SUMMER INTERNSHIP REPORT

(Submitted in partial fulfillment of 4TH Semester)

For BACHELORS IN BUSINESS ADMINISTRATION Program
HNB Garhwal University

‘INSTITUTE OF HOSPITALITY MANAGEMENT AND SCIENCE’

A
Internship Report
ON
RECRUITMENT AND SELECTION
AT
IONS SOLUTIONS
Under the Guidelines of Mrs. Pooja Garg
Submitted by:- Submitted to:-
PRIYA PRINCIPAL
BBA 4TH SEM. IHMS KOTWAR
Enroll No.
 TABLE OF CONTENT
TITLE PAGE
Letter of Transmittal

Acknowledgement

Certificate

Examiner's Certificate

Executive summary

CHAPTER-1 INTRODUCTION

1.Objective of the Study

Scope of the Study

Methodology

CHAPTER-2 BACKGROUND OF THE COMPANY

Introduction of IONS SOLUTIONS

Profile of IONS

Vision and Mission

Management of IONS

Services of IONS

Departments of IONS

2
 SWOT analysis

SWOT Analysis of IONS

CHAPTER-3 RECRUITMENT & SELECTION

3.1 Introduction

3.2 Purpose & Importance

3.3 Recruitment and Selection process

3.4 Sources of Recruitment

3.5 Recruitment process in IONS

3.6 Learning Outcome

CHAPTER-4 SWOT ANALYSIS ,INTERPRETATION

AND LIMITATION
Data analysis, Interpretation

Limitations

Findings

CHAPTER-5 RECOMMENDATION AND

CONCLUSION
Recommendation

Conclusion

Bibliography

3
 LETTER OF TRANSMITTAL
1st June, 2019

Mr. Vimal Kumar

Principal

IHMS, Kotdwara

HNBGU University

Subject: Submission of Internship Report

Dear Sir, I am here by submitting my Internship Report, which is a part of the BBA Program
curriculum. It is a great honor to work under your active support and supervision.

This report is based on, “Recruitment & Selection Process Of IONS SOLUTIONS”. I have got the
opportunity to work in “IONS” in “Human Resource Department” under the supervision of Miss.
Pooja Garg , HR. Executive, IONS (Human Resource Department). To prepare this report I have
collected most relevant information to make this report more logical and reliable.

I have tried my best to achieve the objectives of the report and hope that my effort I shall be
grateful if you are kind enough to enlighten me by providing your valuable judgment regarding
this report.

Thank you for your concentration and patience.

Yours Sincerely

PRIYA

BBA, 4th semester

IHMS, KOTDWARA

4
 ACKNOWLEDGEMENT

The internship opportunity I had with IONS SOLUTIONS was a great chance for learning and
professional development. Therefore, I consider myself as a very lucky individual as I was
provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so
many wonderful people and professionals who led me though this internship period.

With deep sense of gratitude I acknowledge the encouragement and guidance received by my
project guide MR.SURENDRA JAGWAN, in his valuable guidance. He has been a constant
guiding force and source of illumination for me. He was very generous in giving me this
opportunity to work under shape. I would like to thank him for his valuable advice and guidance.

I express my deepest thanks to Miss.Dimple sharma,(MANAGING DIRECTOR ),Mrs.Pooja

garg(HR EXECUTIVE) for taking part in useful decision & giving necessary advices and
guidance and arranged all facilities to make it easier. I choose this moment to acknowledge their
contribution gratefully.

Further I would thank all the staff member of HR division who had been very courteous in
providing all other information about company and its products. I am also thankful to all the
respondents who spared their valuable time for filling up the questionnaire and helped me out
with their project.

I convey my heartful affection to all those people who helped me supported me during course,
for completion of my project report.

Sincerely,

PRIYA

Place: KOTDWAR

Date: /AUGUST/2019

5
 CERTIFICATE

This is to certify that Priya is a Bonafede student of INSTITUTE OF HOSPITALITY

MANAGEMENT AND SCIENCE (KOTDWARA). She is currently studying in
semester 5th.

The INDUSTRIAL TRAINING REPORT is being submitted in partial fulfilment of

documentation & evaluation for semester IV project.

Signature of coordinator
Signature of HOD
Signature of Principal
Date: -

6
 EXAMINER'S CERTIFICATE

This is to certify that the INDUSTRIAL TRAINING REPORT Submitted by

Miss. Priya has been evaluated by me and is found suitable for submission to HNB
Garhwal University.

The INDUSTRIAL TRAINING REPORT is being submitted in partial fulfilment of

documentation & evaluation for sem V. The INDUSTRIAL TRAINING REPORT in
pursuance of Bachelor's degree program in Business Administration.

Signature of Examiner ......................................

Name of Examiner MR./MS...............................
Dated........

7
 STUDENT DECLARATION

I hereby declared that the Project conducted at IONS SOLUTIONS.

Under the guidance of

MRS. DIMPLE SHARMA

Submitted in partial fulfilment of the requirements for the degree of BACHELOR'S IN

BUSINESS ADMINISTRATION Program.

To

INSTITUTE OF HOSPITALITY MANAGEMENT AND SCIENCE.

Place: -Kotdwara.

Date: - BBA IV
SEM.

8
 EXECUTIVE SUMMARY

This report is prepared on the basis of my 45 days practical experience at IONS SOLUTIONS.
This internship program helped me to learn about the practical scenario. IONS SOLUTIONS will
not only be providing you with the ideas but will be with you right from the point of inception to
give you support in all Infrastructure, Technical, Marketing and Promotional matters. These
business models are based upon a proven success formula duly tested and applied by IONS
SOLUTIONS Technologies. This report has been presented based on my observation and
experience gathered from the company.

The organization has many divisions and departments, but the focus is given more on the HRD,
as I only got the opportunity to work in this division. The report is based on Recruitment &
Selection process at IONS SOUTIONS. The purpose of this report is to understand how the
recruitment & selection process are being determined.

