Summer Internship Report

On
Recruitment and Selection
At shubham Nari Shakti Mahila Kalyan Samiti (NGO)
(Submitted in the partial fulfilment of requirement for the award
of dual degree‘Masters of Business Administration’)

(Session 2017 – 2022)

Submitted to Deenbandhu Chhotu Ram University of Science and Technology

DEPARTMENT OF MANAGEMENT STUDIES
Sonipat, Haryana
131039
Submitted by
Ritu
Roll no: 17001433046
Department of Management, MBAD Program
DECLARATION
I, RITU hereby declare that this Project Report on recruitment and selection submitted by
me to the Department of Management Studies, Deenbandhu Chhotu Ram University of
Science and Technology, is a bonafide work undertaken by me and it is not submitted to any
other University or Institution for the award of any degree course / certificate or published any
time before

Signature of Student

RITU

Roll No 17001433046

ACKNOWLEDGEMENT
I am highly indebted to shubham Nari Shakti Mahila Kalyan Samiti and Deenbandhu
Chhotu Ram University of Science and Technology for invaluable opportunity and
constant supervision, as they will as for providing necessary information regarding the
project & also for their support in completing it.

A special gratitude, I give to MR, SHUBHAM MALVIYA president of shubham Nari

Shakti Mahila Kalyan Samiti & Faculty of Deenbandhu Chhotu Ram University of Science
and Technology whose contribution in stimulating suggestions and encouragement, helped
me to coordinate my project especially by exposing to practical tools of corporate social
responsibility, that allows me to advance in my carrier.

I would like to express my gratitude towards my parents & Faculty of DCRUST and
encouragement which help me in completion of this project. Furthermore, I would like to
express my special gratitude and thanks to industry persons for giving me such attention and
time.

Last but not least, I would like to thank and appreciations to my colleague in developing the
project and people who have willingly helped me out with their abilities.

EXECUTIVE SUMMARY
The main focus of this report is on the understanding the recruitment process of shubham Nari
Shakti Mahila Kalyan Samiti. In order to focus on the responsibility performed by the
organization for the development of society.

The study is based on the basis of secondary data. Moreover, on the study describe the
internship experience and objectives of the study. Most of information has also been collected
from the officers.

The report is based on Recruitment & Selection process for interns At shubham Nari Shakti
Mahila Kalyan Samiti. The purpose of this report is that how is the recruitment & selection
process. After knowing the scenario of shubham Nari Shakti Mahila Kalyan Samiti in terms of
their Recruitment & Selection Process a lot of recommendation came up. The report consists
of the recommendations and conclusions. In my point of view, I think it would improve the
environment of the organization if implemented.

Table of contents
S.NO Chapter no. Particulars Page no.
1 a. Certificate (I)

2 b. Declaration (II)

3 c. Acknowledgement (III)

4 d. Executive Summary (IV)

5 e. Table of contents (V)

6 Chapter – 1 INTRODUCTION 1-8

7 Aim and Establishment of company

8 Mission statement and aim of company

14 Chapter – 2 ORGANIZATIONAL STUCTURE OF THE COMPANY 9-12

15 Organizational chart of the company

17 Chapter – 3 INTRODUCTION OF PROJECT 13-32

19 Meaning of recruitment

20 Recruitment and selection process

21 Chapter – 4 RESEARCH METHODOLOGY 33- 47

22 Research definition

23 Needs of Study

24 Objective of Study

25 Research methodology

27 Chapter – 5 EXPERIENCE GAINED AND WORK DONE 48- 51

28 Chapter – 6 FINDINGS ,CONCLUSSION AND REFRENCES 52-55

 CHAPTER – 1

INTRODUCTION

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 Introduction to organization

Shubham Nari Shakti Mahila Kalyan Samiti is a non-profit organization, established in 2007
that works primarily in the domain of Corporate Social Responsibility (CSR), Legal,
Employment, Health, Energy & Environment, Senior Citizens, Education, Minority, Child &
Youth Development, Art & Culture, Food & Nutrition, Animal & Wildlife and Agriculture. Its
primary office is in Bhopal, Madhya Pradesh.

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Overview

All Claims with 20,000 female members in 19 provinces and 350+ institutions Through these
facilities and with a donation of Rs. 20 / - per month from members who help people in
distress (including men too).

It works with development authorities to help the needy and to ensure that they receive justice.

Projects

National Council Vocational Training (NCVT) Project

She conducts student training in fields such as: IT, Development Personality and Soft Skills. It
spreads awareness about these problems.

Samarth Bharat

It is running a 66-day Corporate Social Responsibility project - CSR Skill Development on

costly cases.

Work in the fields

Agriculture Animals and Animals Food and Nutrition Arts & Culture Child and Youth
Development Low Education Higher Citizens Strength & Environment Health Legal
Employment Social Responsibility (CSR)

Shubham Nari Shakti Mahila Kalyan Samiti in Indrapuri, Bhopal

Location and Overview:

Established in the year 1984, Shubham Nari Shakti Mahila Kalyan Samiti in is a top player in
the category NGOS For Women . It acts as a one-stop destination to service both local and
other costumers from different parts of Bhopal. Since establishment, this business has a great
setup as a firm in it’s industry. For them customer satisfaction is as important as their products
and services, which helped this establishment to attaract a lot of customers, which continues to
grow day by day. Each employs is dedicated towards their respective roles and put in a lot of
effort to achieve the common vision and larger goals of the company. The organization aims
to expand its line of products and services and cater to a larger client base in upcoming years.
In Bhopal, this organization occupies Indrapuri as their prime location. It is an smooth and

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effortless task in commuting to this establishment as there are various modes of transport
readily available. The first-time visitors gets amazed after locating this establishment. It is
known to provide top service in the following categories: NGOS For Agriculture, Corporate
Social Responsibility Consultants, Pradhan Mantri Kaushal Vikas Yojna Schemes .

