Chapter 1

COMPANY’S PROFILE

1.1 INTRODUCTION
About Elmeasure India Pvt company

Elmeasure India Pvt Ltd is an energy management company which manufactures and
sells power monitoring hardware.

Our Beginnings
Elmeasure was founded in 2004 by a young and small team of entrepreneurs with a
big vision — to build sustainable and innovative energy management solutions with a
difference.

 A different approach to product design that puts the user and their needs first.
 A different company culture that empowers and equips every member of the
team to excellence and growth.
 A different commitment to society that gives back generously and leaves a
unshakeable legacy.

Others may measure our success by our revenue or market penetration. We measure
our success by our steadfast consistency to the vision we set out with at the beginning.
We only create what matters

Our commitment to user-centric design and to creating a sustainable future are what
drive us to only create what matters.

We design products and solutions that solve a clear user problem in a unique way.

We constantly learn from our clients across 25+ industries and create energy
management solutions that serve them reliably and sustainably.

Elmeasure is wherever you are

With 15,000+ clients across 50+ countries, Elmeasure’s products and solution have
significant international reach.
Our regional sales offices in six countries enable us to serve clients from across the
globe with our world-class expertise in energy management systems.

Leaving a legacy
Elmeasure exists for the benefit of society, both in contributing to a more sustainable
future and in serving the underprivileged.

Our parent company runs an orphanage and school extending free and subsidised
education to more than 500 underprivileged children. They also run a secondary
school and a charitable hospital.

Our legacy will extend far beyond the products we’ve created and the clients we’ve
served and into the lives of many we’ve touched through our social initiatives.

About Products

Earth leakage Relays(ELR)

Protecting lives and equipment from earth leakage hazards

Power factor controllers

For maximizing energy efficiency and saving on energy bills

Network Gateways

Reliable loT gateway to connect different system together

Automatic Transfer Switches (ATS)

Protect your mission-critical facilities from power uncertainties

Manual Transfer Switches (MTS)

Highly durable, easy to use and uncompromisingly safe

1.2 Our Vision

To innovate, collaborate and build extraordinary products and solutions in the field of
energy and building management, thereby making our world a greener place

1.3 Our Mission

To build extraordinary people that then build an extraordinary company, therby
enriching lives around the world

Our Objective
With collective experience in energy management, the objective was to make a
significant contribution by focusing on industries and commercial establishments and
major users of energy to reduce waste and minimize loss
 1.4 SWOT Analysis

Strengths Weakness
Narrow operating span
Strong bond image
Affrodable price Not Resources spent on
marketing
Young enthusiast
workforce
Centralised decision
Innovative product making
offering
Limited no of workers
Reputation for having no
hidden charges

SWOT
ANALYASIS

Opportunities Threats
Increased number of
Growing upper class
competitors
customers
Tough job markets
Work with industry
influencers Speed of Internet
connection
Weaker marketing
approach by other local Tough competition
and foreign IT
companies Cost of service is high

Growing need for

websites and social
media marketing
 Chapter 2

NATURE OF WORK
2.1 About job

Human resource management is the essential function of organizations. Among the

HR practices recruitment is the basic function where employees are entry into the
organizations. Recruitment is the process of searching prospective employees to apply
for the job posting in the recruiting agency. Selection is the process of choosing an
appropriate candidate among the job applicants. Selection process starts after the
completion of the recruitment process. Recruitment is the positive aspect where as
selection is the negative aspect of HR practices. Many of the researchers say that
recruitment and selection policies should be ethical for the organizations in order to
sustain in the competitive environment. HRM is the process of managing people in
organizations in a structured and thorough manner. This covers the fields of staffing
(hiring people), retention of people, pay and perks setting and management,
performance management, change management and taking care of exits from the
company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management
function that was used earlier. We have chosen the term “art and science” as HRM is
both the art of managing people by recourse to creative and innovative approaches; it
is a science as well because of the precision and rigorous application of theory that is
required. Human Resource Development (HRD) means to develop available
manpower through suitable methods such as training, promotions, transfers and
opportunities for career development. HRD programs create a team of well-trained,
efficient and capable managers and subordinates. Such team constitutes an important
asset of an enterprise. One organization is different from another mainly because of
the people(employees) working there in. According to Peter F. Drucker, "The
prosperity, if not the survival of any business depends on the performance of its
managers of tomorrow." The human resource should be nurtured and used for the
benefit of the organization

