoln University College in partial fulfillment of an MBA degree. The report discusses human resource strategies of Rastriya Banijya Bank based on an 8-week internship in the bank's HR department. The introduction discusses the objectives of the internship, limitations of the study, research design, data collection methods, and an overview of factors affecting HR in Nepalese and other organizations such as political, economic, social and technological forces.
'Analysis of the Corporate Affairs Division' with reference to maxPro Pvt. Lt...Kunjika Prasai
This internship report summarizes the intern's analysis of the Corporate Affairs Division (CAD) at maxPro Pvt. Ltd. during a 3-month internship. The CAD was newly established to serve and administer the three subsidiaries of maxPro Group of Companies. The intern found that the CAD reflected its heavily-burdened head and that employees were least satisfied with its performance. While the CAD developed strategic plans well, it struggled with communication, operational support, and efficient task completion due to having only one employee. The intern recommends hiring additional staff for the CAD to ensure smooth operations and establishing core divisions over the long term to improve its effectiveness. The intern gained valuable skills in presentation, writing, research, and more that
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
This document provides a project report on recruitment and selection at InfoSystem & Solutions. It includes an introduction to the company, which provides IT services and software products in Bihar. It also discusses the company's mission, offerings, knowledge imparting and training programs. The report covers objectives, methodology, scope, limitations and contains sections on the recruitment and selection process, data analysis, findings, and recommendations.
Recruitment & Selection process of Sonali Bank LimitedSabbir Ahmed
The document is an internship report submitted by Md. Sabbir Ahmad to evaluate the recruitment and selection process of Sonali Bank Limited. It includes an introduction outlining the background, objectives, and scope of the study. The report contains chapters on the profile of Sonali Bank, their recruitment and selection processes, findings from questionnaires, and recommendations. The intern aims to analyze Sonali Bank's human resource management practices, specifically their recruitment and selection procedures.
This internship report summarizes Raghda Al Saif's 8-week internship at Yokogawa's HR department. Key activities included scanning CVs of job applicants, participating in a recruitment interview, and assisting with new employee orientation. The internship provided hands-on experience with recruitment tasks and an opportunity to develop skills in areas like analyzing job requirements, assessing candidate qualifications, and welcoming new hires. Overall, the report indicates the internship was a valuable learning experience that helped Raghda evaluate her capabilities for a future career in human resource management.
Competitive advantage By Bangladesh Commerce Bank LtdAsad Saimon
Bangladesh Commerce Bank Ltd incorporated in Bangladesh on 1 June 1998 as a banking company, it started banking operations on 16 September 1999 with an authorized and paid up capital of Tk 2,000 million and Tk 920 million respectively.
This document provides background information on an internship report submitted by Lekha Koirala to Lincoln University College in partial fulfillment of an MBA degree. The report discusses human resource strategies of Rastriya Banijya Bank based on an 8-week internship in the bank's HR department. The introduction discusses the objectives of the internship, limitations of the study, research design, data collection methods, and an overview of factors affecting HR in Nepalese and other organizations such as political, economic, social and technological forces.
'Analysis of the Corporate Affairs Division' with reference to maxPro Pvt. Lt...Kunjika Prasai
This internship report summarizes the intern's analysis of the Corporate Affairs Division (CAD) at maxPro Pvt. Ltd. during a 3-month internship. The CAD was newly established to serve and administer the three subsidiaries of maxPro Group of Companies. The intern found that the CAD reflected its heavily-burdened head and that employees were least satisfied with its performance. While the CAD developed strategic plans well, it struggled with communication, operational support, and efficient task completion due to having only one employee. The intern recommends hiring additional staff for the CAD to ensure smooth operations and establishing core divisions over the long term to improve its effectiveness. The intern gained valuable skills in presentation, writing, research, and more that
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
This document is a letter of transmittal for an internship report submitted to fulfill the requirements of a Bachelor of Business Administration program. The author expresses gratitude to their academic supervisor for guidance. They worked to identify the basic information and preventive measures about the promotion strategy of S-FONE in Bangladesh. The letter acknowledges that while the analysis may not provide a clear picture, the author put forth their best effort. It requests that any queries about the report be addressed to the author.
This document appears to be a summer training report submitted by a student named Aparna Sharma to fulfill requirements for an MBA degree. The report focuses on assessing customer satisfaction at Sri Krishna Rolling Mills Ltd. in Jaipur, India. It includes chapters on the company profile, research methodology used in the study, data analysis and interpretation of findings, and conclusions. The research methodology discusses objectives of studying factors influencing customer purchase decisions and satisfaction levels. A sample of 35 current and past customers in Jaipur was used to collect primary data through random and stratified sampling.
Customer Relationship Management of Basic Bank Limited: A StudyDipto Biswas
It is my pleasure to submit the internship report on Customer Relationship Management of BASIC Bank Limited: A Study which has been prepared as a part of partial fulfillment of the degree of BBA (Hon’s). I will be very glad if the report serves its actual purpose and I am ready to explain anything to you, if necessary.
DIPTO BISWAS
Dept. of Accounting & Information Systems
Islamic University, Kushtia
Email: diptobiswasiu@gmail.com
Industry Internship Presentation- AbbottMonika Sinha
During the industry internship, the main crux of the projects was to BRING PROCESS EFFICIENCY at Abbott. The three major projects which were under taken during the internship were:
1. Project “Operations CoE”
2. Project “Know Your Benefits”
3. Project “Become A Talent Scout”
The project “OPERATIONS CENTER OF EXCELLENCE” deals with the recruitment process. The recruitment process requires a team to follow various activities which may be non-value add activities for a recruiter, however important for the process. Determining what adds value and to remove/ modify the non-value added activities was the major concern. The focus of this project was to make the recruitment process more lean and efficient. The project “KNOW YOUR BENEFITS” was related to preparation of a Compensation Manual for the Employees at Abbott. The Processes in getting a relocation policy, a company car, a company leased accommodation, etc. are not easily understood by the employees and it is also very difficult for the recruiters to make them understand. The manual provides the Process Maps as well as a detailed description on the benefits that the employees can avail. The Project “BECOME A TALENT SCOUT” was all about designing an Abbott’s Employee Referral Program (ERP) to help source top talent, build diversity and take advantage of the most effective source of new hires: referrals from current employees.
The document is a project report on measuring the effectiveness of training at Surat People's Co-operative Bank Ltd. It includes an introduction to the banking industry and company profile. The research methodology section outlines a study conducted through questionnaires to evaluate various aspects of training such as topics covered, quality, and usefulness. Data analysis uses tools like percentage and charts. The findings suggest that training meets objectives of improving employee skills, knowledge, and motivation. Recommendations are made to further enhance training effectiveness.
The document is an internship report summarizing Nur Natasha Nazira Binti Zulkifli's internship at Citibank Berhad Malaysia from June 6th to August 26th, 2016.
During her internship in the In-Business Control department, she assisted with FATCA compliance projects and validated customer data. She gained experience applying her political science and economics knowledge to international relations and regulatory issues. The internship provided valuable real-world experience and helped her develop critical thinking and problem-solving skills.
