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PROJECT REPORT
ON
Summer internship
UNIVERSITY BUSINESS SCHOOL, GNDU, AMRITSAR

Report submitted by: Submitted to:

GAURAV ARORA MRS. BISMAN KAUR
27472034162

ACKNOWLEDGEMENT
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I would like to thank my internship program Mentor Prof.

Niranjan from the bottommost part of my heart for his
careful guidance, teaching me and giving me
instructions which actually helped me to accomplish the
internship report successfully. I would
like to thank my External mentors Mr. Alok Singh and
program manager Mr. Sanjay Biswas
for giving me the opportunity to perform my internship
program under their supervision in
recruitment and selection. I would also like to express my
humble gratitude to all the
colleagues in the organization and specially my
department for showing exceptional belief in
my capabilities and trust me with different important tasks
and helped me with their guidance
and sharing their valuable knowledge. Colleagues of my
department also helped me incredibly
in preparing this report.

PREFACE
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Recruitment and selection is part of a multi-layered process.

Recruitment involves actively seeking out and advertising to potential
candidates and obtaining their interest in the position. Selection refers to
the process of determining the best candidate from the pool of
applicants.

Here are some reasons why a company would open the process of
recruitment:

 Fill a temporary absence within the team (maternity leave, medical

leave, etc.)
 Replace a staff member who has retired
 Assist with an increased workload
 Get the company started with a new venture
 Cover a newly created position

Before searching for the ideal candidate, the recruiter should consider
several factors.  These include the characteristics of the role, the
number of vacancies they will be covering, and the profile type of the
desired candidate.  Next, recruiters should lay out a plan of action to
carry out the hiring process.

Finally, the company must calculate the cost of the entire process of
recruitment and selection.  This will determine whether or not it is viable
for them to proceed.

INDEX
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1. About the organization

2. Introduction to the topic

3. Recruitment

4. Selection

5. Learning and analysis

6. Challenges

7. Findings

8. Conclusion

About the organization

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Sokhi Industrial Corporation is one of the most talented and

skilled providers of stainless steel screws. The collection is
delivered to a large Indian and international clientele on a timely
basis. Our Amritsar (Punjab, India) established business
concern also renders top class Repairing Services, in exchange
of reasonable rates. The services are executed with care, while
adhering to the latest standards of the industry. 

Our Goal

Our ultimate goal is to become client favourite and attain

maximum customer satisfaction. To accomplish this goal, we
work in strictly customer friendly manner and seek constant
improvement. 

Key facts of the organisation

• Nature of Business Manufacturer, Exporter, Distributor,

Service Provider and Supplier 
• Year of Establishment 2008
• No. of Employees 80
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• Importers/Exporters Code 1209000814
• Banker -HDFC Bank
• Legal Status of The Firm - Partnership Firm
• GST No - 03ABHFS2510D1ZU
• TAN No - AMRS15037B
• Export Percentage -40%
• Export Markets- Philippines , Poland , Portugal
• Modes of Payments -Online Payments (NEFT/RTGS/IMPS)
Cheque/DD
• Shipment Modes - Depends On Client

Introduction

Recruitment and Selection is an important operation in

HRM, designed to maximize employee strength in order

to meet the employer's strategic goals and objectives. In

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short, Recruitment and Selection is the process of

sourcing, screening, short listing and selecting the right

candidates for the filling the required vacant positions.

Scope of recruitment and selection

The scope of Recruitment and Selection is very wide and it

consists of a variety of operations. Resources are considered as
most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every
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company has its own pattern of recruitment as per their

recruitment policies and procedures.
The scope of Recruitment and Selection includes the following
operations −
 Dealing with the excess or shortage of resources
 Preparing the Recruitment policy for different categories of
employees
 Analyzing the recruitment policies, processes, and
procedures of the organization
 Identifying the areas, where there could be a scope of
improvement
 Streamlining the hiring process with suitable
recommendations
 Choosing the best suitable process of recruitment for
effective hiring of resources
Any organization wants it future to be in good and safe hands.
Hence, hiring the right resource is a very important task for any
organization.