2.2 Work Profile

RECRUITMENT & SELECTION Human resources planning means deciding the

number and type of the human resources required for each job, unit and the total
capacity for a particular future date in order to carry out organizational activities.
Human resources planning as "a process by which an organization should move from
its current man power position to its desired manpower position. Though planning
management strives to have the right number and right kind of people at the right
place at the right time, doing things, which result in both the organization and the
individual receiving maximum long run benefit. Once the required number and the
kind of human resources are determined, the management has to find places where
required human resources are/will be available and also work out strategies for
attracting them towards the organization before selecting suitable candidates for jobs.
This process is generally known as recruitment. Technically speaking the function
recruitment precedes the selection function and it includes only finding, developing
the sources of prospective employees and attracting them to apply for jobs in an
organization Human resources planning means deciding the number and type of the
human resources required for each job, unit and the total capacity for a particular
future date in order to carry out organizational activities. Human resources planning
as "a process by which an organization should move from its current man power
position to its desired manpower position. Though planning management strives to
have the right number and right kind of people at the right place at the right time,
doing things, which result in both the organization and the individual receiving
maximum long run benefit. 1 Once the required number and the kind of human
resources are determined, the management has to find places where required human
resources are/will be available and also work out strategies for attracting them
towards the organization before selecting suitable candidates for jobs. This process is
generally known as recruitment. Technically speaking the function recruitment
precedes the selection function and it includes only finding, developing the sources of
prospective employees and attracting them to apply for jobs in an organization

2.3 Job Description

Recruitment:
•Recruitment is the process of attracting prospective employees
and stimulating them for applying job in an organization.
•Recruitment is the process of hiring the right kinds of
candidates on the right job.

Selection:
Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. Selection is much
more than just choosing the best candidate. It is an attempt to
strike a happy balance between what the applicant can and wants
to do and what the organization requires.
 Chapter 3
LEARNING OUTCOME

3.1 Internship Details

Historical Development of Recruitment & Selection
In the earliest stages of an intervention, recruitment decisions often get made on the
basis of who is standing in the right place at the right time with the right look on
his/her face. As the situation matures, we have to think more carefully about picking
the right people for longer-term roles including middle and senior management. The
integrity of the recruitment and selection process helps to ensure sustainability by
building a strong and balanced team, demonstrating the Organization‟s neutrality,
promoting its good name and serving as an example for partners. You may find that
one of the first roles you need to fulfill is a HR administrator to help achieve these
goals.
RECRUITMENT PROCESS AT ElMEASURE:
Here are the major stages in this cycle:
Defining the Requirement
Decide what vacancy you have. If you need to fill a new role quickly you might find it
helpful to adapt one of the models provided here:

Task analysis: Draw up a detailed list of tasks that the person will have to do. This
helps in determining the qualities and qualifications genuinely required for the job.

Job description: produce an outline of the broad responsibilities (rather than detailed
tasks) involved in the job.
Person specification: decide what skills, experience, qualifications and attributes
someone will need to do the job as defined in the task analysis and job description.
Attracting applications
Your file of previous applicants can be a good place to start.
Advertising: phrase your announcement in a way that makes clear what the job
involves and the type of person needed. Avoid any stipulations, which could be seen
as discriminatory e.g. applying an age restriction, which is not necessary. You can
display a notice internally and/or at your gate, in the local newspaper or with a
message on the local radio station.
Application Form: A well-designed form can elicit information about the person's
ability and willingness to do the job. Do not ask for irrelevant information. Make it
clear on the form that applicants should consider the points in the job description and
person description when applying. Allow enough space on the form for applicants'
answers, and indicate whether continuation sheets can be used. State clearly on the
form the closing date for applications. For senior positions asupporting letter or CV
may also be required; if this is the case indicate the kind of information sought.
Background information: provide applicants with clear, up-to-date and accurate
information about the organization, its work, its priorities and the job. Clearly indicate
the closing date for applications and the short listing and interview dates.

SELECTION PROCESS AT ELMEASURE:

Selection
Select your candidate. Be objective and unbiased. Choose the person who best fits
your person specification.
Short listing: Assess applications on the basis of the person specification (standard
forms can be very helpful at this stage). Guard against bias and discrimination -
ensure that you select for interview those who match the specifications, regardless of
age, sex, race etc, and that the specifications are not themselves discriminatory.
Interviews: Interview your short-listed candidates. Remember that your job is not
only to assess the best candidate for the job, but also to create a great impression of
your organization. The amount and quality of the information that you establish will
be largely due to the effectiveness of your questions. Use open questions (e.g. tell me
about...how you...why did you...talk me through... are do) and probe from the general
to the specific. Avoid any questions, which could be considered discriminatory eg:
asking only female candidates who looks after their young children. If you think such
a question is relevant - ask it of all candidates who have children.
Candidate assessments: The interview will provide you with some information but
check it out before offering a job. Ways in which you could do this include:
 Ask the candidate to show you examples of previous work, do a presentation, a
case study, some tests or full assessment. Tests can be done before the interview
or after the interview. It depends on the number of candidates being interviewed
and the type of job.
 Taking up references: You must have the specific permission of the applicant to
do so, particularly if you wish to contact their current employer. If you need them
quickly, try phoning.

