CHAPTER 1

INTRODUCTION

I have selected the topic of this report “Human Resource Management – Recruitment”. I tried to
integrate my theoretical knowledge of HR and combined it with practical examples as observed
during my internship. I have tried to cover all major aspects of Human Resource and covey my
understandings of different functions of human resource management through this project. I have
also provided some recommendations based on my knowledge followed by my conclusion which I
gathered during my internship.

Objective of the Report

There have been some objectives set forward in doing this report so that it can be determined what
tasks have to be done.

 To familiarize with the Jyoti Strips Pvt. Ltd., its operations and activities, management style
and endeavor to realized the gap between the theoretical knowledge with the real business
world.
 Propose changes mainly in the guidelines, format and management philosophy by keeping
relevance with other processes.
 Employee personnel practice
 CV sorting, sourcing, screening of documents

Sources of information
All the information incorporated in this report have been collected from primary sources as well as
secondary sources.

Primary Sources

 Interview with assistant manager of administration & HR-In charge.

 Operation manager and some other employees
 Discussion session with senior officer as well

Secondary Sources

 Annual Report of Jyoti Strips Pvt. Ltd.

 Job description for each employee of Jyoti Strips Pvt. Ltd., HR Division
 Recruitment Format
 Guideline provided by company for recruitment process.
 CHAPTER 2
COMPANY PROFILE

Introduction
Jyoti Strips Private Limited was incorporated in the year 2007. The Company was promoted by Late
Shri Harparsad Garg and his son Mr. Naresh Garg, both have vast and proficient experience of more
than two decades in the field of Iron and Steel business. The Company has become a renowned and
leading trader in Iron and steel business. Flat steel products in the coils and sheet market. It supplies:
HR (Hot Rolled), CR (Cold Rolled) and GP (Galvanized Painted) & Other Flat Steel Products
Company is well equipped with the state-of-art technology, plant & machinery, in-house material
testing lab and excellent infrastructure. Jyoti Strips Pvt. Ltd. is committed to continuously
standardize, improvise & innovate its product offerings, making one of the strategic steps towards the
same.
Company supplies products to Auto, Auto-Component, Infrastructure, Electrical, Accumulator, Barrel
Ancillary, Fabricator and General Engineering industries and has over 5000 client base Pan India.

Mission
 “Continue to retain market leadership.”
 “Recognized by customers as best and preferred supplier of HR Coil/Sheets.”
 “Exceeding customer expectations and strive for excellence.”
 “To supply Material and services of agreed quality at the right time, right cost to attain and
maintain business leadership.”

Vision
 “To become a supplier of choice.”
 “To provide best in class products & services to our customers.”
 “To fulfilled the aspirations of our customers, suppliers and employees by continuously
upgrading our services and by providing healthy environment to get associated with.”

Values
 Respect of people
 Customers credibility
 Continuous Improvement
  Integrity, Reliability, Agility,
 Teamwork
 Customer Satisfaction and Quality of Life.”
History
Established in 1998 in Faridabad, Haryana, as a proprietorship firm and reconstituted as a private
limited company in 2007, JSPL trades in flat steel products such as hot-rolled and cold-rolled coils,
sheets and plates. It is an authorized distributor of BSL since inception. The company is promoted by
the late Mr. Harprasad Garg and his son, Mr. Naresh Garg. JSPL also has coil cutting and slitting
facilities.

JSPL acquired 100% stake in USL in June 2019. The company manufactures cold rolled closed
annealed (CRCA) sheets, coils and
strips along with precision tubes,
wire rods, metallic home
products such as ironing boards,
space savers, driers, step
ladders and automotive
components.

Company Management
Mr. Naresh Garg is the Managing Director of the company. He has more than 20 years of experience
and an in-depth knowledge and acumen of the Iron and Steel Industry. The business was set-up by
Late Sh. Harprasad& Mr. Naresh Garg in the year 1988 as steel trading firm which was brought into a
company in 2007. He has successfully demonstrated vision by introducing the concept of Independent
Steel Service Centre” in India and has been instrumental in making our company one of the known
and established performer in the Steel Industry. His functional responsibility in our Company involves
handling the overall business affairs of the Company including devising business marketing
strategies, capacity expansion, and overall development of the business of our Company.
 MR. NARESH KUMAR GARG MR. AMAN GARG
(MANAGING DIRECTOR) (EXECUTIVE DIRECTOR)