After knowing the scenario of IONS SOUTIONS in terms of their Recruitment & Selection
Process a lot of recommendation came up. The report also consist recommendations and
conclusion, according to my point of view, which I think would improve the environment of the
organization if implemented.

9
 CHAPTER-1
INTRODUCTIONS

10
 1.1 OBJECTIVES OF STUDY

1.1.1 PRIMARY OBJECTIVE

The main objective of this report is to provide necessary information about the
procedures of Recruitment & selection techniques followed by the IONS
SOLUTIONS through the HR Department & recommendation.

1.1.2 SECONDARY OBJECTIVE

 To know about the HR sector in any firm.

 To get an overall idea about the management terms and operation strategy and the
limitation of a organization.
 To have a clear view about what is actually happening in the field of HRM of the
selected business organization.
 To collect information and insight about the Recruitment & Selection function of the
organization.
 To experience different Recruitment & Selection system those are being followed by
IONS SOLUTIONS.
 To relate the theoretical knowledge with the real life experience of the Recruitment &
Selection of IONS SOLUTIONS.
1.2. SCOPE OF THE STUDY
This report is sort of a real life case study, which means it is the illustration of the real
scenario of the selected organization. So the scope of this report is limited. The first
scope of this report is to have practical experience about how a research is done in the
business organizations. The report has the scope to cover different aspects of HRM,
which includes HR practices like Recruitment, Selection. It was part of my academic
program to learn HR practices of MIPPL to understand a real life scenario of the business
world. Hence, this report does not go into the deep of the HRM activities of the selected
company, it is beyond this report’s scope to make focused suggestions or
recommendation other than relating the observed and reach to a conclusion.
11
 1.3. METHODOLOGY
The study is conducted in a systematic procedure starting from selection of the topic to
final report preparation. The integral part was to identify and collect data; they were
classified, analyzed, interpreted and presented in a systematic manner to find the vital
points. . Data needed for conducting the study have been collected from the following
sources.
a) Primary source b) Secondary source

a) Primary Source/Data

To collect the primary data necessary for this report I met different officers, asked them
questions and they responded to my questions asked. After going through this report, one can
easily understand the general description of the initial and present status of the IONS .

b) Secondary Source/Data
 Data recorded reports
 Desk report of related department
 Internet ( Indeed, linkedin, Naukri.com ,etc)
 Different reference
 Study of related books, seminar paper, training papers, Publication of statements

Sampling Techniques

The type of enquiry you want to have and the nature of data that you want to
collect.Fundamentally determines the technique or method of selecting a sample.The
procedure of selecting a sample may be broadly classified under the following two
heads:

· Probability Sampling Methods · Non-Probability Sampling Methods

PROBABILITY SAMPLING METHODS:

12
 A sampling procedure in which each element of the population has a fixed
probabilistic chance of being selected for the sample is called probability sampling.

Simple Random Sampling:

It is the technique of drawing a sample in such a way that each unit of the population
has an equal and independent chance of being included in the sample. In this method
an equal Probability of selection is assigned to each unit of population at the first
draw. It also implies an equal probability of selecting in the subsequent draws. Thus
in simple random sample from a population of size N, the probability of drawing any
unit in the first draw is 1/N. The probability of drawing a second unit in the second
draw is 1/N-1 . The probability of selecting a specified unit of population at any given
draw is equal to the probability of its being selected at the. The two basic procedures
to are:

1. The lottery method, e.g. picking numbers out of a hat or bag.

2. The use of a table of random numbers.

NON-PROBABILITY SAMPLING

Non-probability methods are all sampling procedures in which the units that make up the
samples are collected with no specific probability structure in mind. This might include, for
example, the following: the units are self-selected; that is, the sample is made up of `volunteers'
the units are the most easily accessible (in geographical terms).

13
14
CHAPTER-2
COMPANY
PROFILE

15
 2.1. INTRODUCTION OF IONS SOLUTIONS

“IONS SOLUTIONS”

“Think Virtually, We make IT absolute”

IONS SOLUTIONS , Today’s the best enterprise models to the prospective franchisees with
unlimited growth opportunities. These business models are based upon a proven success formula
duly tested and applied by IONS SOLUTIONS Technologies. For any business to flourish, we
need the right techniques and tools to estimate and maintain its brand value. We do exactly the
same for you right from the beginning.

2.1. PROFILE OF IONS SOLUTIONS

We CREATE, DEVELOP, EXPAND & PROLIFERATE your profession/ passion.We, at IONS

SOLUTIONS will not only be providing you with the ideas but will be withyou right from the
point of inception to give you support in all Infrastructure, Technical, Marketing and
Promotional matters. These proposals are backed by the strong global brand equity of IONS
SOLUTIONS, our motto is to support all franchisees to grow at a rate unheard in the IT industry
as we at IONS SOLUTONS, duly realize the fact that “Think Virtually, We make IT absolute”

Opportunities available are ……

 IT TRAINING (.NET/J2EE/Android/PHP/Python & more)

16
  CALL CENTRE, PD & COMMUNICATION TRAINING
 PLACEMENTS
 DIGITAL MARKETING
 WEB & SOFTWARE-SOLUTIONS
 GRAPHIC DESIGNING
 ADVERTISING
 PHOTOGRAPHY

2.3. VISIONS & MISSIONS

Vision:Ions Solutions is dedicated to contributing virtuous and approachable interactions

between businesses bring consumer confidence and preceding a faithful market place for all.

Mission: Mission is to provide our customers actual reviews to make the smart choice to find the
right a product/business/service.

WHY CHOOSE US?

We place our clients need first. All of our staff is drive by this client focused tradition as a result,
we trusted to ensure our IT Products & Services are tailored to each client’s specific situation
that each project outcome will be finished on time, to budget and on exact specifications. Find
out why we should be your IT provider of choice.

