Summer Internship Report On

“Recruitment and Selection”

AT

H.B. FOOD AND ALLIED PRODUCTS

FEROZEPUR

CONDUCTED IN JUNE- JULY 2024

Submitted in partial requirement for completion of MIS-314 (Summer Internship

Report Seminar)

MASTER OF BUSINESS ADMINISTRATION (FYIC)

SUBMITTED TO: SUBMITTED BY:

Dr. Dilpreet Kaur Nazreen Gill

27472206992

1
 Table of Content

S.no Title Pages

1. ACKNOWLEDGEMENT 3

2. DECLARATION 4

3. INTERNSHIP CERTIFICATE 5

4. INTRODUCTION TO THE TOPIC 6

5. ABOUT THE COMPANY 13

6. REVIEW OF LITERATURE 14

7. RESEARCH METHODOLOGY 17

8. ANALYSIS AND INTERPRETATION OF 19

DATA

9. FINDINGS 25

10. RECOMMENDATION 26

11. CONCLUSION 27

12. BIBLIOGRAPHY 28

13. QUESTIONNAIRE 29

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ACKNOWLEDGEMENT
The internship opportunity I had with H.B. Foods was a great chance for learning
and professional development. Therefore, I consider myself as a very lucky
individual as I was provided with an opportunity to be a part of it. I am also
grateful for having a chance to meet so many wonderful people and professionals
who led me though this internship period.

Moreover, I want to show my gratitude to my project guide Dr. Dilpreet Kaur for
helping and guiding me in completing my project which is on

the topic “RECRUITMENT AND SELECTION”. Despite being extraordinarily

busy with her duties, took time to hear and guide and kept me on the correct path
while completing the project.

My thanks and appreciation also go to my friends and other faculties of University

in developing the project and people who willingly helped me out of their abilities.

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 DECLARATION

I do hereby declare that the summer internship program report entitled

“RECRUITMENT AND SELECTION” submitted to GURU NANAK DEV
UNIVERSITY, AMRITSAR is my own work. This project report is a result of my
original work and is neither copied or duplicated nor has any project report like
this one ever been submitted to any of the universities or any other organizations.
This report has been prepared for the partial requirement for completion of MIS-
314 (Summer Internship Report Seminar) under University of Business School,
Guru Nanak Dev University.

NAZREEN GILL

Roll No.- 27472206992

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 INTRODUCTION TO TOPIC
(RECRUITMENT AND SELECTION)

RECRUITMENT:
Recruitment is the process of actively seeking out, finding and hiring candidates
for a specific position or job. It involves locating, maintaining and contacting the
sources of man power.
Here are different definitions of recruitment by various authors:

4. Edwin B. Flippo (1984): “Recruitment is the process of searching for and

obtaining a pool of qualified applicants for a particular job.”

2. Dale Yoder (1972): “Recruitment is the process of attracting, evaluating, and

selecting qualified candidates for job openings.”

3. DeCenzo and Robbins (1996): “Recruitment is the process of attracting

individuals on a timely basis, in sufficient numbers, and with appropriate
qualifications to apply for and fill job openings.”

4. Gary Dessler (2000): “Recruitment is the process of finding, attracting, and

hiring the best candidates to fill job openings.”

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5. Werther and Davis (1996): "Recruitment is the process of generating a pool of
qualified candidates for a job opening."

6. Milkovich and Boudreau (1997): "Recruitment is the activity that generates an

applicant pool, from which qualified candidates can be selected."

7. John Bratton and Jeffrey Gold (2003): "Recruitment is the process of attracting
and encouraging potential employees to apply for job vacancies."

8. David A. DeCenzo (2006): "Recruitment is the process of identifying, evaluating,

and attracting potential employees to apply for job openings."

These definitions highlight the key aspects of recruitment, including:

- Attracting and finding qualified candidates

- Generating a pool of applicants
- Filling job openings
- Identifying and evaluating potential employees
- Encouraging applications

While the wording may vary, the core idea of recruitment remains the same: to
identify and attract top talent to fill job openings within an organisation.

