SUMMER TRAINING PROJECT REPORT

OF
“HUMAN RESOURCE MANAGEMENT”
OF
BACHELOR OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF; SUBMITTED BY;

DR. VIKAS CHAURAIYA MONIKA

(Associate professor) Roll No.215901005027

Dept. of Business administration BBA 3 YEAR/SEM 5th

TO

Department of Business Administration

Bundelkhand University, Jhansi

UP Session 2024-25
 Declaration

I MONIKA RAJPOOT, hereby declare that the

project entitled Management "Study Of HUMAN
RESOURCE MANAGEMENT AT THE MEDIA BUDDY in
Jhansi". This project work is submitted in the partial
fulfilment of the requirement for the award of the
Degree of Bachelor of Business Administration. It is
record of original work done by me under the
guidance of
Dr. Vikash Churasiya.

PLACE: JHANSI

MONIKA
 ACKNOWL.EDGEMENT

First and foremost, I would like to thank my

respected parents, who always encouraged me and
taught me to think and workout innovatively what
so ever be the field of life. My sincere thanks to
Dr. Vikash Churasiya (Project Guide), Assistant
Professor, Department of Management Studies for
his prodigious guidance, persuasion, painstaking
attitude, reformative and prudential suggestion
throughout my winter training schedule.

MONIKA

Roll No. 215901005027

BBA 3 YEAR/SEM 5th
 PREFACE

As a matter of fact every management student has

to undergo through a practical experience of
project preparation from an approved business
organization on a given topic under the guidance of
professional and academic guide for preparing and
awaring of the real life business situation and its
environment.
 TABLE OF CONTENT

S No T Page No
o
p
i
c

1 Certificate (s) 2

2 Acknowledgements 3

3 List of Tables 4

4 Chapter-1: Introduction 7

5 Chapter-2: Research Methodology 8

6 Chapter-3: Data Presentation & 27

Analysis

7 Chapter-4: Summary and 38

Conclusions
8 Lessons Learnt during Summer 39

Internship

8 References/Bibliography 40

12 Appendices 42
 EXECUTIVE SUMMARY

In today’s cooperate and competitive world, I find that

software industry has the

maximum growth potential as compared to the other sector.

Software has the maximum growth rate of 70-80% while
other sectors have maximum 30-40%. The growth potential
attracts individuals to enter this sector and THE MEDIA
BUDDY Company has given me the
opportunity to get a perk of highly competitive and
enhancing sector. The awarenessrelated to software project
is high but low in rural areas.

THE MEDIA BUDDYS is a start-up SOFTWARE company

founded BY Amit Agrawal . The company is registered in India,
but has its headquarters in Delhi, India. THE MEDIA BUDDYS
has developed much software like ERP(Enterprise Resource
Planning), Web and Mobile projects which manages the
resources efficiently and produce maximumoutput.
THE MEDIA BUDDYS deals in all kind of software products,
web technologies, mobile applications .It's a start up with an
idea of paperless office and has a vision of save trees through
technology.
The major factors affecting the purchase of software product
are trust, product feature, and relationship with customers
and best service to customer. Firms like Flipkart, Snap deal are
still favored only because of their reputation which they have
develop through years of experience and service. People find
it hard to have faith in new startups. Their
job is really hard. People are now getting aware of the importance
of software and webtechnologies they want to reduce their load
through software and web technologies but allthey need a trustable
brand which can provide a genuine product to them. The masses in
urban cities like Delhi have started comparing the software
products, while talking to different people ,I found that their
purchase decision are highly influenced by their colleagues. They
purchased the software when need it most or they have a vision. In
my opinion awareness to software's can be increases by organizing
various camp, sending mails or through free counseling for
interested people.
Once you have identified the technical skills and job attributes
you are seeking in a new employee, you should consider the
most effective way to identify and assess these in candidates.
Go over the position description, point by point, and ask
yourself, "How bestcan I learn about the applicant's ability to
perform this function?"
The job interview will be a primary source of information
about applicants. However, it may not be the best source for
some information. A job reference may be the most effective
way to learn about dependability, follow through, and ability
to get along with coworkers. Written application materials
may provide insight into educational
background and general written communication skills.
 INTRODUCTION

There is a growing body of evidence supporting an association

between what are termed

high performance or high commitment human resource

management (HRM) practices and various measures of
organizational performance. However, it is not clear why this
association exists. This paper argues that to provide a
convincing explanation of this
association we need to improve our theoretical and analytic
frameworks in three key areas. These are the nature of HRM,
and especially the rationale for the specific lists of HR
practices; the nature of organizational performance; and the
linkage between HRM and performance. A model is presented
within which to explore these linkages. The existing literature
on HRM and performance is reviewed in the light of this
analysis to identify key gaps in knowledge and help to focus
further the research priorities.
 OBJECTIVE OF THE STUDY

To study the "recruitment and selection policy followed in THE

MEDIA BUDDY.

