SUMMER TRAINING REPORT

ON
TOPIC
HUMAN RESOURCE RECRUITMENT AND SELECTION
Submitted in partial fulfilment of
B.COM (HONS) PROGRAMME
CONDUCTED BY:
LUCKNOW UNIVERSITY, LUCKNOW

UNDER THE GUIDANCE OF- NAME OF COMPANY GUIDE:

MR. KAPIL PANJWANI Mr. Rohit Naidu

( Assistant Professor) (Ceo , Ifortis Corporate)

Submitted by
SHWETA UPADHYAY
B.COM (HONS) –V SEMESTER
(2021-2022)
LAL BAHADUR SHASTRI GIRLS COLLEGE OF MANAGEMENT
LUCKNOW

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 ACKNOWLEDGEMENT

With immense please I’m presenting ‘Human Resource Recruitment And Selection’ project
report as a part of curriculum of B.com (Honours).

This dissertation would not have been possible without the guidance and the help of several
individuals who in one way or another contributed and extended their valuable assistance in the
preparation and completion of this study.

I would like to express my gratitude towards Lal Bahadur Shastri Girls College Of Management
for including internship program in our course which has provided an opportunity to gain
practical working experience in the organization.

My sincere gratitude to Mr. Rohit Naidu , CEO Ifortis Worldwide for giving me a chance to do
my internship in the HR Department of this Organization, Ifortis Worldwide.

A special thanks to my parents who are integral part of the project.

Thanking you.
Shweta Upadhyay

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 DECLARATION

I Shweta Upadhyay, hereby declare that the presented report of internship titled Human
Resource Recruitment And Selection of Ifortis Worldwide is uniquely prepared by me after
the completion of fulfilment of 7 weeks of at Ifortis Worldwide .It’s being submitted by me in
partial fulfilment of Bachelor of commerce with honours Lucknow University . It’s is a
record of the bonfide Research work carried out by me under the guidance of Mr. Kapil
Panjwani Assistant Professor B. Com(H), Lal Bahadur Shastri Girls college of Management,
Lucknow. The empirical findings in this project are based on the data collected by me and are
not copy of any other report.

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 LAL BAHADUR SHASTRI GIRLS COLLEGE OF MANAGEMENT

CERTIFICATE

This is certify that Ms. SHWETA UPADHYAY , student Of B.com (Hons) 5th Semester has

done her summer training under my guidance as a part of B.com (Hons) programme of

Lucknow University . She did a good job.

Date: Signature

(Name of faculty guide)

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Page 5
 Table Of Content

S.NO. TOPIC PG NO…

1. INTRODUCTION 9-12

2. PROFILE AND BACKGROUND OF THE COMPANY 13-18

3. PESTEL ANALYSIS 19-20

4. SWOT ANALYSIS 21-22

5. ACTIVITIES UNDERTAKEN 23-28

6. THEORITICAL OVERVIEW OF RECRUITMENT AND 29-48

SELECTION PROCESS

7. RECRUITMENT AND SELECTION PROCESS OF IFORTIS 49-58

WORLDWIDE

8. RESEARCH AND METHODOLOGY 59-61

9. DATA ANALYSIS 62-64

10. DATA INTERPRETATION 65-74

11. MAJOR FINDINGS 75-76

12. RECOMMENDATION AND SUGGESTIONS 77

13. LIMITATION 78

14. CONCLUSION 79-80

15. BIBLIOGRAPHY 81
16. ANNEXURE 82-84

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 EXECUTIVE SUMMARY

The core objective of the internship is to fulfil the requirement of the B.com (Honours) program
as prescribed by the Lucknow University. An intern has to prepare project report at the end of the
internship period but the main objective of the internship is to get the hands-on experience of the
real world organization. The internship was completed with the objective of getting practical
knowledge in the HR department in Ifortis Worldwide.

Winning the workplace is important to win the marketplace and to make it happen the Human
Resources department plays a crucial role. In my tenure as a human resource manager trainee
I’ve learnt and gained experience that the best HR is a psychologist, peacemaker, leader ,lawyer
, mentor and the one who maintains the image of the company. The internship conducted was for
a great mission to make “Women Self Reliant” an empowering the globe being a part of it was
a pride to me where not only I was developing myself as a leader and polishing my leadership
skill but also making other women a leader an embracing the field of human .

The first responsibility which I was assigned on this seven week of internship period was to
recruit female HR trainees taking forward company’s mission. Secondly, I was allotted the work
to manage , guide and trained them .I’ve conducted various meeting with the HR trainees and
guided them along with that sent them the minutes of the meeting.

I communicated well with my mentor Mr. Rohit Naidu who is the CEO of the company, “Ifortis
Worldwide” and the Director to the parent company “American Ruler Private Limited”. I came

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to know a lot from him about the company and also learnt a lot from such a man who has
brought up such a unique and great idea to make a women self-reliant .I’m really inspired by the
way the entire internship program was conducted under his guidance, the way he conducted and
presented in the induction Program even in the meetings held, the way he communicated, time
management, his organised and systematic work.

As an intern, I realized that I was successful to gather a lot of significant learning experiences
which would be helpful in my future career. The HR Department of Ifortis Worldwide offered
me ample space and opportunities, not only to learn but also to exhibit my skills as a HR team
member. I could use my theoretical knowledge of HR in real practice while participating in many
discussions. I was actively involved in the Department meetings where I shared my knowledge
and views regarding the performance In HRD of Ifortis Worldwide.

I also attempted to gather more information on basic job functions of other departments to have
better understanding of the relation between the man the HR department. It was commendable to
see how whole heartedly they welcomed, acknowledged and appreciated new ideas and
knowledge.

I have provided few recommendations based upon my understanding and knowledge.

I successfully completed all the assigned duties and handed them over to the senior supervisor at
the end of the internship. I thoroughly enjoyed the challenges that came along every single day. I
could also bring some minor improvisations during my Internship which were able to leave their
mark. These lessons that I have learned will be a valuable one for my future endeavours as well.

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 INDUSTRY PROFILE

The information technology (IT) sector is comprised of companies that produce software,
hardware or semiconductor equipment, or companies that provide internet or related services.
The three major industry groups within the IT sector are software and services, technology
hardware and equipment and semiconductors and semiconductor equipment. These three
industry groups are further divided into industries and sub-industries. Companies are aligned to a
specific sub-industry that best describes their core or most profitable business.

The various industries and sub-industries that make up the three major industry

groups within the IT sector.