Recruitment
Recruitment in human resource management
is a systematic process of finding,
identifying, short-listing, interviewing and
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selecting qualified candidates for specific

job positions in an organisation. It is an
important step in building human capital to
meet the overall goals of the organisation.
The entire hiring process, from sourcing
candidates to onboarding them, generally
follows a set deadline and budget. Many
recruiters use recruiting software to
streamline the process.
Depending on its size, the organisation may
leave the responsibility for the recruitment
to different professionals. A large
organisation may have a separate HR
department and HR teams to handle its
hiring requirements. Smaller organisations
may only have a single hiring manager.
Some organisations may find it more
economical to outsource the hiring work to
professional recruiting firms. The recruiters
may find candidates by posting the job
advertisements at various places, such as
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company websites, online job sites,

professional networking sites and social
media

Recruiting types in HR

Internal recruiting

Internal recruiting involves looking within

the organisation at its existing workforce for
qualified people to fill the available
positions. The recruiters may review the
background and work performance of the
current employees and assess if any of them
have the skills and abilities to assume the
responsibilities of the new role. They may
promote or transfer people to fill the jobs or
invite freelancers to become full-time
employees.
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They may advertise internally or notify all

employees about the open job opportunities
and ask those seeking a career change to
apply or get in touch with them regarding
these. They may also introduce an employee
referral scheme.
Retained recruiting

When an organisation retains an external

recruiting firm to fulfil its recruitment, the
process is known as retained recruiting. The
external recruiting firm is responsible for
advertising the available job positions and
for finding, short-listing and inviting
qualified candidates to interview for them.
They may also be in charge of interviewing
and selecting the candidates. Some
organisations may work with a single
recruiting firm to fill open positions, while
others may hire multiple recruiters to find
suitable candidates for the same openings
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Reverse recruiting

In reverse recruiting, the responsibility of

being hired by the companies belongs to the
candidates. They may research companies in
their industry, identify the ones they want to
work with and send them job applications.
They may apply to advertised positions or
get in touch with the company's hiring
manager and express their interest in
working with the company.

Selection
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In Human resource management, the

selection refers to choosing the right
candidates from the pool of eligible
candidates to fill the vacant job positions
in the organization.

Preliminary Interview

It is a short duration interaction with the

candidate. This stage aims to get basic
information about the candidate and to
check if he possesses the required skills and
aptitude for the job or not. Accordingly, he
is rejected or promoted to the next phase of
selection process.
2) Written or Online Test

In this stage, tests are conducted to evaluate

the candidates. The types of test depend on
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the nature of job and selection format of the

company. The most common tests
conducted at this stage are aptitude test,
personality test and technical test. The score
of the tests helps company know how well
the candidate can perform job related tasks.

3) Final Interview

The interview at this stage can be a one to

one or a panel interview. Also, depending on
the job, it can be a behavioral interview or a
stress interview. The skills and capacity of
the candidate are measured against specific
job requirements. It remains a two way
communication as it also allows the
candidate to ask questions about the job and
company. The rejection or selection of a
candidate largely depends on the outcome of
this interview.
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4) Reference Check

The company asks the candidate to provide

references that may include the contact
details of former employer or any two or
more persons that are not in relation.
Afterwards, references are contacted
through formal letters or telephonic
conversations to verify the information
provided by the candidate.
/
5) Selection

In this stage, selection decision is made on

the basis of performance of the candidate in
the previous stages. If the candidate has
performed well, he will be selected and
issued an offer letter with all relevant details
like his designation, salary structure and
term of employment.
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Learning
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1. Communication Skills :

Good communication skills help to reach a

career goal easily and make the path a lot
smoother. So, as an HR Intern, it is an
important HR skill to acquire.
2. Teamwork :

Teamwork is an essential skill in the modern

world. Working with others with respect,
evaluating others opinion and generating the
best solution together – are the main facts of
teamwork, and improving these skill sets are
also very critical in an HR Internship.
3. People Management :