Products and Services offered:

Shubham Nari Shakti Mahila Kalyan Samiti in Indrapuri has a wide range of products and
services as per requirements of their customers. The staff at this establishment are dedicated
towards their responsibilities and prompt at providing any assistance. They assist to provide
any queries or questions that you may have. They allow multiple of the modes of payment,
such as Cash, Visa Card, Cheques, Credit Card, Master Card, Debit Cards, American Express
Card.

Aim & Establishment OF the Company

The Samiti started with 5 women’s, but today the group have almost 20,000 members. The
people having age group of 17-60 years, not only serve the Bhopal area but also six other
districts coming under their working range. The Samiti meets on the first Saturday of every
month to solve problems, help the needy and discuss with the officers of the development
authorities. They have a good system to check smooth functioning of system where workers
are allowed get their complaints registered and solve their problems within a week. They try
their best to set things right. The Samiti has also successfully addressed and sorted out matters
related to starvation, children's education, drinking water and marital . 

Support Team

We had undertaken a government project by National Council Vocational Training NCVT We

trained students under this program in sectors like IT sector personality development and soft
skills and also got them placed in reputed organizations We also adopted some villages and
there we run health and safety campaign together with spreading awareness and working with
them to clean the surroundings NCC camps

The Shubham Nari Shakti Mahila Kalyan Samiti comprises of mainly housewives and for
women empowerment who came together under their young president, Shubham malviya.  

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 Mission and vision

Works for women empowerment and upliftment of underprivileged section of society. Imagine
a world full of love and happiness where whole society accepts especially challenged kids and
people , where each individual gets equal right to live and enjoy each moment of the life that our
mission is to create a group surrounded by green world respecting each girl and nurturing the
environment as kids.

VALUES

• CUSTOMER SATISFACTION

We are dedicated to building a relationship with our customers where we become partners in
fulfillment of their mission. We strive to understand customer’s needs and to deliver products
and services that fulfill and Exceed all their requirements.

• INNOVATION AND CREATIVITY

We believe in striving for improvement in every activity involved in our business by pursuing
and encouraging risk-taking and learning at all levels within the organization

• TRUST AND TEAM SPIRIT

We believe in achieving harmony in work life through mutual, transparency and co-operation
in the individuals. We will strive for building empowering teams to work towards achieving
organizations mission.

• RESPECT FOR INDIVIDUAL

We value our people and will treat each other with dignity and respect for individual growth
and realization of everyone’s potential

• INTEGRITY

We believe in a commitment to be honest, trustworthy, and fair in all our facilities. We

commit to be devoted to our organization. We will practice self-discipline and own
responsibility for our actions in organization.

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NGO POLICIES

HR Policies are planned expression of the organizations official attitudes towards the range of
behavior within which it will permit on desire its employee.

Online Hiring

This Policy of online hiring is adopted by the NGO so that they can reach highest no. of youth
and hire them with the purpose of spreading awareness to a large geographical extent about
helping poor section of the society.

Platform used NGO for offering internship was Internshala.

Youth Hiring

This policy of the NGO aim at hiring the youth as they are filled with boxes of new and
creative ideas and also they can easily see the one perspective with different angles. Fresher’s
are also provided with the opportunities to become the part of the member.

Running of different Programs

Policies constructed by the NGO and other member are different for different campaigns.
Policy related to campaigns such as each one teach one, campaign..

Campaign Conduction

Policies of conducted campaign ever month are also adopted by the NGO for spreading
awareness for different core concepts so that that society can become aware of different issue
core place in Rajasthan.

No need to feed more feed one

This policies of Ngo aims the donor who is helping the poorer should help one family instead
of helping more it does not he/ she cannot help more but to keep it simple helping the one at
least help ones.

Hiring three by one

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This policy is seems to be interesting adopted by the NGO is different also as it involves
hiring of three fundraisers by one HR intern so that work can be divided and no burden can be
created.

ACHIEVEMENTS

Beneficiaries from SNSMKS Children

1. It Sponsored for Education 914

2. Helped for higher studies 17 

3. Provided Free Eye Camps to Patients examined 1272  

4.Provided Medical help critical illness 1017  

5. Helped in Marriage of girls 3133 

6. Provided Vocational training 30730  

7. Also, Career Guidance 10509 Total 2.5 Million persons got benefits from SNSMKS  

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Page | 8
 CHAPTER – 2

ORGANIZATIONAL STUCTURE OF THE COMPANY

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 Management Members

President

Shubham Malviya

Shubham Malviya born on 26 April 1996 is an Indian businessman. He is the Managing

Worker and Director of Shubham Credit Cooperative Society limited Bhopal also Shubham
malviya is a President of Shubham Nari Shakti Mahila Kalyan Samiti is a non-profit
organization, established in 2007 that works primarily in Energy the domain of Legal,
Employment, Health, & Environment, Senior Citizens, Education, Minority, Child & Youth
Development, Art & Culture, Food and Nutrition, Animal Husbandry and Agriculture. Its
primary office is in Bhopal, Madhya Pradesh.  