 Responsive Design
 Clean Code
 Cloud Hosting
 Fully Customizable
 Fast & Secure
 SEO Ready
 Agile Methodology
 24/7 Support

17
 Key industries we serve:

 Education
 e-Commerce
 eLearning
 Real Estate
 Industries

2.4. MANAGEMENT OF IONS SOLUTION

Management of IONS is professional and experienced. Top management and the policy
formulation of the organization are vested on the Board of Directors. The board of directors
consists of 4 members headed by chairman. Most of the directors are owners of large business
groups having High net worth. The executives and officers of the bank execute the policies and
program formulated by the board. The Managing Director is the chief executive of the
organization and he is assisted and supported by other qualified executives like Senior Executive,
Senior Hr Manager, Senior Marketing Manager, Senior Account Manager, Vice
Presidents,Executives and other officers and staffs. There are 6 divisions in this organization and
one training institute.

MANAGEMENT CHART OF IONS SOLUTIONS:

18
2.5. SERVICES

Mobile App Development

 We understand your needs and help you to display the same what you require in your mobile apps.
Develop powerful, highly usable iPhone, iPAD, iWatch & android apps that solve business problems,
attract users, and reinforce your brand.

19
 
E-Commerce/Web Development

We have experience in developing a wide variety of Web Applications & E-commerce solution
with our dedicated E-Professional team to enhance your business. We develop & provide
solution for your website and web applications from the Scratch.
 
Digital Marketing

With an experience in Internet Marketing. We initiate the process by opting for the apt keywords
for your company. Marketing process is initiated with in-depth website analysis. Our solutions
help in generating high ranks and leads and converting them to sales to grow your business in
digital world.

Total Quality Management

(TQM) describes a management approach to long–term success through customer satisfaction. In

a TQM effort, all members of an organization participate in improving processes, products,
services, and the culture in which they work.

Creative Designs

Engaging the experience and expertise of creative designers, we cater wonderful web & graphic
designing for web and print media. We translate your vision into brand identity with creative
designs. We do the design that will reflect your brand in market
 
 
Mac OSX Development

20
 Our highly skilled team of Mac OSX UI developers create Mac applications with beauty and
brain. We have solutions to develop complex to complex desktop application for your APPLE
desktop/laptop system so can you manage your work easily as per your desires.
 
 

CODE OF CONDUCT

Conversational etiquette: Employee’s conversation or communication with

his/her peers, customers, supervisors or vendors should be formal avoiding any
kind of local colloquial diction.

Use of telephone: Employees are discoursed to make personal phone calls during
the office hour by using official phone/ personal cell phone. However they may
make such calls during the breaks. All employees should always keep their voice
low while talking over phone so that it does not distract their peers.

Use of company property: While using company’s property employee has to be

very careful about that property as well as himself/herself.

Use of computer: Employees should be cautious while using computer and must
abide by the “IT security policy” which has been uploaded in the IONS intranet for
details information.

Personal property: Employee must keep his/her personal thing in safe place. If
anything is lost/misplaced from his/her desk, MIPPL is not liable for that.

21
 M
U
H
S
E
R
IG
D
A
N
T
K
L
C
O
Smoking: IONS’s premise has been decaled a non-smoking zone. Employees who
prefer to smoke are advised to use designed place for smoking. Cooperation of all
in this regard is highly appreciable.

Clean Desk/Work Station: Employees’ desks must be kept neat and tidy and all
unnecessary papers and files should be removed. Confidential documents are kept
in right place before leaving their desks.

Access to the colleague’s desks/PC: Without permission, Employees should not

touch/go through their peer’s documents whether it is hard/ soft copy.

22
MR
A
T
E
K
IN G
2.6. DEPARTMENT OF IONS
23
P
D
V
E
A
L
RN
M
C
O
&
W
T
IS
G
H
K
IF N
A
A
E
C
M IN
N
A C
T
N
E
2.7. SWOT
SWOT Analysis is a tool used by businesses and marketing professionals to improve operations
and identify risks. An acronym for strengths, weaknesses, opportunities and threats, SWOT can
also be used to compare a company against its closest competitors. SWOT analysis for
manufacturing industry businesses involves analyzing each of those elements, generally in a
plant environment. The industry as a whole has strengths, weaknesses, opportunities and threats
that can be identified, and then applied to an individual business.

2.7.1 SWOT ANALYSIS OF IONS

24
(A) STRENGTH

• Innovation: The major strength of IONS is innovation in there project. They have introduced
new standards every time. Their innovative content creates a positive image. In their last project
they have increased the page engagement up to 6 % within month with their innovative content.

• Top Management: The top management of the organization is a key strength for the IONS
and the contributed heavily towards the growth and development of the organization. The top
management managers all have reputed of organizational experience, skill and proficiency .They
take charge of individuals.

• Good customer service: Good customer service is another major strength of the IONS. They
provide a one-stop service. In a highly competitive market they are still satisfying the customer
completely with their services.

• Interactive corporate Culture: The corporate culture of IONS is very much interactive
compare to our other local organization. This interactive environment encourages the employees
to work attentively. Since the organizational job is very much routine work oriented, IONS’s
friendly, interactive and also lovely environment boosts up the work capability of the employees.

• Quick placement: It provides placement within 1 week and fulfil the requirements of the
companies within one week. Although with less charges and with one year of agreement that
most of the companies didn’t provide.

(B) WEAKNESS
• Lack of awareness: The public awareness about IONS SOLUTIONS is not high, mainly
because although it’s a start up and most of the people are not aware of their services.

(C) OPPURTUNITIES

25
• Awareness among customers: One of the greatest opportunities for IONS SOLUTIONS is to
increase awareness among the customers regarding consultancy and digital marketing.

Advertisements and promotions can play an important role in achieving it.

• Loyal customers: IONS SOLUTIONS has its loyal customers ,they are: PROFESSIONAL
AUDIO & VIDEO SOLUTIONS, GANPATI OVERSEAS ,SNEAKERS, VIBHUTI
ENTERPRISE .