 Software and Services

 Technology Hardware and Equipment
 Semiconductors and Semiconductor Equipment

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Software and Services

The software and services industry group is made up of companies that provide internet services,
as well as companies that provide software and IT services. Internet services include companies
that provide online databases or interactive services, such as search engines or social networks.
IT services includes companies that provide IT consulting or data processing services to other
companies. Finally, software consists of any sort of software for business or consumer use,
ranging from enterprise software and systems software to video games.

Technology Hardware and Equipment

Technology hardware and equipment is broken down into three industries: communications
equipment, technology hardware, storage and peripherals and electronic equipment, instruments
and components. Communications equipment includes routers, telephones and switchboards.
Technology hardware, storage and peripherals includes computers, printers and cell phones.
Electronic equipment, instruments and components include companies that make equipment like
barcode scanners, transformers and security systems, as well as companies that are distributors or
Original Equipment Manufacturers (OEM). An OEM is a company that makes parts or
components that are used in another company’s end product .

Semiconductors and Semiconductor Equipment

Semiconductors are substances that can conduct electricity under some conditions, but not
others, making them ideal for controlling electrical currents. Silicon is a material that is

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frequently used as a semiconductor. This industry group includes both companies that make
semiconductors and companies that make peripheral equipment for semiconductors.

IT INDUSTRY IN INDIA

For a sector that was ‘born’ much after Indian Independence, the IT-ITeS sector has come a long
way to become one of the pillars of modern India.

Even up until 10 years ago, it contributed less than 5 per cent to the country’s GDP; today, it
contributes nearly twice as much. On a comparative basis, the automobile sector contributes
about 8 per cent of the country’s GDP.

The IT industry’s revenues are at an estimated $190 billion, growing at 7.7 per cent on a year-on-
year basis and by 2025, they are expected to reach $350 billion.

The sector has also generated 4 million jobs and provided indirect employment to 10 million.
TCS, the biggest IT services company in India, alone has generated over 4 lakh jobs, while
Infosys has over 2 lakh employees.

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Page 12
 COMPANY PROFILE

IFORTIS WORLDWIDE is a subsidiary of American Ruler Private Limited. Since its infancy
IFORTIS WORLDWIDE has believed in a continual evolution.

It has not only expanded its horizon from providing technical solutions to managerial services,
but also has taken this platform worldwide in order to better satisfy the needs of its customers
with an aim to become one of the most leading companies of the world.

IFORTIS WORLDWIDE has grown into one of India’s leading Corporate . In its infancy, Ifortis
was in the business of IT Services and Marketing Services . As time evolved, dependence on
the technology began to hinder Ifortis’s ability to guarantee competitive pricing and
providing innovative services . Ifortis also noticed the lack of communication that had became
an industry standard. As a result a strategic decision was made to set up its own headquarters in
India to better satisfy the needs of IFortis’s customer .

Based upon demographic and geographic research, IFortis chose Sivakasi, India as the location

to begin it’s facility . As time went on Ifortis’s principle of transparency timely communication,

quality of services and competitive pricing allowed for significant expansion . AVIS a result

Ifortis is now one of India’s leading corporate.

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Ifortis Worldwide believe that ethical management is not only a tool for responding to the rapid
changes in the global business environment but also a vehicle for building trust with its various
stakeholders including customers , employees, business partners and local communities with the
aim to become one of the most leading companies in the world. Ifortis Worldwide continues to
train its employees and operate monitor Wosg system, while practising fair and transparent
corporate management.

It provided services such as in web application, bespoke CRM and ERP systems, customer portal
service, operational system, engineering and software development, software and hardware
integrated. It works with the industries such as in healthcare, construction, retail and e-
commerce, education and training, hospitality, non-profits, SME’s and large enterprises. The
company does business on International platform. Along with IT projects and technical projects
to Businesses it provides intuitive services in HR consultancy that improves Business efficiency.

It provides the best practice processes and development methodologies as a foundation for rapid
building of cutting-edge technology solutions in a structured and methodical way. In the
planning stage it collects all the relevant information from the customer to develop customer
software development Solutions as per their expectation. In the designing stage the system and
the Documents are prepared as per the requirement specifications. This helps define Overall
system architecture and technology stack. The next step is to define and Document software
needs. Then in the building stage developers build the entire System by writing the code using
the chosen programming language, techniques and methodologies. Then it evaluates the quality
of software with the aim of finding and fixing defects in the testing stage. The final software is
released and checked in deployment issues, if any. The last stage is maintenance stage where the
company ensures as per the service level agreement that needs continue to be met and that the
system continues to perform as per the specifications mentioned in the first phase.

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It also conducts events namely Aarambh which has its name in ‘International Book of records’
and it was the world’s and India’s largest youth festival.

It provided internships in the field of HR, marketing and sales, Android

Developer, Full Stack developer, project manager, senior ios developer.

It takes pride in delivering world class services to its customers.

To demonstrate this commitment it has sought independent certification to

this standard such as ISO 9001:2015, ISO 14001:2015, ISO 27001:2013, ISO
29993:2017.

 Company's customers: - It caters almost all industries in national and international

markets.

 Company’s competition: - Other IT companies.

 Company's environment: - The Company is one of India’s leading corporations it has

National and international clients as well and cater almost all markets and also provide
customised services .

 Company’s technology: - The Company itself is the IT Company and has a large data
Base and other advanced technologies to be ahead in the market.

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 Principles Of Ifortis Worldwide

Following are the principles of IFortis Worldwide :

 Respect the dignity and diversity of individuals.

 Compete fairly in accordance to law and business ethics.
 Make customer satisfaction our top priority.
 Make efforts for the improvement of the quality of life of our employees pursue eco- friendly
management
 Build relationship of coexistence and co-prosperity with business partners.

Vision Of The Organisation

IFORTIS WORLDWIDE describes what the organization wants to be for it’s customers.

IFORTIS WORLDWIDE vision is :-

TO BE A GLOBAL FIRM OF UNIQUELY SKILLED EXECUTIVES WHO CAN BUILD A

BETTER FUTURE.

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 CORPORATE SOCIAL RESPONSIBILITY

IFORTIS WORLDWIDE'S Corporate Social Responsibilty

 IFORTISWORLDWIDE approach to Sustainability

 As a global corporate citizen they fulfilled their social responsibility deliver innovative
products and services and create economic , social and environmental value

 Vision and principle

IFORTIS WORLDWIDE their sustainability management aims to create integrated values. Not
only do they create economic values maximising profits and shareholder values but also they
take on a stronger responsibility as a global citizen to create social values.