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
Dissertation report on performance appraisalMonika Deswal
This document appears to be a dissertation project report submitted for an MBA degree. It discusses a study conducted on employee satisfaction with performance appraisals at Hotel Samrat in New Delhi. The report includes an introduction to the hotel industry and Hotel Samrat, objectives and scope of the study, a literature review on relevant concepts like human resource management and performance appraisal, the research methodology used, data analysis and findings, and conclusions and suggestions.
A report on market analysis and competitors analysis of career launcher archit aggarwal
This document provides an overview and analysis of CL Educate Ltd., an education company in India. It discusses the company's products and services, which include test preparation, K-12 education, and vocational training across various subjects like management, law, media, hospitality, and IT. The document analyzes the company's competitors like TIMES, MBA GURU, and Alchemist. It also discusses the company's business development strategies, product classification, pricing, features, and segmentation, targeting, and positioning approach. The limitations of the study are discussed as well as the methodology used for research and a customer satisfaction survey.
Final report of summer training during MBA - REPORT ON MGVCL (Electricity Dis...CHARMI BRAHMBHATT
This document provides background information on Madhya Gujarat Vij Company Limited (MGVCL), including that it is a power distribution company in Gujarat formed in 2005 as a subsidiary of Gujarat Electricity Board. MGVCL distributes electricity across 5 districts in central Gujarat. The document outlines MGVCL's capital structure, board of directors, key officials, and awards/recognitions received for its performance and initiatives.
This document summarizes a summer internship project analyzing human resource practices at Shree TNB polymers ltd. The company manufactures PVC pipes and fittings and has a turnover of around 200 crores. The intern conducted primary research through questionnaires and secondary research online. Findings include that employees are recruited based on qualifications but some feel overloaded with work. Training typically occurs after 3 months. The intern suggests delegating work more evenly to reduce burdens and focusing more on campus recruitment to attract and retain talent. The key learnings were effective teamwork and the importance of discipline and timing.
This document is an internship report submitted to Northern University Bangladesh on a study of job satisfaction among employees of Bangladesh Commerce Bank Limited in Khulna. It includes an introduction outlining the objectives and methodology of the study, which involved distributing questionnaires to 18 employees. The report also provides an overview of the banking sector in Bangladesh and the history and services of Bangladesh Commerce Bank Limited. Statistical analysis was conducted on the questionnaire data to determine correlations between motivation, job security, and job satisfaction. The findings suggest motivation and job security are positively correlated with job satisfaction among the bank's employees.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
Compensation Package and Employee Job Satisfaction of First Security Islami B...Sakhawat Hossain
This chapter provides an overview of First Security Islami Bank Limited (FSIBL):
- FSIBL is an Islamic commercial bank in Bangladesh committed to providing high-quality financial services.
- The bank has expanded rapidly in recent decades and plays an important role in the country's economic and social development.
- The author conducted an internship at FSIBL to learn about the banking industry and basic operations of different departments.
- FSIBL has created a positive reputation through good customer service and introducing popular modern banking schemes.
Analyzing customer decision making process in insurance servicesAnand Tomar
Project report on Analyzing customer decision-making process in insurance services.
Project Synopsis
About Insurance Sector
About the company
Swot analysis
Porter five forces model
Organizational Structure
Recruitment & Selection
Internship Summary
Project Description
Learnings
Findings
Suggestion
References
Annexure
This document provides guidelines for MBA students to choose an appropriate sector, organization, and career path for their final project work. It outlines a 3 phase process: 1) Pre-project preparation where students research sectors and organizations to find the best fit. 2) Interface during the project where proper conduct is important. 3) Interface after the project where expectations must be met. Key steps include selecting a sector and organizations of interest, designing an effective resume and statement of purpose, and choosing a suitable research topic that applies classroom learning. The goal is to gain real-world experience and pave the way for future career opportunities.
This document summarizes a study on improving the material handling system for a paper cup manufacturing company. It outlines the current problems with the company's manual material handling processes, including increased time and injuries. The objectives of the study are to identify a more efficient material handling equipment solution, analyze the company's production processes, and design a new system to streamline material flow and information sharing between departments. The study aims to help the company increase productivity and delivery performance to remain competitive through a coordinated, just-in-time material supply system.
This document provides an overview of THDC India Limited, a joint venture between the Government of India and Government of Uttar Pradesh. It discusses THDC's vision, mission, portfolio of projects including operational hydropower plants like Tehri and Koteshwar HEP, upcoming projects, awards received, and certifications obtained. The key points are: THDC was established in 1988 to develop the Tehri Hydro Complex and other hydropower projects. Currently, THDC has an installed capacity of 6071 MW including operational capacity of 1400 MW from Tehri and Koteshwar plants. It is working to develop conventional, non-conventional and renewable energy sources in India and neighboring countries.
The document is a summer internship project report on studying the sales process of advertising at Grok Communications LLP. It includes an abstract, executive summary, literature review on related research papers, and chapters on the advertising industry profile, company profile, different advertising mediums, objectives of the study, methodology, implementation of the SPANCO sales process, findings, recommendations, and conclusion. The intern aims to analyze Grok Communication's client acquisition process and tools, understand the functions of the client servicing team, and examine how campaign ideas are designed for clients.
trainning and development sip report of ism patnaANIKET SINHA
This document provides a company profile for InfoSystem & Solutions, an IT services and software products company based in Patna, Bihar. It discusses the company's mission to provide best-in-class industry solutions and domain expertise. The company has over 50 IT professionals and 1100 total employees deployed across various locations in Bihar. In addition to custom software solutions, the company provides training, computerization, IT planning, website development, and other services. It operates a training center that offers DOEACC certification courses as well as short and long-term computer training courses. The center also conducts customized training programs for industry clients.
This document is a letter of transmittal for an internship report submitted to fulfill the requirements of a Bachelor of Business Administration program. The author expresses gratitude to their academic supervisor for guidance. They worked to identify the basic information and preventive measures about the promotion strategy of S-FONE in Bangladesh. The letter acknowledges that while the analysis may not provide a clear picture, the author put forth their best effort. It requests that any queries about the report be addressed to the author.
This document appears to be a summer training report submitted by a student named Aparna Sharma to fulfill requirements for an MBA degree. The report focuses on assessing customer satisfaction at Sri Krishna Rolling Mills Ltd. in Jaipur, India. It includes chapters on the company profile, research methodology used in the study, data analysis and interpretation of findings, and conclusions. The research methodology discusses objectives of studying factors influencing customer purchase decisions and satisfaction levels. A sample of 35 current and past customers in Jaipur was used to collect primary data through random and stratified sampling.
Customer Relationship Management of Basic Bank Limited: A StudyDipto Biswas
It is my pleasure to submit the internship report on Customer Relationship Management of BASIC Bank Limited: A Study which has been prepared as a part of partial fulfillment of the degree of BBA (Hon’s). I will be very glad if the report serves its actual purpose and I am ready to explain anything to you, if necessary.