(D) THREATS
• Similar Service: Competitors have a similar type of services in the market which effect the
market IONS SOLUTIONS in a bad manner. As there are many consultancy agencies, the
market is full of competition.

• Competitors advertising: Competitors launch their new advertising campaign.

26
27
CHAPTER-3
RECRUITMENT
&
SELECTION
PROCESS

28
3.1 Introduction:
Human Resource management involves all management decisions and practices that directly
affect or influence the person or human resources who work for the organization. In recent years
increased attention has been devoted to how organizations manage human resources. This
increased attention comes from the realization that an organization’s employees enable
organization to achieve its goal and management of this human resource is critical to an
organization’s success. The presence of human being is no new invention but identifying them as
a resource in a more formal way has been made in the recent days. The history of HRM can be
characterized as moving through four phases as craft system, scientific management system, the
human resource relationship approach and the current organizational science such as human
resource approach. The company considers human resource as an integral part of corporate
management for higher productivity. Company follows a dedicated policy for recruitment,
training and development, motivating, organizing and retaining and maintaining the existing
human resources on the basis of quality education, training and operating experiences. An
organization is nothing without human resource. Human resource department is concerned with
the “people” dimension in management. Since every organization is made up of people,
acquiring their services, developing their skills, motivating them to high levels of performance,
are essential to achieving organizational objectives and ensuring that they continue to maintain
commitment to the organization.

3.2 Definition of Recruitment & Selection:

Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job. For some components of the recruitment process, mid- and large-size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.

The Selection is the process of choosing the most suitable candidate for the vacant position in the
organization. In other words, selection means weeding out unsuitable applicants and selecting
those individuals with prerequisite qualifications and capabilities to fill the jobs in the
organization.

29
Most often, the selection and recruitment are used interchangeably but however both have
different scope. The former is a negative process that rejects as many unqualified applicants as
possible so as to hire the right candidate while the latter is a positive process that attracts more
and more candidates and stimulates them to apply for the jobs. The human resources department
of large organizations, businesses, government offices and multilateral organizations are
generally vested with the responsibilities of employee recruitment and selection.

3.3: PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:

• Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of visibly, under
qualified or overqualified job applicants.

• Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

30
•Induct outsiders with a new perspective to lead the company.

• Infuse fresh blood at all levels of the organization.

• Develop an organizational culture that attracts competent people to the company.

• Search or head hunt/head pouch people whose skills fit the company’s values.

• Devise methodologies for assessing psychological traits.

• Search for talent globally and not just within the company.

• Design entry pay that competes on quality but not on quantum.

• Anticipate and find people for positions that do not exist yet.

• Increase organizational and individual effectiveness in the short term and long term.

• Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants

31
 3.4: RECRUITMENT AND SELECTION PROCESS

3.4.1 For internal requirement

Received manpower
Requisition from Concern

32
 division

Get Final Approval From HR

Division & Board Of Directors

Precede Advertisement against

vacant position
(external/internal).

Collect and scrutinize resume

in connection with concern
division

Prepare shortlist and invite for

written /viva/practical test

Prepare shortlist for final

interview

Select the desired candidate by

interview board

Take management approval

Check necessary papers like

certificate, past employment
history, driving, Id, etc

33
 Provide appointment letter

1. Received manpower Requisition from Concern division

At first, concerned division/department must fill the manpower requisition form. In requisition
form, there are some aspects. These are:

a) Position details: Here, manger from concerned division/department will write down the
position name, department, division, type of vacancy, number of employee needed, date by
which personnel is required to join. There are two types of vacancy. These are:

i) Replacement ii) New position

If vacancy is against replacement, managers must mention previous employee’s name and
resigning date. If the vacancy is against new position, then managers must show the judgment.
This judgment is about why new position is raised. This judgment must be approved by Human
resource Division and board of director.

b) Job description: In job description, managers mention about task of vacant job. If job
description is same as their job description book, manager will write “as role play”

c) Job specification: In job specification, manager will point out skills that need to perform.
Here, he will portray about educational qualification, experience, and age limit. If experience is
not needed, manager will write that experience is not mandatory but preferable.” Manager can
add other points like employee must active, stress free mind etc.

d) Approval: This box is just about taking signature. Here, manager, raised requisition, will
sign. Divisional Head, Head of HR and Deputy Managing director will sign also. After singing
divisional head, manager will send it to HR division. Then HR division will examine it and HR
Head will sign. Then it will go for deputy managing director’s sign.

2. Attract applicants and collecting resumes

34
After approval from deputy managing director, Human resource division will start their
recruitment tasks. HR division will send the photocopy of manpower requisition form and it will
keep the original copy. After that it will set how to draw applicants’ attention. There are two
sources for collecting resumes. These are:

• Internal source • External source

3. Sort out applicants

After Collecting Resumes, HR division of IONS starts it selection process. Resumes are chosen
in two approaches. At first, HR division selects applicants’ resumes. Next, they decorate resumes
and send these resumes to concerned division/department. After that, concerned department does
the final selection and gives back to HR division.

4.Make call list and informing candidates

Next work is to inform applicants for attending exam. For this, HR division makes call list. This
call list includes applicants’ name, father’s name, and mobile number and remarks.

5. Preparing candidates profile summary

Now HR Division will ready for preparing itself. They will make candidates profile summary.
Most of the candidates profile summary is prepared after written exam. This candidate’s profile
summary contains applicants’ name, father’s names, last education, education institution, date of
birth, experience, reference. This will help interviewee to understand applicants in a moment.

6. Written/Viva/Practical exam:

For selecting final employee, HR division arranges some examinations where candidates will
give test. In written test, applicants must have to get 30 percent number. Written exam is divided
on some categories. There are question about English, Math, General knowledge and job related.
Candidates must answer the job related question otherwise. Otherwise they will not be passed.