As they deliver innovative products and services along the value chain which is based on the
core values they pursue at IFortis Worldwide which generate values in the field of the economy,
social and environment. They monitor the financial and non-financial impact that they exert on
society throughout such processes that they maximise their positive impact while minimising any
negative ones.

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  IFORTIS WORLDWIDE Perspective

IFORTIS WORLDWIDE believe business have a responsibility to contribute to a sustainable

future for work, for workers and for the world. They are driven to lead by example and they are
guided in everything they do by their values their code of business conduct and ethics and the
sustainable development goal. This is how they attract and retain the best talent and how they
create a culture of conscious inclusion that fosters innovation, enables high performance and
allows everyone to achieve their full potential.

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 PESTL ANALYSIS

 Political: - It does not have any political barrier.

 Economical:- It is providing internships and jobs, aims at increasing luxury

shopping, it is increasing its departments and expanding its business in various
Industries worldwide.

 Social: providing work from home, taking care of the environment ,does CSR
Activity like making women self-reliant(the current project), has high customer
confidence as it provides customised services.

 Technological: - the company works with high level technology. It has a large data
base capacity, works online with its clients worldwide has global automation and has
accounts on various social media platform.

 Legal:- It follows all labour laws, tax policies, industry regulations, health and safety
regulations, and has varies accreditation such as

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 ISO 9001: 2015 QUALITYMANAGEMENT SYSTEM,

 ISO 14001:2015 ENVIRONMENTAL MANAGEMENT SYSTEM,

 ISO 27001:2013 ENVIRONMENTAL MANAGEMENT SYSTEM

 IS O 29993:2017 LEARNING EDUCATION SERVICES OUTSIDE FORMAL

EDUCATION

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 SWOT ANALYSIS

Strength:- Weakness:-
▪ Provides services to all most all
Industries. ▪ Newly started

▪ Very professional and

systematic work.

▪ Customer friendly

▪ Provides customised services.

▪ Values employees

▪ Works on national and

international platform.

▪ Transparency in the work

culture

▪ Growth

▪ Experienced professionals

Opportunity:- Challenges:-

▪ New projects from almost all ▪ To work in pandemic scenario

industries. and deal with the clients

▪ International market ▪ Government interventions due

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▪ Apart from IT provides services to pandemic.

in technical services and HR ▪ Work from home for the

consultancy employees.

▪ Companies which are already

flourished in the field.

(Competitors)

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 ACTIVITIES UNDERTAKEN

The internship aimed that making women self reliant. Therefore, only Female interns where
hired who had to lead their own team on behalf of The company. Company did the initial hiring
of HR trainees. Who further did the hiring of HR interns posting jobs through various social
media platforms and got promoted as a Human Resource manager trainee hence, the one and a
half week was given for recruitment. The remaining week of one and half month was to mentor,
guide and help the interns to do better.

I was directly hired by the company and was given the post of HRM trainee where I was the
direct reporting manager to my team of HR Trainees and a indirect manager to their team who
were marketing/sales and company ambassador interns. So, in total I was the manger of the 159
Interns.

The company not only aimed at making me a leader but also a leader through me and I worked
with the company for the same mission. It passionately aimed at making women of the nation
self-reliant.

It also paved the way for talents in entertainment segment where it launched a platform to
showcase it by coming up with an event called Aarambh which is the world’s and India’s largest
youth festival.

So as a HRM trainee I also had to make sure to make the event successful and do a good team
work by making sure I hire good interns train them well to hire good Marketing/sales and
company ambassadors interns who further make the events like Aarambh 3.0 and Arise
successful.

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Target: - The target for hiring of minimum 16 HR trainee was given. I had hired 70 later the
final team with me was 45 . This work was given to do in one work where we had to plan up our
recruitment strategy as in where to post the job and how i.e. to do a little bit of employer
branding. We were given an extension of one another week make our target accomplished. But I
had completed in the same time. Just to do be on safer side I kept hiring even in the extension
period and that was a fruitful decision by me.

Strategy used by me to complete the Statement of Purpose:

I first went through my job description very well. My internship duration was for one month
which got extended for 45 days. I had attended the Orientation meet and the other meetings held
very sincerely and attentively to understand the company’s values, culture and environment .

I was pretty much impressed by the sessions held. I made my observations my learning and
started with my first week SOP that was to Recruit female interns. I then first searched for the
platforms where I can post and one best which will give me a large number of responses on my
job post. So I targeted LinkedIn and my college. I received around 100 plus responses. I gave
them the link to fill the Google form which i had created for the sake of knowing about them
more.

After then I screened the resumes as per the requirement of the company that was mentioned in
the job description and then I went for interviewing them. For Interviewing I drafted a
questionnaire as per Job Description and twisted it as when required and also added questions
accordingly so that I do selections very well.
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The questions drafted by me were,

 Describe yourself
 Your strengths and weakness and why do you feel so?
 Have you participated in any extracurricular activities in school, college? If yes then how
did you coordinate?
 Are you a HR student? If yes, then why did you select it? If not, then why did you come
for this internship?
 Do you have any prior exposure to the field and specifically recruitment
 Have you shown any kind of leadership quality? If yes! What all did You do? If not , if
got the opportunity how will you do?

I did telephonic interview. Those who did much good in the interview selected them on spot.
Those who were not so good I kept them on hold.

Later I shared the application form which they had to fill initially so that I could add them in my
company dashboard. I had learnt to use the company website and the dashboard when the
company conducted training on the same in the orientation and meetings held earlier. Once they
filled up the application form. I had to put them as HR trainee and add them in my group. After
then I was able to generate their login id and password. I drafted an email mentioned all the
details of the offer letter.

I explained them how to get the offer letter and all required. Then shared with them an on
boarding form, got it filled by them and then brought them on-board.

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I made an What’s App group adding all of them making a setting that only I the admin can
message regarding all important instructions and other communication over there as the company
protocol and later if any individual query contacting them personally and this was done so that
the mentor that is me and the n should know each other and develop compatibility and work
smoothly. So I kept in touch with each one of the mind individually and understood their
psychology with that I understood more about their calibre with which I got to understand on
whom I need to focus more and help them.

It was not easy to manage different minds. In such situations it was important to understand my
people and then do communication with them accordingly and bringing ego no where rather
keeping calm and being there for them whenever they needed.

I also conducted meetings for them on my own to explain them their SOP well. I also sent them
minutes of meeting for their reference. And also was available for them even after that for
doubts. I also trained few interns how to take interview and the questions to be framed and also
removed any kind of psychological barrier as for few this was their first internship or was not
from HR and MBA field. I am glad that I mentored well and made them complete their
internship successfully. After this I not only mentored them but also their team indirectly as on
company’s behalf I had to mentor them on each and every aspect.