In an organization, there are people from

different races, personalities, thinking and
mindsets. As an HR Intern, one should focus
on learning how to work while maintaining
respectful relationships between different
types of people.
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4. Diversity and Inclusion Equal Success :

Recruiting, working with a diverse

workforce, managing them – help any
organization grow high rapidly. An HR
internship is an excellent opportunity to
learn, apply the process, and gain experience
for the future.
5. Performance Analysis & Management:

The HR team is responsible for tracking all

employees’ performance and reward the
correct person. An HR Intern should learn
the process, the criteria and facts to consider
and inspect the overall impact to apply in
future.

6. Research and Improve:

Research and development is also a core

part of the HR department. As an HR intern,
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one should research and learn the process of

improving the organization structure,
working environment and team satisfaction
for future implementations.
7. Always Strive for Better :

An internship is a splendid opportunity to

evaluate one’s abilities and skills. A good
internee will be able to learn his/her
strength, weak points and improve
himself/herself through the internship.

Challenges to org.
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1. Attracting Top Talent

 

As the demand for highly trained

professionals at the ‘top of their game’
grows, it becomes a challenge for HR
managers to attract the best talents.
Managers should pay attention to how well
an employee fits into the organization; along
with the job role. Factors like an employee’s
dedication, work ethic, and fit in your
company are more crucial than any other
skills he/she might have at present.
 
2. Embracing Change With An Open Mind
 

One of the major challenges in HRM is to

keep up with continuous changes in the
world Change is the only constant, however,
it is up to the HR managers to embrace the
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change, and prepare their employees for the

same. Since HR managers are the strategic
resource planners of the organization they
must ensure that the company doesn’t have a
deficit or a surplus of human resources.
3.  Developing The Leaders of Tomorrow

 HR Managers constantly face the challenge

of mentoring and developing the future
pillars of an organization. This is one of the
trickier challenges HR Managers face
because a lot of employees have a poor
relationship with their managers. However,
developing your employees for better roles
helps you save the costs of recruiting and
training a new employee. Furthermore, an
employee that has grown within the
company has grassroots knowledge. While
there isn’t a one size fits all solution here,
HR managers can take steps to develop
employees into leaders of tomorrow.
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4. Building a Culture of Continuous Learning

 

Learning is a key factor in any organization.

Upskilling employees help a company to gain an
edge in the market however, it is a difficult
challenge in HRM. Likewise, employees feel
stimulated, engaged, and gain development
opportunities. However, managers should ensure
that the skills gained by a set of employees serve to
enhance their job roles. If the workplace has a
culture of learning and developing oneself this will
ensure that every employee grows with every
passing year.

. Retaining Top Talent

 

Retaining top talent is a challenge of HRM

that truly affects the organization. Not only
nurture but also retain the top talent is
important in the organization. A high
turnover rate is not only bad news for any
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company but also it costs resources and adds

pressure to the top management. Without the
top talents working for your organization, it
will be difficult to truly build a company
that lasts. Without a steady set of leaders, an
organization will suffer greatly.
 

 Findings
• Mode of communication plays a crucial
role in dispersing the information and thus
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reducing the gap between the organization

and the world outside.
• The recruiter is the one who critically
drives down this process toachieve success
in hiring the right candidate for the right
job at the righttime.
• It was even found that the more the
frequency of applications screenedthe
more the probability of finding the best
candidates form the lot.
• Recruitment Budget plays an essential role
in determining thesuccess rate of the
Recruitment & Selection Rate.

Conclusion
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• Through 8 weeks of internship, I have

grown tremendously in a professional
way.
• * I went extra mile to discover my talents
in talent acquisition sideof HR by being
responsible for all internship
vacancies,guaranteeing a smooth
circulation of interns in the companyand
also by taking over a few more tasks to
get out of mycomfort zone.
I took ownership of my tasks and took care
of them from startto finish. I handled
different tasks at the same time and
turnedstressful situations to memorable
ones. I realized my talents towork more
productively under stress