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Structure

President

HOD

Group Leaders

Interns

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 President

HOD of department 1 HOD of department 2 HOD of department 3

Leaders
Leaders Leaders

Interns Interns
Interns

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 CHAPTER – 3

INTRODUCTION TO PROJECT

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 INTRODUCTION

Employment Description:

Employee recruitment is the process of finding people in sufficient quantity and quantity and
encouraging them to apply for jobs. In other words, it is a process of segregation, to hire the
right applicant to get a job, in a fair and highly profitable manner. According to Edwin B.
Flippo, "Recruitment is a process of screening applicants for participation and encouraging
them to apply for jobs in the business". According to Robins, “Proper recruitment efforts will
attract a large number of applicants who will take up the job if offered. Good employment
should attract the potential and not attract the unsuitable. This dual goal will reduce the cost of
processing unqualified applicants ”. Employment is therefore an ongoing process where a
company trying to build a pool of people who will be able to earn an income needs smooth but
non-existent needs. Actions usually begin when hunters are hunted and raised once their
suggestions have been received

Hiring planning

It is the first step in the hiring process, in which vacant positions are analyzed and defined. It
includes job details and their type, experience, qualifications and skills required for the job.

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A formal recruitment process is needed to attract potential candidates to the party. Candidates
must be qualified, have the knowledge to take on the responsibilities required to achieve the
party's goals.

Identify the space

The first and most important process of the hiring process is to identify the space. This process
begins with the approval of an application for employment from a different departmental
organization to the Department of Labor, which consists of -

• Number of vacancies to be filled

• Number of posts

• Duties and responsibilities to be performed

• Qualification and experience are required

When a vacancy occurs, it is the responsibility of the probation officer to determine whether
the position is required or not, permanent or temporary, full-time or part-time. These
parameters should be checked before hiring. Proper identification, planning and evaluation
lead to the hiring of the right tool for the organization.

Job Analysis

Job evaluation is the process of identifying, analyzing, and determining tasks, responsibilities,
skills, abilities, and the nature of a particular job. These factors help to determine what the job
requires and what the employee has to do to get the job done.

Job analysis helps to understand what tasks are important and how to do them. Its purpose is
to establish and document the relationship between employment procedures such as selection,
training, compensation, and performance appraisal.

The following steps are important for job analysis -

• Recording and collecting job information

• Accuracy in evaluating job information

• Creating job descriptions based on information

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• Determining the skills, knowledge and skills required for the job

The quickest products for job analysis are job descriptions and job details.

Job description

A job description is an important, descriptive text in nature and contains a final statement of
job analysis. This definition is crucial to an effective recruitment process.

Job's description provides information on the scope of the role, responsibilities and position of
the organization. And this data gives the employer and the organization a clear idea of what an
employee should do to meet his or her job requirements.

The job description is designed to accomplish the following processes -

• Classification and task planning

• Setting and directing new resources

• Promotion and transfer of organization

• Defining a career path

• Future improvements to performance standards

The job description provides details on the following items -

• Job Title / Job Identification Position / Organization

• Workplace

• The summary of Job

• Job Jobs

• Equipment, Equipment and Equipment

• Monitoring Process

• Working Conditions

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Job Description

Job's details focus on the specifics of the candidate, the HR team that will hire him. The first
step in job description is to prepare a list of all the activities in the organization and its areas.
The second step is to generate details for each task.

The information for each job in the organization is as follows -

• Physical definition

• Mental clarity

• Physical features

Emotional clarification

• Behavioral clarification

The job description provides details of the following -

• Eligibility

• Experience

• Training and development

• Skills requirements

• Job responsibilities

• Emotional traits

• Work planning

Job Testing

Job evaluation is the process of evaluating, evaluating, and determining the appropriate
amount / function in relation to other functions in an organization.

The main purpose of job evaluation is to analyze and determine how much work orders pay.
There are several methods such as job planning, job division, job position, etc., that are
involved in job evaluation. Job evaluation forms the basis for wage negotiations.

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Hiring Strategy

The recruitment strategy is the first step in the hiring process, in which the strategy is designed
to hire resources. After finalizing job descriptions and job descriptions, the next step is to
decide what strategy it will take to recruit candidates for the party.

In developing a recruitment strategy, the HR team considers the following points -

• Make or buy staff

• Types of employment

• Geographical location

• Sources of employment

The development of a recruitment plan is a long process, but having the right strategy is a
must for attracting candidates. Steps involved in developing a hiring strategy include -

• Setting up a board group

• HR strategy analysis

• Collection of available information

• Analyze the data collected

• Establish a hiring strategy

Search for Qualified Nominees

Searching for a recruitment process where resources are available based on job demand. After
the recruitment strategy has been implemented, the search for candidates will begin. This
process has two steps -

• Source functionality - When the queue manager confirms and allows space, the nominees are
selected first.

• Marketing - Here, the organization selects the media where job links reach out to potential
candidates.

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Searches involve recruiting job seekers. Sources are broadly divided into two categories:
Internal Sources and External Sources.

Internal Sources

Internal employment resources means hiring employees within the organization through -

• Promotions

• Transfers

• Former employees

Internal Ads (Posting Activity)

• Staff transfers

• Previous Applications

External Sources

External recruitment sources refer to the employment of external employees through -

• Direct Employment

• Trade in Labor

• Recruitment Agencies

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• Ads

• Professional Associations

• Campus Hiring

• Oral Voice

Testing / Shortlisting

The test begins after the baptism process is completed. Examining the screening process for
candidates is another selection process.

Examination is an important part of the recruitment process that helps to exclude graduates or
those who have no recruitment. The employment evaluation process consists of three steps -

Getting Started Manuals and Cover

Reviewing the first step in qualifying for baptism. In this process, student responses are
assessed and evaluated by student education, job knowledge, and a complete background
relevant to the job requirements.

While reviewing the resume, the HR manager should keep the following points in mind, to
ensure the best possible assessment of candidates -

• Reason for job change

• Longevity for each organization

• Long vacancies at work

• Skipping work

• Lack of work progress

Conducting Phone or Video Chat

Telephone or video interviews are a second step toward qualifying for baptism. In this
process, after a re-examination, the recipients are contacted by telephone or video by the
hiring manager. This testing process has two outcomes -

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• It helps to confirm baptism candidates, whether they are working and available.