To study the various sources of recruitment followed in THE

MEDIA BUDDY.

To learn what is the process of recruitment and selection

that should followed.

To study the method of THE MEDIA BUDDY.

 RESEARCH METHODOLOGY

Business research is a systematic enquiry that provides

information to guide business

decision and aimed to solve managerial problems. Business

research is of recent originand it is largely supported by
business organizations that hopes to achieve competitive
advantages Research Methodology is a way to systematically solve
the problems, It may

be understood as a science of studying how the research is

done scientifically. It includesthe overall research design, the
sampling procedure, data collection method and analysis
procedure.

DESCRIPTIVE RESEARCH

Descriptive research study includes surveys and fact-finding

enquires of different kinds, which help the researchers to
describe the present situation that makes the analysis about
the effectiveness of employee satisfaction among the
employees and helps to reach the objectives.
 SAMPLINGTECHNIQUE

Sampling design is to clearly define set of objective,

technically called the universe to bestudied. This research has
infinite set of universe and the sampling design used in this
study is non-profitability sampling-convince sampling.
 LIMITATION OF THE STUDY

This study was conducted with less sample size due to time
constraint and the survey was conducted only in Delhi, so the
research findings may not be generated. Some of the
customers are reluctant to give full information, this leads to
bias and may not reflect thetrue picture. The observations are
only based on current situation, as it could change in future.

RESEARCH PROCESS

The research process has four different distinct yet

interrelated steps for research analysisit has a logical and
hierarchical ordering.
Determination of information research problem.

Development of appropriate research design.

Execution of research design

Communication of results.

Each step is viewed as a separate process that includes

a communication of task, step and specific procedure.
The steps undertake are logical, objective, systematic,
reliable, valid and ongoing.
 SAMPLESIZE

I have targeted 50 employees in the age group above

25 years for the purpose of the research. The target
population represents the Delhi City regions. The
people were from different professional backgrounds.
The details of our sample are explained in chapters
named primary research where the divisions are
explained in demographic sections.

SOURCES OF DATA
COLLECTION
PRIMARY DATA

Primary data was collected through survey method by

distributing questionnaires

to branch manager and other sales manager. The

questionnaires were carefullydesigned by taking into
account the parameters of my study.

SECONDARY DATA

Data was collected from books, magazines, web sites,

going through the records of the organizations, etc. It is
the data which has been collected by individual or
someone else for the purpose of other than those of
our
 particular research study.

SAMPLINGPLAN

SAMPLING PLAN: Unit was also 50 respondents of

THE MEDIA BUDDYWork micro enterprise based in
Jhansi, Uttar Pradesh
Sampling unit: Individual owners of THE
MEDIA BUDDY
.
 COMPANY PROFILE

THE MEDIA BUDDYs is a software development company

which deals in leading software andweb technologies .It's
been reducing the proper and labor work from the past two
years
through their software and technology.

They have developed ERP software and many web applications in

the past two years ofevolution which help in reducing the paper
work and employee labor.
ELIGIBILITY OF THE MEDIA BUDDYS

You should be at least 18 years old

 You should be less than
55 years old

You should be either Salaried, Self employed a professional or

have your own business
 THE MEDIA BUDDYS AT A GLANCE

A maximum tenure of 25 years

Min Sum Assured: Depends on age,

premium payment and policytarmacs Sum
Assured: No limit subject to underwriting

Specific exclusions: Suicide within the first 12 Mont

 VISION

Reduce the paper work and human labor to minimum with

technology and software's.

MISSION

To continually strive to enhance customer experience

through innovative product offerings, dedicated
relationship management and superior service delivery
whilestriving to interact with our customers in the most
convenient and cost effective manner.

To be transparent in the way we deal with our customers

and to act with integrity.