35
Then HR division checks the exam paper and attaches with resumes. Followed by, they publishes
written exam with the authorization of board of director. After passing written exam, HR
Division organizes viva. This viva board consists of three types of people. Some are from HR
Division, some are from concerned department. Another interviewer is from other department.
Before starting interview, Recruitment and Talent Manager will give some overview about the
vacant job and question. Then he provides candidates profile summary, particular job
advertisement and resumes who pass in written exam. In viva, interviewer asks about applicants’
study and job related question. They want to know about job responsibilities from candidates.
Interviewers give some situation to know that how candidates will response in given situation.
They also ask candidates about expected salary. If applicants have job experience, they also ask
about job condition and reason of leaving that organization. Interviewers basically evaluate some
aspects from candidates. These aspects are:

• Job understanding

• Communication skill

• Leadership

• Decision making abilities

• Judgment abilities

• Technical skill

All interviewers will mark candidates. They will average all interviewers’ mark and select final
person. They also select additional two or three applicants. If first choice applicant is not
available, they can go for second and third best candidate. If practical test is not needed, HR
Division will done final result. Only for “Medical Representative” and “Promotional
Representative” position, HR division will publish final result. If practical test is required,
candidates must attend and pass the exam. If any candidate passes written test and viva but
he/she fails in practical exam, he/she will not be allowed to be finally selected.

36
8. Call the finally selected candidates

After final result, HR division ensures that finally first choice candidate will attended their
organization. If first choice does not expect their condition, HR division will go for second best
or third best choice. Then HR division calls finally selected on fixed date to bring necessaries
papers.

9. Employment Check List for new joiner

New joiner has to handover some important documents. These documents are:
❖Updated resume: New joiner will give away updated resume.
❖Employee Information form: Employment form is another version of new joiners resume.
Here, new joiner will give information about his/ her name, permanent and present address,
phone number, email address, academic description, prior work experiences, emergency contact
etc.
❖ Release order: If new joiner has previous job experience, he/she must get back release order
from previous organization. Otherwise, he will not be able to join here.
❖ 7 copy passport size photograph: New joiner will give seven copy passport size colored
photographs with his/her name and signature at the back. All photographs must be attested by
first class government officer.
❖ National ID card photocopy: New joiner will give two photocopies of his/her Identity Card.
He will also give one photocopy of nominees’ Identity Card. All photocopies of Identity Card are
attested by first class government officer.
❖ Joining letter: HR Division will provide joining letter. In joining letter, there will be terms
and conditions about job and organization. Here, new joiner will sign below the joining letter.
❖Medical certificate: New joiner will submit medical certificate from any government medical
officer or civil surgeon.
❖Blood group: New joiner will also submit blood group report.

9. HR Division justification

37
When new joiner Submit his/her necessary papers, HR division will also justify new joiner’s
papers and information.

• Educational certificate: After submit educational certificate, at first, HR Division will justify
these certificates and they will do the final justification.
• Past employer: HR Division will contact with past employer. They will try to get information
from past organization.

If HR division does not find any problem with submitted papers, new joiner will get the
appointment letter.

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 3.5 SOURCES OF RECRUITMENT

 
SOURCES OF RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES

ADVERTISEMEN
PROMOTIO
T
N

TRANSFER E-
RECRUITNENT

INTERNAL CAMPUS
ADVERTISEMENT INTERVIEW

FORMER
EMPLOYEES

EMPLOYEE
REFERRALS

39
  Internal Sources of Recruitment

1. Promotion: Promotion implies upgrading of an employee to a higher position carrying

higher status, pay and responsibilities. Promotion from among the present employees is advanta-
geous because the employees promoted are well acquainted with the organizational culture, they
get motivated, and it is cheaper also.

2. Transfer: Employees may be transferred from one department to another wherever the post
becomes vacant. The need for transfer is felt to provide employees a broader and varied base
which is considered necessary for promotions. Job rotation, involves transfer of employees from
one job to another on the lateral basis.

3. Internal advertisement: The existing employees may be interested in taking up the

vacant jobs. As they are working in the company since long time, they know about the
specification and description of the vacant job. For their benefit, the advertisement within the
company is circulated so that the employees will be intimated.

4. Former employee: Former employees are another source of applicants for vacancies to be
filled up in the organization. Retired or retrenched employees may be interested to come back to
the company to work on a part-time basis. Similarly, some former employees who left the
organization for any reason may again be interested to come back to work. This source has the
advantage of hiring people whose performance is already known to the organization.

5. Employee referrals: This is yet another internal source of recruitment. The existing
employees refer their family members, friends and relatives to the company as potential
candidates for the vacancies to be filled up in the organization.

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ADVANTAGES AND DISADVANTAGES OF INTERNAL SOURCES
ADVANTAGES
1. Familiarity with own employees:
The organization has more knowledge and
familiarity with the strengths and
weaknesses of its own employees than of
strange and unknown outsiders.
2. Better use of the talent:
The policy of internal recruitment also
provides an opportunity to the organization
to make a better use of the talents internally
available and to develop them further and
further.
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DISADVANTAGES
1.Limited Choice:
Internal recruitment limits its choice to the
talent available within the organization.
Thus, it denies the tapping of talent
available in the vast labour market outside
the organization. 
2.Discourages Competition:
In this system, the internal candidates are
protected from competition by not giving
opportunity to otherwise competent
candidates from outside the organization.
 3. Economical Recruitment:
In case of internal recruitment, the
organization does not need to spend much
money, time and effort to locate and attract
the potential candidates. Thus, internal
recruitment proves to be economical, or say,
inexpensive.
3. Stagnation of Skills:
With the feeling that internal candidates will
surely get promoted, their skill in the long
run may become stagnant or obsolete. If so,
the productivity and efficiency of the
organization, in turn, decreases.

 External sources of recruitment

1. Advertisement: Advertisement is perhaps the most widely used method for

generating many applications. This is because its reach is very high. This method of
recruitment can be used for jobs like clerical, technical and managerial.