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 RECRUITMENT PROCESS

The recruitment process typically involves the following steps:

1. Job Analysis and Description:

- Identify job requirements and responsibilities
- Create a job description and specifications

2. Job Advertising and Promotion:

- Advertise job openings through various channels (e.g., social media, job
boards, company website)
- Utilize employee referrals and internal job postings

3. Candidate Sourcing:
- Identify potential candidates through:
- Job fairs and recruitment events
- Social media and professional networks
- Employee referrals
- Recruitment agencies

4. Application Collection:
- Receive and manage job applications through:
- Online application portal.
- Email 8
 - In-person submissions

5. Application Screening:
- Review resumes and cover letters
- Conduct initial phone or video interviews

6. Shortlisting:
- Select top candidates based on qualifications and fit

7. Interviews:
- Conduct in-depth interviews (in-person, phone, or video)
- Assess candidate skills, experience, and cultural fit

8. Assessment and Testing:

- Administer skills assessments, personality tests, or other evaluations

9. Reference Checks:
- Verify candidate credentials and work history

10. Job Offer:

- Extend a job offer to the selected candidate
- Negotiate salary and benefits

11. Onboarding:
- Welcome the new hire 9
 - Provide orientation and training

12. Evaluation and Follow-up:

- Monitor new hire performance
- Gather feedback for process improvement

Additional steps may include:

- Background checks
- Medical examinations
- Skills demonstrations
- Panel interviews
- Candidate presentations

The recruitment process may vary depending on the organization, industry, and
job requirements. Effective recruitment involves a strategic approach to attract,
select, and hire the best talent.

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 SOURCES OF RECRUITMENT

Different sources of recruitment are as follows:

Internal Sources:
1. Employee Referrals: Current employees refer friends and family.
2. Job Posting: Advertise vacancies on company intranet, notice boards.
3. Promotions: Promote existing employees to higher positions.
4. Transfers: Transfer employees from one department to another.
5. Retirees: Rehire retired employees on a part-time basis.

External Sources:

1. Online Job Boards: Post ads on popular job portals (e.g., Indeed, LinkedIn).
2. Social media: Utilize social media platforms (e.g., Facebook, Twitter).
3. Career Fairs: Participate in job fairs and recruitment events.
4. Employee Agencies: Partner with recruitment agencies.
5. Advertising: Advertise in newspapers, magazines, and industry publications.
6. Campus Recruitment: Recruit from colleges, universities, and vocational
schools.
7. Professional Associations: Reach out to industry-specific associations.
8. Government Employment Offices: Utilize government job boards and services.
9. Community Centres: Post ads in local community centres.
10. Referrals: Leverage referrals from business partners, vendors, and customers.
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Alternative Sources:
1. Internships: Convert interns into full-time employees.
2. Freelancers: Hire freelancers or contractors.
3. Boomerang Employees: Rehire former employees.
4. Competitor Employees: Poach talent from competitors.
5. Industry Events: Network at conferences, seminars, and trade shows.
6. Online Communities: Engage with online forums and discussion groups.
7. Alumni Networks: Tap into alumni networks of universities.
8. Diversity Job Boards: Advertise on job boards targeting diverse candidates.

Technology-Enabled Sources:

1. Artificial Intelligence (AI) Recruitment Tools

2. Virtual Recruitment Platforms
3. Video Interviewing
4. Mobile Recruitment Apps
5. Recruitment Chatbots

These sources can be used individually or in combination to create a

comprehensive recruitment strategy.

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 ABOUT THE COMPANY

H.B. Food and Allied Products, located in Ferozepur, Punjab, India, is a prominent
food processing and manufacturing company. Here's some information about the
company:

- Established: 1/07/2017
- Address: Gowal Mandi Ferozepur, Punjab 152001
- Entity type: Proprietorship
-Registration Type: Regular
-Nature of Business: Retail business, Wholesale business
Factory/ Manufacturing.
-Pan number: AZBPB4496R
-GST Number (GSTIN): 03AZBPB4496R1Z1
- Industry: Food Processing
- Employment:
- Employs over 500 people
- Committed to employee welfare and development
H.B. Food and Allied Products specializes in the production and distribution of a
wide range of food products. The company’s state-of-the-art manufacturing
facilities are equipped with cutting -edge technology, ensuring high-quality
products that meet international standards.
H.B. Food and Allied Products is a trusted name in the food industry, known for its
high-quality products, innovative approach, and commitment to customer
satisfaction. The company's strategic location in Ferozepur, Punjab, enables easy
access to raw materials and proximity to major ports for exports.
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 REVIEW OF LITERATURE

