MANAGEMENT TRAINING REPORT

ON

A study on Recruitment & HR Operations at Star Cement Ltd. Lumshnong

Submitted to J.C Bose University of Science and technology YMCA, Faridabad in partial
fulfilment for the award of degree of Master of Business Administration

SUBMITTED TO: SUBMITTED BY:

NEERAJ CHOPRA KUTUB UDDIN BAKTIAR

(Assistant Professor of Management Studies) ROLL NO: 18035701022

UNIVERSITY REG. NO: 18035701022

NGF COLLEGE OF ENGINEERING & TECHNOLOGY, PALWAL

1
 Certification
This is to certify that the Internship Report entitled “The
Recruitment and HR operations at Star Cement Limited,
Lumshnong, Jaintia Hills, Meghalaya.

Submitted by Kutub Uddin Baktiar to the Department of

Management and Commerce Studies NGF College of
Engineering and Technology for the degree of Master of
Business Administration embodies original work done by him
under my supervision.

(Academic Guide)

(Head of Department)

2
 Acknowledgement

This is all about my sincere gratitude and appreciation to all those who sacrifice their valuable
time, effort, and moral support, financial support, advise, and care starting from the process till the
completion of the training. This project would be incomplete without the mention of the people
who made it possible. It is never the outcome of the effort of a single person rather it bears the
imprint of a number of people who directly or indirectly helped me in fulfillment of the project.

It is with great pleasure that I am able to thank a large number of individuals. Firstly I would like
to express my indebtedness to Mr MONOJIT SAHA, Head HR MANAGER for this opportunity
which provided me a great chance for learning and professional development. My best regards and
sincere gratitude to my organizational guide Mr. SHASIKANT DUBEY, DEPUTY HR
MANAGER and his Staffs specially DAPANKAR PAUL,REJJAQUE ALI,and RAGHUVEER
allowing me to encroach upon their precious time which was extremely valuable during my
practical exposure to the field.
I convey my deepest sense of gratitude to my Academic guide, MA’AM AASTHA KALRA for
her counsel and direction before and throughout the internship period till the finalization of this
report. I would like to take this opportunity to thank Dr MANPREET KUAR, HOD of
Management Department for her support and suggestions. I would also like to thank Sir NEERAJ
CHOPRA for his continuous support and advise before and while doing my internship.
During the period of my internship I have received generous help from my family for supporting
me both financially and emotionally, the staffs from the HR Department for their sincere co-
operation and also my batch mates for their help and encouragement.

3
 Abstract

The core objective of the internship is to fulfill the partial requirement of the MBA degree as

prescribed by YMCA University Faridabad, during which a student has to undergo a 2 Months’

work-based internship program and prepare a project report at the end of the period. The main

objective of the internship is to get a hands on experience of the real world organization and was

completed with the objective of getting practical knowledge in the HR department at Cement

Manufacturing Company Limited (Star Cement), Lumshnong, Jaintia Hills. Meghalaya.

Before the start of the internship I was required to meet the Head of the HR Department for the

approval and I was fortunate enough to get approved after which the Head HR Manager gave in-

charge to the Deputy HR Manager for the training. I had to bring Court Notary/Bond to start my

Internship. Immediately after confirming I proceeded for the journey ahead and reached Khliehriat

on the morning of 26thJune, 2019 and prepared Indemnity Bond. On the 27th Day of June 2019, I

reached the Plant at 8:30 AM (Office Timing) and reported to the HR Office.. Sir end me to Time

Office and they issued me a temporary Identity Card at Time Office and took me to the Safety

Induction programme and started explaining the personal protective equipment’s one by one. They

provided one safety helmet and a pair of shoes 3 days later . After the safety induction program,

the Deputy Manager asked me to go through the company’s profile before I started the actual

training.

The office timing of my concerned department starts from 8:30 AM and usually ends at 6:00 PM.

(12:30PM to 2:00 PM Lunch Time)

4
During the course of two months training, on first day I learnt about safety equipment’s and its

purposes, and provided temporary identity card. On the following days I Studied about the

organization; how they established? Who are the owners of the company? Who are their partners?

What they believe? And what are their vision and mission? I was assigned to study thoroughly

about the recruitment and selection process of the company. Discussed with the Supervisor

regarding the interview process. Studied Compensation and benefits policies of the Company.

Recruitment and selection are done from within and outside the organization (Genius

Consultancy). Checking resume/screening resume before the actual interview or shortlist the

candidate. There were panels for all the interviewed which are the Head of the Departments or

Senior Officers of the company. The Company also practices online interview or phone call

interviewed. Selection process is based on skills and knowledge of the job, experience and the

negotiation on the standard of Company’s compensation policy,and attitude and personality. Data

entry in excel sheet.The Supervisor taught me how to source a resume from Naukri Portal.

Verifying the Joining Checklist for several employees by checking their personal files. Typing and

helping the staffs by shifting and arranging the files when they asked to do so.Practices

Management Information System (MIS) in Excel sheet. Asking how recruitment and selection

affect the training, performance appraisal, compensation, and its difficulties and challenges. In the

last part of the training, I was focusing on preparing the Report and more into discussion with the

Supervisor.

5
 SELF DECLERATION

I, Kutub Uddin Baktiar, Registraion No. 18-NGF-701022 hereby declare that this project is
prepared and created by me on the basis of summer internship project experience.