• It also helps to give a quick insight into the candidate's attitude, ability to answer interview
questions, and communication skills.

Identify senior baptism candidates

Identifying senior baptism candidates is the final step in re-examining / re-election. In this
process, the cream / top layer of resume is registered, making it easier for the hiring manager
to make a decision. This process has the following three outcomes -

• Short to 5 to 10 short lists will be reviewed by hiring managers

• Provide insight and recommendations to the hiring manager

• Assists hiring managers to make a decision by hiring the right person

Monitoring and Control

Monitoring and control is the final stage of the recruitment process. In this process, the
effectiveness and legality of the procedures and methods are assessed. Employment is a costly
process, which is why it is important that the effectiveness of the employment process is fully
evaluated.

Costs incurred through the hiring process must be properly assessed and managed. This
includes the following -

• Employers' salaries

• Advertising costs and other costs incurred in the recruitment process, i.e., agency funding.

• Administrative and over-employment costs

• Overtime and overtime costs, while vacancies remain unfilled

• Costs incurred in finding suitable candidates for the final selection process

• Time spent by managers and professionals in preparing job descriptions, job details, and
conducting interviews.

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Finally, the question to be asked is, are the hiring methods used valid or not? And whether the
hiring process itself works or not? The statistical details of the costs incurred in the hiring
process should work well.

9 Steps to Recruitment and Selection Process:

1. Advertise the position: Be clear and focused on the skills and abilities required for the job.

2.Continue to evaluate: In this step, try to try to exclude applicants, anyone who is
unemployed or in good working order and in the right position what HR needs.

3. Telephone conversation: In fact, in this step, take the person to the interviewer by phone.

4. Face-to-face interviews: Well, at this stage, the interviewee speaks to the interviewee in the
conference room and asks specific questions.

5. Evaluation: It is a predictive test or rating scale that can easily determine whether a
registrant is eligible for a particular position or not.

6. Second face-to-face interview: this is the second time that the interviewee has met the
interviewee and asked questions and wanted to know more.

7. Dignity of work: In this step, estimate whether candidates can embrace the culture of the
organization and be able to communicate with their colleagues or not.

8. Check the reference: Checking the reference should be necessary because anyone referring
to the nominees whether that person's background is accurate or true or not.

9. Job assignment: Finally, after considering all the steps of hiring and selecting a process you
give the skilled employee the job.

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Recruitment and Selection Process in shubham nari Shakti mahila kalyan samiti

I was given the opportunity to work in Shubbham nari Shakti mahila kalyan samiti for two
months from July 21 to August 21 2021; it was part of my curriculum. Since my officers were
in charge of Human Resource Management, I worked in the Department of Labor as an
employee where I learned many Human Resources practices.

Human Resource Management System:

HRM is a management field that involves organizing, organizing, directing and controlling
activities to find, develop, retain and motivate employees.

The following are the various HR processes:

1. Staff planning

2. Staff remuneration and benefit management

3. Performance Management.

4. Labor relations.

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The optimal design of these processes among other things depends on the degree of
communication of each of these. This means that each process is provided for the other. You
start with Human Resource Planning and there is a continuous increase in value in each
category. For example, the PMS (Performance Management System) of an organization like
Infosys could be different from an organization like Walmart. Let's read each process
separately.

Human Resource Planning: In general, we view Human Resource Planning as a process for
predictors. Okay but not perfect! It includes the processes of Monitoring, Promotion and
Correction.

 Recruitment: Aims to attract applicants who adhere to a specific Job process.

 Selection: Next level of filtering. We aim to be shortlisted for the same game as close
as possible in terms of qualifications, skills and ability to get a specific job.
 Hiring: Deciding who will eventually get the job.
 Training and Development: Those processes that apply to a crew member in order to
develop skills and competencies.
 Salary and Employee Management: This process includes determining salaries,
benefits, benefits and benefits and so on. Active employees want promotions, better
salaries and bonuses.
 Performance Management: is intended to assist the organization in training, motivating
and rewarding employees. It is also designed to ensure that the objectives of the
organization are met effectively. This process does not only involve employees but can
also be a department, product, service or customer process; all in the development or

The Human Resource Management Process contains eight functions that are required for
organizational performance and for maintaining a high performance of employees. The
process is described below

Job description:

Having had the opportunity to have two months of apprenticeship at shubham nari Shakti
mahila kalyan samiti, I have met with various activities performed by the HR department. I
was introduced to the work of HR staff, there were various types of jobs that I was familiar
with some were normal and some were done from time to time. I was given the following
assignments on a regular basis. Those were

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• Collecting Bio data

• Bio data analysis

• Setting a Negotiation Date and Training Day

• Calling for Discussion and Training

• Summarizing and nominating candidates

• Managing field visits

• Training Assistance Program

Bio Data Collection:

With the recruitment of students from different domains CVs are collected from LinkedIn in
particular, and applicants can throw their CVs in the post of LinkedIn jobs in other positions
CVs collected through the LinkedIn website. As I worked hard at recruiting, it was my job to
call the candidate and ask them to submit CVs to the Department of Labor.

Bio Test Data:

Like shubham nari Shakti mahila kalyan samiti, in my work at linkdin I received many CVs.
There are few areas to consider when evaluating CVs, these are age, education and location.
For example a candidate must have a lower or higher qualification to apply for a job. In the
HR intern the candidate must pass Minimum Higher Secondary and the candidate for Sales
Representative has also been smart. The nominee applied for business development, poster
design, graphic design, content writing, etc. when I collect all the cvs I have to look at what
the student qualification background is and in which field he worked. After that it is my job to
check every cv and according to my requirement I choose someone to be baptized and send
them a link to fill out a google form and they will submit their details to that form and raise
their cvs.