To save paper and hence save environment.

 PRODUCT INTRODUCED TO THE INTERNS

ERP

(Enterprise Resource Planning)

Planning of Resources of the enterprise

Efficient planning of Human Labor and Resources

1000 + reports regarding the costing and profitability of the

company

All the information of the company is located in a

single location
 BENEFITS OF THIS PLAN

Efficiency. An ERP system eliminates repetitive processes and

greatly reduces theneed to manually enter information.
The system will also streamline business
processes and makes it easier and more efficient for companies
to collect data.

Integrated Information. Instead

of having data distributed
throughout a number ofseparate databases, all information is
now located in a single location. Data is also
kept consistent and up-to-date.
Reporting. ERP software helps make reporting easier and
more customizable. With improved reporting capabilities,
your company can respond to complex data requests more
easily. Users can also run their own reports without relying
on help from IT.
Customer Service. It’s easier to provide high-quality
customer service using an ERPsystem. Sales and customer
service people can interact with customers better and
improve relationships with them, through faster, more
accurate access to customers’ information and history.
Security. A new system will improve the accuracy,
consistency and security of data.

Restrictions to data can also be enhanced.

 QUALITY MANAGEMENT SOFTWARE

Quality Management Software is textile software

which is used in MNC'S forquality inspection

It reduces the paper wastage and human labor

Generate automatic Reports

Attached with mail system and send the reports to clients.

PRICING OF THE SOFTWARE

The pricing of the ERP is an important decision for the

software company and it willhave a number of prime
objectives in this respect.
CONCEPTUAL FRAMEWORK
RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment

has been regarded as the most important function of the HR
department, because unless the right type of people are
hired, even the best plans, organization chart and control
system would not do much good.Recruitment is the
discovering of potential applicant for actual or anticipated
organizational vacancies. Accordingly the purpose of
recruitment is to locate sources of manpower to meet the job
requirement and job specification.
It is defined as a process to discover the sources of manpower
to meet the requirements of staffing schedule and to apply
effective measures for attracting the manpower to adequate
number to facilitate effective selection of an effective
workforce.
Yoder points out that recruitment is a process to discover the
sources of manpower to meet the requirement of the staffing
schedule and to employee effective measures to attracting
that manpower in adequate number to facilitate effective
selection of aneffective workforce.
It is the process of finding and attracting capable applicants
for employment. The process

begins when new recruits are sought and ends when their
application are submitted. Theresult is a pool of
applicants from which new employees are selected.
 RECRUITMENT PROCEDURE

Manpower Requisition

Form Recruitment

Plan Budget

Sourcing

Selection Process

joining

Post Recruitment

Joining
 Post Recruitment

Data Updating

Methods of recruitment

DIRECT METHOD

In this method, the representatives of the Organization are

sent to the potential candidatesin the educational and
training institutes. They establish contacts with the candidates
seeking jobs. These representatives work in cooperation with
placement cells in the institutions Persons pursuing
management; engineering, medical etc. programs are mostly

picked up in this manner.

Sometimes, some employer firms establish direct contact with
the professors and solicit information about students with
excellent academic records. Sending the recruiter to the
conventions, seminars, setting up exhibits at fairs and using
mobile office to go to the desired centers are some other
methods used to establish direct contact with the job seekers.
 INDIRECT METHOD

Indirect methods include advertisements in news papers, on the

radio and television, in

professional journals, technical magazines etc.

This method is useful when:

1) Organization does not find suitable candidates to be promoted to fill up the

higher

posts
2) When the organization wants to reach out to a vast
territory, and

3) When Organization wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up

in the Organization, or

the skill sought by the more sophisticated one, the more

widely dispersed advertisementis likely to be used to reach to
many suitable candidates.

Sometimes, many organization’s go for what is referred to as

blind advertisement in which only Box No. is given and the
identity of the Organization is not disclosed. However,
Organizations with regional or national repute do not usually
use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates,
the followingthree points need to be borne in mind:
1. First, to visualize the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e., newspaper

with local, state, nation-wide and international reach or circulation.

THIRD PARTY

These include the use of private employment agencies,

management consultants,

professional bodies/associations, employee

referral/recommendations, voluntary Organizations,
trade unions, data banks, andlabor contractors etc., to
establish contact with the job- seekers.
Now, a question arises: which particular method is to be
used to recruit employeesin the Organization? The
answer to it is that it will depend on the policy of the
particular firm, the position of the labor supply, the
Government regulations in this regard and agreements
with laborOrganizations. Notwithstanding, the best
recruitment method is to look first within the
Organization.