2. E-recruitment: Applying job portals on different sites like INDEED,

NAUKRI.COM ,LINKEDIN etc. People register themselves with government
employment exchanges with their personal details. According to the needs and request of
the organization, the candidates are sent for interviews.

3. Campus interview: A wide choice for selecting the appropriate candidate for the
post is available through this source. It gives publicity to the vacant posts and the details
about the job in the form of job description and job specification are made available to
public in general.

ADVANTAGES & DISADVANTAGES OF EXTERNAL SOURCE

ADVANTAGES DISADVANTAGES
1. Open Process: 1. Expensive and Time Consuming:
Being a more open process, it is likely to attract This method of recruitment is both expensive

42
large number of applicants/ applications. This, in and time consuming. There is no guarantee that
turn, widens its options of selection. organization wall get good and suitable
candidates.

2. Availability of Talented Candidates: 2. Unfamiliarity with the Organization:

With large pool of applicants, it becomes possible As candidates come from outside the
for the organization to have talented candidates organization, they are not familiar with the tasks,
from outside. Thus, it introduces new blood in the job nature and the internal scenario of the
organization. organization.

3. Opportunity to select the best candidates: 3. Discourages the Existing Employees:

With large pool of applicants, the selection Existing employees are not sure to get
process becomes more competitive. This increases promotion. This discourages them to work hard.
prospects for selecting the best candidates. This, in turn, boils down to decreasing
productivity of the organization.
4. Provides healthy competition:
As the external members are supposed to be more
trained and efficient. With such a background,
they work with positive attitude and greater vigor.
This helps create healthy competition and
conductive work environment in the organization.

3.6. Recruitment and selection process of IONS

Here is the recruitment and selection process:

1. Requisition form: As usual, marketing division ,IT division raises their employees’
demand through requisition form. HR division will justify and take authorization from “Board of
Director”.

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2. Attract and invite applicants: HR Division will publish its requirement for appropriate
candidate in job portal (naukari.com , INDEED etc). In Job Portal, there are some important
points. These are:

Job Description:

 Duties
 Responsibilities
 Performance Standards
 Job factors
 Salary structure (min.-max.)

Job specifications:

 Education qualification
 Experience
 Skills and knowledge
 Personality traits & characteristics

3. Collect resumes, selected applicants, taking examination, publish final result: Through
publishing in online job portals, they invite candidates for participating exam. The process will
run on whole day. There is description of that whole day.

In exam hall, all applicants sit for exam. At 9.30 am, employees from recruitment and talent
management department will come. They will clear brief about job specification of both position.
After that they provide top sheet to applicants. There are some information on top sheet.

These are:

 Name
 Father’s name
 Date of Birth
 Permanent address
 Mobile number

44
  National ID card Number
 Last Education
 Name of University

After filling up top sheet, applicants staple this top sheet with their resumes. Then HR division
will collect these resumes and immediately select these resumes. HR Division will check the
educational certificates very carefully. After selected resumes, HR Division will write unique roll
number on the top sheet. Failed resumes are sent back to applicants and they will leave the exam
room immediately. After that selected applicants will get the resumes.

 Taking exam and preparing Candidates Profile Summary: After sending back
resumes, examiners will arrange applicants’ seat. Then, they will distribute question
paper. In the question, there are four parts. Applicants must answer the job related
questions. Otherwise, he will not able to pass the written exam. The duration of the exam
is 30 minutes. The total marks are 25. The pass mark is 7.5. Then written exam will be
published with authorization of HR Division.
 Viva and final result: Next, The applicants who pass in written exam, will attended the
viva session on same day. HR Division will make 4-5 viva board based on applicants’
number. Viva board consists of each employee from HR and Marketing Division. In viva,
interviewers give brief about job. Then they ask questions. Interviewers will give the
situation and ask interviewee what he will do. If both interviewers give yes, candidate
will be finally selected. After completing viva, HR division will input viva number in
their internal server, make a final result publish it on notice board. Next day, HR division
will get authorization from board of director. At last, HR Division will maintain these
documents like written exam result, candidate profile sunder a file

4. Acceptance joining letter: Finally new joiner provide necessary papers to HR Division
and new joiner will get the joining letter.

Job Description & Responsibilities at IONS:

• Help the candidates in filling the selection forms.

• Call the candidate for interview

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• Collecting resumes

• Screening resumes.

• Preparing call list for written & viva.

• Preparing candidate profile summary for written, viva and practical test.

• Allocating questions and exam papers.

• Checking answer scripts.

• Maintaining rejected resumes.

• Photocopy important papers.

• Taking all signatures.

• Providing all necessary papers to internee and in-plant trainee.

 Collecting resumes: For the recruitment of various positions like Assistant Sales
Manager, Assistant manager- R&D etc, applicants submit their resumes two ways. Some
applicants prefer to forward their resumes by post and some prefer through internet. I
collected and maintained all resumes those came through post. I also printed those
resumes via E-mail. Then, I kept both types of resume.
 Screening resumes: There were few areas to concentrate when I looked for screening
resumes. For example, there was a recruitment advertisement about SEO Executive. So
there were requirement in that circular. So I screened resumes based on requirement like
age limit, experience, educational background etc. Sometimes I differentiated resumes
based on public and private university according to their suggestion. If there was any
resume that came through reference, I highlighted that resumes on first page. Then I sent
it Mrs. Pooja she and other HR managers do final screening.
 Preparing call list for written, viva and practical test: After selected final applicants, I
wrote down all candidates’ name, father’s name, and mobile number in Microsoft Excel
2007. Then I printed that excel sheet twice.