DIPTO BISWAS
Dept. of Accounting & Information Systems
Islamic University, Kushtia
Email: diptobiswasiu@gmail.com
Industry Internship Presentation- AbbottMonika Sinha
During the industry internship, the main crux of the projects was to BRING PROCESS EFFICIENCY at Abbott. The three major projects which were under taken during the internship were:
1. Project “Operations CoE”
2. Project “Know Your Benefits”
3. Project “Become A Talent Scout”
The project “OPERATIONS CENTER OF EXCELLENCE” deals with the recruitment process. The recruitment process requires a team to follow various activities which may be non-value add activities for a recruiter, however important for the process. Determining what adds value and to remove/ modify the non-value added activities was the major concern. The focus of this project was to make the recruitment process more lean and efficient. The project “KNOW YOUR BENEFITS” was related to preparation of a Compensation Manual for the Employees at Abbott. The Processes in getting a relocation policy, a company car, a company leased accommodation, etc. are not easily understood by the employees and it is also very difficult for the recruiters to make them understand. The manual provides the Process Maps as well as a detailed description on the benefits that the employees can avail. The Project “BECOME A TALENT SCOUT” was all about designing an Abbott’s Employee Referral Program (ERP) to help source top talent, build diversity and take advantage of the most effective source of new hires: referrals from current employees.
The document is a project report on measuring the effectiveness of training at Surat People's Co-operative Bank Ltd. It includes an introduction to the banking industry and company profile. The research methodology section outlines a study conducted through questionnaires to evaluate various aspects of training such as topics covered, quality, and usefulness. Data analysis uses tools like percentage and charts. The findings suggest that training meets objectives of improving employee skills, knowledge, and motivation. Recommendations are made to further enhance training effectiveness.
The document is an internship report summarizing Nur Natasha Nazira Binti Zulkifli's internship at Citibank Berhad Malaysia from June 6th to August 26th, 2016.
During her internship in the In-Business Control department, she assisted with FATCA compliance projects and validated customer data. She gained experience applying her political science and economics knowledge to international relations and regulatory issues. The internship provided valuable real-world experience and helped her develop critical thinking and problem-solving skills.
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
Dissertation report on performance appraisalMonika Deswal
This document appears to be a dissertation project report submitted for an MBA degree. It discusses a study conducted on employee satisfaction with performance appraisals at Hotel Samrat in New Delhi. The report includes an introduction to the hotel industry and Hotel Samrat, objectives and scope of the study, a literature review on relevant concepts like human resource management and performance appraisal, the research methodology used, data analysis and findings, and conclusions and suggestions.
A report on market analysis and competitors analysis of career launcher archit aggarwal
This document provides an overview and analysis of CL Educate Ltd., an education company in India. It discusses the company's products and services, which include test preparation, K-12 education, and vocational training across various subjects like management, law, media, hospitality, and IT. The document analyzes the company's competitors like TIMES, MBA GURU, and Alchemist. It also discusses the company's business development strategies, product classification, pricing, features, and segmentation, targeting, and positioning approach. The limitations of the study are discussed as well as the methodology used for research and a customer satisfaction survey.
Final report of summer training during MBA - REPORT ON MGVCL (Electricity Dis...CHARMI BRAHMBHATT
This document provides background information on Madhya Gujarat Vij Company Limited (MGVCL), including that it is a power distribution company in Gujarat formed in 2005 as a subsidiary of Gujarat Electricity Board. MGVCL distributes electricity across 5 districts in central Gujarat. The document outlines MGVCL's capital structure, board of directors, key officials, and awards/recognitions received for its performance and initiatives.
This document summarizes a summer internship project analyzing human resource practices at Shree TNB polymers ltd. The company manufactures PVC pipes and fittings and has a turnover of around 200 crores. The intern conducted primary research through questionnaires and secondary research online. Findings include that employees are recruited based on qualifications but some feel overloaded with work. Training typically occurs after 3 months. The intern suggests delegating work more evenly to reduce burdens and focusing more on campus recruitment to attract and retain talent. The key learnings were effective teamwork and the importance of discipline and timing.
This document is an internship report submitted to Northern University Bangladesh on a study of job satisfaction among employees of Bangladesh Commerce Bank Limited in Khulna. It includes an introduction outlining the objectives and methodology of the study, which involved distributing questionnaires to 18 employees. The report also provides an overview of the banking sector in Bangladesh and the history and services of Bangladesh Commerce Bank Limited. Statistical analysis was conducted on the questionnaire data to determine correlations between motivation, job security, and job satisfaction. The findings suggest motivation and job security are positively correlated with job satisfaction among the bank's employees.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
Compensation Package and Employee Job Satisfaction of First Security Islami B...Sakhawat Hossain
This chapter provides an overview of First Security Islami Bank Limited (FSIBL):
- FSIBL is an Islamic commercial bank in Bangladesh committed to providing high-quality financial services.
- The bank has expanded rapidly in recent decades and plays an important role in the country's economic and social development.
- The author conducted an internship at FSIBL to learn about the banking industry and basic operations of different departments.
- FSIBL has created a positive reputation through good customer service and introducing popular modern banking schemes.
Analyzing customer decision making process in insurance servicesAnand Tomar
Project report on Analyzing customer decision-making process in insurance services.
Project Synopsis
About Insurance Sector
About the company
Swot analysis
Porter five forces model
Organizational Structure
Recruitment & Selection
Internship Summary
Project Description
Learnings
Findings
Suggestion
References
Annexure
This document provides guidelines for MBA students to choose an appropriate sector, organization, and career path for their final project work. It outlines a 3 phase process: 1) Pre-project preparation where students research sectors and organizations to find the best fit. 2) Interface during the project where proper conduct is important. 3) Interface after the project where expectations must be met. Key steps include selecting a sector and organizations of interest, designing an effective resume and statement of purpose, and choosing a suitable research topic that applies classroom learning. The goal is to gain real-world experience and pave the way for future career opportunities.
This document summarizes a study on improving the material handling system for a paper cup manufacturing company. It outlines the current problems with the company's manual material handling processes, including increased time and injuries. The objectives of the study are to identify a more efficient material handling equipment solution, analyze the company's production processes, and design a new system to streamline material flow and information sharing between departments. The study aims to help the company increase productivity and delivery performance to remain competitive through a coordinated, just-in-time material supply system.
This document provides an overview of THDC India Limited, a joint venture between the Government of India and Government of Uttar Pradesh. It discusses THDC's vision, mission, portfolio of projects including operational hydropower plants like Tehri and Koteshwar HEP, upcoming projects, awards received, and certifications obtained. The key points are: THDC was established in 1988 to develop the Tehri Hydro Complex and other hydropower projects. Currently, THDC has an installed capacity of 6071 MW including operational capacity of 1400 MW from Tehri and Koteshwar plants. It is working to develop conventional, non-conventional and renewable energy sources in India and neighboring countries.