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 Achievements: -

I had achieved the target of 16 interns as assigned. I had received a lot of appreciation from my
interns saying I was the best mentor for the way I communicated, mentored, guided them and
was approachable to them. I not only polished my leadership and communication skills but also
helped my team to develop it. I also have received the certificate of excellence and stipend for
my Performance.

Limitations: -

At the time of recruitment as it was my first experience I was not aware of it much. So after
getting the responses when I Screened and called the candidate so at times it happened that they
already got interviewed by some other intern of my level and also taken in their group and my
time wasted for the same and also with this as I was thinking getting the responses that I will
achieve the target soon but due to this I wasn’t.

Due to some reasons initially my dashboard was having some problem but my mentor the CEO
of the company was so kind to help me, just an intern which made my work go on smoothly.
This shows how much they value their people.

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 Learning in the executive training

Practical learning on how to frame the recruitment strategy, understanding the psychology and
mentoring them, coordination, maintaining employee employer relation during risk time.

Awards/rewards/PPO received during Executive

Training including earning: - I have received certificate of Excellence, stipend

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THEORETICAL OVERVIEW OF RECRUITMENT AND
SELETION PROCESS

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 Human Resource Management Process:

HRM is a field of management involves planning, organizing, directing and controlling the
functions of procuring, developing, maintaining and motivating a labour force. Human Resource
Management Process consists of eight activities necessary for staffing the organization and
sustaining high employee performance.

The process is described below:

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Human Resource Planning :

Planning is the core area of all the functions of management. It is the foundation upon which the
other three areas should be built. Planning requires management to evaluate where human
resource of the company is currently, and where it would like to be in the future. From there an
appropriate course of action to attain the company's goals and objectives is determined and
implemented.

Human resources undoubtedly play the most important part in the functioning of an
organization. The term ‘resource’ or ‘human resource’ signifies potentials, abilities,
capacities, and skills, which can be developed through continuous interaction in an
organizational setting.

The interactions, interrelationships, and activities performed all contribute in some way or
other to the development of human potential. Organizational productivity growth of companies,
and economic development are to a large extent contingent upon the effective utilization of
human capacities.

Hence, it is essential for an organization to take steps for effective utilization of these resources.
In the various stages in the growth of an organization, effective planning of human resources
plays a key role. Matching the requirements of the job with the individual is important at all
stages, including the recruitment procedures, in this endeavour.

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 RECRUITMENT PROCESS

The Recruitment is the process of analyzing the job requirements and then finding the
prospective candidates who are then encouraged and stimulated to apply for the job in the
organization.

The Recruitment programme is designed to attract more and more applicants such that the pool
of candidates applies for the job, and the organization has more options to select the best out of
them. The recruitment process consists of five interrelated stages which are as follows:

The five steps of the recruitment process are as follows:

(i) Recruitment planning

(ii) Strategy development
(iii) Search
(iv) Screening
(v) Assessment and Monitoring.

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Recruitment Planning:

The first step in the recruitment process is planning. This involves writing a complete job
specification for the position to be filled, outlining major and minor responsibilities, required
skills, experience and qualifications, grade and salary level, start date, whether the position is
temporary or permanent, and special conditions, if any, related to the position to be filled.

Strategy Development:

Once it is known how many candidates, with what qualifications, are needed, the next step is to
develop an appropriate strategy for recruiting candidates to the organization. Strategic
considerations to be taken into account may include such issues as whether to prepare the
required candidates themselves or to recruit them externally, the type of recruitment method to
be used, the geographic area to be considered for sourcing candidates, the recruitment source to
be used, and the sequence of activities to be followed in recruiting candidates into the
organization.

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Candidate Search:

This step involves attracting job seekers to the organization. There are basically

two sources used to attract candidates.

These are:

1. Internal sources, and

2. External sources

Screening:

Although some consider screening to be the starting point for selection, we have considered it an
integral part of recruitment. This is because the selection process only begins after the screening
and selection of applicants. Let's take an example to illustrate our point.In universities,
applications are solicited to fill faculty positions. The applications received in response to the
invitation, i.e. the advertisement, are reviewed and screened on the basis of eligibility and
suitability. Then, only shortlisted candidates are invited to participate in a seminar and a personal
interview. The selection process starts here, i.e. at the seminar presentation or interview.

The job specification is very valuable for the selection. Applications are reviewed based on the
qualifications, knowledge, skills, abilities, interests and experience listed in the job specification.
Those who do not meet the requirements are eliminated directly from the selection process.The
techniques used to screen candidates vary depending on the source of supply and the method
used for recruitment. Preliminary applications, screening tests, and selection interviews are
common techniques used to select candidates.

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 Evaluation and Monitoring:

Given the considerable cost of the recruitment process, its evaluation and

control is, therefore, imperative.

The costs typically incurred in a recruitment process are as follows:

(i) Recruiters' salaries

(ii) Cost of time spent preparing the job analysis and advertisement.

(iii) Administrative costs

(iv) Cost of outsourcing or working overtime while vacancies are unfilled

(v) Cost of recruiting unsuitable candidates.

Given the above, it is necessary for a prudent employer to try to answer some questions such as:
Are the recruitment methods appropriate and valid? And whether or not the recruitment process
followed in the organization is effective? If the answers to these questions are negative,
appropriate controls must be developed and implemented to remedy the situation. However,
such an exercise seems to be rarely carried out in practice by employer organizations.

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 Sources of Recruitment of Employees:

Internal and External Sources Of Recruitment

The searching of suitable candidates and informing them about the openings in the enterprise is
the most important aspect of recruitment process. The candidates may be available inside or
outside the organisation. Basically, there are two sources of recruitment i.e., internal and external
sources.

(A) Internal Sources:

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Best employees can be found within the organisation… When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a higher post is given to a
deserving employee, it motivates all other employees of the organisation to work hard. The
employees can be informed of such a vacancy by internal advertisement.

Methods of Internal Sources:

The Internal Sources Are Given Below:

1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These do not

involve any change in rank, responsibility or prestige. The numbers of persons do not increase

with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions falling vacant may be filled up from within
the organisation. A promotion does not increase the number of persons in the organisation.A
person going to get a higher position will vacate his present position. Promotion will motivate
employees to improve their performance so that they can also get promotion.

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3. Present Employees:

The present employees of a concern are informed about likely vacant positions. The employees
recommend their relations or persons intimately known to them. Management is relieved of
looking out prospective candidates.