SELECTION
The Selection is the process of choosing the most suitable
candidate for the vacant

position in the organization. In other words, selection means

weeding out unsuitable applicants and selecting those
individuals with prerequisite qualifications and capabilities to
fill the jobs in the organization.

Selection Requirements

The requirements for a selection system are knowledge, skills,

abilities, and other characteristics, collectively known as
KSAOs. Personnel-selection systems employ evidence-based
practices to determine the most qualified candidates, which
can include
both new candidates and individuals within the organization.

Common selection tools include ability tests (cognitive,

physical, or psychomotor),knowledge tests, personality tests,
structured interviews, the systematic collection of
biographical data, and work samples. Development and
implementation of such screeningmethods is sometimes done by
human resources departments. Some organizations mahire
consultants or firms that specialize in developing personnel-
selection
systems ratherthan developing them internally.

Metrics

Two major factors determining the quality of a newly hired

employee are

predictor validity and selection ratio. The predictor cutoff is

a limit distinguishing between passing and failing scores on a
selection test—p eople with scores above it are hired or
further considered while those with scores
below it are not. This cutoff can be a very useful hiring tool, but it is
only valuable if it isactually predictive of the type of performance
the hiring managers are seeking.

The selection ratio (SR) is the number of job openings (n)

divided by the number of job applicants (N). When the SR is
equal to 1, the use of any selection device has little meaning,
but this is not often the case as there are usually more
applicants than job
openings. As N increases, the quality of hires is likely to also
increase: if you have 500 applicants for 3 job openings, you
will likely find people with higher-quality work among those
500 than if you had only 5 applicants for the same 3 job
openings.
Process of Selection
The selection procedure comprises of following systematic steps

Preliminary Interview: The preliminary interview is also called as a

screening
interview wherein those candidates are eliminated from the
further selection process whodo not meet the minimum
eligibility criteria as required by the organization.
Here, the individuals are checked for their academic
qualifications, skill sets, family

backgrounds and their interest in working with the firm. The

preliminary interview is lessformal and is basically done to
weed out the unsuitable candidates very much before
proceeding with a full-fledged selection process.

Receiving Applications: Once the individual qualifies the preliminary

interview he isrequired to fill in the application form in the
prescribed format. This application contains the candidate data such
as age, qualification, experience, etc. This information helps the
interviewer to get the fair idea about the candidate and formulate
questions to get more information about him.
Screening Applications: Once the applications are received, these
are screened by the screening committee, who then prepare a
list of those applicants whom they find suitable for the
interviews. The shortlisting criteria could be the age, sex,
qualification, experience of an individual. Once the list is
prepared, the qualified candidates are called for the interview
either through a registered mail or e-mails.
Employment Tests: In order to check the mental ability and
skill set of an individual, several tests are conducted. Such as
intelligence tests, aptitude tests, interest tests,
psychological tests, personality tests, etc. These tests are
conducted to judge the suitability of the candidate for the job.
 Employment Interview: The one on one session with the candidate
is conducted to gain more insights about him. Here, the
interviewer asks questions from the applicant to discover more
about him and to give him the accurate picture of the kind of a job
he is required to perform.

Also, the briefing of certain organizational policies is

done, which is crucial in the

performance of the job. Through an interview, it is easier

for the employer to understand the candidate’s
expectations from the job and also his communication skills
along with the confidence level can be checked at this
stage.
 Checking References: The firms usually ask for the references
from the

candidate to cross check the authenticity of the

information provided by him. These references could be
from the education institute from where the candidate
has completed his studies or fromhis
previous employment where he was formerly
engaged. These references are checked to know
the conduct and behavior of an individual and also his
potential of learning
new jobs.

 Medical Examination: Here the physical and mental fitness of the

candidate are checked to ensure that he is capable of performing
the job. In some organizations, the medical examination is done at
the very beginning of the selection process while in some cases it is
done after the final selection.
Thus, this stage is not rigid and can take place
 anywhere in the process. The medical examination is
an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the
job requirements.
 Final Selection: Finally, the candidate who qualifies all the rounds of a
selection

process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it

involves several stages than anindividual has to qualify before
getting finally selected for the job.

