SUMMER INTERNSHIP REPORT

ON

‘’RECRUITMENT AND SELECTION”

JAI BALAJI GROUP OF INDUSTRIES PVT.LTD.

A report submitted in partial fulfillment of the requirement for the Award of a Degree of

MASTER OF BUSINESS ADMINISTRATION (HR)

Under the guidance of

DR. ARCHANA SINGH

Submitted To-: Submitted By-:

Dr. Manish Dwivedi Pragya Pandey

Assistant Professor MBA(HR) 3rd Sem

MBA (Human Resource), IMS Roll no-2210019025103

Lucknow University Batch: 2022-2024

INSTITUTE OF MANAGEMENT SCIENCES, UNIVERSITY OF LUCKNOW

CERTIFICATE
 DECLARATION

I the undersigned, hereby declare that the project work titled “A STUDY ON
RECRUITMENT AND SELECTION WITH THE SPECIAL REFERENCE TO JAI BALAJI
GROUP OF INDUSTRY” is entirely based on data collected by me.
I have not copied from any other report submitted to this University or any other University.
I understand that any such copying is liable to be punished in a manner the University
authorities may deem fit.

Thanking you.

Pragya Pandey
MBA(HR) 3rd SEM.

ROLLNO- 2210019025103
 ACKNOWLEDGEMENT

. If gestures and words could acknowledge gratitude; I feel extremely grateful. I express my
sincere gratitude to our guide DR. ARCHANA SINGH for her valuable guidance and
evaluation which helped me alleviate all the difficulties in my project and the contents of
my project.

I am also thankful to our coordinators for their support and guidance. I cannot forget to
thank the people who motivated me and without whom the project wouldn’t have reached
to this level. So I thank my batchmates, my parents, my friends, and my teachers for giving
me more support and strength so that I could complete this with utmost sincerity and
patience.

PRAGYA PANDEY
MBA(HR) 3rd SEM.

ROLL NO – 2210019025103
 PREFACE

Today, Management is a must for day-to-day life. Management is the Integral part of the
business. In this world, all things need proper Management for its success. Business without
proper management is like a castle of sand built on a seashore. Even individuals need proper
Management to run their lives smoothly. Only theoretical Knowledge is not enough for an
MBA who needs some Practical exposure in the corporate world.

In MBA theory of any subject is important but without its practical Knowledge, it becomes
useless, particularly for Management Students.

As a student of Business Administration, we have studied many theories and concepts in the
classroom, but only after taking up this Project work, we experience and understand those
Management Theories & and practices in their fullest sense, which plays a vital role In the
business field today. The knowledge of management is incomplete without knowing the
practical application of the theories studied.

Project report plays an important role as a part of the curriculum of MBA at the University of
Lucknow. Consequent reports on the industry Allowed the study us the real business
environment. This practical Training in the field of MBA program develops the feeling of
Awareness in management students about the difficulties and Challenges of the business world.
Only theoretical knowledge does Not impart complete education. It is accompanied by
practical Experience to add meaning to education. Here I have tried my level best to represent
my project report and explain my understanding Level through it.
 TABLE OF CONTENT

1. INTRODUCTION OF THE STUDY

2. COMPANY PROFILE

3. OBJECTIVES OF STUDY

4. ROLE AND RESPONSIBILITY

5. SKILLS ACQUIRED

6. FINDING AND OBSERVATION

7. CONCLUSION AND SUGGESTION

8. LIMITATION

9. REFERENCE
 CHAPTER-1
INTRODUCTION OF THE STUDY
 INTRODUCTION

HUMAN RESOURCE DEPARTMENT

Human resource management involves all management decisions and practices that directly
affect or influence the people, or human resources, who work for the organization. In modern
years, amplified concentration has been devoted to how organizations manage Human
Resources. This augmented focus comes from the comprehension that an organization’s
employees facilitate an organization to attain its goals and the management of these human
resources is vital to an organization’s success.

RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT.

• HRD maintain daily attendance record through branch manager via E-mail.

• Take decisions for approval regarding leave notes.

• He takes the decision related to the recruitment, selection of the candidates. He talks to
the consultant related to the recruitment of the qualified candidates. He also does screening of
the candidates, shortlist the candidate and takes the first round of the interview.

• He maintains the database of the candidates to come for an interview. He also maintains
personal file of each employee. He also completes the joining formalities of each new
employee.
• They are taking surprising visit in every branch and collect information about employees.

• He is responsible for the monthly salary of the employees as per their attendants and
passing to the Branch Manager.

HUMAN RESOURCE PLANNING

This is handled by doing the planning at the beginning of every year. At the end of the year,
the Human Resource department from each Branch receives the requirement for the person for
whole year. Then the planning of recruitment and training is done by training manager and
recruiting manager which is approved from Head of HR Department.