Business
We are one of the leading Independent Steel Service Centers in India having an existing client base of
over 5000 customers Pan India, making us a major player in the flat steel product (i.e., HR, CR& GP
Coils, Sheets and Plates) markets in India.
We operate as an Independent Steel Service Centre that purchases raw materials like Hot Rolled
Coils, Hot Rolled Pickled & Oiled, Cold Rolled Coils, Cold Rolled Closed Annealed, HR Chequered
Coils etc. from steel manufacturers and converts them into various shapes and forms through
Decoiling / Recoiling, Slitting, Shearing, Cut to Length and other value additions such as Pickling,
Oiling, Rewinding, Skin pass, CNC Plasma Cutting, Gas Cutting etc. We serve an important function
as an intermediary between primary metal producers that generally sell large volumes of limited sizes
and configurations, and end-users that require efficient services and economical quantities of
customized products. Our product portfolio offers a diversified product range which includes variety
of grades, thickness, widths and standards, in HR, CR, HRPO, CRCA, Galvanized coils and plates,
Chequered
Coils & plates etc. according
to customer

specifications (TDC).
We serve a well-diversified base of customers across industries like Automobile, Bearing,
Fabrication, Packaging, General Engineering, Pipe manufacturing, White Goods, Infrastructure,
Home Appliances etc. The quality standards at our processing facilities are ISO 9001:2008 certified.
Industry & Applications
 Automobile Industry
 Infrastructure
 Electric Industry
 Dam Works
 Accumulators
 Barel & Related Industry
 Fabricator Industry
 General Engg & other segments

Departments in Jyoti Strips Private Ltd.

1. Finance & Accounts Department- A finance department is the unit of a business responsible for
obtaining and handling any monies on behalf of the organization. The department controls the income
and expenditure in addition to ensuring effective business running with minimum disruptions &
include economic analysis to improve key business strategies.

2. Marketing Department & Communication- A marketing department is a division within a

business that helps to promote its brand, products and services. Depending on the industry or
company priorities, marketing department responsibilities can vary but these are the most common:

3. Technical Department- Technical departments develop elemental technologies and processes for
commercialization of the results of R&D, and scale up processes using pilot plant and production
facilities. The departments collaborate with business divisions to provide product information hearing
and technical support to customers, and they promote product design against market needs. In order to
constantly deliver high-quality products to customers, manufacturing departments conduct daily
production control, process improvement and on-site management. When producing new products,
they enhance development as manufacturing departments with the technical departments and the
engineering departments.

4. Human Resouce & Admin- An HR administrator handles the daily record-updating and
documentation of the human resources department and is the primary contact person for any HR-
related queries. They have significant professional experience and solid technical knowledge of
human resources. The human resources department handles many different responsibilities, and all of
its duties are important for its parent organization. Therefore, there needs to be a role that orchestrates
smaller yet important human resources tasks and is the main contact for any queries related to the HR
department’s operations.

5. Data Science & Analytics- Data analytics teams are enabling a parent or larger organization, roles
and responsibilities must be defined with a clear understanding of who the clients are and what
business initiatives they are advancing. Most analytics teams will focus on: Building big data
collection and analytics capabilities to uncover customer, product, and operational insights, analyzing
data sources and proposing solutions to strategic planning problems on a one-time or periodic basis,
providing data-driven decision support.

6. Project & Program Management- A project management department maintains and ensures
project management standards across an organization. A PMO can either be internal or external. They
can also be referred to as a program or project portfolio management
office. A project management office keeps documentation on projects
and offers direction and key metrics in the execution of the projects
under its governance.

Products
 Hot Rolled Coils, Sheets & Plates
 Hot Rolled Skin Pass Coils & Sheets
 Hot Rolled Pickled & Oiled Coils & Sheets
 Hot Rolled Chequered Plate
 Hot Rolled Boiler Quality Plates
 Hot Rolled High Tensile Plates
 Cold Rolled Coils and Sheets
 CRFH Coils
 Galvanized Steel Coils and Sheets
 Color Coated Coils & Sheets

Group Companies

1. Uttam Strips Limited - The company is now a “wholly owned Subsidiary of Jyoti
Strips” professionally managed by the first generation of business family Mr. Naresh Kumar
Garg. Uttam Strips Limited known as the finest Cold Rolled steel strips supplier with
precision accuracy on all forms of physical and chemical tolerances required for OEM
Applications. The division is well equipped to produce both Hot Rolled and Cold Rolled
Tubes & Pipes to cater to the precise expectation of the industry.
Company derives its strength from a highly expert techno commercial team with vast and
extensive experience in this field and all allied fields from metal to mining, Finance, planning
and finishing, procurement, Admin & HRD, Logistics with dynamic & committed approach
which ensures sustainable growth of the company with great level of satisfaction to its
committed customer base.
 2. Ajit Sheets India Private Ltd. - ASPL is engaged in trading and job work activities related
to cutting of HR coils / sheets for JSPL as well as other customers. It has cutting facility in
Faridabad, Haryana.

Strengths

Focus on Quality and Service

Our products adhere to high quality standards and our processing facilities are ISO 9001:2008
certified. Our SSC operates in three shifts each day and hence ensures that all our products go through
exhaustive R&D and rigorous inspection by trained and experienced personnel. This ensures that our
products are consistently within the specification parameters which we supply as per customer
specifications.
Diversified Customer base and Long-term relationship with our
customers
We have a well-diversified customer base of more than 5000 regular large
and medium size customers all over India. Our customers include global
authorized vendors of leading corporate houses and OEMs covering more
than 100 types of industry segments and sub segments such as Automobile,
General & Heavy Engineering, Fabrication, Pipe & Tubes, Home Appliances, Power& Infrastructure
etc.
We are also diversified on geographical basis, with focus on distinct geo strategic regions. This
protects us against regional fluctuations in demand, thereby reducing the off-take risk and bringing
stability to the revenues of our company.