Difference Between Recruitment And Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two a

1. Recruitment is the process of searching the candidates for employment and stimulating

them to apply for jobs in the organization whereas selection involves the series of steps

by which the candidates are screened for choosing the most suitable persons for vacant
posts.

1. The basic purpose of recruitments is to create a talent pool of

candidates to enable the selection of best candidates for the organization,
by attracting more and more employees to apply in the organization
WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organization.

2. Recruitment is a positive process i.e. encouraging more and more

employees to apply WHEREAS selection is a negative process as it
involves rejection of the unsuitablecandidates.

3. Recruitment is concerned
with tapping the sources of human resources WHEREAS selection is
concerned with selecting the most suitable candidate through various
interviews and tests
 CHAPTER 3: DATA ANALYSIS

What form of interview you have given?

Factor No. of Respondent (% of Respondent)

Personal Interviews 20 40%

Telephonic interview 15 30%

Video Conferencing 10 20%

Other 5 10%

Total 50 100%
 20% pi

50% VC
15%
OTHER

10% TOTAL
5%

Interpretation:

40% most of the people given PersonalInterview,30% of the

telephonic interviews

,whereas only 20% go for video conferencing and rest 10% adopts
some other means ofinterviews.
 How is the induction carried out by THE MEDIA BUDDYs?

Factor No. of Respondent (% of Respondent)

Good 18 36%

Very Good 27 54%

Cant Say 5 10%

Total 50 100%

60

50

40

30 no. of respondent

20

10

0
good very good can't say total
Interpretation

From the above chart it shows that the 54% respondents say very
good, 36% respondents say good and 10% respondent say cant for
induction carry out from THE MEDIA BUDDY.
What are the source preferred for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Internal 0 0%

External 0 0%

Both 50 100%

Total 50 100%
 no. of respondent

Internal

External
BOTH
total

Interpretation

100% of the respondent says that they prefer both internal as well as
external source of recruitment and selection.
What is the period of planning recruitment you have adopted?

Factor No. of Respondent (% of Respondent)

Yearly 10 20%

Quaterly 25 50%

No fixed time 15 30%

Total 50 100%

no. of respondent

10%
Yearly

50% 25%
No fixed time

15%
Interpretation

In the above chart it shows 50% of the respondent go for Quarterly

manpower planning and 30% do not follow any pattern they don t ’

have any fixed time where as 20% go for yearly

Did you have any biasness in the selection process by the THE MEDIA
BUDDYs?

Factor No. of Respondent (% of Respondent)

No 47 94

Yes 3 6

Total 50 100
120

100

80

60
% of respondent

40

20

0
Yes No Total

Interpretation
The study reveals that A2P 94% of the respondent didn t find biasness
’

in the selection process whereas 6% of the employees find biasness in the

process.
How do you rate HR practices in the company?

Factor No. of Respondent (% of Respondent)

Very Good 23 46

Good 15 30

Average 7 14

Bad 5 10

Total 50 100

No. of Responent

23%

50%
15%
5%7%

Ver Good Good Average Bad Total

 Interpretation

30% of the respondents feel that HR department is good where

and 46% say that its verygood whereas 14% says its average
and only 10% respondents feels it’s bad.
Which method do you go for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Direct 33 66
 In-Direct 15 30
Third Party 2 4

Total 50 100

% of respondent
120

100

80

60
% of respondent

40

20

0
Direct Indirect Third Total
Party
 Interpretation

About 66% of the respondents go for direct recruitment and

selection and 30% go forindirect and only 4% go for third party
recruitment way
Are you satisfied with the salary provided by THE MEDIA BUDDY?

Factor No. of respondent % of respondent

yes 42 84
No 8 1

Total 50 10

160

140

120

100

80

60

40

20

yes no total

no. of respondent % of respondent

 Interpretation

From the above chart it show that 84% of the respondent say
yes and 16% of therespondents say no for the salary provided by
the THE MEDIA BUDDY.

Do you think that the criterion of short listing of candidates

used by the THEMEDIA BUDDY is satisfactory?