The document is a summer internship project report on studying the sales process of advertising at Grok Communications LLP. It includes an abstract, executive summary, literature review on related research papers, and chapters on the advertising industry profile, company profile, different advertising mediums, objectives of the study, methodology, implementation of the SPANCO sales process, findings, recommendations, and conclusion. The intern aims to analyze Grok Communication's client acquisition process and tools, understand the functions of the client servicing team, and examine how campaign ideas are designed for clients.
trainning and development sip report of ism patnaANIKET SINHA
This document provides a company profile for InfoSystem & Solutions, an IT services and software products company based in Patna, Bihar. It discusses the company's mission to provide best-in-class industry solutions and domain expertise. The company has over 50 IT professionals and 1100 total employees deployed across various locations in Bihar. In addition to custom software solutions, the company provides training, computerization, IT planning, website development, and other services. It operates a training center that offers DOEACC certification courses as well as short and long-term computer training courses. The center also conducts customized training programs for industry clients.
The document provides details about a summer project report for a Bachelor in Information Management program. It discusses the background and objectives of the study, which is to develop an online store management system for Universal Computer and Mobile Center to modernize their record keeping. The organization currently uses a manual system but needs a computerized system for improved reliability, security, and customer convenience like online ordering. The report outlines the system design, implementation, findings from surveys that customers lack information and ordering options, and concludes the new system will address these issues.
This document is a project report submitted by Abhishek Shivhare for their Bachelor's degree in Business Administration. It details their internship work with Learnovate Ecommerce, an online marketplace for buying and selling pre-owned and new books. The report includes sections on the company information, objectives of the study, research methodology used, finance duties and responsibilities, tasks completed during the internship, and conclusions from the experience.
Human Resource Practices in Software CompanyFakrul Hassan
This document is a report on HR practices at vQsolution Ltd submitted by Fakrul Hassan as part of his MBA coursework. It includes an introduction outlining the background and purpose of the report, as well as sections on literature review, the organization, findings and suggestions, and a conclusion. The report aims to analyze vQsolution's HR processes and identify areas for improvement, such as compensation packages, performance appraisals, and employee engagement, in order to enhance organizational performance.
Compensation Management and Employee Satisfactionakashcreation
The document is an internship report submitted by Akash Datta to their lecturer, Kaniz Morshed. The report analyzes the compensation management and employee satisfaction of Premier Group of Company Ltd, where Akash completed their internship. The report includes chapters on the company overview, compensation management practices, findings from surveys of employees, a SWOT analysis, and recommendations. The objective is to evaluate how effective the company's compensation system is and how it can be improved.
Satisfaction of Employees on Joining Process at Reliance JIO Shakti Prasad Tiwari
Reliance Jio is a telecommunications company in India that provides 4G LTE services including voice, data, and video. The document discusses Reliance Jio's products and services, organizational structure, mission to expand digital access across India, and goals of providing affordable smartphones and digital services. It also briefly outlines Reliance Jio's recruitment and selection process.
This document provides an overview and details of the services offered by Talent Hunters (Pvt.) Ltd., a national HR consultancy firm in Pakistan. The document outlines 13 core HR services including recruitment and selection, training and development, compensation and benefits. It also describes 4 HR software products/modules that digitize various HR functions like employee management, attendance tracking, payroll processing, and leave management. Overall, the document advertises Talent Hunters as a full-service HR outsourcing partner that can handle all aspects of HR for its clients.
This document provides an overview and details of the services offered by Talent Hunters (Pvt.) Ltd., a national HR consultancy firm in Pakistan. The document outlines 13 core HR services including recruitment and selection, training and development, compensation and benefits. It also describes 5 HR products/modules including the Smart HR system for automating HR functions like attendance tracking, payroll, and leave management. The document acts as a catalog for potential clients to understand the full scope of Talent Hunters' HR outsourcing capabilities.
The Company services proposal provides a number of valuable services to your company which has been discussed in the attached proposal.
We would take this opportunity to introduce Talent Hunters as a Human Resource Company providing Out-sourcing, Recruitment, HR Consultancy, Verifications, and Career Planning Services to National as well as International clients.
To know more about our company and services; please feel free to visit www.talenthunters.com.pk
You are encouraged to email me directly at hussain@talenthunters.com.pk
ANALYSIS OF FINANCIAL STATEMENT using technique of Ratio Analysis By Furkan K...Lisa Graves
This document is a project report on analyzing the financial statements of UltraTech Cement Ltd using ratio analysis. It was submitted by Furkan Y. Kamdar in partial fulfillment of an MBA program. The report provides an overview of the company, describes the methodology used to analyze UltraTech Cement's financial statements over five years, and presents the results of the ratio analysis. The ratios analyzed provide insights into the company's profitability, liquidity, leverage, and efficiency. The report concludes that ratio analysis is an important tool that can help management make strategic decisions.
The document provides details about Kiran Prajapati's summer internship project report on the recruitment and selection process at Checkmate Services Pvt. Ltd. The 3-page report includes an introduction to recruitment and selection, Checkmate's management team and departments, and the objectives and methodology of Kiran's study.
Anuradha Bhargava has over 10 years of experience in human resources. She is currently an Assistant Manager at Randstad India, where she is responsible for HR operations and ensuring client and employee satisfaction for Bharti Infratel. Previously, she worked at Adecco India as an HR Associate for Bharti Infratel and at Ruchi Group of Industries as a Senior Executive, where she handled training and development, recruitment, and psychological assessment across multiple companies. She has an MBA in HR and postgraduate qualifications in human resource development and psychology.
This document provides an overview of Learntoupgrade, an asset management company in Bangladesh. It discusses the organization's background, vision, mission, goals, services, organizational structure, and human resources division. Some key points:
- Learntoupgrade was incorporated in 2009 and received approval from the Bangladesh Securities and Exchange Commission to operate as an asset management company.
- The organization's vision is to establish itself as the ultimate investment choice in Bangladesh through developing research tools and strategies to yield the best returns for stakeholders.
- The mission is to provide the best possible returns for investors and secure their financial future by utilizing local talent and complying with international standards.
- The goal is to deliver
1. Pandora IT Solutions emphasizes employee development through various training programs, performance management systems, and knowledge sharing initiatives.
2. Training includes new employee onboarding, soft skills and technical skills development, and an e-learning platform. Performance is evaluated through 360-degree feedback and linked to bonuses.
3. Knowledge is shared through databases, employee presentations after training, and profiles of top performers. The organization also aims to create a safe, open workplace where ideas are shared.
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Surbhi recruitment & selection (1)
1. A
Project Report
on
A Study on Recruitment & Selection
A report submitted in pursuance to the Recruitment & Selection for
the award of the Post Graduate Diploma in Management.
from
INTERNATIONAL SCHOOL OF MANAGEMENT, PATNA
Submitted by:
Surbhi Singh
Roll No.. - 161820
2. 1
1. Acknowledgement ....................................................02
2. Certificate.................................................................03
3. Declaration ...............................................................04
4. Objectives of the Study .............................................05
5. Research Methodology & Research Design ..................06
6. Scope of the Study ....................................................07
7. Limitations of the Study ............................................08
8. Company Profile........................................................09
9. Limitations of Recruitment.........................................27
10. Recruitment & selection process ................................28
11. Data Analysis ............................................................37
12. Facts And Findings ....................................................54
13. Recommendation.......................................................57
14. Conclusion ................................................................58
15. Bibliography..............................................................59
TTaabbllee ooff CCoonntteennttss
3. 2
I am neither expert nor a trend spotter. I am a management student with
foundations of management principles and theories who is keen in different industries, it’s
happening mainly in SAIL-BSL.