Locational Advantages
The existing steel service centre is located at Ballabgarh, which is situated in the Faridabad district of
Haryana, approximately 5 Km from Ballabgarh& 45 km from New Delhi railway station. The
location at Ballabgarh has the following
key advantages:
 Well-developed industrial area having basic infrastructure facilities like road, transportation,
power & water availability.
 Availability of labor from nearby villages and surrounding areas
 Availability of skilled personnel from the nearby cities
 Availability of wagon transportation facility
Experienced and strong Management Team
The Promoter and the Senior Management team of our Company have significant industry experience
and have been instrumental in the consistent growth of our Company’s performance.

Future Plans
Jyoti Strips Pvt. Ltd. growth plan is overpowered by the boom being experienced by the domestic
steel industry and the high rates of growth being established by the Indian economy and the major
steel-consuming sectors. With the changing market scenario and increase in consumption of steel
products. We shall continue to fine-tune our growth plans keeping in mind the upcoming projects in
India.

Weaknesses

 Exposure to supplier concentration risk: JSPL meets a sizable of its procurements from
Tata Steel BSL Limited. For JSPL to meet growth in sales of over medium term, steady flow
from Tata Steel BSL will remain a critical factor. USL, being a forward integration entity,
also partially relies on supplies from Tata Steel BSL.
 Exposure to intense competition: The steel trading industry is dominated by many
unorganized players catering to local demand. These players primarily cater to regional
demand to save on high transportation cost, as price is the main differentiating factor. Also,
since steel is a commodity product where brand recognition and loyalty are not high, demand
is extremely sensitive to change in prices. Commoditized industry and the resultant intense
competition may continue to constrain scalability, pricing power, and profitability.

Beyond Business of Jyoti Strips

Giving back to Society:

We plan and implements social development activities of the JYOTI STRIPS PVT. LTD. of
companies. A team of social development professionals is based in Faridabad and at every location
where JYOTI STRIPS PVT. LTD. has its operations and undertake community-based activity in
consultation with their respective managements.

JYOTI STRIPS PVT. LTD. would strive to achieve sustainable development in all spheres of life
including integrated community development, promotion of arts and culture, environment protection
and sports, Hospitals to provide best facilities at reasonable cost to needy people, educational
institutions to promote higher learning and achieving sustainability.
Prime Activities:

 Education: We grants in the field of education follow a focused approach in the following
areas:
 Reforming elementary education.
Nurturing education as a discipline.
Alternative education.
Higher education.

 Health: We focuses its efforts in the following areas:

Rural health programmers
Health training and capacity building

 Enhancing civil society and governance: We grants are based on the three sub-themes of:
Citizenship and participation
Human rights and governance
Governance in civil society

Customer Network
 Delhi
 Chandigarh
 Uttar Pradesh
 Punjab
 Haryana
 Himachal Pradesh
 Uttarakhand
 Gujrat
 Rajasthan

CHAPTER 3
OVERVIEW OF HR DIVISION

Human Resource Management

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an
organization's employees. A company or organization's HR department is usually responsible for
creating, putting into effect and overseeing policies governing workers and the relationship of the
organization with its employees.
HRM is employee management with an emphasis on employees as assets of the business.

Importance

1) The purpose of HRM practices is to manage the people within a workplace to achieve the
organization's mission and reinforce the corporate culture.
 2) HR professionals also aid in the training and professional development of employees to meet
the organization's objectives.
3) A company is only as good as its employees, making HRM a crucial part of maintaining or
improving the health of the business.
4) HR managers monitor the state of the job market to help the organization stay competitive.
5) Ensures compensation and benefits are competitive, events are planned to keep employees
from burning out and job roles are adapted based on the market.

Objectives

1.
Societal

objectives. These are measures put in place to respond to the ethical and social needs or
 challenges of the company and its employees. This includes legal issues such as equal
opportunity and equal pay for equal work.

2. Organizational objectives. These are actions taken to ensure organizational efficiency,

including providing the appropriate training, hiring the right number of employees for a given
task and maintaining high employee retention rates.
3. Functional objectives. These are the guidelines used to keep HR functioning properly within
the organization. They include ensuring all HR resources are allocated to their full potential.
4. Personal objectives. These are the resources used to support the personal goals of each
employee. They include opportunities for education and career development, as well as
maintaining employee satisfaction.

Functions of HR

1. Recruiting, hiring and retaining talent: Recruiting candidates - Finding the right person starts
with accurate and detailed job descriptions. HR must analyze the market and set a competitive salary
range before promoting available positions on any number of platforms.
Hiring employees - HR managers are usually in charge of performing background checks, onboarding
new employees and explaining payroll, benefits and company policies. There is a considerable
amount of important legal paperwork, recordkeeping and administrative responsibility involved in the
hiring process.
Retaining talent - HR is also partially responsible for employee retention, which is often overlooked
in the discussion around talent acquisition.