Making a Job Offer

If you think you have found the right candidate, it‟s time to make the job-offer. For
your
successful candidate:
 Prepare and send the appropriate documentation
 Make up the employee's personnel file; and
 Arrange the induction plan.
Induction
Help your new recruit to settle in quickly and become productive as soon as possible.
3.2 Learning Outcome

1. Communication Skills :

Good communication skills help to reach a career goal easily and make the path a lot
smoother. So, as an HR Intern, it is an important HR skill to acquire.

2. Teamwork :

Teamwork is an essential skill in the modern world. Working with others with respect,
evaluating others opinion and generating the best solution together – are the main
facts of teamwork, and improving these skill sets are also very critical in an HR
Internship.

3. People Management :

In an organization, there are people from different races, personalities, thinking and
mindsets. As an HR Intern, one should focus on learning how to work while
maintaining respectful relationships between different types of people.

4. Diversity and Inclusion Equal Success :

Recruiting, working with a diverse workforce, managing them – help any

organization grow high rapidly. An HR internship is an excellent opportunity to learn,
apply the process, and gain experience for the future.

5. Performance Analysis & Management:

The HR team is responsible for tracking all employees’ performance and reward the
correct person. An HR Intern should learn the process, the criteria and facts to
consider and inspect the overall impact to apply in future.

6. Research and Improve:

Research and development is also a core part of the HR department. As an HR intern,

one should research and learn the process of improving the organization structure,
working environment and team satisfaction for future implementations.

7. Always Strive for Better :

An internship is a splendid opportunity to evaluate one’s abilities and skills. A good

internee will be able to learn his/her strength, weak points and improve
himself/herself through the internship.
3.3 Skills Acquired through internship

1. Communication Skills

Soft skills such as communication are perhaps the most in-demand skills employers
ask for in an HR intern.

While hard skills such as technical knowledge hold importance, soft skills remain
just as important for human resources. This is because the HR department is a
bridge between all departments. They represent the employee and the employer.

An HR intern must exhibit excellent communication skills and learn how to

navigate between different stakeholders and communicate verbally as well as in
written form, which is why employers require an intern to exhibit excellent written
communication skills.

Communication is not limited to speaking. Instead, it includes listening and

empathizing as well. It is the ability to understand others’ perspectives. This skill in
fact is crucial for any business culture.

Employee Relations

Successful businesses thrive through their human resources department, as a secure

employee-employer relationship supports those connections.

Identifying and resolving employee concerns creates a more satisfying work

environment for employees and employers alike.

This is a broad area in the HR field—everything from company policies, labor laws,
labor legislation, career development, and managing employee benefits packages
relate to it. But, it comes down to your ability to manage conflict and is an
advocate for both your employer and its employees.

Scheduling Interviews and Company Events

A significant part of the HR department is scheduling interviews, figuring out

company events, and planning destressing activities for the departments.

Planning company events is a stressful task as it involves figuring out the interests
of teams, deciding on a cost budget analysis, deciding on a venue, and executing a
seamless event.
Recruiting

Another fundamental HR skill is selection and recruitment. Hunting for qualified

candidates, selecting the best ones, and determining if there’s a match between the
candidate and the culture of the company are important tasks in HR.

Recruitment involves interviewing candidates. One of the main competencies of an

HR intern is ensuring and learning that the recruitment and selection process is fair.
Moreover, many companies also have internal targets for diversity across the
workforce.

Recruitment targets involve having a diverse workforce with suitable gender,

ethnic and racial ratios. Therefore, HR interns must understand the entire procedure
of recruitment, starting from the application process to screening, interview,
assessment, background checks, decision-making, and, presenting the job contract.

An HR intern must understand cultural awareness and sensitivity for better

recruitment policies for larger multinational companies. In addition, when you’re in
touch with managers and employees in different countries, you become of
intercultural differences. For example, some cultures have more frequent bonuses
and promotions than others. Such cultural differences impacts how you try to hire,
retain, and promote people.

Reporting Skills

HR intern role requires good reporting skills. These skills include creating, reading,
and interpreting HR reports using data from different HRIS.

HR interns with strong HR reporting skills can not just understand and interpret
data, but they can also report on critical metrics, advise managers and employees,
create improved policies, and make better decisions overall.

Scheduling Interviews and Company Events

A significant part of the HR department is scheduling interviews, figuring out

company events, and planning destressing activities for the departments.