I am highly obliged to Miss. Nisha Kumari, H.R. Manager, INFOSYSTEM &
SOLUTIONS, My Prime Internal Guide for her invaluable support; guidance and knowledge
that she shared with me thereby aiding me in making this project. This provided me some
experience not only in practical aspects of industry but also in human relation, group work,
individual work and provided great insights into the actual working of an industry. Definitely
I can’t ignore the technology with internet as a backbone in building the project.
I am highly grateful to Prof. Tapas Ranjan Roy, Project Guide in college, for his
inspiring presence and blessings for going ahead and fulfilling the project report.
I hereby also declare that the contents in the report are true to the best of my
knowledge.
Surbhi Singh
Roll No:_________
AAcckknnoowwlleeddggeemmeenntt
4. 3
This is to certify that the project entitled “Recruitment & Selection” at InfoSystem &
Solutions has been carried out by Surbhi Singh from 15th May 2017 to 15thJuly 2017, under
my supervision in partial fulfillment of her course PGDM at International School of
Management, Patna.
I am satisfied with her sincere performance and the study conducted by her in
INFOSYSTEM & SOLUTIONS. The project is hereby approved as a bonafied work carried out
and presented in a manner satisfactory to its acceptance area to the Post Graduate
Diploma in Management for which it has been submitted.
I recommend submitting the project report. I wish her all success in life.
This is also certified that the project work is original and has not been submitted to
any other place.
Ms. Nisha kumari
Project Guide
HR Manager (InfoSystem & Solutions)
CCeerrttiiffiiccaattee
5. 4
I hereby declare that the following documented project report titled “Recruitment &
Selection" is an authentic work done by me as a part of my study in finance.
I also further state that the project has been prepared by my own with the
secondary data provided in the reports of the company, which were essential for the
completion of the project. The project was undertaken as a part of the course curriculum of
PGDM. This has not been submitted to any other Examination body earlier.
Surbhi Singh
Roll No________
DDeeccllaarraattiioonn
6. 5
The objectives for doing my summer training is to make myself capable for moving
forward in corporate world to gain knowledge and experience and know how to work in the
organizational environment . It will help me to gain more and more about corporate sector
which was very essential for me to do.
Primary Objectives:-
The main purpose of my practical training at ISS were:
To study the proper working system of the HR Department within the organization,
To gain the practical knowledge in the HR field,
To manage Human Resource according to the priorities ,
To study the employee's behavior, to train myself properly before working with an
organization to properly deal with the problems in the company.
Secondary Objectives:-
The subsidiary object of this study were:
To undergo with the various activities performed within the organization,
To gain the practical knowledge about the jobs,
Knowing the various welfare programs& employees services taken up by the
Management of the company and the sort comings of the programs.
To know about the Industrial environment.
How HR department is linked with the other department.
To know the routine work in the organization.
To know how the theoretical knowledge is applied in practical approach.
OObbjjeeccttiivveess ooff tthhee SSttuuddyy
7. 6
Methodology:
For the purpose of the study, the data collected from primary and Secondary has
sanitized edited and presented in the form of tables and statements. The analysis of the
data has been made with the help of certain mathematical techniques lie percentages etc.
Where ever feasible and appropriate graphs and diagrams are used.
Data Sources:
The collection of data is done through two principles sources i.e.
1. Primary Data
2. Secondary Data
1. Primary Data:
It is the information collected directly without any reference. In the study, it mainly
interviews with concerned officers and staff either individually or collectively. Some
of the information had been verified or supplemented with personal observation,
the data collected through conducting personal interview with the officers of the
INFOSYSTEM & SOLUTIONS
2. Secondary Data:
When an investigator uses the data which is already been collected by others, that
data is called secondary data. Such as pamphlets annual reports, return and internal
records.
The Data Includes:
1. Collection of required data from annual report of INFOSYSTEM & SOLUTIONS.
2. Reference from text book and journals relating to Financial Management.
3. Articles published in business dailies like Economic Times, Business World, and etc.
RReesseeaarrcchh MMeetthhooddoollooggyy && RReesseeaarrcchh
DDeessiiggnn
8. 7
Apart from conducting this research work on the basis of provided information,
various techniques of Financial Management e.g., comparative statement and ratio analysis
etc. are used in the present study. To present a broad view, few graphs and tables are also
be presented so the purpose of the analysis may easy to understand the problems &
concepts.
In each chapter, the analysis has been compared with actual management practices
of the company under study. The broad parameters like current assets ratio, quick test ratio
etc are also use used in study.
SSccooppee ooff tthhee SSttuuddyy
9. 8
The limitations of present study are as follows:
1. Due to the time constraint the study is confined to the assessment of recruitment &
selection only.
2. The study is confined to the secondary source of data and figures are taken from the
annual reports and suggestions of recruitment section.
3. The data which is used in this project are taken from the annual reports,
LLiimmiittaattiioonnss ooff tthhee SSttuuddyy
10. 9
An Introduction
InfoSystem & Solutions is a leading provider of Information Technology Services and
Software products in Bihar. Our mission is to enable superior returns on clients' technology
investments through best-in-class industry solutions, domain expertise and global scale.
Over the past 10 years, our organization, InfoSystem & Solutions has grown its offerings in
software products and IT services by maintaining an expert employee base of over 50 IT
professionals in Bihar. Headquartered at Patna, there are over 1100 Personals deployed at
various locations in Bihar in different projects.
InfoSystem & Solutions is an Information Technology TSP (Total Solutions Provider).
The company has built its IT services offerings around a proven set of software products and
solutions. As a TSP we can provide clients with both custom application solutions or
integrate existing 3rd party software solution stacks.
Centered on its mantra of “Innovation, Connectivity, Content and Commerce”,
InfoSystem & Solutions provides access, content creation, direct e-commerce support and
quality solutions for its clients from government and Public Sector.
Knowledge Imparting & Training
Training, Computerization, IT Planning, Website Development and Web Application
Development have been our major thrust areas where we have excelled as a Centre and
have braced a name for itself. The Centre imparts training on DOEACC O/A/B Level courses.
In addition, it also offers various short and long terms computer courses for all categories of
students and professionals.
The Centre is fully geared to meet the new challenges in IT and to become a front-runner in
new technologies. We ensure cost-effective, time-to-market solutions through a highly
motivated skilled workforce driven by strong design principles, highest levels of quality and
ethical business practices. We constantly endeavor to delight our customers through
excellence in service delivery. The Centre also conducts Customized Programs for industry
clients based on specific requests. These may be part-time or full-time and can be
conducted at the customer’s site also.
CCoommppaannyy PPrrooffiillee
11. 10
Our intensive one-to-one skill-building courses take a well-rounded approach to growth and
development, offering tailored support to each student and a personal mentor. Our
advanced training and guidance has consistently improved organizational performance,
enabling people to develop their business skills, management decision-making and
commercial acumen. Our pragmatic approach creates immediate and sustainable benefits
for organizations in both the public and private sectors.