Setting interview and training dates:

After sorting the CVs and sorting them into different categories, we would prepare And with
the date of the interview and timing the candidates candidates. In order to do this I had to
consult with the Training staff about the training groups and find vacant Training posts and
complete a number of interviews and training sessions in various fields.

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Make Suggestions for Summary and Pre-Nomination, I needed to prepare a summary of the
candidates, including their details of their educational background, employment history etc.

Human Resource Planning in shubham nari Shakti mahila kalyan samiti:

Planning is an integral part of all administrative tasks. It is the foundation on which the other
three sites must be built. Planning requires management to check where the company’s
employees are currently, and where they would like to be in the future. From there it is
decided which method is best to achieve the objectives and objectives of the organization and
to implement it.

Every organization has a work plan. Shubham nari Shakti has his own employment plans.
They often predict the needs of their employees according to their equipment, goals and
objectives as well as certain technological changes that lead to increased productivity.
Although there are several ways to predict the needs of workers, they use administrative
judgment because it provides a real world situation for the needs of workers. They think that
alternatives cannot provide the right conditions for workers. These are graphical methods,
which can measure the needs of employees. But the management system of management
depends on the change in production, market conditions etc.

Procedure for the appointment and selection of shubham nari Shakti mahila kalyan samiti:

shubham nari Shakti mahila kalyan samiti is always looking for high-level people who want
flexibility and resources to grow in their profession. If there is a type of person who is always

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outstanding, shubham nari Shakti mahila kalyan samiti offers a place where you can continue
to do well. No matter what the category or range of interests, there are gaps where talents can
be used and developed. In shubham nari Shakti mahila kalyan samiti there are thousands of
different people from different cultures and backgrounds working in different fields in
different fields. Here are some requirements for the process of hiring and selection of
shubham nari Shakti mahila kalyan samiti -

• Profit is the only option.

• Attitude is given for years of maximum weight as performance skills.

• Panel discussions involving the Acting Head and the Chief of Staff.

• Human resource resources are campuses, coordinators, staff deployments, internal service
delivery and the internet.

• Early confirmation is an important part of our hiring process.

• There are equal opportunities to be an employer and do not discriminate on the basis of race,
social status, religion or sexual orientation.

Rental Process:

The employment obligation is usually from the department of labor. The department works to
find and attract eligible applicants. The job description and specification, provides the
necessary details on where the recruitment process begins. The duties of the hiring office of
shubham nari Shakti mahila kalyan samiti are given below:

• Testing is required

• Definition of job description

• Exploring hiring options

• Advertisement

• Tests and shortlisting applications

Selection Interview (3 - tier)

• Employment decision (Application Bank)

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• Pre-employment testing

• Offer a book

• Standing / importing

• Track

1. Need Test: A needs test is a business tool used to gain an understanding of the key to your
company's actions or processes to achieve efficiency. It can be part of the planning process to
find vacancies, or "needs," and how to deal with areas that need to be improved. In this article,
we explain what a needs assessment is, what steps you should take and how they can help you
in the workplace.

2. Definition of job description: State principles define a position as a "group of duties and
responsibilities ... requiring the services of an employee on a part-time or full-time basis." A
job description (PD) is a structured document that gives a job a given position as it is expected
to be done after customary training and training. It will tell the learner what an employee is
responsible for, how it is done, and how it interacts with other positions within and outside the
workplace. The PD must accurately and completely describe the permanent roles and
responsibilities assigned and performed. Position descriptions are not intended to cover every
type of job assigned to a position. Instead, they include those outstanding, enduring and
continuous work assignments.

3. Exploring hiring options

4. Advertising: Ads are a guaranteed way to reach the audience. By creating an attractive ad,
and spending enough money to reach more users, ads can have a faster impact on a business.
This effect can be seen in improved marketing or product growth, among many different
metrics.

5. Shortlisting and Shortlisting Applications: In the evaluation phase, the role of the
committee seeks to assess applicants' qualifications and scrutiny to determine which
applicants are most suitable for the position. position, members of the search committee can
begin reviewing the applicant

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Employment Source:

Shubham nari Shakti mahila kalyan samiti is made in three forms of employment depending
on the working class of the vacant space. Therefore, the recruitment process for this
organization is divided into three categories, which are based on grade / work group.

Internal Source: There may be a person with the necessary job skills working within the
organization. If available, existing staff are changed to place the selected person in a new post.
If there is no such person within the company, management goes to the next step. A person
who does well in the internship has also been promoted to the position of leader from intern
and from the position of leader to Hod.

Job Transfer Plans: The Department of Labor is involved in the opening of internal
employment programs through job creation programs, informing employees of the opening
and the required qualifications and inviting qualified employees to apply. Notices are often
posted on company boards or in a company newspaper. Eligibility and other facts are often
drawn from job analysis information.

The purpose of the job posting is to encourage employees to seek promotions and to provide
assistance the HR department completes the internal opening and meets the personal
objectives of the job. Not all job openings are posted .Without vacancies at the entry level, the
positions of senior management and senior staff may be filled by merit or by external
employment. Post-employment is most common in low-level writing, technical and
administrative positions.

External Source: All of the above options considered, the company goes to external hiring if
necessary. Those who better meet the skills, qualifications, experience and skills required for
this position should fill the vacancies. Therefore, if no candidate in the constituency is eligible
to participate, an external advertisement must be placed to attract potential candidates in
accordance with the voting procedures.

Advertisement:

with the help of interns who use the posters to post social media and advertise the NGO and its
services and promise their organization to reach more people.