2. Employee engagement: The importance of setting up two-way dialogue and engagement between
employees and HR or senior leadership cannot be overstated. It is the only way to build and maintain
a vibrant company culture, one where everyone is united around shared goals, mission and values.

3. Performance management: Performance management is the process of maintaining or improving

job performance. Typically, this is done through the use of assessment tools, coaching and counseling,
and providing continuous feedback.

4. Compensation and benefits: Calculating fair compensation rates and putting together a
comprehensive list of benefits is another big part of an HR manager’s job. After all, this is what
employees are getting in exchange for their hard work. The goal is to create a competitive and
attractive offer that aligns with the candidate’s experience and expectations.
5. Development and training: Offering ample opportunities for individuals to learn new skills and
further improve their existing talents is advantageous to the company and employees alike. When
employees feel like their organization is investing in their growth, they are more likely to engage with
and shape the company culture for the better. HR is also responsible for providing training sessions
that align with the organization’s strategic goals and legal responsibilities.

7. Audits and legal compliance: The laws on matters such as labor, benefits, fair compensation,
hiring and firing are complex. They also vary by state and are subject to change periodically.
Knowing and following state, federal and local regulations is necessary for the success of any
organization.

Nature of HRM

Pervasive Force
Human Resource Management is an inherent part of an organization. It is pervasive in nature and
present in all enterprises at all levels of management. It is the responsibility of each manager to select
the right candidate under him and pay attention to the development and satisfaction of each sub-
ordinate.

People-Oriented
Human Resource Management focuses on and values people at work both as individuals and groups.
It encourages people to develop their full potential and in return give the best to the organization.

Action-Oriented
Human Resource Management does follow rules, records, and policies but it stresses the action. The
focus is on providing an effective and timely solution to employees for any problems, tensions, or
controversies faced by them.

Future-Oriented
To sustain and grow in this competitive environment organizations follow long term strategic
planning. Effective Human Resource Management prepares people for current as well as future
challenges, especially working in an environment characterized by dramatic changes.

Development Oriented
HRM continuously works towards the development of employees. There are various tools used to
make the employees reach their maximum potential. Training programs are held to help employees
enhance their skills and knowledge. Monetary and non-monetary reward structures are tuned to
motivate the employees.

Enhance Employee Relations

HRM helps to build a healthy relationship between the employees at various levels. It encourages
mentoring and counseling to help employees in times of need. It aims at creating a culture in the
organization that is conducive to learning and growth.
Scope of HRM

Human Resource Planning – It is the process by which the organization identifies the number of
jobs vacant.

Job Analysis and Job Design – Job analysis is the systematic process for gathering, documenting,
and analyzing data about the work required for a job. Job analysis is the procedure for identifying
those duties or behavior that define a job.

Recruitment and Selection – Recruitment is the process of preparing advertisements on the basis of
information collected from job analysis and publishing it in newspaper. Selection is the process of
choosing the best candidate among the candidates applied for the job.

Orientation and Induction – Making the selected candidate informed about the organization’s
background, culture, values, and work ethics.

Training and Development – Training is provided to both new and existing employees to improve
their performance.

Performance Appraisal – Performance check is done of every employee by Human Resource

Management. Promotions, transfers, incentives, and salary increments are decided on the basis of
employee performance appraisal.

Compensation Planning and Remuneration – It is the job of Human Resource Management to plan
compensation and remunerate.

Motivation – Human Resource Management tries to keep employees motivated so that employees put
their maximum efforts in work.

Welfare Aspect – Human Resource Management have to follow certain health and safety regulations
for the benefit of employees. It deals with working conditions, and amenities like - canteens, creches,
rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.

Industrial Relation Aspect – HRM works to maintain co-ordinal relation with the union members to
avoid strikes or lockouts to ensure smooth functioning of the organization. It also covers - joint
consultation, collective bargaining, grievance and disciplinary procedures, and dispute settlement.
 CHAPTER 4
HRM OF JYOTI STRIPS PRIVATE LTD.

During my internship I was mainly assign to HR department of Jyoti Strips Private ltd. always
determine what job need to be done, and how many and types of workers will be required. So,
establishing the structure of the asset management company assists in determining the skills,
knowledge and abilities of job holders. To ensure appropriate personnel are available to meet the
requirements set. It believes that the quality work comes from quality workers who are well motivated
and ready to take challenge to provide better service.