RECRUITMENT

In human resource management, “recruitment” is the process of finding and hiring the best
and most qualified candidate for a job opening, in a timely and cost-effective manner. It can
also be defined as the “process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the
company with respect to the job, and ends with the introduction of the employee to the
organization.

Source of Recruitment

➢ Personal data of candidate and data universal tribes maintain by the HR department.
➢ Campus Recruitment.

➢ Company`s own websites

➢ Placement consultant

➢ Advertisement in the newspaper like Times of India, Gujarat Samachar

RECRUITMENT PROCESS

➢ Identifying the hiring needs

➢ Preparing the Job Description

➢ Talent Search

➢ Screening and Shortlisting

➢ Interviewing

➢ Evaluation and Offer of Employment

➢ Introduction and Induction of the New Employee

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.

RECRUITEMENT AND SELECTION

In human resource management, “recruitment” is the process of finding and hiring the best
and most qualified candidate for a job opening, in a timely and cost-effective manner. It can
also be defined as the “process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the
company with respect to the job, and ends with the introduction of the employee to the
organization.

When we speak of the recruitment process, we immediately think of activities such as the
analysis of the requirements of a specific job, attracting candidates to apply for that job,
screening the applicants and selecting among them, hiring the chosen candidates to become
new employees of the organization, and integrating them into the structure.

Obviously, the main reason why the recruitment process is implemented is to find the persons
who are best qualified for the positions within the company, and who will help them towards
attaining organizational goals. But there are other reasons why a recruitment process is
important.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee for a requisition
vacancy and an anticipated vacancy.
Purpose & Importance of Recruitment:

➢ Determines the present and future requirement.

➢ Help and analyse current and future requirement.

➢ Prevent disruption of business activities.

➢ Increases the success rate of hiring.

➢ Access to wider talent pool.

➢ Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.

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

➢ Meet the organizations legal and social obligations regarding the composition of its
workforce.

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

➢ Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.
 ➢ So, those people who are involved in the process have a high level of responsibilities.

The Recruitment Process

✓ Identifying the hiring needs

✓ Preparing the Job Description

✓ Talent Search

✓ Screening and Shortlisting

✓ Interviewing

✓ Evaluation and Offer of Employment

✓ Introduction and Induction of the New Employee.

SOURCES OF RECRUITMENT

Sources of recruitment refers to various modes of connecting with the job seeker for
completing the task of finding potential employees. In simple words, sources of recruitment is
the medium through which communication regarding the vacant positions is made aware to
the prospective candidates.

There are generally recognised two sources of recruitment, which are internal and external
sources. Let us discuss these sources in detail in the following lines.

Internal Sources

Internal sources of recruitment refer to the recruitment of employees who are already a part of
the existing payroll of the organisation. The vacancy for the position can be informed to the
employee through internal communication.

There are different types of internal hiring in the organisation and they are as follows:

1. Promotion: Promotion is referred to as the change of designation of the employee. It involves

shifting of the existing employee to a higher position within the organisation and providing
that employee with more responsibility and a raise in pay.

Promotion helps in motivating the other employees of the organisation to work hard so that
they also become eligible for promotion.
2. Transfer: Transfer refers to the shifting of an existing employee from one department to
another department in an organisation.

3. Employee Referrals: It can happen that the organisation in an effort to cut down costs on
hiring is looking for employee referral. The employees are well aware of the job roles in the
organisation for which manpower is required. These employees will refer potential candidates
by screening them based on their suitability to the position.

4. Former employees: Some organisations have the provision of hiring retired employees
willing to work part time/full time for the organisation

External Sources

External sources of recruitment seek to employ candidates that have not been recruited any
time before in the organisation.

. Following are the some of the external sources of recruitment:

1. Advertisement: Advertisements serve as a great source of information regarding any job

opportunities. This type of source is used for recruitment of middle level employees, or high-
level employees.

2. Employment Exchanges: Employment exchanges serve as a source of recruitment for the

people as it is run by the government.

3. Employment portals: In this age of technology, development in the field of hiring has taken
place. Nowadays many employment portals are open where one can find information about
job openings.

4. Educational Institutions: Educational institutions also serve as a good source of

recruitment as many students or say resources will be available at once under one roof.