RynesSL (1999)
The use of technology in employee selection process highly developed rather
than in recruitment or placement; and therefore, the major focus is always on
selection. Not that recruitment or placement is any less important function;
On the contrary an organization’s success in recruiting defines the no of
applicants with which it will work towards selection. It becomes more
challenging if not easier. However the prevalent practices and restrictions
place more and more emphasis on the section process.
Maidment J (2003)
The research paper focuses on the problems that the students face on the field
recruitments. The study suggests the kind of training & exposure that the
students require for dealing with the workplace stress, It also emphasizes on
the role pf pedagogical interventions that are required to help the students
who feel the pressure of placement because of their low financial conditions.
The study was conducted on special 39 Victorian Social work students

Iwasaki T (2005)

The study mainly evaluates the effectiveness of the Masters of Business

Management Program with special focus on the comparison of job income in Japan
& Unites States of America. The study also tries to understand the impact of MBA
intervention on the other job related criterion such as employability skills, Job
satisfaction, confidence in Knowledge, career growth etc. The interest in the
research for the Author has stemmed up from the fact that in spite of regular &
continuous criticism regarding the ability & competency of the Management
institutions to prepare the students for a successful career, the institutes are
attracting students worldwide.

Verhoeven H, Williams S (2008) 14

This paper reveals the study on internet enabled recruitment and selection process
in the country of United Kingdom .The paper discussed the advantages &
disadvantages of the internet based recruitment and selection process and compares
it with the views of the employers. The analysis provides evidence that the
majority of advantages claimed in the research review are also experienced by the
recruiters &employers.The result of the research helps to analyse the phenomenon
of recruitment through internet and how it can be used to build a better recruitment
system.

Joseph Ming SK (2010)

The paper focuses on the intense competition that Malaysia is facing in the sector
of Higher Education & how the institutes are now behaving like entrepreneurs to
recruit students for their various courses. The study evaluates the challenges which
are standing on the way of these institutes and what strategies are being used to
overcome and tackle these issues.

Sundaram CS, Madhusudanan S (2011)

The study exposes the problems faced by the students due to anxiety during
campus recruitments, and how they turn up into health issues. It advocates the use
of lifestyle changes such as yoga and meditation

Orphan S (2013)

The research was in the form of survey conducted within forst 60 days of the
placement season. It was established that the students were placed at a higher
packages that the previous years and it was also established that the students who
had done good internships &projectsduring their study tenure were able to get into
good organization.
GhazalaIshrat G (2013)
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This particular research paper deals with the problems of recruitment and selection
in the Indian and Foreign MNC’s.It presents a comparative analysis of the process
in the 2 types oforganisations.The paper deals with a few selected policies. The
paper presents the views of the researcher related to uniformity of the policies and
practice of good HRM methods across the globe.
 16

RESEARCH METHODOLOGY

Research methodology is defined as a way to systematically solve the research

problem it consists of different type of steps that are generally used by every
research to study the complete research problem and find out conclusion for it.
Research is actually an original contribution to the existing stock of knowledge
making for its advancement. It is necessary for the research to study about both the
research methods and the research methodology. The systematic approach
concerning generalization and formulation of theory isa also research.

Research Design

 Method used for this study is random sampling method

 The study is based mainly on primary data.
 The questionnaire was designed and given to 30 employees.
 Survey sample of 30 employees.
 The questionnaire was designed to access information about recruitment and
selection process from employees within the organization.
 17
Data Collection

Data collection is the process of gathering and measuring information on variables

of interest, in an established systematic fashion that enables one to answer stated
research questions, test hypotheses, and evaluate outcomes. The data collection
component of research is common to all fields of study including physical and
social sciences, humanities, business, etc. While methods vary by discipline, the
emphasis on ensuring accurate and honest collection remains the same.

Primary data: Data that has been generated by the researcher himself/herself,
surveys, interviews, experiments, specially designed for understanding and solving
the research problem at hand.

Secondary data: Using existing data generated by large government Institutions,

healthcare facilities etc. as part of organizational record keeping. The data is then
extracted from more varied datafiles.
 18

ANALYSIS AND INTERPRETAION OF DATA

A survey was conducted and questionnaires were given to 30 employees in the

organsiation and following results were obtained:

1. For how many years have you been working in the food industry?

Experience

3%
24%

0-1 yrs

1-2 yrs

72% More than 2 yrs

Interpretation:

From the above chart we can interpret that only 3% employees have 0-1yrs
experience, 24% employees have experience between 1-2yrs and 73% employees
have more than 2yrs experience in food industry.
 19

2.Is the company doing recruitment and selection process timely?