Planning company events is a stressful task as it involves figuring out the interests
of teams, deciding on a cost budget analysis, deciding on a venue, and executing a
seamless event.
 Chapter 4
ANALYSIS AND CONCLUSION

4.1 INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
How do you find the recruitment process in Elmeasure?
(a) Excellent (b) very good
(c) Good (d) Average
Group Percentage (%) No of Respondents
Excellent 20% 10
Very good 10% 5
Good 60% 30
Average 10% 5
Total 100% 50

Analysis:
20% of the employees feel that the recruitment process is excellent in Elmeasure
Indian Private limited. 70% of employees feel that the recruitment process is good,
and 10% feel that the recruitment process is average.
Interpretation: The above data shows that the recruitment process is good
Recruitment Process
Rate the process of recruitment and selection in this organization?
(a) Excellent (b) Good
(c) Satisfactory (d) Not Satisfactory
Group Percentage (%) No of Respondents
Excellent 20% 10
Very good 50% 25
Satisfactory 30% 15
Not satisfactory 0% 0
Total 100% 50

Analysis:
20% of the employees feel that the recruitment and selection process is excellent in
Elmeasure Indian Private limited. 50% of employees feel that the recruitment and
selection process is good, and 30% feel that the recruitment and selection process is
satisfactory
Interpretation: The above data shows that the recruitment and selection process are
good in Elmeasure Indian Private limited.

Rating the process of recruitment and selection

During the interview process, what do you think is valued the most in Your profile?
(a) Qualification (b) Experience
(c) Personal traits (d) All the above

Group Percentage (%) No of Respondents

Qualification 20% 10
Experience 4% 2
Personal traits 4% 2
All of the above 72% 36
Total 100% 50

Analysis:
20% of employees support for qualification,4% of employees support for experience,4% of
employees support for personal traits, 72% of employees support for all.
Interpretation: The above data shows that the qualification, experience and personal traits
are valued in profile during interview process

Interview process
What is important for an employee before recruiting into the job?
(a) Communication (b) subject knowledge
(c) Both a & b (d) None of these
Group Percentage (%) No of Respondents
Communication 10% 5
Subject knowledge 10% 5
Both (a)&(b) 80% 40
None of these 0% 0
Total 100% 50

Analysis:
10% of the employees should have communication silks,
10% of the employees should have subject knowledge,
80% of the employees should have both.
Interpretation: The above data shows that Communication and Subject
knowledge are important for an employee before recruiting into the job.

Employee before recruiting

What are the reasons to apply in this organization?
(a) Company reputation (b) Job Security
(c) Good working conditions (d) opportunity for advancement.
Group Percentage (%) No of Respondents
Company reputation 0% 0
Job security 0% 0
Good working conditions 20% 10
None of these 80% 40
Total 100% 50

Analysis:
20% of the employees support for good working conditions
80% of the employees support for none.

Interpretation: The above data shows that the Company reputation, Job Security
Good
working conditions and opportunity for advancement are not good in this organization.

Reasons to apply in this organization

Have you gone through the induction program?
(a) Yes (b) No
Group Percentage (%) No of Respondents
Yes 94% 47
No 6% 3
Total 100% 50

Analysis:
94% of the employees gone through the induction program,
6% of the employees did not undergo induction program.

Interpretation: The above data shows that the employees gone through the induction
program.

Induction program
4.1 Findings

 Recruitment and selection process Elmeasure includes

 Interview
 Qualification
 Experience
Personal traits are the things which are valued the most in the applied
Candidates profile during the interview.
 Communications and subject knowledge are important for an employee before
recruiting into the job.
 The impact of induction in employee’s life is good.
 Interviews are conducted by a group of people from different departments.
 The Recruitment and selection process in this organization is good.
 The Recruitment process helps to maintain adequate manpower to fill up
the vacancies.
 55% of respondents agreed direct call for an interview and 15% call to attend
the test and the remaining 30% by direct appointment

 20%of respondents faced HR manager round 20% of respondents faced

3-member committee and 60% respondents faced head of department round.
 20%of respondents faced HR manager round 20% of respondents faced
3-member committee and 60% respondents faced head of department round.

4.3 Suggestions

1) While it is a fact that Elmeasure is deploying a good number of recruitment

methods. such recruitment methods, which go to improve public handling methods .

2) Employees who are on ‘long sick’, ‘or long absent’ should be included in the
recruitment need analysis. They should be directed to undergo training at the training
college. This is all the more important when it is realized that Work is skill oriented
and time on and off the job has its impact on the effectiveness or otherwise of the
working performance.
3) The top management should consider giving strict instructions to the management
to relieve the employees due for refresher recruitment as per the she duke drawn up.

4) The organization shall concentrate and conduct workshops, training programs to

the employees in order to mold their career growth

4.4 CONCLUSION

The study on recruitment and selection is HR professional is having big

responsibility to hire a best person from the available talent pool. At the same time,
one needs to be conscious. The employer should judge on individual merits and set
the same standards for all. In the present scenario, “It is the biggest challenge for a
HR manager to hunt for talent