HR DIVISION

Jyoti Strips Pvt. Ltd. has reached soaring heights not only due to the technology it possesses, but due
to its team of dedicated staff of engineers, managers and technicians. Without the motivated efforts of
our team, the modern technology cannot function at its peak and Jyoti Strips Pvt. Ltd. can provide
high quality products it has been providing to its customers.
This is why human resource department is a fundamental core of Jyoti Strips Pvt. Ltd. values its
employees and make sure that they work in a healthily competitive and safe environment, with
modern amenities and benefits. To take care of its team of employees, Jyoti Strips Pvt. Ltd. works on
developing and managing their talent and providing a chance to learn and develop their career,
through the HR desk.
The Talent Management team from the Human Resource Desk recruits and retains the most skilled
professionals, to maintain the company’s growth and retain its position as a market leader. To do so,
the HR Manager motivates and engages new skills, and develops them by ensuring that:

 The right professional is hired at the right time and the right place
 Continuous appraisal of the staff’s performance
 Continuous training to upgrade to the latest technology available
Apart from recognizing and promoting skilled professionals, Jyoti Strips Pvt. Ltd. also allows it’s
employees to continuously learn new skills and attain knowledge, improving their performance both
inside or outside of the company. This is done through various development programs which have
attained an important position in the continuous growth of the company.
The Human Resources Desk also involves itself in the following aspects:
1. Recruitment processes- Recruitment or Hiring is the process of searching and attracting
the right candidates for hiring them for vacant jobs in an organization. There are two sources
of recruitment, internal sources and external sources.
Recruitment refers to the process of searching for potential employees and influencing them
to work for their organization.
The purpose of the recruitment process is to find talented and qualified individuals for the
growth and development of their organization. It is part of the human resource management
(HRM) department.

2. Induction of new employees- Induction training, also known as onboarding or orientation,

is the process of introducing new employees to their job, the company, and its culture. The
goal of induction training is to provide new employees with the necessary knowledge, skills,
and resources to perform their job effectively and become productive members of the team.
The meaning of induction training varies between organizations, as it can include variety of
activities, such as presentations on the company’s history, mission, and values; overviews of
the new employee’s role and responsibilities; training on the company’s products, services,
and systems; and introductions to colleagues and company policies.
Induction training typically occurs during the first few days or weeks of a new employee’s
tenure with a company, and may be conducted in a group or individual setting.

3. Management of employee leave- The employee leave management process helps

effectively handle employee leave requests, inclusive of vacation, holidays, sick leave,
and parental leave. A successful employee leave management process will provide a fair and
accurate way to manage these leave requests to ensure that both the employee and the
company are taken care of.
Employees are entitled to these benefits, so an employee scheduling solution is a must-have to
ensure your facilitation of them is as efficient as possible.
The HR department managers are responsible for the facilitation of time-off requests for both
staff and management leave, both for approving and denying leave requests. A clear leave
management process makes the job of Human Resources easier while ensuring both the
business and staff needs are catered for.

4. Payroll management- Payroll is defined as the process of paying salary to the employee of
a company/organization. It starts with preparing the list of employees to whom salaries must
be paid and end with recording those expenses.
The payroll process involves calculating what is due to the employees for a specific payroll
cycle after adjusting the required deductions like employees’ PF contribution, TDS, meal
coupons, etc. The payroll process requires different teams, such as HR, payroll and finance, to
work together. However, due to modern technology, businesses can effortlessly manage all
the payroll processing complexities.
5. Conducting exit interviews- An exit interview is a survey of employees who are leaving a
company. Employers conduct these interviews to learn about why an employee is leaving and
what their thoughts are on the organization. Exit surveys can be in-person, over the phone, on
paper or online, and they are often the task of a company's human resources department. They
are great opportunities for employers to gain employee feedback on areas like:
 Job duties
 Training methods
 Management styles
 Workflow
  Work culture
 Team-building activities
 Company policies
 Company mission
At Jyoti Strips Pvt. Ltd. are always on the lookout for the best talent among young engineers and
management graduates, to strive towards improved growth and a richer customer experience.
 CHAPTER 5
ACTIVITIES UNDERTAKEN

Work Related Activities:

CV Sorting, Interview Coordinator, Recruitment
1. Introduction to the Topic (Recruitment)
Recruitment is the process of actively seeking and attracting a pool of qualified candidates for a
job vacancy within an organization. This involves activities such as posting job openings,
conducting outreach, and encouraging individuals to apply.

Recruitment Process:
A recruitment process involves activities like identifying different sources of labor supply from which
applications of prospective employees may be obtained; evaluating the validity of different sources;
choosing the most suitable source; and attracting and motivating prospective candidates to apply for
the vacant job.

Step 1: Preparing
Once the job opening is approved internally, the recruiter contacts the hiring manager. This step is
about gathering details about the open position. During the discussion, the recruiter has to gather
information, like the required skills, roles, responsibilities, etc., and use this information to write a
clear and inclusive Job description. Based on the job description, they can write the job posting.

Step 2: Sourcing
Once the job description is ready, the next step is to start the sourcing. It refers to identifying and
contacting qualified candidates rather than waiting for the candidate to apply for the position. The
primary goal is to pull qualified candidates. A recruiter uses a variety of job portals to pull the
resumes, but it is not essential that for every position, sourcing is required. In some cases, if there are
a large number of applications, there may not be any need to source more candidates.