The persons recommended by the employees may be generally suitable for the jobs because they
know the requirements of various positions. The existing employees take full responsibility of
those recommended by them and also ensure of their proper behaviour and performance.

4.Job-posting programs:

HR department becomes involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualified employee The notices usually are posted on company bulletin
boards or are placed in the company newspaper. Qualification and other facts typically are drawn
from the job analysis information. The purpose of the job posting is to encourage employees to
seek promotion and transfers the help the HR department fills internal opening and meet
employee’s personal objectives. Not all job openings are posted .Besides entry level positions,
senior management and top staff positions may be filled by merit or with external recruiting. Job
posting is most common for lower level clerical, technical and supervisory positions.

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B) External Sources:

All organisations have to use external sources for recruitment to higher positions when existing

employees are not suitable. More persons are needed when expansions are undertaken.

The external sources are discussed below:

Methods of External Sources:

It is a method of recruitment frequently used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and professional journals. These advertisements
attract applicants in large number of highly variable quality. Preparing good advertisement is a

Page 39
specialised task. If a company wants to conceal its name, a ‘blind advertisement’ may be given
asking the applicants to apply to Post Bag or Box Number or to some advertising agency.

2. Employment Exchanges:

Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled,
clerical posts etc., it is often used as a source of recruitment. In certain cases it has been made
obligatory for the business concerns to notify their vacancies to the employment exchange. In the
past, employers used to turn to these agencies only as a last resort. The job-seekers and job-
givers are brought into contact by the employment exchanges.

3. Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e. placement) which require
technical or professional qualification has become a common practice. A close liaison between
the company and educational institutions helps in getting suitable candidates. The students are
spotted during the course of their studies. Junior level executives or managerial trainees may be
recruited in this way.

4. Recommendation of Existing Employees:

The present employees know both the company and the candidate being recommended. Hence

some companies encourage their existing employees to assist them in getting applications from

persons who are known to them.

Page 40
In certain cases rewards may also be given if candidates recommended by them are actually

selected by the company. If recommendation leads to favouritism, it will impair the morale of

employees.

5. Factory Gates:

Certain workers present themselves at the factory gate every day for employment. This method
of recruitment is very popular in India for unskilled or semi-skilled labour. The desirable
candidates are selected by the first line supervisors. The major disadvantage of this system is that
the person selected may not be suitable for the vacancy.

6. Casual Callers:

Those personnel who casually come to the company for employment may also be considered for

the vacant post. It is most economical method of recruitment. In the advanced countries, this

method of recruitment is very popular.

7. Central Application File:

A file of past applicants who were not selected earlier may be maintained. In order to keep the

file alive, applications in the files must be checked at periodical intervals.

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8. Labour Unions:

In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where

there is instability of employment) all recruits usually come from unions. It is advantageous from

the management point of view because it saves expenses of recruitment. However, in other

industries, unions may be asked to recommend candidates either as a goodwill gesture or as a

courtesy towards the union.

9. Labour Contractors:

This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled
workers in brick klin industry. The contractors keep themselves in touch with the labour and
bring the workers at the places where they are required. They get commission for the number of
persons supplied by them.

10. Former Employees:

In case employees have been laid off or have left the factory at their own, they may be taken
back if they are interested in joining the concern (provided their record is good).

11. Other Sources:

Apart from these major sources of external recruitment, there are certain other sources which are

exploited by companies from time to time. These include special lectures delivered by recruiter

in different institutions, though apparently these lectures do not pertain to recruitment directly.

Page 42
Then there are video films which are sent to various concerns and institutions so as to show the

history and development of the company. These films present the story of company to various

audiences, thus creating interest in them.

Various firms organise trade shows which attract many prospective employees. Many a time

advertisements may be made for a special class of work force (say married ladies) who worked

prior to their marriage.

These ladies can also prove to be very good source of work force. Similarly there is the labour

market consisting of physically handicapped. Visits to other companies also help in finding new

sources of recruitment.

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 The Selection Process

The selection process is aimed at finding and hiring the best candidates for job openings. This

process is often depicted as a funnel. 50 candidates may apply to a function, five of them are

invited for an in-person interview, and one person is selected in the end.

The selection process always starts with a job opening. This job opening should have a clearly

defined function profile that includes criteria like minimum years of work experience,

educational background, and being proficient in certain skills.

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Once this job opening is published and advertised, candidates flow in – hopefully! This is where

the selection funnel starts. The funnel consists of seven stages.

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  Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the candidates who are
completely unfit to work in the organisation. This leaves the organisation with a pool of potentially
fit employees to fill their vacancies.

 Receiving Applications

Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about the candidates like their bio-data, work
experience, hobbies and interests.

 Screening Applications

Once the applications are received, they are screened by a special screening committee who
choose candidates from the applications to call for an interview. Applicants may be selected on
special criteria like qualifications, work experience etc.

 Employment Tests

Before an organisation decides a suitable job for any individual, they have to gauge their talents
and skills. This is done through various employment tests like intelligence tests, aptitude tests,
proficiency tests, personality tests etc.

 Employment Interview

Page 46
 The next step in the selection process is the employee interview. Employment interviews are
done to identify a candidate’s skill set and ability to work in an organisation in detail. Purpose
of an employment interview is to find out the suitability of the candidate and to give him an
idea about the work profile and what is expected of the potential employee. An employment
interview is critical for the selection of the interview is critical for the selection of the right
people for the right jobs.

 Checking References
The person who gives the reference of a potential employee is also a very important source of
information. The referee can provide info about the person’s capabilities, experience in the
previous companies and leadership and managerial skills. The information provided by the
referee is meant to kept confidential with the HR department. right people for the right jobs.

 Medical Examination
The medical exam is also a very important step in the selection process. Medical exams help
the employers know if any of the potential candidates are physically and mentally fit to perform
their duties in their jobs. A good system of medical checkups ensures that the employee standards of
health are higher and there are fewer cases of absenteeism , accidents and employee turnover.

 Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully passed all written
tests, interviews and medical examination, the employee is sent or emailed an appointment letter,
confirming his selection to the job. The appointment letter contains all the details of the job like
working hours, salary, leave allowance etc. Often, employees are hired on a conditional basis where
they are hired permanently after the employees are satisfied with their performance.

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Importance of the Selection Process

1. Proper selection and placement of employees lead to growth and development of the
company. The company can similarly, only be as good as the capabilities of its employees.

2. The hiring of talented and skilled employees results in the swift achievement of company
goals.

3. Industrial accidents will drastically reduce in numbers when the right technical staff is
employed for the right jobs.