5. Recommendation: This can also be a good source of recruitment as an existing employee

will be able to provide better recommendation for other candidates.
 SELECTION PROCESS

Selection is the system of functions and devices adopted in a given company to ascertain
whether the candidates’ specifications are matched with the job specifications and
requirements or not. The obvious guiding policy in selection is the intention to choose the
individual candidate who can most successfully perform the job from the pool of qualified
candidates.
Selection of personnel to man the organization is a crucial, complex and continuing function.
The ability of an organization to attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection program. If right personnel
are selected, the remaining functions of personnel management become easier, the employee
contribution and commitment will be at optimum level and employee-employee relations will
be congenial. If the right person is selected, he is a valuable asset to the organization and if
faulty selection is made, the employee will become a liability to the organization.
Selection Procedure

HUMAN RESOURCE PLAN: Under this plan estimates are laid for the future requirement
of employees. This forms the basis for the future recruitment function.

RECRUITMENT: It refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization.

DEVELOPMENT OF BASIS FOR SELECTION: This involves the selection of appropriate

candidates from the applicants’ pool by adopting suitable techniques for screening.

APPLICATION FORM: This is also known as application blank. This technique is utilized
for securing information from the prospective candidates.

WRITTEN EXAMINATION: Application form is followed by written examination for the

shortlisted candidates for assessing the candidate’s ability, aptitude, reasoning and knowledge
in various disciplines.

PRELIMINARY INTERVIEW: Preliminary interview is to solicit necessary information

from the prospective applicants and to assess the applicant’s suitability to the job.

TEST: Test is essentially an objective and standardized measure of sample of behaviour from
which inferences about future behaviour and performance of the candidate can be drawn. Tests
can be of following type:

✓ Aptitude Test: This test measure whether an individual has the capacity or latent ability
to learn a given job if adequate training. Aptitude test can be further subdivided in to ▪
Intelligence test
✓ Emotional test
✓ Skill test
✓ Psychometric test
✓ Achievement Test: These tests are conducted to measure the value of a specific
achievement when an organization wishes to employ experienced candidate.
 ✓ Situational Test: This test evaluates a candidate in a real-life situation
Interest Test: These tests are inventories of the likes and the dislikes of the candidate in
relation to the job, work, occupations, hobbies and recreational activities.

✓ Personality Test: These tests prove deeply to discover clues to an individual’s

value system.

INTERVIEW: In this step, the interviewer matches the information obtained about the
candidate through various means to the job requirements and to the information obtained
through his own observation during the interview. Tests can be of following types: - o
Background information interview o Job and probing interview o Stress interview o Group
discussion interview or Panel interview or Decision making interview

MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision,
percept hearing, unusual stamina, tolerance of hard-working conditions, clear tone etc. medical
examination reveals whether or not a candidate possesses these qualities.

REFERENCE CHECK: At this step candidates are required to give the names of references
in their application forms. This is done in order to verify the information provided by the
candidate.

JOB OFFER: After taking the final decision, the organization has to intimate this decision to
the successful as well as unsuccessful candidates. Those selected are offered the job and the
candidate has to communicate his/her acceptance to the offer. He/she can also approach the
organization for the modification of the job letter and in case things are not working out the
offer is rejected by the candidate
.
EMPLOYMENT: The Company may modify the terms and conditions of employment as
requested by the candidate and thereby place them on the job
 CHAPTER-2
INTRODUCTION OF THE COMPANY
 COMPANY PROFILE

PROFILE OF GROUP COMPANY- JAI BALAJI GROUP PVT. LTD.-

In 1999, JAI BALAJI INDUSTRY. Jai Balaji Group is one of the largest manufacturers of
steel in the private sector in Eastern India. We have integrated facilities for producing steel
in our eight manufacturing units spread across the states of West Bengal, Chhattisgarh,
Orissa and Jharkhand in India.
Our Group has a chain of value-added products which include DRI, Pig Iron, Ferro Alloys,
Alloy and Mild Steel Billets, Founded Reinforcement Steel TMT Bars, Wire Rods, Ductile
Iron Pipes and Alloy and Mild Steel Heavy Rounds. We draw our strength from an old
tradition of reliable customer service and quality products.
With vibrant and dedicated employees forming the core of our Group, we have grown from
strength to strength under the dynamic leadership of our promoters and directors. Our
combined experience has propelled our Group into the league of formidable steel players in
Eastern India, which has not only diversified into power generation in West Bengal and
Chhattisgarh but has progressed work in allied industries like cement as well