46
 Preparing candidate profile summary for written, viva and practical test: Before
written, viva or practical test, I made candidate profile summary. Here I wrote
candidates’ name, father’s name, mobile number, last education, university, birthday,
experience. Then I printed it and passed it to viva board.
 Allocating questions and exam papers: Sometimes, I went to the exam hall and
arranged candidates’ seat. Then, I allocated questions and exam papers. I also guarded at
the exam hall. After finishing exam, I took all exam papers and separated top sheet from
exam papers. So script checker would not make any biasness to check exam script.
 Checking answer scripts: Most of the time I checked the MCQ part of the answer script.
I was not allowed description part. After script checking, I counted total marks and
stapled the top sheet with answer script.
 Maintaining rejected resumes: I also maintain rejected resumes in file. Sometimes they
called applicants from rejected resumes.
 Photocopy important papers: I also photocopied many important papers like requisition
form, call list, top sheet, exam questions, final results etc.
 Providing all necessary papers to internee and in-plant trainee: I made contact with
internee and in-plant trainee. I also provided them joining letter, allowance paper,
certificate. Allowance letter is only applicable for internee. I really enjoyed my intern
work experience. I gained new working skills and I practiced those again and again.
Employees were really helpful and friendly to me.

3.4.2 For external requirement/CONSULTANCY

 CONSULTANCY
Recruitment Consultants work as a mediator between a Firm that has vacancies to hire a
person and an individual who is searching for a suitable job. A Recruitment Consultant’s
main task is to employ the most appropriate person for that vacancy that the Firm has
asked to fill.

 Why consultancy is needed?

47
  The Recruitment Consultant is sent a job description from the firm or organisation
that has a vacant position to be filled.
 The consultancy shortlist the applicants from their database CVs.
 Then they hold the interviews on individual level and then send the selected
candidates’ profile to the firm.
 The organization selects the candidates from the CV selection and asks the agency to
arrange and coordinate an interview.

CONSULTANCY PROCESS

Stage 1 – Consultation

1. First Contact

We will discuss your exact requirements and explain in more detail how Consultancy can help
you and your organization.  You will be able to ask questions freely to ensure that together we
are able to realize your needs.

2. Observation

Observing your current processes and systems will provide us with a thorough understanding of
your working processes and establish what training or services are needed and how they can be
implemented.  Observation may also be taken of staff in a normal working environment or
simulated emergency scenario.

3. Proposal

You will receive a comprehensive and considered proposal, unique to your specific needs and
situation.   You will be able to examine it at your leisure with no obligation.

48
Stage 2 – Implementation

4. Briefing

You will receive a pre-course briefing for those involved to ensure everyone understands what is
happening and why.  This essential stage of inclusion has proven long term benefits to the
success of the project

a) ensuring the process and reasoning is understood

b) ensuring everyone feels included and valued
c) allowing questions to be answered
d) ensuring everyone is prepared

5. Delivery

You will receive a complete development process, including all training materials, tailored to
your needs.

6. Review & Feedback

Following the delivery, you will have the opportunity to a thorough feedback and review session
to enable us to gather thoughts and opinions on the program and its outcomes.   This may take
place immediately following the training or scenario exercises or a period of time later to allow
the experience to be consolidated.

Stage 3 – Post-Delivery

7. Analysis of feedback

Results of the feedback will be analysed so that we can cater to the new needs of you and
your organization.   This process also enables us to review our successes to ensure we are giving
you our very best.

8. Support

49
We will contact you regularly to ensure that following the delivery of the course, ongoing
assistance is available to you, to maximise your experience as your situation or needs change.

9. Final Report & Recommendations

You will receive our final report, detailing the whole process for your records, and our
recommendations for further training and success.

You will also receive a DVD of recorded scenarios as well as debriefing notes to facilitate
dissemination of the activities and outcomes within your organization.

CONSULTANCY PROCESS OF IONS

1. First Contact

We contact the companies whose data we had already collected from the websites like NAUKRI,
INDEED , LINKEDIN etc. We call them and tell them from where we had collected the data
about the vacancy in their company so that they trust us. After that we tell them that we have
candidates and we are a placement company and what’s our company proposal for the
companies, so what’s their proposal towards consultancy if they agree for consultancy than we
provide them candidates and we sigh a contract with them.

If they don’t agree with the terms but want candidates than we charge from the candidates.

Sometimes they ask for the meeting so that they can discuss the terms & conditions.

2. Observation

We ask them to send the job description and then we observe what qualities they are searching in
a candidate.

3. Upload job portals

Once we get the JD i upload job portals on different sites with the job description .So, that we get
some alternatives .Than I get it checked by our HR Executive Mrs. Pooja garg.

50
4. Call the candidate

After that i call the candidates who had applied on the websites and tell them about the concern
company’s requirement and about the consultancy charges & we also provide them 1 year of
agreement if they want a job change within 1 year affecting by the concern company whom we
are referring to them and the reasons are genuine and valid enough than we provide them free
job change.

If the candidate agree to the consultancy terms and conditions than we conduct interview.

5. Schedule interview

I used shortlist those candidates and report to our HR and MD if they also shorlist them .Than we
conduct interview at our company first and than send them to the concern company.

We also call the company about the interview that if the candidates are shortlisted by us than we
will send them at your company at the same day.

And after that I Send them the our company address and interview timing at their email id.

6. Conduct interview

Our HR take their interview first than if they are shortlisted than they are send forward for the
second round to our MD and if they also qualified that than they have to fill sigh our agreement
and that is attached with their resume and then we disclose the company name and wish whem
for the interview and send them for the interview at the concern company.

3.7 Learning Outcome

• Identifying, understanding and working with professional standards.

• Behaving professionally and ethically.
• Addressing colleagues and superiors appropriately.
51
 • Allocating time effectively.
• Adapting effectively to changing conditions.
• Organizing and maintaining information.
• Developing appropriate workplace attitudes. .
• Dressing appropriately.

52
 CHAPTER-4
DATA ANALYSIS,
INTERPRETATION &
LIMITATIONS

53
 3.1: DATA ANALYSIS AND INTREPRETATION

Question1. HR clearly defines the job description and job specification in the recruitment
process?