Staff transfers: individuals are also selected on the same staff basis; when a student to be
selected by the hr team will provide them with a google form to recruit other trainees,

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approximately 20 trainees in all sub-HRs in various domains and with the help of these forms,
students recruit trainees to get differnet posts and the newly hired person use code transfer of
the tenant.

Employment Agency:

The organization is affiliated with various organizations and NGOs and companies that help
them grow and provide funding to help people in need.

Selection Process:

Selecting a data collection process for the purpose of evaluating and deciding who should be
employed in certain jobs.

Testing and Shortlisting Applications

In order to select trainees there were no specific criteria. But looking at the ability to
communicate with a small domain about the domain they used was worth it.

Selection Discussion

The negotiation process is in three stages. The first interview was conducted following the
"completion method". After that, the second interview took place with a very small number of
candidates. After that the nominee is finally called for a final interview. Interview time is
reserved for the recipient, especially if he or she is working elsewhere during the interview.
Selected nominees must complete an internal information form prior to the interview

Index Check

Reference assessments allow for the acquisition of information and ideas about the
individual's status, job quality and position. It is an opportunity to verify the information
received from the registrant through their resume and interview. Talking to the candidate's
manager or other colleagues should also check the candidates for baptism internally. The
opinion of a long-serving referee may be more accurate than an examination of an interview.

The baptismal candidates immediately need to be contacted. Permission to contact the

prospective referee must be obtained, especially if contact with his or her current employer. It
is not uncommon for a candidate to be uncomfortable when an organization talks to a current
employer. If they are not comfortable, a different person other than the current employer

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should be nominated by the candidate (colleague, for example). Unless the candidate is a
graduate student or a student who has no previous work experience, only the relevant referees
should be contacted. At least two reference checks should be made, however it is much better.
There is a sample test index that is followed more or less. It is important to prepare a reference
assessment guide that asks the referee the necessary skills, abilities and experience required
for this position. Reference testing needs to be done by the line manager or HR department
staff During the interview, baptism candidates should provide examples of events, activities or
projects that could be questioned. The referee must be asked what the applicant is doing in
those examples, which ensures that the information obtained from the candidate is consistent
with that of the referee. The questions below may always be a reliable guide; however, it may
be helpful to get the referee's opinion on areas such as quality and quantity of work, strengths
and weaknesses etc.

Employment Decision

If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the last interview, you are given an empty
application. An empty system is a standard job information format that includes all the
information the organization needs in relation to employees. The nominee must complete this
blank and submit this to the company along with the CV.

Selected Join:

After completing all the above process the nominee requested to submit all their academic and
technical certificates as well as their previous application for certification of work and other
related documents and to follow the conditions below.

Rendering:

The nominee is given a letter of introduction outlining the responsibilities of the job, the
services that will be provided by the organization. Even at this stage, the candidate has the
opportunity to withdraw from the assignment. He is always free to discuss any difficulties that
may arise in relation to the structure of buildings / structures, etc. The HR department is kept
open for any type of relevant conversation.

Letter of offer:

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A written letter of assignment must be forwarded to the person to be drafted. Once a candidate
has approved the position orally, an appropriate letter of recommendation is prepared. The
letter should be sent to the candidate for baptism within seven days of the oral presentation.
The introduction package will be sent to the successful person, along with a letter of
introduction. At least one week before a person takes up his new position, notice of
appointment will be posted on notice boards and / or online.

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 CHAPTER-4

RESEARCH METHODOLOGY

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 Research definition

The term research is made up of two categories, redesign and search. The dictionary defines
the past as the beginning also means, new or repetitive and the latter as an action that means
careful scrutiny, testing and experimentation, or investigation. Together they formulate a term
that describes a careful, systematic, patient study and research in a particular field of
knowledge, designed to discover facts or goals.

According to Robert Ross, “research is essentially the investigation, recording, and evaluation
of evidence for the benefit of information.” It can often be described as a systematic approach
to finding solutions to problems.

Research does not need to lead to the right solution but can create new problems that may
require further research. In other words research does not end the problem because every
research raises a new question. It is done both to discover new facts and to confirm the old.

Research Features

1. It means the discovery of new information

2. Is it really an investigation

3. It is related to the solution of the problem

4. Based on observations or experimental evidence.

5. Requires accurate diagnosis or testing.

6. In research, researchers are trying to find answers to unresolved questions

7. It must be carefully recorded and reported.

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 The Need for Research

The most important part of research is to produce information that can be used without search
engines. Research is also the basis for system development and policy everywhere in the
world. It also solves some existing anxiety problems. Research is important because we can
learn more about things, people and events. By doing research, we are able to make wise
decisions.

Marketing research is important because it allows consumers and manufacturers to become

familiar with the products, goods, and services around them. Research is important to society
because it allows us to discover more and more that can make life easier, comfortable and
safe. Displays additional details of the investigation. This allows for development based on
extensive knowledge and learning. It is very important. Research encourages a variety of ways
to find solutions to problems and to make new discoveries. Research is a fundamental
ingredient of development and therefore serves as a means of rapid economic development.

Purpose of Research

These days, the business world is changing rapidly. As part of an organization, HRM must be
prepared to deal with the changing impact of the business environment. Continuous
development that requires a change in staff skills and staff co-operation is a matter for
consideration.

In fact it is a great challenge to provide support to any organization by providing the best
employees in a limited time.

Re-employment is a process of attracting potential people to the organization. And selection

is the process of trying to propose and select the best people in the organization.

There are two types of report objectives of course:

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Broad Purpose

Specific purposes

Comprehensive Objective: The broad objective of the study is to analyze the recruitment and
selection process of shubham Nari Shakti mahila kalyan samiti.