The company produces a wide range of value-added products, including DRI, Pig Iron, Ferro
Alloys, Alloy and Mild Steel Billets, Reinforcement Steel TMT Bars, Wire Rods, Ductile
Iron Pipes, and Alloy and Mild Steel Heavy Rounds, at its eight integrated steel
manufacturing facilities in West Bengal, Chhattisgarh, Orissa, and Jharkhand. It is one of
the biggest steel producers in Eastern India, with a total capacity of more than 27,40,000
tonnes annually. The firm has advanced in related industries and expanded into power
generating thanks to the proactive leadership of the entrepreneurs and directors
HISTORY OF JAI BALAJI GROUP -:
Originally known as Arun Ingots Pvt. Ltd., Balaji Steel Corporation Limited was established
in 1984 and modified its corporate identity to Balaji Steel Corporation Limited on March
30. 6,60,000 equity shares at Rs 10 each were distributed to founders, friends, and family
members in 1993. A total of 79,38,000 shares of stock were issued in 1992, with 27,80,000
of those shares being assigned firmly to supporters, directors, and other individuals. The
remainder of 2,57,900 shares were set aside for preferential employee allocation. 49,00,100
more shares were allocated to retain oversubscription.
A distillery facility in Hyderabad and a steel plant in Nellore were acquired by the firm when
Nivea Industries Ltd. merged with it in 1994.
The Tamil Nadu state government and SPIC group invested the firm in the Madras Industrial
Park. To meet the demands of the alcohol sector, the business set up a metal printing machine
for stamping on aluminium sheets in Pondicherry.
The business bought the bulk ship "M.V. Balaji Diplowat" in 1995 and then proposed
importing secure land plant and equipment for making steel wire rods. In order to grow and
provide value-added goods, the business has bought Krishnaveni Enterprises Pvt. Ltd.'s re-
rolling factory in Nellore. It was planned to gradually raise the installed capacity of 49,500
tons of trustee and steel sections to 34,650 tons and 44,500 tons in the first and third years,
respectively.
Balaji Industrial Corporation Ltd. struck an agreement in 2001 with Industrial Finance
Corporation of India Ltd. and Tourism Finance Corporation of India Ltd. to fund Rs. 40
crore through the issuance of preferential zero-coupon unencumbered fully convertible
debentures.

OUR VISION
Jai Balaji Group strives to maintain harmony between its organization on one side and nature
and society on the other. Based on this, we establish in our organization environmental
objectives and action plans each year and put them into practice. Our Group tries to fulfill
corporate responsibilities for the society and environment by responding to climate change
with ongoing environmental improvement, securing global leadership, promoting resource
recycling, and increasing communication with stakeholders.
A cleaner environment is also an integral part of every expansion course charted out by our
Group. We strongly believe in the need to protect our environment and conserve natural
resources for future generations.
Our Group believes that the products manufactured by us should not have any negative
impact on the surroundings of our units and the community; and this will be possible when
we take into account the economic, social, and environmental aspects of our operations. We
follow all necessary legal and environmental rules and adopt relevant technologies to make
ourselves an environment-friendly organization. On our environmental agenda, the adoption
of eco-friendly technologies to contain environmental hazards is a top priority.
Environmental issues like air pollution, water pollution, and solid waste disposal are some
of the utmost concerns of our Group and we have taken preventive steps to protect the
surroundings from its adverse effects.
Our Environment Management Department takes care of all the activities related to
environmental safeguards. Some of its functions are as follows.
CONTROL -: Ensure compliance to statutory obligations in all environmental issues
Increasing awareness among the workforce for safeguarding the environment. Increase and
protect the green cover within the plant premises.
By establishing yearly environmental goals and action plans, they seek to preserve harmony
between their organization, nature, and society. Through constant innovation, global
leadership, resource recycling, and stakeholder communication, they combat climate
change. Every expansion course emphasizes a cleaner environment and places a high
priority on preserving the environment and natural resources for generations to come. They
use preventative strategies in their work and make sure that their goods don't harm the
natural environment within their units and communities. To become an ecologically
responsible organization, they adhere to legal and environmental regulations and implement
pertinent technology. The Group addresses environmental problems such as air and water
contamination, and solid waste disposal, giving the adoption of environmentally friendly
technology a priority in order to control environmental hazards.
ORGANIZATIONAL STRUCTURE OF JBIL

PRODUCT AND SERVICES-:

DRI (SPONGE IRON)

Pig Iron (Sponge Iron)