4. When people get jobs they are good at, it creates a sense of satisfaction with them and thus
their work efficiency and quality improves.

5. People who are satisfied with their jobs often tend to have high morale and motivation to
perform better.

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RECRUITMENT AND SLECTION PROCESS OF IFORTIS
WORLDWIDE PRIVATE Ltd

Recruitment process of IFortis Worldwide Private Ltd.

Recruitment is the process of finding and attraction capable applicants for employment. IFortis
Worldwide Private Limited always wants to recruit the right people with combination of skills
and resources in the right place. Because company believes that in order to achieve the
organizational goal effectively there must be a need of skilled human resources. They always
believes in Equal Employment colour, region, race, age, national origin or any other factor. The
Company always wants to recruit the best and suitable human resources in the vacant position.
The person who can face the global challenges and always concentrate to achieve the Company’s
vision, mission, and goals always gets preference.

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 Recruitment policy of IFortis Worldwide

To achieve the organizational goal effectively IFORTIS WORLDWIDE PRIVATE LIMITED’s

Top Management has develop a “Recruitment Policy”. In accordance with the Recruitment
Policy there have some guidelines. The guidelines of the policy are as follows:

# Ensure the right people in the right place.

# Combination of skills and resources is a must.

# No discrimination against the applicant on the basis of sex, color, region, race, age, national
origin or any other factor.

# Company’s policy is always loyal to the Local law.

# No one who is below 18 years of age can be hired as an employee for IFortis Worldwide on
regular, contract or temporary status.

# The person who is serving in any other companies whether temporary or permanent under any
circumstances in any capacity is never recruited.

# That functional heads determines suitable qualification for any post.

# Absolute confidentiality in HR Recruitment Policy must maintain.

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 Recruitment sources of IFortis Worldwide

IFortis Worldwide usually uses two types of recruitment sources, internal source and external
source.

Internal source:

Firstly employees can be recruited from the internal source. Management is usually preferred to
recruit known and experienced employees from within the organization. In the following ways
company recruitment from the internal source may take place with the approval of the Top Level
Management. This can be happed by following ways –

 Promotion
 Up Gradation
 Transfer
 Temporary Assignment
 Additional Assignment
 External source:

There are also some external sources of human resources recruitment uses by IFortis Worldwide.
These are as follows:

 Advertisement in the Daily Newspaper – (The newspaper that are widely circulated)
 Employee agencies (Public agencies, Private employment agencies)
 Professional organizations (Account associations , Labour unions, Management
associations)
 Employee Referrals / Recommendation:
 Recommendation from the current employees about any person.

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 Steps in Recruitment at IFortis Worldwide

There are various steps followed by company to recruit skilled and qualified employees for the
achievement of objectives. The steps are as follows:

# Assessment of the job:

The following things are to be assessed for a job:

Whether the work is difficult or not.
Whether experience is required or not.
What are the qualities needed for the work to be done?
When the work will be started?

# Requisition of Recruitment:

The concerned Department Head raise the requisition of recruitment through the prescribed
Recruitment Requisition Form with required information and after that forward it to the Human
Resources Department. The Human Resources Department than complete its formality and
return it to the concern department. Last of all the concern department submit the Recruitment
Requisition Form to the Managing Director for approval. The new appointments must be
according to the approved HR budget and must be approved by the Managing Director.

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# Attracting application:

Ifortis Worldwide always circulate the job vacancies by publishing advertisement in national
newspapers. The newspapers that are widely circulated get preference for accomplishing this
task. For circulating the publishing widely and effectively company use English dailies. The
advertisement includes name of the position, nature of work, age limits, educational
qualification, qualities and experience required for the job, job responsibilities and duties,
expected salary, place of the job etc.

# Receiving applications:

In the advertisement, potential and confident applicants are asked to submit their applications
along with their resume, certificates and other necessary documents within a period of time.
Then the HR department receives all the resumes submit by the applicants.

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SELECTION AND INTERVIEW PROCESS OF IFORTIS
WORLDWIDE

Selection is the second steps of Recruitment and selection process. Selection is the process of
choosing the best one among the number of applicants. Management

typically followed a standard pattern, beginning with an initial screening, interview, presentation
and concluding with the final employment decision.

The selection process of company is as follows:

# Initial screening interview

The first step in the selection process is the screening process. During the initial screening
process the Human resource manager describes the job in detail so the candidates can consider
seriously about applying. After that HR Manager compiles the resume and curriculum vitae
from the applicants. The applicants may come to the corporate office or he or she can post his or
her documents by post.

# Employment tests

Employment tests are varies from job to job. Such as – for Marketing Executive recruitment the
physical appearance or smartness get preference where for HR executive recruitment managing
power gets priority.

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 Testing tools used by IFortis Worldwide Private Limited

Many employment tests exist in company , but each type of test has only limited usefulness.
Each type of test has a different purpose.

# Knowledge tests determine the information or knowledge of the applicants. Management is

able to demonstrate that the knowledge is needed to perform the job.

# Performance tests measure the activity of applicants to do the some part of the work for which
they are to be hired.

# Psychological tests measure personality or temperament of the applicants. By conducting this

test management wants to know about the applicant’s personality.

# Attitude and honesty tests are being used in the same circumstances to learn about the attitudes
of applicants and employees toward a variety of job related subjects. Attitude tests are being used
to assess attitudes about honesty and presumably on the job behaviour. For finance department
this test is sometimes applied by management.

# Medical tests determine the physical fitness of the applicants. It measures whether the person is
fit enough to do the job or not.

# Power point presentation measures the applicant’s communication skill and fluency in English.

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 SELECTION INTERVIEW

IFortis Worldwide Private Limited selection interview is a formal, in-depth conversation

conducted to evaluate an applicant’s acceptability. The Management of company seeks to
answers three broad questions: Can the applicant do the job? Will the applicant do the job? How
does the applicant compare with others who are being considered for the job? Selection
interviews are the most widely used selection technique. The popularity stems from their
flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also
allow a two-way exchange of information. Interviewers learn about the applicant and the
applicant learns about the employer.

TYPES OF INTERVIEW CONDUCTED BY IFORTIS WORLWIDE

# Individual interview

The supervisor of the vacant position takes the interview. This time the interviewee only face one
person. This is often called individual interview.

# Group interview

The applicants may meet with two or more interviewers, allowing all the interviewers to evaluate
the individual on the same questions and answers. And sometimes two or more applicants are
interviewed together by one or more interviewers. This is called group interview.

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# Unstructured interviews

Management also applies the unstructured interview. This interview allows interviewers to
develop questions as the interview proceeds. The interviewer goes into topic areas as they arise,
trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s
skills or background.