Specific objectives: The specific objectives of this internship report are:

1. To find various steps for the recruitment and selection process of shubham nari Shakti
mahila kalyan samiti.

2. Analyzing the various stages of recruitment and selection process of shubham nari Shakti
mahila kalyan samiti.

3. Analyze the various steps of recruitment and selection process shubham nari Shakti mahila
kalyan samiti.

4. Finding problems in the proper process of hiring and selection of shubham nari Shakti
mahila kalyan samiti.

Research Methodology

So. no. Research Methodology

1 Research design Descriptive
2 Size 20 people selected
3 Technique Descriptive
4 Tool Data analysis
5 Area Social media
6 Collection of data Secondary
7 Unit Individual

1. Data Description:

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 I collected primary and secondary data for my research purposes. I have collected key
details about the research for Spider costume staff. I also collect secondary information
from a variety of articles and journals.
2. Research Design:
Negotiation and personal observation methods are used to conduct research. However.
only quality data is used to prepare this report.
3. Key data:
Key data was collected based on my experience, collected during training. Personal
experience, interviews with officials or with its face-to-face interview, organization
official and Manager have been a major source of major data sources. This data is also
collected through informal discussions between staff and consultation with relevant
research professionals.
1. Secondary data Details:
The secondary data source includes: Office files , Journals, books and other
relevant source, Website A separate and appropriate website.
2. Data Collection Method:
Yes, key details were collected through informal conversations, personal
surveillance, and finally telephone interviews. And in view of the situation, the
second detail presents this report.
3. Identify sources of employment for Shubham Nari Shakti Mahila Kalyan
Samiti

There are many sources of hiring process. Shubham Nari Shakti Mahila Kalyan Samiti follows
the sources of what is given to the roar

1. Advertisement:

Advertising is a popular form of advertising, as many employers choose to advertise because

of their wide reach. The advertisement must contain relevant information, such as the place of
employment, employment status, job description, compensation.

2. Proclamation:

Finding an internal source of supply, through a bulletin board and personal invitations on the
other hand to find an external source of supply, is the top media HR dept. announce the
vacancy announcement, and this vacancy announcement includes the internet, printed media,

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budget for employment, organizational culture, technology media and employment urgency
etc. traditional advertising format. Here they advertise on entry level, midlevel & top level job.

3. In-House Rental:

Effective employees sometimes become major sources of employment recruitment. There are
other hiring services agencies, so they try to control it as a “good place to work” trying to get
high quality applications.

4.Training:

In fact, students are the internal resources of the organization. In the selection process
students are sometimes invited because of their well-done work.

Procedure for selecting shubham nari Shakti mahila kalyan samite:

The processes of selection where they pass are discussed with a roar

1. Cognitive Ability Test: It measures a person's ability to read and do the work. After
learning something about how quickly any candidate can apply for any job. It will
measure the learner's ability to read and the ability to perform.
2. Psychomotor Skills Tests: This type of test is used to test the compatibility and
strength of the candidate. It will examine the abilities of the candidate for baptism.
3. Job Skills Tests: Yes, this test is designed to determine the candidate's knowledge of
his position. This test is required for all types of work
4. Job Sample Experiments: This test runs a task or a set of tasks representing a task.
5. Art Interests Survey: In fact, the test refers to the skill with which the candidate is most
interested in the task and how successful he or she has been.
6. Personality Tests: In this test a person who asks questions does not easily know about
another person's skills, abilities and knowledge.
7. Integrity Test: Through this test, much can be learned about the candidate's behavior,
ethics, and behavior.
8. Testing: And lastly, with an online test you can find out how much the candidate is
about new information, online resources, websites, technology.

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Why CVs are rejected in the selection process:

1. First impression: It is very important to draw or reap students' first attention but
sometimes we fail to create a good impression. The first 20 to 30 seconds of the
interview are very important.
2. Bad visual structure: We have to use a lot of white space in our CV with the right
articles and selection breaks but we fail to ensure the right composition.
3. CV Length: Interviewers do not want to know all of your life history. They want to
know your real purpose in relation to the job. But sometimes our CVs are grouped, so
that the interviewees do not receive or post their own message.
4. More details: Don't make your CV boring to read. Sometimes the details are not clear.
Very small details: Sometimes we fail to present solid details with enough words.
Therefore, we need to use the necessary information where necessary.
5. Spelling errors: If an employee finds a language error, they will immediately reject it.
Use the spell checking software and go through it with effort. Wrong reference:
Sometimes the nominees refer to big fish but do not actually know them. Therefore,
when the interlocutors called for judgment on those big fish, they flatly refused.
Therefore, confirm your email, address, reference and phone number.

Study of Interns experience towards Shubham Nari Shakti Mahila

Kalyan Kalyan Samiti Recruitment Procedure

Here it shows that the study involves 23.8 % interns from post graduate and 76.2 % interns
from graduation from the sample of 20 students .

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Here this study concluded that all the interns were aged between 18 to 25 and most of them
from aged between 20 to 23. Like the graph shows that 71% is having high weight. and there
are 23% from 18 to 20 age and only 4% interns were from 23 to 25 age.

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Here the above mentioned graph shows that the organization take less than 5 days to reply the
applicant because 85% student who applied for internship got their application reviewed with in
5 days and 15% were like who got delayed in their response .

This diagram shows that most of the interns had applied through LinkedIn (52%) and get
selected by the interns. And 33% applied through reference with friends , 9% applied through
Internshalla and only a percent were come to know through advertisement.

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This graph shows that the recruitment and selection procedure of shubham nari Shakti
mahila Kaylan samite mostly based on interview . the organization select the member from
interview procedure . And applicant who apply through Internshalla have to do a basic
aptitude test by the organization.