Modern facilities are available at JBG's operations in Durgapur, West Bengal, for the
production of pig iron. Iron ore & and limestone are the main mineral raw resources, and
they are imported from nations like China as well as Japan. The Blast Furnaces are built to
enable the best mineral utilization at the lowest cost. Iron-ore and coke fines are recycled
into sinter cakes at the 60 square meter Sinter Plant, which lowers production costs and
boosts iron recovery. Reduced coke rates in furnaces are the goal of the Pulverized Coal
Injection Plant, which will result in even more cost savings.
With low levels of Sulphur and Phosphorous, JBG produces Steel Grade Pig Iron and
Factory Grade Pig Iron, which lowers desulphurization costs and ensures high-quality
castings. Superior machinability of casting is also influenced by consistent carbon and
silicon levels.
Billets
The Group has cutting-edge steel manufacturing facilities with cutting-edge machinery to
guarantee high standards and precision. The firm employs a distinctive integrated process
and has the ability to produce 1,020,430 MT of Billets and Blooms, comprising 100,000 MT
in Chhattisgarh, 114,200 MT in Orissa, and 806,230 MT in West Bengal. In order to produce
an oxidizing environment, the facility uses hot metal from blast furnaces, DRI and Ferro
Alloys, and an oxygen plant. The Ministry of Railways has given the go-ahead for the
production and provision of Carbon Steel Billets and blooms with a maximum and minimum
size for forging. Using the Eccentric Bottom Tapping process, liquid steel is gathered in
ladles, desulfurized in a ladle refining furnace, and then shaped into billets or blooms using
continuous casting machines. They are able to provide amounts above what their rivals can
because of the plant's large-scale output and accessibility to railway siding.

BARS
Balaji Shakti Thermax TMT Bars are produced in their Integrated Steel Plant facility in
Durgapur, West Bengal, and utilize Thermax technology for quick water quenching. This
plant has an annual capacity of 260,000 M.Ths. They provide materials with minimal
sulphur and phosphorus components, an uncommon trait among private sector producers,
thanks to their electric arc and blast furnace facilities. Balaji Shakti Thermax TMT Bars are
provided to Central and State Government projects of national importance, including Hydro-
Electric Power Plants and Highways, and are authorized by the Bureau of Indian Standards
(BIS) under IS 1786: 2008 (Latest Edition). The business was included in NTPC Limited's
and Power Grid Corporation of India Limited's lists of Main
Manufacturers of Steel as the sole private enterprise in Eastern India

DUCTILE IRON PIPE

Grey cast iron contains graphite flakes and is an alloy of iron, carbon, and silicon. Ductile
Iron was created in 1948 when the addition of magnesium altered the flakes' structural
makeup. Due to this product's improved tensile strength, yield strength, ductility, and
impact resistance during the previous 50 years, usage has grown. The Group offers metallic
zinc sprayed pipes with bituminous paint and other exterior coatings and linings at its
2,40,000 MTPA Ductile Iron in West Bengal.
JAI BALAJI GROUP OF INDUSTRY ORGANISATION STRUCTURE

.
 CHAPTER -3

OBJECTIVES OF STUDY
OBJECTIVE OF THE STUDY

➢ To understand the process of recruitment and selection.

➢ To know about the selection techniques.

➢ To deal with the instant queries of the applicants as well as superiors.

➢ To know the basic corporate objectives specifically in HR.

➢ To gather some insight on the basic HR functions.

➢ Clarify personal interests, skills, and competencies, and their implementation toward
development of career goals.

➢ To gain ideas from the experienced people working for HR department.

➢ To understand the challenges faced by the HR department.

➢ To understand the different types of training provided to the employees.

➢ Development of personal standards of professional and ethical behavior required in the

workplace.

➢ Assumption of responsibility for continued learning and professional development

.
 CHAPTER-4
WORK RESPONSIBILITY
 ROLES AND RESPONSIBILITY

MY JOB RESPONSIBILITY IN JAI BALAJI GROUP OF INDUSTRY-:

I was allowed to work in JAI BALAJI GROUP OF INDUSTRY for one month. It was part of
my academic program. As my major were in Human Resource Management, I worked in the
Human Resource department as an intern where I had learned several Human Resource
practices of JAI BALAJI GROPUP.

During my internship I was mainly assigned in HR department. JAI BALAJI GROUP always
determine what jobs need to be done, and how many and types of workers/intern will be
required. So, establishing the structure of the manufacturing company assists in determining
the Skills, knowledge and abilities of job holders.

To ensure appropriate personnel are available to meet the requirements set during the strategic
planning process. It believes that the quality work comes from quality workers who are well
motivated and ready to take challenge to provide better service
 4.1SPECIFIC INTERNSHIP RESPONSIBILITIES

4.1.1Description of the job

As I had the opportunity to have one month’s long internship at JAI BALAJI GROUP OF
INDUSTRY, I have come across with different tasks that are conduct by the HR department. I
was introduced to the jobs of an HR personnel, there were different types of jobs I was made
acquainted with some where regular others were periodical. I was assigned to the following
jobs regularly. Those were-

• Collecting of resume
• Screening resume
• Setting Interview date
• Orientation & training
• Data management

4.1.2Job-posting programs:

HR department of JAI BALAJI GROUP OF INDUSTRY becomes involved when internal job
openings are publicized to employees through job positioning programs, which informs
employees about opening and required qualifications and invite qualified employees to apply.
The notices usually are posted on company bulletin boards or are placed in the company
newspaper. Qualification and other facts typically are drawn from the job analysis information.
The purpose of the job posting is to encourage employees to seek promotion and transfers the
help the HR department fills internal opening and meet employee’s personal objectives. Not
all
job openings are posted. Besides entry level positions, senior management and top staff
positions may be filled by merit or with external recruiting. Job posting is most common for
lower-level clerical, technical and supervisory positions
 4.1.3Collecting of resume: -

We collect resume from LinkedIn job post and some resumes collection from internshala
through job post. We o more with resumes than simply read them. Resumes are valuable
tools for in regard to industry trends and analyzing career trajectories. The following list
outlines some of the major uses of resumes: -
1. Analyze trends
2. Identify specific education
3. Identify specific skills
4. Identify specific keywords
5. Determine overall career progression
6. Assess personal brand and online presence

4.1.4 Screening resume: -

As JBLG was taking a huge number of web story and video editor Representative for the
existing market need to be filled soon, we received resume in large quantity. There were few
areas are to be considered while screening the resumes.

• These were age, education and location. For example, a candidate has to be 18 years old
or above to apply
• For a job. For web story and video editor and labeling position the candidate has to be
Minimum Higher is graduation.
• Candidate must know about some editing software and good in technical skills.
• Candidate must comfortable to work from home along with their studies.

4.1.5 Setting Interview date: -

 • Interview is one of the important steps in selection procedure. It is probably the most
widely used selection tools.

• Employment interview and tests are two of the most important screening devices
generally used in hiring procedure. Interview is the oldest method of evaluating person’s
potential for a job.

• An interview is an attempt to secure maximum amount of information from the Candidate

concerning his suitability for the job under consideration. Interview means deliberate,
active listing with a purpose to draw the other person out, to discover what he really wants
to say, and to give a chance to express himself /herself freely.

After screening the resume, we call the candidate for an interview and schedule the date and
time of an interview with the supervisor on Google Meet at particular date and time.

4.1.6 Objectives of Interviewing: -

The following are the objectives of a well-designed and an effective Interview:

• To seek more information about the candidate, which is not mentioned in “Application
Blank.”

• To judge an applicant’s qualities and characteristics as a basis for sound Selection and
placement.

• To verify the information given in the application form and in the Application Blank.

• So that the candidate will be in a position to decide, whether to accept or not the
employment in that organization.

• To establish rapport to create a feeling of mutual understanding, confidence trust between

the organization (personnel department) is to be employed.
 • To create a good image and to promote goodwill towards the organization, whether the
interview culminates in employment or not.

• To give an idea of disciplinary action, grievance handling and relations with unions to
the candidate, because interview is a valuable tool for all these.

4.1.7CALL FOR INTERVIEW

After screening the CVs and setting the time of interview my next role was to call the
candidates for the interview. There are questions that are asked to the candidates that
are related to the job profile and their resume. There are pre-interview questions asked
such as; whether or not they
have interviewed in the organization in the past? Are they aware about the organization?
etc. Then the interview begins with many questions like a brief introduction, strengths
and weaknesses, experience etc.

Pre-interview Confirmations
1. Whether he has applied to JAI BALAJI GROUP or not?
2. Has he applied for more than 1 Department?
3. What position did he apply for the Internship?
4. Whether he is capable of Continuing the Internship for 1 Month?
5. Does he have any other professional Commitments like Examination during the Tenure?
6. Does he know that initially, it is 1 month of “Remote & Unpaid” internship?
7. The Interview is mainly for the Internship, there is no Employment Guarantee.
8. The applicants must dedicate at least 3-4 hours to the internship He/she should know the
Company, Website, and Internship Manual.

Common questions for main interview: -

1. A Brief introduction about yourself.
2. Is this Industry as your career, or it’s just an experiment?
3. What are your strengths that could develop our company
4. Everybody has a weakness, so what is your weakness, how can it affect our company,
and how will you deal with it?
5. How are you going to handle an Unpleasant Situation/Experience in your Industry?
6. How many hours can you dedicate to this Internship?
7. Brief explanation of your any prior experience and project.
8. Have you and any work experience in this field?

