pooja presentation

Star Wire(India) Ltd.

Summer Internship at

Project Undertaken

Study of Recruitment Processat

Star Wire (India) ltd.

Presented by-Pooja KaushikRoll No. 1190210876

Internal Guide-Dr. Bharti Harnal

Supervisor-Mr. Ravindra BhardwajSr. Manager (HR)

Objective of the Project

1 Pooja Kaushik

Objective of my Summer Internship Project was “to study the recruitment process at Star Wire (India) ltd.” & to learn about the various recruitment practices applied in corporate world these days.

Scope of Study

2 Pooja Kaushik

• The entire project revolves around the study of the recruitment policy of Star Wire (India) Ltd. that includes filling of employment form, conducting the psychometric and written tests.

• The study is intended to understand the importance of recruitment process in an organisation.

• This project tries to study the various activities performed by the HR managers so as to achieve the desired results.

What’s Recruitment all about?

Attracting potential people towards vacancy

Recruitment Steps

4 Pooja Kaushik

Sourcing :- It stands for The Business place a request for manpower requirement with the recruitment team of an organization.

Employees Referral :- It is the internal recruitment method employed by organizations to identified potential candidates from their existing Employees’ social network.

HR Interview :- It is more or less a structured interview wherein a detailed analysis of the candidate’s career is done.

Reference Check :- It gives an insite to the strength and the weakness of the candidate as observed by his previous employer.

Salary Fitment :- It is done for all those candidates who are offered a CTC and comparing the CTC of new employee with the present employee of same qualification in an organization.

Offer Letter generation :- It is generated after checking a list of required documents attached to the respective kits of hired candidates.

Confirmation Appraisal :- It is done at the end of probation period of the employee by his reporting manager. This is just like a feedback give by manager of the employee regarding his learning during his probation period.

If the confirmation is OK, the employee is confirmed on the company’s records and a confirmation letter is issued. 5 Pooja

Kaushik

Company Profile

6 Pooja Kaushik

Star Wire (India) Limited, Faridabad, founded in 2005, is one of the leading Mini Steel Plant is engaged in the manufacturing of Alloy Steels, Stainless Steel and Special Steels for diversified engineering application in shape of castings, forging and rolled products.

This company engaged in manufacturing of Heavy Casting Steel for Power Sector, Valve Steel, Tool and Die Steel, High Speed Steel, Bullet Proof Steel Product etc.

Company has a vast clientele of domestic & global companies.

Organization Structure

7 Pooja Kaushik

Managing Director

Operations

Asst. Vice President

Sr. Manager

Manager

Asst. Manager

Executive

Executive

Finance

Asst. Vice president

Sr. Manager

Manager

Asst. Manager

Executive

Executive

HR


Sr. Manager

Manager

Asst. Manager

Executive

Executive

Marketing


Sr. Manager

Manager

Asst. Manager

Executive

Executive

Sales


Sr. Manager

Manager

Asst. Manager

Executive

Executive

HR Deptt. Structure

8 Pooja Kaushik

ASSISTANT VICE PRESIDENT -Finance OPERATIONS

VICE PRESIDENT -PAYROLL / COMPLIANCE

HEAD OF DEPARTMENT(HR)

Senior MANAGER (payroll)

Senior MANAGER (Op)

MANAGER (Op) MANAGER (payroll)

Assistant MANAGER (payroll) Assistant MANAGER (Op)

OFFICER OFFICER EXECUTIVES

EXECUTIVES

EXECUTIVES

EXECUTIVES EXECUTIVES EXECUTIVES

Teams in HR Deptt.

9 Pooja Kaushik

Recruitment Team-The recruitment team takes care of manpower hiring. It plays the vital role in getting the right deserving candidates and placing them on board for the business.

Payroll Team-The payroll team handles the attendance for the employees, their leaves, compensations such as ESIC (Employee State Insurance Cooperation), LWF (Labor Welfare Fund) and the salary.

Operations Team-Operations team takes care of all operational activities including documentation part, generation of employee code, email ID, back account etc.

DATA ANALYSIS

Research Methodology

11 Pooja Kaushik

The questionnaire about recruitment department, psychometric tests and effectiveness of recruitment process was created, based on the knowledge of the theoretical research. The questionnaire was tested and distributed to 30 employee of the company from the sample of employee level varying from Junior Engineer to Assistant Manager. One week later the questionnaires were collected .The model based on which the questionnaires have been made has been discussed in the literature part.

Data Collection

12 Pooja Kaushik

Secondary Data:I am using several forms of secondary data in my research. These include books, articles and course literature with useful information for this study.

Thereby, I am trying to receive not only an indication of the content as well as an idea of their quality, but I also tried to gain a deeper understanding of the presented research problem. Primary Data:The methodology employed in this research consists of a questionnaire and personal interviews with the employees.

Graphs

CONCLUSIONS & RECOMMENDATIONS

Findings

14 Pooja Kaushik

• 57% of employees are front line employees who are directly involved with customers and facilitate the services.

• 13% of the employees are technical staffs who maintain the data of employees and customers.

• Junior managers are 17% who implement the decisions of top management and a bridge to maintain the relationship between top management to front line employees.

• 13% of top and senior managers take decisions and plans for future.

Findings

15 Pooja Kaushik

• the recruitment team encourages the employee referral policy for recruiting an employee which leads to the effective employee referral policy.

• Attrition Management is solely done by the Top-Level Management.

Recommendations

16 Pooja Kaushik

• SWIL should start the induction program for newly recruited employees.

• The recruitment team may start the structured program to receive the details of the candidate who appeared in interview.

• The top-level management or the employer must interact with employees in a month to update him with the current philosophy and visionary ideas of employer and organization.

• Recruitment and operation section of SWIL should get data from department heads.

• SWIL must open a help line or query section for candidates because there is huge hiring of people for different post and also huge query and information from candidate side.

References

17 Pooja Kaushik

K ASWATHAPA, 2008, Human Resource Management: Text and Cases, Tata McGraw-Hill, Delhi Robbins Stephen P., Personnel/human Resource Management, Prentice-hall Of India Pvt Ltd, Delhi http://recruitment.naukrihub.com/forms-of-recruitment.htmlhttp://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/internal-or-external-recruitment.htmlhttp://recruitment.naukrihub.com/recruitment-strategies.htmlhttp://www.tigersurvey.com/survey.php?survey=9399http://www.indiastudychannel.com/projects/3072-EFFECTIVENESS-OF-RECRUITMENT-SELECTION-PRACTICES.aspxhttp://www.slideshare.net/kannegal/a-beginners-guide-to-recruitment