I strongly declare that all information and data analysis which is given by me is true and genuine.

KUTUB UDDIN BAKTIAR

6
 Table of Figures
Serial no. Figure No. Page No
1 Fig. 3.1

2 Fig. 3.2
3 Fig. 3.3
4 Fig. 3.4
5 Fig. 3.5
6 Fig. 3.6
7 Fig. 3.7
8 Fig. 3.8
9 Fig. 3.9
10 Fig. 3.10
11 Fig. 3.11
12 Fig. 3.12
13 Fig. 3.13
14 Fig. 3.14
15 Fig. 3.15
16
17
18
19

7
 Table of Contents

CHAPTERS MAIN CONTENTS PAGE NO.

1 INTRODUCTION 8

2 INDUSTRY PROFILE

3 COMPANY PROFILE 9-42

4 LITERATURE REVIEW 43

5 RESEARCH METOHODOLOGY 44-46

6 DATA ANALYSIS 47-57

7 FINDINGS 57-62

8 CONCLUSION 62-63

9 RECOMMENDATIONS 63

10 REFERENCES 64

8
CHAPTER 1

INTRODUCTION

9
Human resources are very important strategic asset for any organization. In today’s world
managing and maintaining these valuable resources can key for the organizations success. So
companies are spending so much money on the HR administration. The main activities of HR
management including

 Maintaining and organization of human resources.

 Recruitment and staffing.

 Maintaining HR systems.

 Conducting personal development programs for staff which enhance the skills of the
staff.

 Take care of employee welfare programs.

 Analysis and monitoring organizations progress.

Human Resource Management (HRM) is an operation in companies designed to maximize

employee performance in order to meet the employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on policies
and systems.

In short, HRM is the process of recruiting, selecting employees, providing proper orientation and
induction, imparting proper training and developing skills.

HRM also includes employee assessment like performance appraisal, facilitating proper
compensation and benefits, encouragement, maintaining proper relations with labor and with trade
unions, and taking care of employee safety, welfare and health by complying with labor laws of
the state or country concerned.

10
CHAPTER 2

INDUSTRY PROFILE

11
Introduction

India is the second largest producer of cement in the world. No wonder, India's cement industry
is a vital part of its economy, providing employment to more than a million people, directly or
indirectly. Ever since it was deregulated in 1982, the Indian cement industry has attracted huge
investments, both from Indian as well as foreign investors.
India has a lot of potential for development in the infrastructure and construction sector and the
cement sector is expected to largely benefit from it. Some of the recent major initiatives such as
development of 98 smart cities are expected to provide a major boost to the sector.
Expecting such developments in the country and aided by suitable government foreign policies,
several foreign players such as Lafarge-Holcim, Heidelberg Cement, and Vicat have invested in
the country in the recent past. A significant factor which aids the growth of this sector is the
ready availability of the raw materials for making cement, such as limestone and coal.

Market size

Cement production capacity stood at 502 million tonnes per year (mtpy) in 2018. Capacity
addition of 20 million tonnes per annum (MTPA) is expected in FY19- FY 21.
The Indian cement industry is dominated by a few companies. The top 20 cement companies
account for almost 70 per cent of the total cement production of the country. A total of 210 large
cement plants account for a cumulative installed capacity of over 410 million tonnes, with 350
small plants accounting for the rest. Of these 210 large cement plants, 77 are located in the states
of Andhra Pradesh, Rajasthan and Tamil Nadu.

Investments

According to data released by the Department of Industrial Policy and Promotion (DIPP), cement
and gypsum products attracted Foreign Direct Investment (FDI) worth US$ 5.28 billion between
April 2000 and March 2018.
Some of the major investments in Indian cement industry are as follows:

 As of December 2018, Raysut Cement Company is planning to invest US$ 700 million in
India by 2022.

12
  During 2017-18, Ultratech commissioned a greenfield clinker plant with a capacity of 2.5
MTPA and a cement grinding facility with 1.75 MTPA capacity in Dhar, Madhya
Pradesh. The company is expecting to complete a 1.75 MTPA cement grinding facility
and a 13 MW waste heat recovery system by September 2018 at the same location.
 JK Cement is planning to invest Rs 1,500 crore (US$ 231.7 million) over the next 3 to 4
years to increase its production capacity at its Mangrol plant from 10.5 MTPA to 14
MTPA

Government initiatives

In order to help the private sector companies thrive in the industry, the government has been
approving their investment schemes. Some such initiatives by the government in the recent past
are as follows:
In Budget 2018-19, Government of India announced setting up of an Affordable Housing Fund
of Rs 25,000 crore (US$ 3.86 billion) under the National Housing Bank (NHB) which will be
utilised for easing credit to homebuyers. The move is expected to boost the demand of cement
from the housing segment.

Road ahead

The eastern states of India are likely to be the newer and virgin markets for cement companies
and could contribute to their bottom line in future. In the next 10 years, India could become the
main exporter of clinker and gray cement to the Middle East, Africa, and other developing
nations of the world. Cement plants near the ports, for instance the plants in Gujarat and
Visakhapatnam, will have an added advantage for exports and will logistically be well armed to
face stiff competition from cement plants in the interior of the country.Cement-June-2019
Due to the increasing demand in various sectors such as housing, commercial construction and
industrial construction, cement industry is expected to reach 550-600 Million Tonnes Per Annum
(MTPA) by the year 2025.
A large number of foreign players are also expected to enter the cement sector, owing to the
profit margins and steady demand.
Exchange Rate Used: INR 1 = US$ 0.0159 in FY19.