4.1.8 Selection Process:

Selection is the process of gathering information for the purpose of evaluating and deciding
who should be employed in particular jobs.
Screening and Short-listing Applications
The responses to the advertisements are sorted and screened. The CVs as well as the Covering
letters are judged. In the covering letter, the style and language of writing, the emphasis put on
the areas asked for tin the advertisements and the quality of the letter (whether it is specifically
tailored to the advertisement or just a standard response) are the aspects that are judged.
Different weights are assigned to the selection criteria mentioned in the main specification
depending on their relative importance. Based on the presence of these factors to the desired
extent (experience, educational degree, computer literacy, etc.) the cumulative weights for all
the applicants are counted and the short list of a sizable number of the topmost candidates is
generated. However, the HR officials also study the CVs with the respective line manager to
check whether any valuable deciding parameter is missing that are mentioned in the CVs. Then
the candidates selected in the shortlist are interviewed.
 4.1.9 Reference Check

Reference checks allow obtaining information and opinions regarding the person’s character,
quality of the work and suitability for the position. It is an opportunity to validate the
information received from the candidate via their resume and the interview. Speaking to the
candidate’s manager or other people whom they have worked with should also check internal
candidates. The opinion of a referee who has worked can for an extended period is likely to be
more accurate than the assessment from one to two hours of interviewing.
The candidate’s immediate supervisors are needed to be contacted. Permission should be
obtained to contact the candidate’s referee, especially if their current employer is contacted. It
is not unusual for a candidate to be uncomfortable with the organization’s speaking to a current
employer. If they are uncomfortable, an alternative person other than the current employer has
to be chosen by the candidate (work colleague, for example). Unless the candidate is a graduate
or school leaver with no prior work experience, only contact work related referees should be
contacted. At least two reference checks should be done, however the more the better. There is
a sample reference-checking guide that is more or less followed. It is important to prepare a
reference check guide that asks the referee about the key skills, competencies and experience
required for the position. Reference checks need to be done by the line manager or personnel
of the HR department. During the interviews, the candidates would have given some examples
of incidents, tasks or projects that can be asked about. The referee should be asked what the
candidate did in those examples, which ascertain whether the information received from the
candidate is consistent with that of the referee. Subjective questions may not always be a
reliable guide; however, it can be useful to get the referee’s opinion on areas such as quality
and quantity of work, strengths and weaknesses etc.

4.1.10Effective new hire orientation:

• Communicates company policies and expectations

• Handles essential paperwork
• Answers any questions or concerns that come up
• Prepare new hires to transition into their new roles

4.1.11Training and Development Objective:

1. To help the employees perform more effectively in their jobs.

 2. To prepare the employees for future growth and advancement by providing Supervisory
and other management programs.

3. To build effective work teams through developing staff communications and Personal
skills.
4. To inculcate a sense of dedication to the highest quality.

5. To keep an employee up-to-date with changes that affect the business environment.

4.1.12Offering the Role:

The candidate is given an offer letter specifying the salary/stipend and bonuses, job
responsibilities, utilities that will be provided by the organization. Even at this stage, the
selected candidate has the chance to withdraw her/himself from the job offer. He/she is always
free to discuss whatever difficulty may arise. The door of HR is kept open for any sort of
relevant discussion.

4.1.13Written letter of offer:

A written letter of offer must be forwarded to the candidate. Once the candidate has verbally
accepted the position, the appropriate letter of offer is organized.

This letter should be sent to the candidate within two days of making the verbal offer. An
introductory package will be sent to the successful candidate, along with the letter of offer. At
least one week before the person commencing in their new position, an appointment notice
will be placed on notice boards and/or the internet

4.1.14Data management: -

Data management is the practice of collecting, organising and accessing data to support
productivity, efficiency and decision making.
Here I collect the data of candidates like:
• Name of the candidate
• Interview’s name
• E-mail Id
• Contact number
• Leader joins the interview
• Department
• Interview date
• Selection criteria
• Selected\not selected
 CHAPTER – 5
SKILLS ACQUIRED
 SKILLS ACQUIRED

There are many skills I learnt during my internship in Jai Balaji Industry and many skills that I
put in this internship and learnt to better them. These skills are;

• Communication Skills
• Team Management
• Problem Solving
• MS-Excel
• MS-Word
• Cultural Awareness
• Active listening
• Networking and Relationship Building.
 CHAPTER-6

. FINDING AND OBSERVATION

 Following are the Findings:

➢ Finding the right candidates is a pivotal aspect of an HR internship focused on

recruitment and selection. throughout this internship, interns play a crucial role in the
talent acquisition process by employing various strategies to identify, attract, and
evaluate potential candidates. One of the primary responsibilities involves leveraging
different sourcing channels.
➢ This may include online job boards, professional networking platforms, and social
media. interns should be adept at crafting compelling job descriptions and
advertisements to effectively communicate the company's culture, values, and job
requirements.

➢ The employees say that training is well planned and norms and values of the company
are clearly explained during training.

➢ .It is found that organisation provide safety measures in training also.