A. Strongly disagree

B. Disagree

C. Neutral

D. Agree

E. Strongly agree

Question2. Does HR provides an adequate pool of quantity applicants?

A. Yes

B. No

C. Don’t know

Question3. HR incorporates the changes in the external environment (e.g. technology ) while
assessing future needs ?

A. Strongly disagree

B. Disagree

C. Neutral

D. Agree

E. Strongly agree

Question4. Which form of interview did you prefer?

A. Personal interview

B. Video conference

54
C. Telephonic interview

D. Other

Question5. Which source you adapt to source candidates?

A. Candidate referral

B. Job portals

C. Advertising

Question6. Does the organization clearly define the position objective, requirements and
candidate specifications in the requirement process?

A. Yes

B. No

Question7. What are the most basic question you ask to the candidate?

A. Job portals

B. Expected salary

C. Skills

D. Notice period

Question8. Which source of recruitment is relied upon when immediate requirement arises?

A. Internal source

B. External sources

Question9.    Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?

55
A. Excellent

B. Good

C. Poor

Question10. Do you feel induction training and regular trainings are necessary for any employee
for developing his skills?

A. Yes

B. No

Question11.  Which kind of Training is provided for improving your knowledge, skill, ability ?

A. On Job                        

B. Off the job

Question12.  How is the training programme beneficial for you ?

A. To Increase productivity

B. Reduction in Cost

C. Develop Sense of Responsibility

D. Improve Employee Employer Relationship

Question13.  How do you rate the attendance system of the organization?

A. Highly Satisfactory

56
B. Satisfactory

C. Average

D. Dissatisfactory

E. Highly Dissatisfactory

Question14. What are the parameters on which candidate are evaluated?

A. Intelligence

B. Aptitude

C. Experience

D. Skills

Question15.   Does the company ask reasons for resigning from the company ?

A. Yes

B. No

Question16.   Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?

A. Excellent

B. Good

C. Poor

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 3.2 Limitations of the study

The officers are very co-operative but they are too busy to give me time to get knowledge about
practical activities. Moreover, they have to deal in a very competitive environment based on
money related activities. I had to prepare this report alone. Every task has some limitations. I
faced some usual constraints during the course of my internship. These are as follows:

A. Short of time: I had to complete this report writing within a shorter period of time. So the
time constraint of the study hindering the course of vast area and time for preparing a report
within the mentioned period is really difficult.

B. Busy working environment: The officials had some times been unable to provide
information because of their huge routine work.

C. Lack of sufficient well informed officials: Many officials of the branch are not well
informed about different systems . They know but less. I had to face much difficulty to collect
this information.

D. Confidential Issues: Human resource department maintains very much confidential about
their activities and internal information. The report relied heavily on the personal judgment and
observation.

3.3. FINDINGS

1. The organization has a human resource management.

2. The organization has a prearranged salary structure.

3. The accounts department has professional accountant.

58
4. There is system of training to the trainees in the organization.

5. The relationship among the employees of MIPPL is very good.

6. Technical support department has to be more aware of customer care.

7. There is a system of holding the orientation classes at IONS where All fresher are made
aware of the organization, and internal policies of the organization.

9. The organization is developing day by day.

10. Incentives etc are given to the employees of IONS in a year.

11. The company always tries to maintain good working environment, Health & safety
procedure.

12. Managing Director is the sole authority approve finally for any business or functional
decision. Only after receiving approval from the Managing Director, HR Division starts all their
functioning as per method.

59
CHAPTER-5
RECOMMENDATION
AND
CONCLUSION

60
 5.1: Recommendation and Suggestion

• The company can recruited also for campus recruiting that could bring a yield of highly
educated fresh-starters for the entry-level the organization could arrange seminars in the top
business schools.

• In written, viva or practical exam, there should not be any unfairness. Otherwise The IONS will
lose appropriate candidates.

• HR division can also minimize using paper on its recruitment and selection process.

• HR division should also communicate with failed candidates. At least, they can send an email
on applicants’ account for future needs.

• HR division should communicate your structure, An organizational structure isn’t a top-secret

document and will work best if every employee, knows your structure. Have a company meeting
to explain the reason you have created the structure, how it will benefit the company, who
reports to whom and any grievance procedures.

• You can get insight into what things are important to the employee by using surveys,
suggestion boxes and team meetings. Be open-minded and encourage them to express their ideas
and perspectives without criticism. This means putting into practice everything you have learned
about effective listening. Address their concerns in the best way you can.

61
 5.2 Conclusion

HR Plan shows that the activities of the employees of MIPPL are revised from time to time. Job
analysis process indicates forecasting. When there is any vacancy in the organization, soon after
someone is replaced there. There are many reasons which are responsible for the vacancy.
Resigning, dismissal, retirement are some important reasons for the vacancy. HR demand- At
first it was the administration department. Then it turned in to personal division. At last, it
emerged as HR division. Now people think that they are essential resources. They are aware of
their work, of the pattern of their work, the output of their activities etc. In a word, sense of
belongings is called HR Importance.

There are two types of recruitment I have found in IONS recruits internally from its employees
and sometimes even with the help of references. . IONS promotion system is good also and it
should be in time. Employees get other benefits from IONS like increment, festival bonus, and
maternity leave. IONS has a well structured Human Resources Division which works for
recruitment, promotion, Hiring etc.

62
From my internship I can say that I have learnt many important things. I am very satisfied with
the organization. I think my Internship experience will help me in my future career.

5.3. Bibliography

 Website: https://www.ionssolutions.in/
 Official records of IONS SOLUTIONS (Pvt.) Ltd.
 Mukul pal, Business Director, IONS Solutions (Pvt.) Ltd.
 Shilpa Jamle, Sr. Account Manager, Digital Services, IONS Solutions(Pvt.)
Ltd

63
 Diksha Thakur, Sr. Account Executive, Digital Services, IONS Solutions
(Pvt.) Ltd.
 Pooja Garg Sr. Account Executive, Digital Services, IONS Solutions

64