13
CHAPTER 3

COMPANY PROFILE

14
General Description
Cement Manufacturing Company Limited (CMCL), Star Cement

Cement Manufacturing Company Limited (CMCL), Star Cement was Established in 2002 by six

reputed and well known Businessmen viz Shri SAJJAN BHAJANKA, Shri BRIJ BHUSAN

AGARWAL, Shri SANJAY AGARWAL, Shri PREM KUMAR BHAJANKA, Shri. RAJENDRA

CHAMARIA, Shri SAJAN KUMAR BANSAL. They have experience in various industries and

business like plywood, Ferro Alloys, Iron and Steel, Timber, Railway Concrete Sleepers etc.

At present, Star Cement has 1203 workforce excluding the 160 contractual.

What were the reasons for starting the business?

 Huge demand and supply gap

 Incentive offered by Central Government as well as State Government

 Availability of the high quality raw materials in the region

 To generate employment and progress in the Northeast Region

In 2002 the Company set up a Unit to Manufacture Ordinary Portland Cement Plant at a Remote

place called Lumshnong, situated on National Highway 44 and 135 Kms away from Shillong

towards Silchar, in Jaintia Hills. Meghalaya.

The Company started with an installed capacity of 900 tons per day (TPD) or 0.3 million tons per

annum of Ordinary Potland Cement. Today the Company has a production capacity of 60,000

MT/PM of Clinker and 80,000 MT/PM of Cement. It produces both Ordinary Portland Cement

(OPC 43, 53 & 53-S Grades) and Portland Pozzalano Cement (PPC) with Popular Brand in the

Northeast called Star Cement. The Company Also added 0.46 MTPA cement grinding Unit in

15
Meghalaya (via its subsidiary Megha- Technical & Engineers Private Limited) aggregating an

installed capacity of 1.0 MTPA. This Plan has been producing Clinker from 23rd December 2014

and Cement from 2nd February 2005.

The Company is also putting up a 1.75 MTPA capacity Clinker Plant from KHD Humbold at the

adjacent Location as Star Cement Meghalaya Limited.

There are also two grinding Units at split location i.e. Kahelgoan (Bihar) and Sonapur (Guwahati)

which are in project stage will increase the Group’s cement capacity from 1 MPTA to 4 MTPA

2012.

There are two uninterrupted power supply to this Plants, the Company has set UO A 8mw Thermal

Power Plant in the adjoining premises as Meghalaya Power Limited and also adding one more

Unit having 43 MW capacities by 2011. CMLC’s brand “Star Cement” is one the Largest in the

North Eastern Region. Its outputs are marketed through a 400 B dealer network resulting in the

largest market share in Northeast India. The Company’s institutional customers comprise Larsen

& Turbo, National Hydro Power Corporation, Public Works Department, Indian Railways and

Ministry of Defence.

What are the products Star Cement produce?

 Ordinary Portland Cement (OPC 43-Grade) and (OPC 53-Grade)

 Portland Pozzolana Cement (PPC), Portland Slag Cement (PSC) and

 Anti Rust Cement (ARC) in line with evolving customer needs.

16
Plant:

Star Cement’s 1.0 MTPA integrated cement plant at Lumshnong (Meghalaya) is proximate

to key raw material reserves of limestone, coal and shale. The company also added 0.67

MTPA cement unit in Meghalaya, 2.0 MTPA cement unit in Sonapur (Guwahati) and 2

grinding units in West Bengal with a total capacity of 0.67 MTPA ( though trading

agreement), aggregating an installed capacity of 4.3 MTPA.

Pride:

Star Cement was recognized by the Meghalaya state government for its pioneering cement

plant in the backward area of Lumshnong in 2005. The company is an ISO 9001:2008, ISO

14001 & OHSAS 18001 certified Company.

Main Office

 Delhi- Head Office

 Kolkata- Corporate Office

Associated Companies of CMCL

1. Megha Technical & Engineers (Pvt) Ltd

2. Meghalaya Power Limited

3. Star Cement Meghalaya Limited

4. CMCL, Sonapur, Guwahati

5. CMCL, Kehelgoan, Bihar

17
Vision of the Organisation

 To become the fastest growing and the most competitive cement company in eastern India

 To be respected for high level of integrity and value

 To achieve 10 Million ton capacity by 2022

Mission of the Organisation

 To provide utmost satisfaction to the consumer through best quality and customer care

 To continuously upgrade the product through innovations and convergence of new

technology and to produce the best quality at the lowest cost

 To safeguard and enhance shareholder value

 To respect the dignity of all employees and together to become instrumental in the

development of the country while protecting the environment

 To utilize the surpluses for the welfare of employees and the society at large

Believes of the Organization

 Trust

 Caring for People

 Commitment to Excellence

 Integrity includes Intellectual Honesty, Openness & fairness

Integrated Management Policy

 CMCL, Meghalaya affirm their commitment to maintained the Integrated Management

system for Maintaining quality, Environment, Health safety.