Step 3: Screening
The Screening of a candidate can take place in many ways. Generally, the first step is Resume
screening. If the resume meets the criteria required for the job opening, then the next step is the phone
screening, in which, the recruiter can cover topics, like the candidate’s availability, current role, and
responsibilities, current salary, salary expectations, Notice period, etc., and if he seems to be the right
candidate, an organization can process further with his profile.

Step 4: Selecting
This process is about sending the assignments, psychometric tests and scheduling interviews,
participating in the interview process, and also keeping the hiring manager in the loop for the whole
process. It is about maintaining a good relationship with the candidate and keeping the candidate
updated about the interview feedback.

Step 5: Hiring
This step includes the final discussion with the candidate about salary, joining date, etc. Once the
joining date is confirmed, the offer letter is released. In some cases, this step also includes background
checks.

Step 6: Onboarding
Once the candidate has accepted the offer letter, the process is not over yet. This is where the pre-
boarding period starts. This is the time between the joining date and when the offer letter was
accepted. And it’s very important to be in touch with your candidate during this period to keep them
engaged. If not done so, it can result in them joining another company. It also includes sharing the
new hire’s email and other details with the team. Once the candidate starts the first day, it’s time to
begin the onboarding process.

Recruitment Techniques:

Internal recruitment:
You can post the opening on your internal company site so that current employees can apply if they
want to switch their roles. This technique can save a lot of time.
Retained recruitment:
You can reach third-party consultancies to fill the open positions, but you have to pay a fee for the
recruitment work and even some additional pay once the position is closed by them.
Contingency recruitment:
In this option, you can reach third parties but have to pay only when the employee is hired.

Career fairs:
Going into this event provides an opportunity to hire the best candidate for your organization and also
helps to market your company.

Campus Recruiting:
If you are looking for freshers and there is a good number of vacancies in your organization, then
going to campus and conducting the hiring drive can be a good option.

Social Media:
You can post the openings on LinkedIn, Facebook, and Twitter to attract more and more candidates.

Types of Recruitment:
Recruitment is of 2 types

➢ Internal recruitment

➢ External recruitment

Internal Recruitment: Internal recruitment is a recruitment which takes place within the concern or
organization. Internal sources of recruitment are readily available to an organization. Internal sources
are primarily three – Transfers, promotions and Re-employment of ex-employees.
Internal recruitment may lead to increase in employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it
refrains the organization from new blood. Also, not all the manpower requirements can be met
through internal recruitment. Hiring from outside has to be done.

External Recruitment: External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves lot of time and money. The
external sources of recruitment include – Employment at factory gate, advertisements, employment
exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

Employment at Factory Level: This a source of external recruitment in which the applications for
vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment
is applicable generally where factory workers are to be appointed. There are people who keep on
soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These
types of workers apply on their own for their job. For this kind of recruitment workers have a
tendency to shift from one factory to another and therefore they are called as “badli” workers.

Advertisement: It is an external source which has got an important place in recruitment procedure.
The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants
can get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges: There are certain Employment exchanges which are run by government.
Most of the government undertakings and concerns employ people through such exchanges. Now-a-
days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies: There are certain professional organizations which look towards recruitment
and employment of people, i.e., these private agencies run by private individuals supply required
manpower to needy concerns.

Educational Institutions: There are certain professional Institutions which serves as an external
source for recruiting fresh graduates from these institutes. This kind of recruitment done through such
educational institutions, is called as Campus Recruitment. They have special recruitment cells which
helps in providing jobs to fresh candidates.

Recommendations: There are certain people who have experience in a particular area. They enjoy
goodwill and a stand in the company. There are certain vacancies which are filled by
recommendations of such people. The biggest drawback of this source is that the company has to rely
totally on such people which can later on prove to be inefficient.

Labor Contractors: These are the specialist people who supply manpower to the Factory or
Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e., for a
particular time period. Under conditions when these contractors leave the organization, such people
who are appointed have to also leave the concern.
Importance of Recruitment:

Recruit Skilled Employees: The importance of recruitment and selection in HRM is to acquire
skilled employees for business. These potential employees have the necessary skills to fit in the role
or can have trending skills that your business is missing right now. By recruiting top talents in the
market, your teams can aim for high productivity levels and meet desired outcomes.

Prevents Disruptions in Business Activity: Business needs to keep changing with market trends.
Here comes the importance of recruitment in HRM, where the HR team selects candidates from
different backgrounds and domains to fulfil organizational needs without disrupting its operations.
Ultimately, you can stay assured that all your daily business activities will be performed smoothly.

Improve Morale in the Business: When your company focuses on a strong recruitment process, you
improve morale within the workplace by finding individuals who fit perfectly with your company
culture. The recruiter can stay assured that the company is growing sustainably due to the chosen
candidate understanding their company’s culture and actively participating in every task.

Assists in Business Growth: When you bring new skilled team members on board, your business
will increase productivity and better serve your customers. The importance of employee selection in
HRM comes into action when you aim to improve
the business bottom line and add value to your
company.