Services Offered
IT Training
Computer Courses & Knowledge sharing
Software Development
Web and Portal Designing and Development
Web Based Real-time Solutions.
Data Centre Establishment, Management and Maintenance
Corporate Technology Solutions
Networking Solutions
Annual Maintenance Contracts
Computer and server sales, service and installation
Computer Rental Services
Out sourcing of qualified and trained Manpower
Survey and Detailed Project Report compilation
12. 11
A concise list of some of our Main clients
1. Government of Bihar
Registration, Excise & Prohibition Department
State Health Society
Bihar State Beverages Corporation Limited
Rural Development Department
Health & Family Welfare Department
Bihar State Financial Corporations Ltd
Bihar State Aids Control Society
IGIMS
Water Resource Department
Bihar State food and Civil Supplies Corp Ltd
2. Central Government, India
Ministry of Railways East central Railways
Customs & Central Excise Department
National Highways Authorities of India
State Bank of India, Bihar
IB Departments Bihar, Jharkhand , UP
Pay & Accounts Departments
KendriyaVidyalaya
3. Private Sector
DanikJagran News Paper
PrabhatKhabar news Paper
Channel 7
Exide Industries Ltd.
4. International Sector
World Bank Group (Bill & Melinda Gates Foundation)
13. 12
Certifications/Affiliations
Certificate of Importer-Exporter Code by Ministry of Commerce and Industry
ISO/IEC 27001:2013 Certified
Registered Unit of Software Technology Parks of India (STPI)
Authorized Centre of NIELIT
Sales & Service Tax Registered
ESI Registered
Registered with EPF
28. 27
Recruitment is the process of locating & encouraging potential applicants to apply
for existing or anticipated job openings. It is actually a linking function joining together
those with jobs to fill & those seeking jobs. Recruitment, logically,aim at attracting a large
number of qualified applicants who are ready to take up the job if its offered andOffering
enough information for unqualified persons to self selected themselves out( for example,
the recruitment ad of a foreign bank may invite application from chartered accountants who
have cleared the CA examination in the first attempt only).
It’s a positive method as recruiter wants to cater more & more candidates so that
they can have wide choice to finally select a best fit candidate.
Constraints and Challenges
In actual practice, it is always not easy to find and select a suitable candidate for a
job opening. The recruiter’s choice of communication medium (e.g. advertising in a trade
journal read by the prospective candidate) may not be appropriate. Some of the bright
candidates may begins to view the vacancy as not in line with their current expectations (e.g
.challenging work, excellent reward, flexible schedules and so on)
‘
LLiimmiittaattiioonnss ooff RReeccrruuiittmmeenntt
30. 29
Private employmentsearchfirms
Employmentexchange
Gate hiringandcontractors
Internetrecruiting
Selection
It follows recruitment. It is a process of picking up more competent and suitable employees.
It attempts at rejecting unsuitable candidates. It is complicated process, many hurdles have
to be crossed
31. 30
OBJECTIVE
Developing and implementing an on-going recruitment.
To hire the top-quality personal required for the company.
To improve the quality of life of employee.
To know the kind of people that we are looking for by analyzing the company goal
and using the job description prospective that match your need.
Encouraging employee with continuing development of talent and skill
Providing maximum employment security.
SCOPE
The policy shall recruitment of personnel made in the company at any level/grade (except
appointments made by the Government) and shall apply to all plants, Units of SAIL.
SOURCES OF RECRUITMENT:
There will be two sources of recruitment
1. INTERNAL i.e., from within the company, and
2. EXTERNAL i.e., from open market through employment exchange, advertisement in
newspaper, and/or from approved institutes of repute through campus selection
INTERNAL CIRCULATION OF POSTS:
Recruitment to posts from within the company will be done through internal circulation as
under:
Internal circulation of executive post(s) in the grade of E-5and above on inter-plant/unit
basis.
Executive posts up to and including E-4 grade will be circulated internally within the
plant/unit concerned. However, if suitable candidate are not available, the same will be
circulated on inter-plant/unit basis.
Non-executive posts will be normally circulated within the concern plant/unit
Circulars on inter-plant/unit basis for post(s) in grade of E-6and above will be centrally
issued, co-ordinates, processed by the corporate office. Internal circulation of all other
post(s) will, however, be dealt at the respective plant/unit level.
32. 31
RECRUITMENT FROM EXTERNAL SOURCES:
Recruitment from external sources will be resorted to for injection of fresh blood at
induction level(s)/grade(s). Induction of direct recruits from external sources at other
level(s)/grade(s) will be made if suitable candidate from internal sources are not available.
At least 50% of the vacancies occurring during a year at induction levels/grades
However, the company, may required, induct direct recruits from external source at other
level(s)/grade(s) also, not withstanding anything , for optimum utilization of its assets
and/or infusion of modern systems, skills and techniques of operation etc, necessary for
technology upgradation and modernization.
Recruitment of executive from external source will be made, generally, through open
advertisement in the press. However, campus recruitment from premier institute of repute
as approved time to time and/or recruitment through direct negotiation on special skilled
job individuals/organizations, subject to the approval of such skilled position and the
selection process by the Board of Directors.
Recruitment to non-executive posts will be normally done through employment exchange.
However, if suitable candidate are not available with the employment exchange the posts in
question will be filled up through open advertisement in the press after following the
prescribed procedure.
DEPARTMENTAL CANDIDATE
Employees of the company will be eligible to apply against post(s) advertised in press,
provided they fulfil the eligibility conditions may be prescribed from time to time.
INDUCTION LEVELS:
EXECUTIVE:
To man frontline executive positions in key performance areas of the company, direct
recruits will be inducted in various disciplines/work areas from time to time depending on
the requirement, in the following grades:
Management Trainees in E-1 grade
Junior Managers in E-1 grade
Medical Officer in E-1/ME-1grade
Senior Specialists (Medical) in E-3/ME-3 grade
33. 32
NON-EXECUTIVE:
In the non-executive grade induction of direct recruits from external sources will be
resorted to in the following grades:
Semi-skilled personnel in S-1 grade
Skilled personnel in S-3 grade
Highly skilled personnel inS-6 grade
Ministerial personnel in S-6grade
CENTRALISED RECRUITMENT
Direct recruitment to the following posts will be centralized and done on all-India basis at
Corporate Office for the entire company including its Plants/Units:
All executive posts in the grade of E-6 and above
Management Trainees(Technical) in E-1 grade
Management Trainees (Administration) in E-1 grade
Junior Manager (F&A) inE-1 grade
Junior Manager (Admn.) in E-1 grade
Direct recruitment to all other posts, executive as well as non-executive, will be done at the
respective Plant/Units level, unless decided otherwise by the competent authority.
DELEGATION:
Delegation of authority to recruit and/or appoint will be as follows:
Chairman, SAIL all posts in the grade of E-7 and above
Director(Personnel) all posts for which recruitment action is required to be taken centrally
at corporate office except those in the grade of E-7 and above.
Chief Executive(s) All other posts, i.e., both executive and non-executive
All recruitment/appointment of personnel in the company, will be in accordance with the
approved Human Resource Plan and with the prior approval of the Competent Authority.