18
  Adoption of the quality Management system to produce various types of cement

conforming to relevant IS Standard, for achieving the utmost satisfaction to the ever

changing needs of customers.

 Adoption of the Environmental Management System for the Maintaining the work

practices complying with all applicable National Environmental Regulation And

Legislations to Promote good environmental conditions and conservation of natural

resources.

 Adoption of the occupational health Safety Management System for maintaining the work

practices complying with all applicable National Occupational Health& Safety Regulations

and Legislations, to maintain safe working conditions and prevention of occupational

illness.

 Imparting Training to employees for maintaining the quality, productivity, minimize waste

& upgrading the Environment, Occupational Health & Safety.

 Continual improvement in the integrated management system.

 Providing the policy to the interested parties on demand.

Energy Conservation Policy

 Committed to reduce the energy consumption and cost

 Optimization of plant and efficiency

 Elimination and prevention of all types of losses such as water, power, steam, coal,

compressed air

 Maximizing condensate recovery & use, process heat recovery, waste minimization

 Increasing the co-generation of steam and power.

19
  Improve utilization of natural resources leading to environmental benefits

 Energy conservation through total employee involvement

Businesses of the Group

 Century ply boards (I) Ltd- Manufacture of Veneer and Plywood and Trading in Allied Products.
Its Corporate Office is located at Kolkata and Plants Located in west Bengal, Assam and Branches
all over India. CMCL is a 70.48% subsidiary of Century Plyboards (India Ltd)
 Shyam Century Ferrus Ltd- manufacturer of Ferro Alloys (Ferro Silicon of 2*9 MVA) at Brynihat,
Meghalaya.
 Shkyam Sel Ltd- Manufacturer of Sponge Iron and Plant at Burdwan, West Bengal.
 Shy Dri and Power Ltd- Manufactures Coal Washing-1.8 MTPA, Spong Iron-700 TPD, Billets
1,40,000 TPA, TMT Bars- 1,20,000 TPA at Sambalpur, Odissa.
 Shym Ferro Alloys Ltd- Manufactures Ferro Alloys of 72 MVA & Stainless Still of 50,000 TPA at

Durgapur, West Bengal.

 Century Panels Ltd- Manufacturing of Plywood Panels & Flush Doors in West Bengal.

Awareness and safety advice

 Signboard

 Direction

 Safety Instruction

 Regulation

Safety Policy in the Plant premises/ working Area

 Personal Protective Equipment to all the workers

 Head Protection (Helmet)

 Foot Protection (safety shoes)

20
  Ear Protection (ear plug)

 Nose Protection (nose mask)

 Eyes Protection (Safety Google)

 Hand Protection (hand gloves)

 High Work (safety Belt)

Corporate Social Responsibilities (CSR)

The Star held these Programs and Events mostly in the locality and in the states of the Northeast

Region.

 Celebration of international Women Day

 Health Camp

 Awareness camp on Family Planning

 Construction of Community Hall

 Construction of Drain

 Distribution of IGI sheet

 Facilitation of Pig Rearing Farmers

 Infrastructure Support

 Goatry Training

 Education tour

 Pig Rearing Residential Training

 Scholarship of Higher Education

 Career Counselling Program

 Student support Program

21
  Educational infrastructure program

 Sanitation Project

 Fire Relief Campaign

 Flood Relief Program

 Blood Donation Camp

 Medical Camp

Plant Location of CMCL, Star Cement

Figure: 3.1 plant location of Star Cement

22
The following are some views of Star Cement ltd.-

Plant

Figure: 3.2
23
Main Gate &
Time Office
Gate

Figure: 3.3

24
Figure: 3.4

25
Figure: 3.5

26
Figure: 3.6

27
Figure: 3.7

28
Figure: 3.8

29
Figure: 3.9

30
Figure: 3.10

31
Figure: 3.11

32
Figure: 3.12

33
Figure: 3.13

34
Description of the Work Process

 Passing two gates along with security check

 Gate Pass (Identity Card of Star Cement)

 All the workers have to check- in at the Time Office for punch (biometric finger print

scanner) When they come for work. For the Office Staffs are provided separately for

punching (biometric finger print scanner) in their respective Office.

 Lunch Timing (Both staffs and workers) - 12:30 PM to 2:00 PM

 Company Security, Mechanical and Engineering Department has Day shift and night shift

 Workers are required to wear helmet at working area (Plant) and safety shoes.

 Discipline and instruction are to be maintained

 After the end of their work they are required to check in at the Time Office to punch-out.

 The same checking procedures done while entering is then repeated at the Time Office

35
 Organization Structure (Lumshnong Plant)

Process

QC

Mech

Intrumentation

Electrical

Land, mind, Geology

Civil

Store and Purchase

Assist. Vice President Sale & Dispatch-

HOD (16)
(Unit Head) Logistic

Finance

Administration Hospital

Guest House

HR Time Office

Environment Health &

School
Safety

Coal & Lime Stone

IT

Automobile

Organization structure
Figure: 3.14

36
Background of the Department or Division

General Description of the HR Department

The Head HR MANAGER, Shri. MONOJIT SAHA is the head of the HR Department. Under him

is the DEPUTY MANAGER (HR), Shri. SHASIKANT DUBEY and also he is the in-charge of

the HR training in the HR Department. Under the DEPUTY MANAGER is the ASSISTANT

MANAGER SUMIT MITTAL. There are nine other staffs in the HR Department; responsible for

Compliance, Entry and Exit of employees, Provident Fund, two in contract. There are also staffs

who engaged in other works like helper, cook, and cleaner.