➢ It is observed that adequate practice was given to employees during the training
programme

➢ Participating in initial resume screenings is an essential task. Often sift through

numerous applications, identifying candidates whose qualifications align with the job
specifications. This process involves attention to detail and a clear understanding of the
skills and experiences required for the role.

➢ Overall learning experience including faced, problem-solving skills developed and

knowledge gain about HR practices and workplace dynamics.

➢ JBL mostly employs males than female employees. This is mainly because the
management prefers mostly male employees working in the organization. The
workload requires employees to put in extra effort as well as maintain punctuality and
the organization found male employees handling it better.

➢ The majority of the employees think that the recruitment and selection procedure in the
company is fair. Well-deserving candidates get the job.

➢ Employees of the marketing department need to present themselves as a representative

of the organization and their appearance carries some value.

➢ That’s why employees of the marketing department of JBL expressed that they think
appearance matters more. But majority of the employees think that skills matter the
most, not appearance
CHAPTER-7

CONCLUSION
 CONCLUSION

• It was an absolutely worthwhile experience working at the JBGI. The space they have
created for a trainee/intern allowed me ample opportunities to learn and know myself
as a worker.

• This experience brought out my strengths and also the areas I needed to improvise. It
added more confidence to my professional approach, built a stronger positive attitude,
and taught me how to work in a team as a player.

• In a nutshell, this internship has been an excellent and rewarding experience. I can
conclude that there has been a lot I’ve learned from my work at JAI BALAJI GROUP
OF INDUSTRY.

• Two main Time management skills and self-motivation are two key qualities I've
learned to value. Finally, I would look at the extent to which they hold themselves
accountable for effective HRM systems.

• We are confident that I will carry forward the knowledge gained and continue to thrive
in the dynamic and ever-evolving field of HR.

• My internship at JAI BALAJI GROUP OF INDUSTRY has been very motivating for
me. I got to know the HR department of an organization operates and the knowledge
that I was provided in my MBA course works assisted me to compare theoretical
knowledge with practical functions
.
• During my internship, I have completed a survey to find out the Employees’ opinion of
the Recruitment and Selection Process of JBGI. This survey helped me to know the
opinion of the employees working. From breakdown of survey and my acute
observation in the workplace, the employees were efficient and skilful in their work.

• To conclude, I would like to mention that though the recruitment and selection process
of JBGI is at a satisfactory level now, it needs some minor improvements to uphold the
employees’ perceptions about it and also motivate their employees and achieve
optimum overall success for the company.

• Organisation must take efforts to see the trainees and provided with the best facilities
bringing in new improvement with every training programme.

• The enhancement of training skills and qualities through tasks could be concentrated.

• Effective training will help employees become self-starters and develop for the
competencies such as leadership and team building and be more willing to undertake
further training.
• Some practical based tasks and industry related training also the graph of improvement
must be maintained

SUGGESTIONS

• It was concluded that most of the employees of organization are satisfied with the
training and development programme of the organization.

• Also concluded that to develop an efficient workforce company takes up various types
of Recruitment process and extracurricular activities every year which brings a lot of
positive changes in the employees like their behaviour, skills, working habits, lifestyle,
efficiency up gradation of knowledge and overall development which will continue in
near future also and it will surely bring the company at the top.

• ● The remuneration should be according to the expectation of the candidate to recruit

and retain them in the long run.
• ● The Company should to improve the effectiveness of the interview and selection
process further can introduce something innovative to make their process smoother and
more efficient for the betterment of the organization.
• ● The Company should provide better motivation like offering employee rewards to
the employees and providing development opportunities (promotion). So that improves
the satisfaction of the employee.
• ● The Company should maintain a good relationship with the employees that helps to
improve their production.
• ● The Company should organize as many interactive sessions as possible so that a
better communication bond bridge is established between employees.
• ● The Company should provide training programs for their employees.
• ● The Company should provide career opportunities to the employees.
 LIMITATIONS

• The duration of the internship was limited to 45 days.

• Due to time constraints, could not gather more information to justify the exact condition
of the company.

• There were difficulties in obtaining data from executives and managers due to their
busy work schedule.
CHAPTER-9

REFERENCE
 BIBLIOGRAPHY

BOOKS

➢ Human resource management by RAO, V.S.P

➢ SHRM. (2022). Society for Human Resource Management.

➢ https://www.shrm.org/

➢ CIPD. (2022). Chartered Institute of Personnel and Development.

https://www.cipd.co.uk/

PRESS RELEASE

➢ Newspapers - business standard

➢ Monthly magazines

➢ Business world

➢ Front line

WEBSITE

➢ www.Google.co.in

➢ www.testprepkart.com