CHAPTER – 1

AIM AND ESTABLISHMENT OF THE ORGANISATION

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 Chapter – 1
Aim And Establishment Of The Organisation

COMPANY PROFILE

COMPANY NAME IFELSE TECHNOLOGIES PRIVATE LIMITED

SIZE (Sq. Ft) 2000 ( EXISTING PLANT )

TYPE PRIVATE

FOUNDED IN 09 September 2016

ANNUAL SALES No

LOCATION NOIDA,DELHI NCR

WEBSITE https://www.zaubacorp.com

SPECIALITIES To Introduce Randomness and Unpredictability in Games

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 ABOUT THE COMPANY
Standing on a whole new platform, brimming with new Ideas and Elucidations, the
ifelse Techsmart Solutions Private Limited is into IT and ITES, specialized in
providing high quality, rich web design and development services for Enterprises
using Open Source Solutions. Solutions are numerous, but efficiency is Unique. Prior
to our motive, we also provide unravelents for Consulting, Implementation, Education
and Support services, the major focus being shed upon, empowering the clients’
online goals and to maximize their return.
We are an IT and ITES development firm with a difference, our aim being not just to
extend our Support, but to implement the Same. Though said already, we would like
to re-iterate our motive Solutions are numerous, but efficiency is unique. Client’s
need-An effective Implementation to be solved. Our Principle-A Solution to to be
implemented effectively & efficiently. When the Client’s needs blended with our
strategic Principle comes into force, our motive is established. We do have a team
which is an eclectic mix of innovative designers, strategic thinkers, technical wizards
and Results-driven marketers that collaborate to bring out brands to its fullest life. We
work so closely with our clients to help to reach their business goals and objectives
and engineer their imagination into reality. We owe our Conviction ,to our stead-fast
& indomitable team, who live and breathe digital. The ifelse Techsmart Solutions
Private Limited fuses passion with expertise to achieve real-time business success,
compensation and benefits planning, how to lead etc.
RNG Finlease Pvt Ltd is an unlisted private company incorporated on 22 August,
1996. It is classified as a private limited company and is located in Kolkata, West
Bengal. It's authorized share capital is INR 3.50 cr and the total paid-up capital is INR
3.33 cr.

The current status of RNG Finlease Pvt Ltd is - Active.

The last reported AGM (Annual General Meeting) of RNG Finlease Pvt Ltd, per our
records, was held on 30 September, 2015. Also, as per our records, its last balance
sheet was prepared for the period ending on 31 March, 2015.

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Products:

Nickel Chrome Plated Plastic Components, Front Grill , Garnish, Tail Lamps, Head
Lamps, Side Indicators, Warning Triangles, Fog Lamps, Wheel Covers, Rear View
Mirrors, Emblems, Door Handles, Engine Underhood Parts, faucets, Door Trims,
Radiator grills, Tanks, Engine covers, Telecom and Electrical, Electrical Meter
Housing Parts, Precision plastic Injection Molded Components for Various Industries
etc.

Operations:

Design & Development of Games, Games design,Product Molding, Modifying game

models .

RNG Finlease Pvt. Ltd has four directors – Amit Kumar, Hasmukhrai
Bhalodi, Shailesh Kumar, Vallabhdas Makadia, and others. The Corporate
Identification Number (CIN) of Rng Ltd is U99999WB1996PTC126290. The
registered office of Rng Finlease Pvt Ltd is at C/O. Kreeti Technologies Pvt. Ltd.
#330, SDF Building, Block-GP, Sector V,, Salt Lake City, Kolkata, West Bengal.
Team that will stop at nothing to visualize your great ideas into Deliverables , spurred
by all your key objectives. On a Kindly note, we do want to stress on the fact that,
Our team just love what they do. We just always make sure that they have the tools,
the space and the support to solve the challenges.
It sounds very simple but we like to keep it that simple. Our goal is to work with the
world’s most innovative minds. We merely don’t work on your tasks, we deliver your
Ideas

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AIM OF THE COMPANY
RNGPLAY is a casino game and software development company that committed to
add value to successful suppliers and operators by providing high quality casino
content .