Description of Work Process

a) Functions:

 Orientation

 Giving report

 Sourcing CV

 Checking CV

 Recruitment process

 Interviewing

 Selection process

 Maintain personal files of both active and resigned employees

 Discussion

 Working in Time Office; record the activities of employees and contractor, time

consume and frequency.

37
  Preparing MIS (Management Information System)

 Employee Engagement Activity

 Observing the Deputy Manager; Solving employees problems and issues

 Formal Dress

 Compliance- Labor and Employment laws

 Employee’s attendance; medical checkup, attendance, leave

 Manage Benefits- Accommodation, Allowance family and children, Health Care,

Life Insurance

 Budgeting; recruitment cost, employee engagement

 Attrition rate

b) Scope:

 HR is the only department whose level of involvement is maximum and extends to all the

other 18 departments in Cement Manufacturing Company Limited, CMLC (Star Cement).

 HR deals with manpower planning, recruitment, selection, training and development,

promotion, Employee Accommodation, Guest House, compensation and benefits, rewards

and recognition etc.,

 Within the HR, recruitment and selection paly a very vital role directly or indirectly in

contribution to productivity, effectiveness and growth of the organization. Manpower is

the core player of every organization.

38
Department Organogram (HR Department)

Corporate HR

Unit Head
S P Shrimali

Mnojit Saha
DGM- HR

Shashikant Dubey T Passad Sumit Mittal

Netu Bansal
Dy Manager-HR Asst. PF Assist. Manager-HR
Sr. Executive
(School
Management)

Rejjaque Ali
Mandal Dipankar Paul Raghuv eer Singh
clerk Assist. HR Jr. Officer 1. Mukesh
Pujari Time Office Kumar
Divakar Incharge 2. Atul Dubey
Mishra
Supervisor
Manage the (Township and
temple and Divinity Club)
all the puja Shylla
Computer
Operator Selimayya
Syad
1. Manoj Roy
Office Boy
2. Florius Sutunga
(Associate)
3. Pradeep Paswan
Time Keeper

HR Department of Star Cement Limited. Lumshnong, Meghalaya

Figure: 3.15

39
Background of Position

Recruitment and HR Operations

Position Title: HR Intern

Job Category: Managerial Grade Category - I

Duration: 2 Months. (As per the University’s policy for internship period).

Reporting relationships/supervision:

 Assignment given by the Deputy HR Manager (Supervisor).

 Asking questions and discuss to clarify doubts.

 Report to the supervisor when the work was completed.

Roles/Functions/Responsibilities:

Primary Roles and Responsibilities:

 Discussion- about the recruitment and selection process with the Deputy HR Manager

(Supervisor).

 Studied the Company Recruitment and Selection Process.

 Observation (sitting with the Panels) - while interview and selection process was going on

in the Conference Hall.

 Search HR Information- Internet.

 Interaction- HR Staffs.

 Recruitment cost and attrition rate.

 Management Information System.

 CV screening and checking.

 Sourcing resume (Naukri Portal).

40
  Scheduling up Interviews.

 Observation while Deputy HR manager dealing with the employees.

 Helping the candidates for new joining.

 Working on HRIS

Additional Roles and Responsibilities:

 Checking personal files

 Arranging files

 Compensation and benefits

 Career path

 Typing

 Data entry in Excel Sheet

 Assist the staffs

 Checking medical attendance

 Employment engagement activities

Competencies:
Knowledge:

a) Qualification- MBA with specialization in Human Resource & Marketing

Management.

b) Experience- 0-1 years of relevant experience

41
 Skills:

 Relation- good relation with other departments in order to access latest information and

practices regarding the recruitment and selection.

 Organizing- to get the best candidates require proper arrangement and convenience

system.

 Negotiation- ability to negotiate the term and condition.

 Computer knowledge- to maintain personal information, using application, online

interview, sourcing profile/CV, to advertise job opening and recruitment.

 Communication- very important to deliver clear information and conversation

 Writing- to note down the important points and information from the interviewee.

 Listening- need to understand what the other person said

 Time management- Being able to utilize time effectively is crucial to recruitment and

selection

 leadership- to handle the external and internal recruitment

 Adaptability/ Flexibility- to adapt the latest trend of recruitment and selection system.

 Problem-solving- To be able to anticipate/recognize problems and deal with them

(internal and External) effectively.

 Analyzing- to get the right person in a right job in the time and in a right price.

 Decision- good decision is required to get the right person.

Abilities:

a) Physical-

42
  Stamina- To be able to either move around or sit continuously in one place to

finish the task.

 Good health- Fit workers increase productivity and decrease absenteeism.

 Hearing- proper hearing is required for proper conversation

 Good eyesight/ Corrected eyesight- As to be able to work on the computer or

check documents without any error.

b) Mental-

 General Intelligence- To comprehend basic information.

 Verbal Intelligence- To be able to understand the meaning of words to

communicate effectively

 Numerical Intelligence- To perform basic arithmetic accurately which is require

during interview or test

 Psychology- able to be understands or sees the intention/motive of other.