Factor No. of Respondent % of Respondent

satisfied 45 90%
 Not satisfied 3 6%

Can’t say 2 4%

Total 50 100%

120

100

80

60

40

20

satified no. %caonf'tressap total

nofotresaptios yondent

Interpretation-

The study reveals that in THE MEDIA BUDDY 90% of the

respondents think that the criterionof short listing of
candidates used by theA2P is satisfactory. 6% of the
respondents are not satisfied with the criteria of short listing of
candidates used by THE MEDIA BUDDY.
 RESULTS AND FINDINGS

From the above analysis of THE MEDIA BUDDY I found that

O 40% most of the people given PersonalInterview,30% of

the telephonic interviews

,whereas only 20% go for video conferencing and rest

10% adopts some othermeans of interviews.
O From the above chart it shows that the 54%
respondents say very good, 36% respondents say good
and 10% respondent say cant for induction carry out
from THE MEDIA BUDDY.
O
100% of the respondent say that they prefer both
internal as well as external source of recruitment and
selection.

O In the above chart it shows 50% of the respondent go for

Quarterly manpower

planning and 30% do not follow any pattern they don’t

have any fixed time whereas 20% go for yearly
O The study reveals that A2P 94% of the respondent didn’t
find biasness in the

selection process whereas 6% of the employees find biasness

in the process.
O 30% of the respondents feel that HR department is good
where and 46% say that

its very good whereas 14% says its average and only 10%
respondents feels it’s

bad.

O About 66% of the respondents go for direct recruitment

and selection and 30% go for indirect and only 4% go
for third party recruitment way.
O The study reveals that in THE MEDIA BUDDY 90% of the
respondents think that the criterion of short listing of
candidates used by theA2P is satisfactory. 6% of the
respondents are not satisfied with the criteria of short listing
of candidates used byTHE MEDIA BUDDY.
O From the above chart it show that 84% of the respondent say
yes and 16% of the respondents say no for the salary provided
by the THE MEDIA BUDDY.
 CHAPTER 4: CONCLUSION

Summer training is a best example for a trainee to learn about

the company working, corporate culture under which he is
operating the function. I learned in the managementinstitute is
to utilized them fruitfully leading to the best advantage to the
company and tothe best experience for mine.

The employees of any organization are its life blood, without doubt.
Withthe dawn of thisrealization upon the present day business
organizations, there appears to be a major shift

towards human resource management. In fact, the employees of

today are encouraged to
participate in the majordecisions and thus play a vital role in the
management of the firm.Theperformance of the organization
depends on the efficiency that itsemployees exhibit.

Hence it is of crucial importance that employees withthe most

suitable qualifications be selected. This is where the processes
of recruitment and selection come in. It is difficultto separate
one from theother. The data analysis given in this project
indicate that theseprocesses require a great deal of thought
and advanced planning. In fact, it is not only the HR
department that is involved. The finance department provides
the budget for the processes and the manpower gap is
determined by inputs from all the departments. Also the
grueling procedure through which the candidate goes through
is, in itself, an indicator of the significance of these processes
in the efficient functioning of the
organization Workforce planning is vital if a business wants to meet
its future demands for staff. It allows a business time to train
existing staff to take on new responsibilities and to recruitnew staff
to fill vacancies or to meet skill shortages. A2P has clear
organizational structures, detailed job descriptions and person
specifications. It provides user-friendly ways of applying for jobs
and a consistent approach to recruitment and selection. This means
it can manage its changing demand for staff
Recruitment as being one of the major topics is required by
most of the organization. Hence the study helped in
understanding the various aspects of recruitment is effective,
the internal selection of the organization also is an economical
means which also reduce costs, only after looking the
efficiency of the existing employee towards the company
andhis sincerity that employee will be selected, in A2P the
effective selection process is adopted in the last 2 years. It can
be retained as such. Also the employees of A2P is satisfied
with the recruitment and selection process. Also they are well
aware about the various sources and method of recruitment
and selection.
 SUGGESTIONS

Following are the suggestions made for the benefits and

augmentation of thesound working of the

Company- THE MEDIA BUDDY

All the document should be verified timely by the operation
department.
All the policies should be updated time to time
according to thecompany requirement.
Proper trainer should be provided to the trainees.

The work of receiving, issuing, accounting and storing

responsibilityshould be properly
 BIBLIOGRAPHY

WEBSITES:

? http://www.a2psolution.com/pages/home.aspx

http://www.google.com/

http://www.a2p.com/inde.asp

http://en.wikipedia.org/wiki/A2P_SOLUTION