# Structured interviews

Sometimes management applies Structured, or directive, interviews rely on a predetermined set

of questions. The questions are developed before the interview begins and are asked of every
applicant.

VERIFICATION OF REFERENCE AND EDUCATIONAL BACLGROUND

All sorts of certificates are to be checked by the HR service manger in this stage. At least two
references are needed in order to verify applicants. After verification the reference and
certificates the next is begin.

MEDICAL CHECK UP

The section process also includes a medical evaluation of the applicant before the hiring decision
is made. Normally, the evaluation consists of a health checklist that asks the applicant to indicate
health and accident information. All sorts of expenses in this regard are borne by Company
Management.

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SUPERVISORY INTERVIEW

The ultimate responsibility for a newly hired worker’s success falls to the worker’s immediate
supervisor. The supervisor is often able to evaluate the applicant’s technical abilities. When
supervisors make the final decision, the employment function provides a supervisor with the best
pre screened applicants available. From those two or three applicants, the supervisor decides
whom to hire.

THE FINAL HIRING DECISION

Regardless of whether the supervisor or the HR department makes the final hiring decision,
hiring makes the end of the selection process, assuming that the candidate accepts the job offer.
To maintain good public relations, management notifies applicants who are not selected.

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 RESEARCH AND METHODOLOGY

Methodology refers to the systematic method consisting of enunciating the problem, formulating
a hypothesis, and collecting the facts or data, analyzing the facts and reaching certain
conclusions either in the form of solutions towards the concerned problem or in certain
generalizations for some theoretical formulation. It includes the process of gathering, recording
and analyzing critical and relevant facts about any problem in any branch of human activity. It
refers to critical searches into study and investigation of problem/ proposed course of
action/hypothesis or a theory.

The report is prepared using both primary and secondary data. At first, secondary
sources were evaluated to gain valuable knowledge about the company . Additionally,
academic sources like text books and journal articles were used to gain knowledge on key
concepts relating to Recruitment Selection Process and best HR Management Practice. Primary
data includes the observation of the mine while working as an Intern, Human Resource
Manager at the IFortis Worldwide Limited. The project was carried out over the last two
months.

Statement of the problem

The project has been undertaken with the aim to analyse recruitment and selection process of
IFortis Worldwide.

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Origin of the Report

This internship report is prepared to make a Cumulative study on “Recruitment &

Selection Process” & some other Human Resource Management Issues like Training &
Development Program, Retention Process etc. At ‘’IFORTIS WORLDWIDE Ltd.” The
Report Mainly Focused on the Recruitment & Selection Process of IFortis Worldwide Ltd.
It is part of the fulfilment of internship project required for the completion of B.com
honours program at Lucknow University. The preparation of the report was supervised by
“Mr. Kapil Panjwani”, Assistant Professor, at Lal Bahadur Shastri Girls College of
Management.

Objective of the study

The main aim of the report is to identify how theories and concepts discussed in the
B.com Honours program which can be applied in the context of Recruitment & Selection
Process at IFortis Worldwide.

Thus the objectives of the report are:

1.To focus on theoretical knowledge in the field of Human Resource Management.

2. Identify key academic theories covered in the B.com Honours program that can be
applied in Recruitment Selection Process.

3.To assess and evaluate the existing recruitment and selection procedure of IFortis Worldwide
Private with the standard

3. To summarize the recommendations of existing recruitment and selection procedure of HRD

at IFortis Worldwide Private Limited.

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 Limitations of the report

It was a nice experience for me as an Intern at IFortis Worldwide Private

Limited . All the employee from top level to bottom level were very helpful. As the internship
was work from home therefore I have faced some limitations for preparing this report. These are
following –

1. As an intern it was difficult for me collect information about the company’s internal policies.

2. It was very difficult to collect the information from various personnel for
their job constraint since the officers and HR Manager had to respond to my
questionnaire while they were busy were busy with their hectic work and also
because internship was work from home.

3. Some of the employees were less interested to respond to my questionnaire

4. Lack of availability of information and data, as in many cases updated data

were not available

5. To maintain company secrecy some information are not mentioned in this report

6. Due to shortage of time it was not possible to pull all kind of information in this report

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 DATA ANALYSIS

Sources of Data

The data and information of this report are collected from –

 Primary sources
 Secondary sources and
 Survey
 Observation

PRIMARY DATA

Primary data is one which is collected specifically for the purpose of the project and can be obtained from
various people working in the organisation .

For this study primary data was collected from following sources :

 Questionnaire
 Discussion with manager
 Observation

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 SECONDARY DATA

It refers to the statistical material which is not originated by the investigator himself rather is
collected by someone other than the primary researcher.

For this study secondary data was collected from following sources:
1. Books related to Human resource management
2. Websites related to Human resource management

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 DATA COLLECTION

Data is collected from the employees working in the organisation through questionnaire. Specific
questionnaire is prepared for collecting data. I asked them questions pertaining to the survey and
collected desired information . This is a descriptive and qualitative research with sample size of
100.

SAMPLE DESIGN
Simple random sampling

RESEARCH TYPE
Descriptive Research
Qualitative Research

SAMPLE UNIT
Employees of the organisation

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 INTERPRETATION

PERCENTAGE ANALYSIS

QUESTION -1

Recruitment sources used by the company

25%

Internal
External
75%

INTERPRETATION

Company prefer external source of recruitment over internal source of recruitment.

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QUESTION-2

Level of choosing right person for the right

place ?

5%

40% Good
55%
Satisfactory
Needs to improve

INTERPRETATION

Here total number of respondent was 100. Majority of the employee feel it is good , 40
employees are satisfied with it and 5 people believe that there is need to improve it.

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QUESTION -3

The sorting of candidate is done by some pre

set criteria ?

25%

Yes
No
75%

INTERPRETATION

Majority of the employee believe that candidate are sorted by the pre set criteria.

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QUESTION -4

Satisfaction level of recruitment process

14%

22% Very high

High
64%
Moderate
Low

INTERPRETATION

By analyzing these data we can inferred that most of the employees are neither satisfied
nor dissatisfied with the recruitment process . It seems like they’re in favour of
recruitment policy .

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QUESTION-5

Company doing timely recruitment and

selection process

20%

Yes
No
80%

INTERPRETATION

Majority of the employee believe that company do time to time recruitment . They
hire fresh candidate for the vacant post or for new post.

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QUESTION -6

Work experience of employee hired

14

40
16
Fresher
1-5 years
10-15 years
15+
30

INTERPRETATION
Maximum employees of the company are Fresher.