 Multitask-

Examples - Being on a telephonic call and taking down points

o -Working on tasks with similar deadlines simultaneously

Working Environment
Methods Used:

At times it varies but the methodology most followed was;

 Reach the Office (Star Cement) at 8:30 a.m.

 Arrange the Desk if it is not in order

43
  Start the computer (Desktop) and open the Daily note book

 Meet the Manager for the assignment

 Ask and clarify all the doubts

 Start working on the Desktop or with the Manager

 Looking for detail information from the internet

 Observing the whole interview process in Conference Hall

 Checking the employees personal file

 Screen CV’s

 Typing and designing Application Form and other forms

 Work on Excel sheet

 Proactively accomplish tasks assigned by the Supervisors throughout the day

 Check-out/left the Office at 6:00 p.m.

Physical Conditions:

 Rooms- Well ventilated (Air-Conditioned).

 Room is clean and orderly arrange.

 Lighting- Appropriate bright lights provided.

 Workplace design- Small but spacious enough.

 Furnishing- Comfortable chair and spacious cabin provided.

 All required office equipment’s and tools provided for.

 Noise conditions- Minimal hence better concentration on the task.

44
CHAPTER 4

LITERTURE REVIEW

45
This research deals with different topics with in human resource management. Literature review of any

research evaluates the different kinds of information and research already available in different kind of

sources. Literature works as a base for any quantitative research methodology that is it gives support to the

research outcomes. It also helps the researcher to gain good knowledge about the topic which eventually

helps him or her in their thesis building. Here there is different kind of literature regarding HR, HR

administration, Outsourcing and how these terms relate to each other.

Literature regarding Human resource management:

Susan stated HR management as “Human Resource Management (HRM) is the function within
an organization that focuses on recruitment of, management of, and providing direction for the
people who work in the organization. Human Resource Management can also be performed by
line managers”.

Susan also stated that Human resource management is the firms activities which mainly related
to the employees such as Recruiting, training, personal development, performance management,
administration activities, compensation and welfare of staff etc.

Human resources are very important strategic asset for any organization in today’s world.
Managing and maintaining these valuable resources can key for the organizations success .So
companies are spending so much money on the HR administration. The main activities of HR
management including

 Maintaining and organization of human resources.

 Recruitment and staffing.

 Maintaining HR systems.

 Conducting personal development programs for staff which enhance the skills of the
staff.

46
 Take care of employee welfare programs.

 Analysis and monitoring organizations progress.

 Salary fixation of employees.

 Takes care of performance appraisal

 Grievance handling

 Disputes management

 Safety checks etc.

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CHAPTER 5

RESEACH
METHODOLOGY

48
Objectives

Internship Objectives:
 To fulfill the partial requirement for MBA Degree as per the University’s policy.

 To bridge the gap between theory and practical application in recruitment and selection
process
 To acquire the skills and knowledge of effectiveness recruitment and selection process.

 To adapt the working culture in a big organization.

 To learn about the workings in big organization.

 To find out the provision of recruitment of summer trainees.

Sample design

A complete interaction and enumeration of all the employees of Star Cement ltd. Was not
possible so sample was chosen that consisted 20 employees from various departments.

Analytical tools

For this project I have done a bunch of experiment in my contents and finally I have gained lots of
experience in this project tools which is given below-

 Laptop-It is required during interview and selection as it has become a necessity in this

technological era to maintain files and documents, updating, storage and retrieval, and

49
 managing applications collectively known as Database Management System. Video call,

sending mail, using apps, and online task/activities.

 Furniture- Such as storage cabinets, tables, chairs are provided so as to be able to efficiently

get work done.

 Pen/Pencil/Highlighter- The tools to take down list of tasks, necessary information of

employees or interviewees or highlight anything important

 Paper/Notepad- The tool used to write on and also used during printing and photocopying.

 Printer- For printing hard copy of CV’s, birthday lists, Mod Roster, Stipend. Questionnaire

etc.

 Photocopying machine- To get a copy of the various documents needed to accomplish the

task.

 Files and folders- To maintain various database and department-wise segregation of

documents.

 ID printing machine- To make identity card for employees.

 Biometric fingerprint scanner- Required for registration purposes of all staffs and trainees,

daily punching for attendance management.

 Naukri portal- Required for searching eligible candidates for various positions with various

skills.

 HRIS- Required for maintaining as well storing the data of employees.

 MS Excel- Required for maintaining the data of employees as well as in MIS

 MS Word-Required for preparation of various documents and even C V of various

employees

50
Limitations of the study

 The employees were busy with their work so it was difficult for them to give time.
 Less number of sample was taken due to lack of time.

Data collection
The data of the survey will be conducted from both the primary as well as secondary sources.

Primary Data
Primary data was collected using interview technique. The survey data was collected using
questionnaire. The questionnaire has been formatted with both open and close structure
questions.

Secondary Data
Data was collected from websites, going through the record 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.

51
CHAPTER 6

DATA ANALYSIS

52
 DATA INTERPRETION

A questionnaire was prepared for the purpose of getting feedback from employees and

managers regarding Recruitment and selection of the company.20 employees were selected

from different departments and were distributed questionnaire for the purpose of the study.