Fill up Vacant Positions: When a position is left vacant for an extended period, business productivity
reduces, and additional responsibilities harm your existing employees. The purpose and importance of
recruitment are to fill these vacancies thoughtfully and not by making any haste decisions.
Improve Employee Retention Rates: Employee retention in organizations is a daunting task today.
However, you can reduce employee turnover with effective recruitment strategies. As an employer,
you need to mention as many details as required about the job, benefits, and other expectations to
reduce employee turnover. Contrarily, encourage questions from the applicants. This two-way
communication can help candidates to understand what they can expect after accepting your job offer
and prevent them from seeking other employment.

Develop a Good Workplace Culture: An organization’s workplace culture includes its values,
beliefs, and behaviors shared among the employees. Here’s the importance of selection in human
resource management, where the recruiters use the best strategy to identify the right fit. These
candidates can adjust to your work smoothly and promote a better environment, leading to high
productivity, employee satisfaction, and retention.

Improve Your Brand’s Perception: You can usually hire one applicant for a vacancy, but
conducting interviews with dozens of candidates improves your brand perception. Even when you
don’t hire them, they remember the experience with you. If you leave a positive mark on these talents,
chances are they can apply for other roles in your company or the next time when there is a vacancy.

Increase in Productivity: When a company hires skilled and experienced employees, it can
experience increased productivity as these employees can produce more in less time. It means your
production cost decreases as your production becomes efficient.

Producing Quality Products: By using effective recruitment and selection strategies, you find
employees that are best suited for the role. It means they have the right expertise and knowledge to
produce quality products, thus reducing the possibility of a lapse in the production process.

Better Customer Service: Customer service for any business plays an essential role in their success.
A highly skilled employee better understands how to value customers and can assist them better. It
results in higher customer satisfaction, customer loyalty, better sales, improved profits, and faster
business growth.

Set up a Successful Business: When using effective recruitment and hiring strategies, the HR team
can bring the best talents to your table. These high-caliber people have suitable qualifications and
experience and match the company’s work culture. When your employees understand their roles in
your company and perform them accordingly, your success is guaranteed.
 CHAPTER 6
SWOT ANALYSIS

A SWOT analysis is a planning process that helps your company overcome challenges and determine
which new leads to pursue. “SWOT” stands for strengths, weaknesses, opportunities and threats. You
should perform a SWOT analysis before you commit to any sort of company action, whether you are
exploring new initiatives, revamping internal policies, considering opportunities to pivot or altering a
plan midway through its execution.

Focus on Quality and Service

STRENGHTS Diversified customer Base

Exposure to supplier concentration risk

WEAKENSSES Exposure to intense competition

Growing Preference for SSC

OPPORTUNITIES
Brand name

Existing Companies
THREATS
New Entrance

STRENGTHS
Focus on Quality and Service
Our products adhere to high quality standards and our processing facilities are ISO 9001:2008
certified. Our SSC operates in three shifts each day and hence ensures that all our products go through
exhaustive R&D and rigorous inspection by trained and experienced personnel. This ensures that our
products are consistently within the specification parameters which we supply as per customer
specifications.

Diversified customer base and Long-term relationship with our customers

We have a well-diversified customer base of more than 5000 regular large and medium size customers
all over India. Our customers include global authorized vendors of leading corporate houses and
OEMs covering more than 100 types of industry segments and sub segments such as Automobile,
General & Heavy Engineering, Pipe & Tubes, Home Appliances, Power & Infrastructure etc.
We are also diversified on geographical basis, with focus on distinct geo strategic regions. This
protects us against regional fluctuations in demand, thereby reducing the off-take risk and bringing
stability to the revenues of our company.
WEAKNESSES
Exposure to supplier concentration risk
JSPL meets a sizable of its procurements from Tata Steel BSL, which has been recently acquired by
the Tata Group. For JSPL to meet growth in sales of over medium term, steady flow from Tata Steel
BSL will remain a critical factor.

Exposure to intense Competition

The steel trading industry is dominated by many unorganized players catering to local demand. These
players primarily cater to regional demand to save on high transportation cost, as price is the main
differentiating factor.
Also, since steel is a commodity product where brand recognition and loyalty are not high, demand is
extremely sensitive to change in prices. Commoditized industry and the resultant intense competition
may continue to constrain scalability, pricing power, and profitability. The profitability margins were
3% during fiscal 2020 and stood improved to during Apr-Dec 2020 due to ramping up of USL’s
operations as well as favorable market conditions such as steel prices and demand.

OPPORTUNITIES
Growing preference for SSC:
JSPL uses SSC model, which is basically a value adding intermediary, taking what the Indian steel
producers have to offer and giving what the final customer wants. SSC model plays an important role
in supply chain of JSPL, as it fills the gap between the steel producers and final consumers by
providing supply chain management, procurement services, technical services, stocking, processing,
just-in-time services. Growing sectors like automobile and construction are readily accepting SSC’s.

Brand name:
Upcoming of majors like tata steel indicates that this market has a potential. It’s an arbitrarily
acquired trade name used in marketing, advertising, business, and selling for identification and
keeping a value as brand equity for the product.