Recruitment plan:
The Recruitment Plan will from part of the annual Human Resource Plan of the Company.
Among other things, the Human Resource plan will clearly state the skill/grade wise
34. 33
recruitment of manpower in the company separately. Any deviation from the approved
plan/mix will be subject to the prior approval of chairman/board.
JOB SEPCIFICATION:
Job specification will lay down minimum eligibility conditions fof each job/post in terms of
the following:
Educational Qualifications
Experience required, if any
Age limit
Physical/Medical standards
Any other requirements as may be deemed necessary
Job specifications prescribed for each job/post will be subject to periodical review and
updation in keeping with the changing needs of the organization. As and when required of
representative from Plant(s)/Units(s)/Department(s) concerned, Personnel, MS/IED and
other department as required, may be constituted by competent authority for this purpose
.Changes suggested by the committee with regard to the existing job specification will be
subject to the approval of the competent authority.
REQUISITIONS:
All requisition/proposals for recruitment of personnel will be sent by the Head of the
concerned Department to the Divisional Personnel Head who in turn would send a
consolidated demand to the Manpower planning (MPP) Division (of Personnel Department)
of the concerned Plant/Unit. For posts requiring action at the Corporate Office, requisition
will be sent by Head of Personnel of the Plants/Units concerned to Manpower
Planning(MPP) Division in the Personnel Directorate.
MPP Division will scrutinize each such proposal received from the indenting
Department/Plant/Unit keeping in view the approved Human Resource Plan, Recruitment
Plan, separation plan during the year, redeployment possibilities, job specification
prescribed etc., obtain approval of the competent authority and forward the same to the
recruitment section for initiating further necessary action, as required.
35. 34
In no case, recruitment from external sources in excess of the limits prescribed in the
approved Human Resource Plan will be allowed except with the specific approval of
Chairman/Board.
RESERVATION OF POSTS:
Reservation of posts for Scheduled Casts and Scheduled Tribes shall be provided in
accordance with the Presidential Directives issued on the subject from time to time. Any
instruction/guideline in this regard issued by the Corporate Office will also be applicable.
Reservation of posts for other categories such as, ex-servicemen, physically handicapped
persons etc., will be provided as per rules.
RESPONSIBILITY:
All activity pertaining to recruitment will be centrally coordinated and managed by the
Recruitment Section of the concerned Plant/Unit or Corporate office, as the case may be.
However, representatives of other department(s), as deemed necessary, may also be
associated at various stages of recruitment and/or selection of candidates. Wherever trade
test(s)/job test(s) are conducted, representative(s) of the Training Department will be
normally co-opted on evaluation of candidates.
SCREENING OF APPLICATIONS:
Applications received in response to the vacancies circulated/notified/advertised etc. will by
screened the Recruitment Section keeping in view the job specifications prescribed for the
post(s) in question. As and when necessary, the indenting department(s)/Plant(S)/Unit(s)
may be consulted for screening and short listing of candidates.
Normally, no relaxation will be allowed in the prescribed job specification. However, if
suitable candidates with the required job specification are not available, and posts(s) in
question needs to be filled up on urgent basis in the interest of production/productivity, the
competent authority may relax the specification prescribed as a one time measure in order
to facilitate filling up of posts with relaxed job such post(s) will, however, be made strictly
on the basis of the standard job specification prescribed.
36. 35
MODE OF SELECTION:
Selection of candidates for appointment in the Company will be made on the basis of their
merit and suitability as assessed through selection test(s). The selection test(s) will comprise
of:
Written test/job test/trade test or any combination there of; and/or
Group exercise/interview or both; and/or
Any other test(s) as may be prescribed or as decided by the competent authority.
Normally , there will be two segments of selection, one comprising written test/job
test/trade test etc. and other consisting of group exercise/interview etc. and equal
weightage will be assigned to both the segments. However, wherever selection is made on
the basis of any one of the above tests or any combination of tests in the same segment,
weightage for different test(s) administrated, will be assigned as may be prescribed or as
decided by the competent authority.
Whenever marks are assigned to different tests/segments, a candidate will be normally
required to secure a minimum of 50% marks in each selection segment to qualify unless
otherwise prescribed.
SELECTION COMMITTEE:
In order to assess the suitability of the candidates for the post(s) in question, Selection
committee(s) will be constituted by the competent authority as per rules framed under the
policy
Suitable executives of the Company belonging to different disciplines/work areas who may
be associated in the Selection Committee(s) will be identified and a panel drawn up with the
the approval of the competent authority. The executives so identified will be imparted
suitable training for uniform, objective and effective evaluation of candidates. The panel
will, however, be subject to periodic review and updation depending on requirements. The
competent authority while constituting selection committee will, as far as possible, co-opt
executives so empaneled as members.
As and when required, expert(s) from outside the organization may also be included in the
selection committee(s) to ensure proper evaluation of candidate.
37. 36
FINAL SELECTION OF CANDIDATE:
The Selection Committee will assess the comparative merits of each candidate in terms of
his/her qualifications experiences, if any, and on basis of performance in the selection tests
as per criteria laid down and come to conclusion as to whether or not the candidate would
measure up to the requirement of the job he/she is expected to perform. However
wherever marks are assigned, committee members will be required to give marks on the
basis of criteria laid down depending upon the relative performance of each candidate in
the test/interview and keeping in view his/her suitability for the job in question.
Candidates found suitable will be empaneled in order of merit on the basis of the following:
Whenever marks are assigned, merit list will be prepared on the basis of aggregate marks
secured by the candidate in the selection test(s), and whenever selection is made for more
than one discipline/stream, merit lists would be prepared discipline/stream wise.
38. 37
1. Identify the source from where you came to know about the job?
Sources
Internal
resources
Advertisement Consultant Others
32 24 0 4
Interpretation
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant.
It is evident that internal Reference and Advertisement were the prevailing sources of
Recruitment in reliance infrastructure.
INTERNAL
RESOURCES
ADVERTISEMENT
CONSULTANT
OTHERS
0
5
10
15
20
25
30
35
NO.OFRESPONDANT
SOURCES
INTERNAL
RESOURCES
ADVERTISEMENT
CONSULTANT
OTHERS
DDaattaa AAnnaallyyssiiss
39. 38
2. Were you satisfied with recruitment process by which you are selected?
Satisfaction level satisfied Unsatisfied
. 54 6
Interpretation
54 employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of reliance
infrastructure.
546
NO.OFRESPONDANT
SATISFACTION LEVEL
satisfied unsatisfied
40. 39
3. You ever met with your interviewer before your interview?
Met with interviewer Yes No
10 50
Interpretation
50 employees fell that they had not met ever with their interviewer and 10 employees met
with their interviewer.
0
10
20
30
40
50
60
no.ofrespondant
met with interviewer
familier
unfamilier
41. 40
4. Were you comfortable with your interviewer while interviewed?
Comfortable with interviewer Yes No
58 2
Interpretation
58 employees fell that they were comfortable while interviewed and 2 employees were not
comfortable.