ANALYSIS OF DATA

The analysis of data is done as per the survey finding. The percentage of the people

opinion were analysed and expressed in the form of chart and are as follows-

Question 1: The hiring process helps in identifying the competence both visible (like

knowledge skill) and hidden aspects (like behaviour social role self-image trait)?

Options Yes No Total

Responses 18 02 20

Percentage 90 10 100%

53
 10

90

NO YES

90% of the responses thinks that hiring process helps in identifying the competence

both visible (like knowledge, skill) and hidden aspects (like behaviour social role self-

image trait).

QUESTION 2:E-Recruitment(like portals social websites) has become must to survive in

the competitive market ?

Options Yes No Total

Responses 17 03 20

Percentage 85 15 100%

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 15

85

YES NO

85% respondents think that e-recruitment have become must to survive in the

competitive market.

QUESTION 3: Is there any provision of recruitment of summer trainees?

Options Yes No Total

Responses 20 00 20

Percentage 100 00 100%

55
 0

100

YES NO

Yes, there is 100%provision of recruitment of the summer trainees.

QUESTION 4: Is there any contract (bond)signed by the employees while joining the
organisation?

Options Yes No Total

Responses 18 02 20

Percentage 90 10 100%

56
 10

90

NO YES

90% employees are made to sign bond before joining the organisation.

QUESTION 5: Employer branding plays key role in more successful recruitment and retention of
top talent?

Options Yes No Total

Responses 20 00 20

Percentage 100 00 100%

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 0

100

NO YES

100% respondents think that employer branding plays key role in more successful

recruitment and retention of top talent.

QUESTION 6: Do you give special treatment to employees in order to give them

comfortable work environment?

Options Yes No Total

Responses 16 04 20

Percentage 80 20 100%

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 20

80

NO YES

80%of the respondents thinks that employees are given special treatment in order to

give them comfortable work environment.

QUESTION 7: Corporate social responsibility can lead to attraction of employees towards

the company.

Options Yes No Total

Responses 20 00 20

Percentage 100 00 100%

59
 0

100

NO YES

Corporate social responsibility can lead to attraction of employees towards the

company.

QUESTION 8: Does the developmental activity helps the management in identifying,

analysing, forecasting and planning changes needed in company’s HR area?

Options Yes No Total

Responses 20 00 20

Percentage 100 00 100%

60
 0

80

NO YES

100% employees think that developmental activity helps the management in

identifying, analysing, forecasting and planning changes needed in company’s hr

area.

QUESTION 9: What is the attrition rate in the company?

Options 1%-5% 5%-10% 10%-15% 15%-20% Total

Responses 4 13 3 0 20

Percentage 20 65 15 0 100%

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 0

15%
20%

65%

1%-5% 5%-10% 10%-15% 15%-20%

There is 65% attrition rate in the organisation.

Question 10: In the selection process do you think innovative techniques (like stress level test
psychometrics test should be adopted?

Options Yes No Total

Responses 18 02 20

Percentage 90 10 100%

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 10%

90%

NO YES

90% employees think innovative techniques (like stress level test psychometrics test

should be adopted.

63
CHAPTER 7

FINDINGS

64
  According to the survey companies do utilize internet sites for the recruitment

process and finding the talented candidate.

 According to the survey it is observed that the company are utilizing the job

description in order to make screening process more efficient.

 According to the survey CSR leads to the attraction of employees towards the

company.

Self-Assessment

Key Learnings:

 Recruitment and selection procedure of the Company

 Method and strategies of recruitment and selection

 How they interviewed and selected

 Materials and tools used during interviewed

 Recruitment cost of the company

 Time management during interview

 Tactics applied during interview

 Function of HR Department

 Knowledge of MS Words And MS Excel

 Keeping and Checking Personal File

 Knowledge of Benefits and Allowance

 Practical knowledge of the aspects involved in recruitment and selection

 Knowledge of Career Path (Grading system)

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  Exposure to practical work culture tight schedule.

 How to prepare salary structure.

Competencies Acquired:

 Confidence- Through practical exposure to the work involved.

 Communication- Improved verbal communication through practices

 Discipline- Improved due to the interest in my work.

 Time Management- Improved through discipline.

 Independent- More self-reliant after handling tasks independently which also lead to an

improvement in decision-making skill.

 Leadership- Developed in workplace after learning how to do the job.

 Negotiation skill- Improved through practice and gaining more confidence.

 Adaptability- ability to adapt to some extent as it is complex working culture

 Team work- Improved

 I.T skill- Being acquainted with different application, typing speed, exposure to shortcuts

in excel etc.,

 Organizing skill- Improved through multitasking and adherence to deadlines.

Competencies not Acquired:

 Knowledge about other Departments- as there are eighteen Departments and separate block

or building

 Compensation System- as it focus mostly on Recruitment and Selection

 Critical thinking at work- As I was not involved in activities which had high stakes.

 Team work/interpersonal skill- due to limited time and busy Schedule.

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  Organizing skill- Can improve further given more time in the job.

 Leadership- Can improve further given more time in the job.

 Communication- Can improve further given more time in the job.

Career Management:

The internship helped in developing a deeper understanding of the subject which only elevated
my interest to build a career in HR.