Logistics Cost:
JSPL proximity to customer enables SSC’s to put a cut on the cost arising due to transportation. Thus,
benefiting their customers.

THREATS
New Entrance:
When new competitors enter into an industry offering the same products or services, a company’s
competitive position will be at risk. Therefore, the threat of new entrants refers to the ability of new
companies to enter into an industry.
Existing companies:
Existing companies which deal in iron and steel products like TATA, Vedanta, Jindal Steel and
Power, JSW Steel etc. can be the threat to JSPL. The company progress and position may be affected
by other existing companies also.
 Chapter 7
Lessons Learned from the Internship Program

7.1: Lessons learned from the internship program

I. How to run the HR Dep: I have learnt the HR process during my internship. I basically
work in the recruitment part. I have learnt how the payroll works.

II. Team work: All employees work in a team here. Because the proper contribution is need
from all side to ensure the development.

III. Documentations: I have learnt how to make proper documentations. Also learnt how to do
the file management of an employee.

IV. Managing Time and decision making: One of the important thinks that I have learned from
Jyoti Strips Private Limited that is managing time. Because I have to work so many times
with my supervisor. For that I have to manage my time and taking decision which task should
be done first. I tried my level best to work properly.

V. Ethics: Learn the rules and regulations which are implemented and followed by all private
organizations.

7.1.1: Corporate Culture:

In Corporate industry they follow their corporate culture. In Jyoti Strips Pvt Limited the strategic
decisions are came from the higher authority and those are executed by the mid and lower level of
employees.

There is always follow a chain of command. It must be followed through all levels.

7.1.2 Practical knowledge on various issues:

In doing the internship I have to face many issues that it has to be handle by my practical knowledge.
There are many time people reject the interview invitation. At that time, I have convinced them to
come and attend the interview after that he/she can take the decision. I have convinced them various
way.
7.1.3 Transforming Skills (e.g., leadership, communication, interpersonal, problem
solving. Etc.)
In this organization I have got that open space to share my thought.
For my time management, I have created the full day schedule by myself and everything was
successful. We have done all of this from 10am to 6pm. At that day I had led everyone in our
office and the guests who are engaged with this work.
If, I talk about the communication skill this is also upgraded by calling the interview
applicants.

7.1.4 Professionalism:
I have developed my corporate behavior by doing the internship program. Such as punctuality
is strictly maintained at Jyoti Strips Private Limited. Working time is 10:00 am to 6:00 pm. If
I want to take a leave, I have to inform my supervisor two days before. I learned how
communicate with the Senior Managers and other Officers. I got a practical knowledge about
organizational behavior. Such as maintaining rules and regulations of the organization.

I have tried to do all these things with seriousness and care so that I can bring this
professionalism in my corporate career.
 CHAPTER 8
FINDINGS AND SUGGESTIONS

 Company is supportive in upgrading through constant training of different channel.

 The company markets reliable, high-quality products and has a global client base.

 Team leaders of the company are so nice to explain all things properly.

 The employer of the company must work with goal orientation, because that makes

their work successful and without errors.

 The entire HR department should be well informed regarding the employment

personal. The organization should provide well direct compensation as well as direct

to its staffs.

 To evaluate employee’s performance; the management should follow promotion

policy properly.

 In order to get competitive advantage and to deliver quality products, top management

should try to modify the products.

 Periodical performance appraisal and giving recognition and rewards to the

qualified employees to keep motivating them.

 The management is good, they will be around interns if they need any help.
 CHAPTER 9
CONCLUDING STATEMENTS

10.1 Concluding Statements:

I have done 1 month of internship program at Jyoti Strips Private Limited. The journey was for a very
short time but it was a great journey. During this internship program, I got opportunities to practice
professionalism like adaptability, discipline, communications, and punctuality. The experience that
has been observed among the employees was bit interesting. On the contrary, it also has been
observed that few people are taking leadership role and helping each other and making environment
friendly. They are very helpful to the newcomers.

The whole internship was a bundle of new opportunities, with lots of new responsibilities. It helped
me to manage time. Communication is the key to everything which leads to efficient work, and this
internship helps me to develop my communication skill. Finally I completed my internship with good
expression and impressions and I can say that this internship gave me a wonderful experience.

I always wanted to work in corporate industry. Organization Development is a very important part of
an organization. In order to maintain business performance and competitive advantage, organization
must develop their people. For such organization different people engagement activities are becomes
key component of developing and engaging people. I was assigned under the HRM team. I have tried
to understand each and every part of people management process. I have worked there and always try
to give me 100% potentiality to them. They also helped me for this. In many parts of my work life, I
have given my opinion and the accept it and always appreciate this.

This report is the reflection of my activities in Jyoti Strips Private Limited. They provide me a good
environments and facilities to work. It was my pleasure to do my internship program there. During my
internship period I have tried to relate the academic knowledge with the practical world. I did
different kinds of activities; these things will help me to get prepare to survive in the corporate world.