Timely Recruitment

28%

Yes No
72%

Interpretation:
From the above chart we can interpret that 72% of employees say Yes, that the
company is performing timely recruitment and selection, whereas 28% denied it.
 20

2. Is the resume screening and the shortlisting methods used by the company is
satisfactory?

Resume screening and shortlisting

25%

45%
Agree
Neutral
Disagree
30%

Interpretation:

From the above chart we can interpret that 45% employees Agreed that the
Resume screening and the shortlisting methods of the company is satisfactory. On
the other hand 25% of employees disagreed to this and 30% stayed neutral.
 21

3. Does the HR provides an adequate pool of quality applicants?

Adequate pool of quality applicants

27%
40%
Agree
Neutral
Disagree
33%

Interpretation:

From the above chart we can interpret that 40% of employees agreed with it, 33%
of employees stayed neutral, whereas 27% of employees did not agree with it.
 22

4. How do you rate the selection policy of the company?

Selection policy

10%
23%
Very Good

30% Good

20% Average

Poor
17%
Very Poor

Interpretation:

From the above chart we can interpret that only 10% employees rated the selection
policy as Very Good. 30% of employees rated it Good, 17% rated it Average, 20%
rated it poor and whereas 23% employees rated it as very poor.
 23

5.Are you satisfied with the introduction and orientation program in your
company?

Introduction and orientation program

33%

50% Agree
Neutral
Disagree
17%

Interpretation:

From the above chart we can interpret that only 33% of employees agreed that the
introduction and orientation program of the company is satisfactory, 17% stayed
neutral, whereas 50% of employees did not agree with it.
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FINDINGS

 The majority of employees working in the H.B. Foods have experience of

more than 3 years.
 The company conducts various types of tests and interviews in order to
select the best pool of candidates for the company.
 The company also provide work from home facilities, depending on the
circumstances of the employee.
 The employees have been provided with various benefits like health
insurance, cafeteria, child care, incentives.
 The newly recruited employees are given both on the job and off the job
training.
 The company is also performing recruitment and selection processes on
timely basis.

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 RECOMMENDATIONS

 Experienced employees should take initiative to make the newly recruited

employees feel at ease, by creating a comfortable environment for them.
 Candidates must be asked to demonstrate their skills and knowledge through
mock drills, simulation programs, etc. specially for critical roles
 The company must work on improving its orientation program, in order to
make the candidates feel more at ease during their joining.
 The interviews should not be boring, the interviewers must not ask questions
that may have readymade answers.
 The company should provide the newly joined recruits with soft skills
training.
 26

CONCLUSION

As I have come to the end of my study, I had the following experiences while
conducting the study.

 It was a very enlightening experience for me as I got to learn a lot of new

things.
 Visits to the various departments and interaction with ample of employees
have widen my horizon and knowledge about the recruitment and selection.

An effective recruitment and selection process reduces turnover, by choosing the

right candidate for the right job. During the recruitment and selection process we
not only identify skills and aptitude of the candidate for the related job, but also the
whether the candidate shares and endorses the company’s core values. The
candidate has to fit in well within the company’s culture. The selection and
recruitment process should provide our company with the employees who adapt
and works well with the others in the company.

The project study entitled “RECRUITMENT AND SELECTION” has been carried
out with special reference to H.B. Foods. The sample questionnaire distributed to
the employees gave a positive result.
 27

BIBLIOGRAPHY

 WWW.INDEED.COM
 WWW.INVESTOPEDIA.COM
 WWW.WIKIPEDIA.ORG
 WWW.SCRIBD.COM
 WWW.UKESSAYS.COM
 WWW.RESEARCHGATE.NET
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QUESTIONNAIRE

 For how many years have you been working in the food industry?
a) 0-1 years
b) 1-2 years
c) More than 3 years

 Is the company doing recruitment and selection process timely?

a) Yes
b) NO

 Is the resume screening and the shortlisting methods used by the company is
satisfactory?
a) Agree
b) Neutral
c) Disagree

 Does the HR provides an adequate pool of quality applicants?

a) Agree
b) Neutral
c) Disagree
 29

 How do you rate the selection policy of the company?

a) Very Good
b) Good
c) Average
d) Poor
e) Very Poor

 Are you satisfied with the introduction and orientation program in your
company?
a) Agree
b) Neutral
c) Disagree

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