0
10
20
30
40
50
60
no.ofrespondant
comfertablewith interviewer
comfertable
uncomfertable
42. 41
5. Do you feel that your colleagues have been undergone similar process?
Recruitment process Same process Different process
50 10
Interpretation
50 employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident that
Recruitment Policy of the organization is quite visible and process is followed impartially.
0
10
20
30
40
50
60
no.ofrespondant
recruitment process
same process
different process
43. 42
6. In public would you like to talk about this organization?
like to talk about organization yes No
50 10
Interpretation
In order to assess organization commitment in employees, 50 employees gave favorable
response. 10 employees gave unfavorable response. It is evident that organization
commitment is very high in employees, which show that Recruitment & selection process is
quite effective in reliance infrastructure.
50
10
NO.OFRESPONDANT
LIKE TO TALK ABOUT ORGANISATION
yes no
44. 43
7. Would you like to refer your relatives/friends for the job in this organization?
like to refer your relatives/friends
for the job
like Don’t like No response
42 16 2
Interpretation
42 employees gave positive response, where 16 don’t like and 2 did not give any response.
So it is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
42
16
2
NO.OFRESPONDANT
LIKE TO REFER FRIENDS
like don't like no response
45. 44
8 a. You were interested to perform the job which is:
perform
the job
Routine
in
nature
Demand
creative
thinking
Demand
new
ideas
Finding
methods
Challenging
in nature
Participation
indecision
making
6 8 16 8 10 12
Interpretation
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas. It is one of the
important dimensions of Recruitment and Selection effectiveness because when employees
find their job interesting they do enjoy the work and again they are quite effective in
performing their role.
0
2
4
6
8
10
12
14
16
18
no.ofrespondant
job nature
Routine in nature
Demand creative
thinking
Demand new ideas
Finding methods
Challenging in nature
Participation in
decision making
46. 45
8b. your job meet you’re above stated interest?
job meet you’re above stated interest Yes No
48 12
Interpretation
48 employees said that their job met with their interest.12 employees said that their job not
met with their interest.
48
12
NO.OFRESPONDANT
INTERSTING JOB
yes no
47. 46
9. Have you been assigned the job was explained to you at the time of selection?
job was explained to you
at the time of selection
yes No
56 4
Interpretation
56 employees said that the job was explained them at the time of selection and 4
employees said that the job was not explained them at the time of selection.
56
4
NO.OFRESPONDANT
JOB EXPLANATION
yes no
48. 47
10. Were you comfortable with your job?
comfortable with your job comfortable Uncomfortable
54 6
Interpretation
54 employees were comfortable with their job. 6 employees were not comfortable with
their job that again shows that job person fit is there.
54
6
NO.OFRESPONDANT
COMFERTABLEWITH JOB
comfertable uncomfertable
49. 48
11. How long will you like to continue with this organization?
Work in organization 0-3 years 3-6 years 6-10 years Till retirement
12 14 26 8
Interpretation
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
12
14
26
8
NO.OFRESPONDANT
WORK IN ORGANIZATION
0-3 years 3-6 years 6-10 years till retirement
50. 49
12. What could be the only one reason of yourleaving the job?
one reason for
leaving the job
With an
increase in
pay
With more
freedom in use of
authority
With an
increase in
designation
To work with
friendly and
helping people
12 42 6 0
Interpretation
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
12
42
6
0
NO.OFRESPONDANT
REASON FOR LEAVING JOB
With an increase in pay
With more freedom in use of authority
With an increase in designation
To work with friendly and helping people
51. 50
13. Your organization is considered as:
organization is considered as People oriented Task oriented Combination of both
2 2 56
Interpretation
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
2
2
56
NO.OFRESPONDANT
CONSIDERATION
People oriented Task oriented Combination of both
52. 51
14. Did you ever get advice from your senior or yourcolleagues to improve your
performance?
ever get advice from your senior or your colleagues to improve your
performance
yes No
56 4
Interpretation
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response. That shows
that organization is making efforts towards their career growth and continuous
improvement.
56
4
NO.OFRESPONDANT
PERFORMANCEIMPROVEMENT
yes no
53. 52
15. Did you have the clarity of your roles and responsibility?
clarity of your roles and responsibility Yes No
48 12
Interpretation
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.
48
12
NO.OFRESPONDANT
CLEARITY OF ROLES
yes no
54. 53
Your suggestions for improvement in recruitment and selection process, (if any)
Respondent did not give lot of suggestions in order to improve recruitment and selection
process effectiveness that shows respondent are quite satisfied with existing system. But
some suggestions are given by the employees are as follows:
ervous.
hom through which a referred person is selected for the vacant
post.
55. 54
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant. It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in Infosystem & Solutions.
Employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of
reliance infrastructure.
Employees fell that they had not met ever with their interviewer and 10 employees
met with their interviewer.
Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
Employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident
that Recruitment Policy of the organization is quite visible and process is followed
impartially.
In order to assess organization commitment in employees, 50 employees gave favorable
response. 10 employees gave unfavorable response. It is evident that organization
commitment is very high in employees, which show that Recruitment & selection process is
quite effective in reliance infrastructure.
employees gave positive response, where 16 don’t like and 2 did not give any response. So it
is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
FFaaccttss aanndd FFiinnddiinngg
56. 55
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas.
It is one of the important dimensions of Recruitment and Selection effectiveness because
when employees find their job interesting they do enjoy the work and again they are quite
effective in performing their role.
employees said that the job was explained them at the time of selection and 4 employees
said that the job was not explained them at the time of selection.
employees were comfortable with their job. 6 employees were not comfortable with their
job That again shows that job person fit is there.
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response.
57. 56
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.
58. 57
The data has been gathered by the survey conducted of the employee at the various levels.
We derived the satisfaction at each level for development of recruitment process.
After analyzing the data & on the basis of my research. I would recommend the following
steps to match the satisfaction level of the employee
1. Assess the recruitment process I find that Resume filtering Interview Process, Final
Decision, Probation, R infra Employee are main source of the recruitment in reliance
infrastructure .they should adopt some other sources for right person at the right
job.
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new innovation,
suggestions by employee who faced problem while they were recruited.
4. We can use the following best practices for filling those gaps Mentoring (longer-term
developmental relationships), Networks (connecting to others across the
organization’s internal boundaries), Reflection (making sense of experience).
RReeccoommmmeennddaattiioonn
59. 58
HR is playing administrative role only. Recruitment and selection in case of fresher’s are very
well structured but for experienced people, it needs to be more structured. It focuses
excessively on the intellectual and intelligence of people and missing the organizational fit.
As it is in expansion stage, it’s improving its recruitment and selection process.
So it can be concluded from above facts and findings that internal Reference and
Advertisement were the prevailing sources of Recruitment in reliance infrastructure.
Majority of the employees were satisfied with the recruitment process it was found that
their colleagues have been also selected by the same process. It was found that Recruitment
Policy of the organization is quite visible and process is followed impartially. So finally it can
be concluded that organization is purely considered as people and task oriented both
CCoonncclluussiioonn
60. 59
Books:
C R Kothari Research methodology R.D publication,2009.
K Aswathappa, international business, Mc.Grawhill ,Publication, 2010.
Websites:
www.infosystem.co.in
www.google.com
www.wikepidia.com
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