The real world exposure, even if for a short duration, was sufficient enough to acquaint me
with the work I would be involved in after getting my degree. This exposure has given me a
clearer sense of direction and it and helped me set career goals and objectives and the exposure
to people in the industry has helped me in realizing the steps I need to achieve them and also
considerably helped to see the action I need to undertake to develop required relevant skills
and improve existing skills.

I might have been hesitant to embark on this career path at first due to my many short-
comings but I have realized during the course of the internship period that passion for the
work helps overcome anything. The theoretical knowledge I have been able to gain through
the MBA course and the brush with the working life through the internship has, I believe,
prepared me better for the transition which helped me to actively start seeking jobs as well.

Personal Experience:

From the day I started looking for the organisations it was a great challenge for me to overcome
all the difficulties and problems. This internship helped me considerably in professional as
well as personal growth. I started this journey with a hope and difficulties which make me
stronger to adapt the practical work culture in large organisation. I began to see more and more
about my potentials and limitations. Some of my potentials are like willingness to learn and
adapt, giving my best effort in what I do, and encourage myself to execute what I think is good

67
and right. My limitations are like language problem , writing skills, networking, inadequate of
latest information relevant to my work and others.

In the last week of June, I learnt about personal safety and its equipment’s, Company mission,
vision, and objective, recruitment and Selection process, discussion with the Manager,
checking resume before interview, and data entry in excel sheet.

First week of July; self-reading, assigned to record data of exit employees in Excel Sheet
,SHASHIKANT DHUBEY sir taught sourcing a profile (from Naukri), how to shortlist (to
shortlist one candidate at least three profiles are required), and checking documents of newly
joining employees. Preparing Interview Assessment Sheet.

Second week of July; continue with checking documents of newly joining employees,
importance of document verification, employee engagement activity, sourcing the candidates
from Naukri portal.

Third week of July; Searching candidates from Naukri portal., Helping the new employees in
the joining ,Checking their documents.

In the Last week of July, I was not doing much work like last month as the supervisor was busy
with the office works and dealing with the employees. I used the free time to prepare my report
and read articles. I prepared Management Information System (MIS), I learnt about the
recruitment cost. Arranging the files at department wise,and discussion with the manager.

In the First & Second week of August I was busy in searching suitable profiles from
naukri.com and calling them and collecting their details and preparing MIS for the
management. Apart from it I was also working in HRIS and I also started preparing my
Internship Report at free time.

In the third and last week of August I was also searching candidate for various position from
naukri.com and preparing MIS but I was more focussed with the preparation of Internship
report.

In the last week of august I was busy with the preparation of internship report apart from it I
was learning how to prepare salary structure from DIPANKAR PAUL sir .

68
CHAPTER 8

CONCLUSION

69
This two months internship has a great impact in my career and experience as well. Though there
are still many things yet to be learnt, I had learnt so much through many efforts given by the
Dy.Manager, the staffs and others with their great ideas, sharing information and invaluable
advises. Interaction with other employees also improved my communication skills and.. Even My
character, patience, discipline, and attitude improved a lot. Observing day to day activities of
numerous employees from different departments realised me that I really need to work hard in all
aspects of relevant skills and knowledge which I am required to outstanding myself in front of
other. Experiencing many new challenges which I could not do a work without a proper knowledge
of both theory and practical. This internship is like a bridge which facilitated the functions of
theory and practical together. The working environment of the organisation is very comfortable
and pleasant.

70
 CHAPTER 9

RECOMMENDATION

71
There are some important things which I noticed while working with their organization. I
recommend these all essential missed key point to the company.

The company can gain more growth of their business if they noticed some missing things or
point. These all recommended things will be very helpful for the organization.

These things may be,

Conduct Exit interviews

Exit interviews are the interviews taken from the employees before exiting the company. It is

necessary for a company to conduct such kind of interview so as to find the reason for leaving the

company of employees.

Check or ensure that the employees come to work at appropriate time

To be on time is a very vital issue for both the employers as well as the employees because it

increases the productivity of the company there proper check for the employees timeliness is very

necessary.

Conduct awareness programmes

To call the mason’s of local area and conduct awareness programmes with them so that they get

aware about they product and refer the brand of cement while building the houses.

72
CHAPTER 10

REFERENCES

73
Recruitment and Selection in Canada (Forth Edition); Victor M. Catano, Willih. Wiesner, and

Rick D. Hacket

Effective of Recruitment and Selection Practices, 5 th Edition: Robert Campton,

William Morrissey, and Allan Nakervis

Werbel. J.D & Gilliland, (1999). Person environment Fit in the selection process. In Ferris

G.R. (ED) Research in Personal and Human Resource Management. Vol. 17, 209-243.

Stanford, Ct: JAI Press

Osaka Keidai Ronshu, Vol. 54 No. 6, March 2004: Person-Organization Fit and Person-

Job Fit in Employee Selection: A Review of the Literature Tomoki Sekiguichi (Brown,

B.K & Campion, M.A (1994)Bio data Phenomenology: Recruiters’ perceptions and use of

biographical information in resume screening. Journal of Applied, 79 (6) m897-908)

azcentral used for HR operations link https://yourbusiness.azcentral.com

14th Edition Human Resource Management – Gary Dessler and Biju Varkkey (page- 119,

why effective recruiting is important, page-167, review)

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