What is the percentage of weightage do you think the organization have given on following
factors of yours selection? 1- ( 0 %) , 2- (30 % ) , 3- ( 50 %) , 4-(80 %) , 5- (100 %)

This bar graph shows that shubham nari Shakti is having a easy procedure of hiring the
interns. Being an NGO it hire the interns in bulk quantity and get select interns through

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normal interview with the applicant . as this graph also shows that 90% of people say that it
do not focus on aptitude test .On liner scale they have given remark one to aptitude test
which means 0% focus on aptitude.

This bar graph shows that 52% people say that this organization 100% focus on
personal interview which some say that it focus 80% on interview and some were
like it only focus 30% or 50% and rest on others. But mostly say it mainly focus on
interview hence it can be said that this organization focus on interview.

This bar graph shows the variations in focus on practical knowledge. According to
domain practical knowledge is required. here 33% people say that it ask about
practical knowledge , 23% say that it only 30% focus on practical knowledge, 95 say

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that it does not focus on practical knowledge. While there were also some people
say that it 80% focus on practical knowledge.

What are the time taken for each exercise?

1 ( 0 mints ) 2 ( 5 minutes) 3 ( 6 mints ) 4 (8 mints ) 5 ( more then 10 mints)

This bar graph shows that 95% people say that this organization don’t take any aptitude test for
the recruitment and selection process

In case of personal interview 42%, people say that they get interviewed for around 8 minutes
and 6% say that they get interviewed for more than 10 minutes, while some say they get
interviewed only 4 to 5 minute.

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In case of practical knowledge most of the people 47% got interviewed on base of practical
knowledge and only 4% people say that they don’t get judged on base of practical knowledge
but mostly say that 50% of their interview was on past knowledge.

This chart shows that 95% people were satisfied with their recruitment process while 5% say
that they werw not happy with the selection process.

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Here it shows the positive impact on the interviewer had made comfortable to all 100% interns
during the interview process.

This graph shows that 95% people say that they are satisfied with the organization and they
will recommend to their friends too. While 4% are like they will not.

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 This graph shows that only 4% people say that the recruitment process of shubham nari
Shakti is poor, 23% say that recruitment process is very good , 14% say that it is excellent
and mostly 57% people say that recruitment process of organization is good and they are
satisfied with the organization.

Limitations of Study

Although I have made a great effort to correct this report because there are some limitations in
the study. These are the following:

1. The main stress of this study was the lack of knowledge, which was needed in the study. There
have been various details but the head office cannot provide it due to confidential obligations
with other companies.

2. Time constraints, two months is not enough to collect everything needed

3. As a student it is not possible for me to gather all the necessary information.

4. Lake of Experience

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5. I didn't get much information about the organization's internal system because I was a
student.

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 CHAPTER - 5

EXPERIENCE GAINED AND WORK DONE

Learning

I have done my internship in HR department of shubham nari Shakti mahila kalyan samiti.
During my internship program I gained lot of experience about NGO environment. I have
done my task mainly on recruitment and selection. The major documents must need to keep in
personal file: such as Appointment Letter, Educational Certificates, Citizenship Certificate,
Nationality Certificate, Character Certificate, Employee History Background and Reference
Check, And Employee Information . I prepare those documents. And all the co-workers, staffs
and all the higher level of employees and the lower level of employees are strongly connected
and communicate with one another in daily basis.

So that, the upper level employees know about the lower level employees job performance
and their problems and also try to solve that problem within a short period .

Significant pleasant and/or unpleasant incidences

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I am working in this organization as an internee (HR department), so I am not much familiar
with this organization. But it was a generous gladness for me that the organization gives the
opportunity to work on the ground of recruitment and selection procedures. All HR
department personnel have supported me very well. I have learned lot of things from this
study which will help me to build up my carrier. I really enjoyed my internship in shubham
nari Shakti mahila kalyan samite.

During my internship period no unpleasant incident has happened.

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Page | 51
Page | 52
 CHAPTER - 6

FINDINGS SUGGESTIONS AND CONCLUSION

Findings

1. Less Authority for HR:

Managing Director is the sole and important approve finally for any business or functional
choice. Only after receiving the authorization from the Managing Director, HR Division starts
all their functioning as per requirement and technique.

2. Don’t Follow Modern Rules:

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In Current HR management always talks to include line manager in HR Practices. This
organization involves both HR manager, line managers in their recruitment and selection
processes.

3. Lack of training:

In Human Resource division does not organize Training program for final candidates.

4.Huge Pressure:

They cannot make sure that all the code of behavior is followed by the employees because of
the huge stress of recruitment.

Conclusion

The study on recruitment and selection of Shubham Nari Shakti Mahila Kalyan Samiti reveal
that employee play a major role in the organization. In this , recruitment and selection play a
major role. To increase the productivity and reach of organization manpower is necessary and
efficient manpower results the fulfillment of goal. Shubham Nari Shakti Mahila Klyan Samiti
provides the services to needy people and for that it hire interns and with their help it reach to
society to optimize its corporate social responsibility role. Here they hire interns through

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Internshalla and then with the help of HR interns it recruit more interns in different domains.
It help the interns to learn and practically apply the procedure or working of an organization.

References

1. Decenzo, David, A., Robbins Stephen. P., Fundamentals of Human Resource

Management, 8th Edition, John Wiley & Sons Inc., 2002.
2. Braun, S.A. (1995). Helping Managers become effective job interviewers’
industrial management, 37, 5-8.
3. Herbert, Heneman, G., Timothy, Judge, A., staffing organization; 5th Edition,
McGraw-Hills Inc.

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4. Belcourt, M, & McBey, K, (2004). Strategic Human Resource Planning. India
Thomson.

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