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QUESTION-7

Male and female employee

40%

60% Male
Female

INTERPRETATION

From the given data one can say that there is no gender discrimination in the company.
They don’t discriminate between the employee on the basis of their gender.

QUESTION-8

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 Evaluation and control of recruitment and
selection process

20%

Yes
No
80%

INTERPRETATION

80 people said that the company has the provision for evaluation and control of
recruitment and selection. Rest 40 said there’s no provision like that.

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QUESTION-9

Use own website for recruitment

40%

Yes
60% No

INTERPRETATION

Majority of the employees said that company uses its own web site for recruitment
Rest feels Majority that company doesn’t uses its own web site for recruitment

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QUESTION-10

EFFECTIVENESS OF INTERVIEW PROCESS

0

10%
35%

EXCELLANT
GOOD
55% POOR

INTERPRETATION

From the given data one can say that majority of the employees are satisfied with the
interview process. However some aren’t satisfied with this process.

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 MAJOR FINDINGS

The major findings in the recruitment and selection procedure of IFortis Worldwide that are
justified in my view are:

1. The recruitment process of company is mostly fair and transparent.

2. Company uses both Internal and external recruitment channels.

3. The concerned Department Head raise the requisition of recruitment through the prescribed
Recruitment Requisition Form with required information and after that forward it to the Human
Resources Department. The Human Resources Department than complete its formality and
return it to the concern department. Last of all the concern department submit the Recruitment
Requisition Form to the Managing Director for approval. In order to attract the applicants an
advertisement in the national newspaper is publishing. Then the HR Department collects the
Resume or Curriculum Vitae and filed it.

4. No discrimination against the applicant on the basis of sex, colour, region, race, age, national
origin or any other factor.

5.The company always tries to find out the best people for recruiting.

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6.Management always prefers the people who have already completed the Bachelor or Masters in
any recognized public or private universities.

7.A minimum requirement of two references is needed in order to verify the applicants. But if
any one of the applicants applies any sorts of persuasive measure it will be treated as
disqualification.

8. It does arrange orientation program for the new employees.

9. Management recruitment circulation gives through of newspaper and website

10. Management follows a standard procedure in the selection process.

11. The Management always tries it best to find the best and suitable person for employment.

12. Company type of the tests are as follows Knowledge tests, Performance tests, Psychological
tests, Attitude and honesty tests ,Medical tests , Power point presentation.

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 LIMITATIONS

 Communication gap is there in the company.

 Company prefer more fresher as compared to the experience one.

 Sometimes the company do not arrange orientation program for fresh

employee.

Page 77
 RECOMMENDATION

During my internship program in HRM at IFortis Worldwide , I found some deficiency (as
mentioned in findings) in the present recruitment and selection procedures. For better
recruitment and selection I do humbly recommend the following points:

1 .Company should arrange orientation program for all new employees. As a result new
employees happen to know the organizational culture, values, mission, vision etc.

2. Though company provides induction training before placing in job but I think they should
provide some more training related with job.

3. 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.

4. The Company could participate in the job fairs in their recruitment. A considerable volume of
applications is dropped in the organizations as a result of the exposure created in the job fairs.
The organization can promote its image as a potential recruiter through its successful
participation in the job fairs.

Page 78
 CONCLUSION

It was an absolute worthwhile experience working at the IFortis Worldwide. The friendly
welcoming staff and the space they have created for a trainee/intern allowed me with ample
opportunities to learn and know myself as a worker. It was a wonderful time with the company
under the mentorship of the CEO himself. He is an amazing human. The entire Journey in the
company was my worthwhile. I got immense workplace exposure and practical knowledge. I
have actually used my theoretical knowledge for the very first time practically starting from
recruitment strategy to mentoring understanding the employee psychology, maintaining
employee relation specifically during risk times and human resource information system
management.

I gave my best in whatever task given to me. Company aimed at giving the best of the training
and I tried to take all the opportunities provided and turned my entire journey successful.

This experience brought out my strength and also the areas I needed to improvise. It added more
confidence to my professional approach, built a stronger positive attitude and taught me how to
work in team as a player. The primary objective of an internship is to gather a real life working
experience and put their theoretical knowledge in practice. I am grateful to the entire team of
HRD of the Company for their unprecedented support to make my working experience truly
rewarding. Especially working in this department made me realize my competencies and level of
understanding regarding the human resources. On completion Of this internship period, I came to

Page 79
know about the importance of human resources and The role of HR manager, Training
Executive, HR Senior Supervisor and HR Senior Assistant in an organization.

As an intern, though I had a limited space to work, I still managed to grab plentiful of
experiences. I made the best of every opportunity I was given and made the utmost use of my
abilities and knowledge to fulfil all my responsibilities. I could implement my academic skills
into practice and my efforts were highly acknowledged. There is however some gap between our
theoretical knowledge and real life practice, yet the managerial level staff members is quite open
towards upgrading current approach, which was extremely motivating.

Hence, I can sum up by saying that my internship experience was a milestone to my academic
and professional experience. I thoroughly enjoyed the challenges that came along every single
day. I could also bring some minor improvisations during my Internship which were able to
leave their marks. These lessons that I have learned will be a valuable one for my future
endeavours as well.

Page 80
 BIBLIOGRAPHY

 BOOk
“ Human Resource Management” By Sapna Munjal and Hema Rathore
“Business Studies” By Poonam Gandhi

 Ifortis Worldwide - Handbook

 Ifortis Worlwide LinkedIn Account

 WEBSITES

www.google.com
www.wikipedia.com
https://ifortisworldwide.com
www.linkedIn.in

Page 81
 QUESTIONNAIRE

Question -1

Which source of recruitment company prefer?

a) Internal
b) External

Question-2

According to you what is the level of choosing right person for the right place in company?
a) Good
b) Satisfactory
c) Needs to improve

Question-3

In the company sorting of candidate is done by some pre set criteria ?

a) Yes
b) No

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Question-4
Are you satisfied with the recruitment process of the company ?
a) Yes
b) No

Question-5

Is the company doing timely recruitment and selection process?

a) Yes
b)No

Question-6

Tell your work experience :

a) Fresher
b) 1-5 Years
c)10-15 years
d) 15+

Question-7

Select your gender :

a) Male
b) Female

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Question-8

Is the company doing time to time evaluation of recruitment and selection process?
a) Yes
b) No

Question-9

Company uses its own website for hiring candidates ?

a)Yes
b) No

Question-10

Rate the effectiveness of interview process of the company:

a) Excellent
b) Good
c) Poor

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