OBJECTIVE
 To understand the importance and characteristics of strategic management to all
forms of organisation
 To investigate a range of strategic management models and their strengths and
weaknesses
 To consider the relevance for strategic management of organisational culture and
ethics
 To analyse and evaluate a range of strategic management models
 To apply and to tailor models of strategic management as appropriate

Stage One – Strategic analysis

Generally there are two main approaches to strategic management –
 The organisational approach dealing with competitive advantage
 Resource allocation and economies or scale and the human approach. According
Ariel (2007),
There is strategic consistency when the actions of an organization are consistent with
the expectations of management, and these in turn are with the market and the
context.
Strategic management can be bottom-up, top-down, or collaborative processes which
means that in the bottom up approach employees send in proposals to their managers
who choose the best ideas which are assessed through capital budgeting processes
such as return on investment or cost benefit whilst the top-down approach is where
the CEO and the planning team make the decisions. Operational planning on the other
hand was the development of plans for a specific operation within the organisation
whether it was for a product or a service. He added that although organisations used
information from analysis, quantified objectives which became the organisation’s
targets for a planned period of time, could be based on ‘guesswork’.
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Strategic management is an ongoing process that evaluates and controls the business
and the industries in which the company is involved; assesses its competitors and sets
goals and strategies to meet all existing and potential competitors; and then reassesses
each strategy annually or quarterly [i.e. regularly] to determine how it has been
implemented and whether it has succeeded or needs replacement by a new strategy to
meet changed circumstances, new technology, new competitors, a new economic
environment or a new social, financial, or political environment. The strategies for the
company need to be suitable for that company and its current and future position in the
market.
That it is economical to pursue the strategies and would there be any cost advantages
for the business due expansion (economies of scale) referring to efficiencies
associated with supply-side changes, such as increasing or decreasing the scale of
production, of a single product type
The company needs to also address the question of economies of scope which means
efficiencies primarily associated with demand-side changes, such as increasing or
decreasing the scope of marketing or distribution
A company which sells many product lines, sells the same product in many countries,
or sells many product lines in many countries will benefit from reduced risk levels as
a result of its economies of scope. If one of its product lines falls out of fashion or one
country has an economic slowdown, the company will, most likely, be able to
continue trading. Thinking of its customers the company needs to look at the
experience economy and what their customers will get and how they will feel they
receive not only value for money but are getting something extra and feel part of the
company experience. This encourages company loyalty. The New Vintage Car
Company has a loyal customer base in the UK and has overseas customers in
countries where the current financial downturn has not had such as great impact.
The company would make use of decision tree analysis and what if analysis.

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 ESTABLISHMENT OF THE COMPANY

 Business Excellence : establishment of Games modifying.

 5S : Training of 5S given to all.
 Internal Audit : is held every Quarter.
 Quality Circles : Quality Projects taken Up to reduce Rejections and Improve
Productivity.
 TQM : Total Quality Management.
 Job Relations : The Training Within Industry (TWI) program of Job Relations
Training Sessions taken accross the teams to provide management with a tool
whereby supervisors could acquire skill of leadership.

MISSION AND VISION

Mission
We believe in achieving harmony in work life through mutual, transparency and co-
operation in the individuals. We will strive for building empowering teams to work
towards achieving organizations mission.
Vision
Our vision is to be one of the pioneer in driving the market with truly world class
software solutions and supplying casino content for global market. Game
development is an art and innovating and evolving as a constant process at RNGplay.

VALUES

 Customer Satisfaction
We are dedicated to building a relationship with our customers where we become
partners in fulfillment of their mission. We strive to understand customer’s needs and
to deliver products and services that fulfill and Exceed all their requirements.
 Innovation And Creativity
We believe in striving for improvement in every activity involved in our business by
pursuing and encouraging risk-taking and learning at all levels within the organization
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 Trust And Team Spirit
We believe in achieving harmony in work life through mutual, transparency and co-
operation in the individuals. We will strive for building empowering teams to work
towards achieving organizations mission.
 Respect For Individual
We value our people and will treat each other with dignity and respect for individual
growth and realization of everyone’s potential
 Integrity
We believe in a commitment to be honest, trustworthy, and fair in all our facilities.
We commit to be devoted to our organization. We will practice self-discipline and
own responsibility for our actions in organization.
 Policies
HR Policies are planned expression of the organizations official attitudes towards the
range of behavior within which it will permit on desire its employee.
 Online Hiring
This Policy of online hiring is adopted by the NGO so that they can reach highest no. of youth
and hire them with the purpose of spreading awareness to a large geographical extent about
helping poor section of the society.
Platform used NGO for offering internship was Internshala.
 Youth Hiring
This policy of the RNG aim at hiring the youth as they are filled with boxes of new and
creative ideas and also they can easily see the one perspective with different angles. Fresher’s
are also provded with the opportunities to become the part of the member.
 Running of different Programs
Policies constructed by the rng and other member are different for different campaigns. Policy
related to campaigns such as each one teach one.
 Campaign Conduction
Policies of conducted campaign ever month are also adopted by the NGO for spreading
awareness for different core concepts so that that society can become aware of different issue
core place in Rajasthan.

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 CHAPTER-2
POLICY OF THE COMPANY

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 Chapter-2
Policy Of The Company

Employees need consistent company policies to guide them on their roles and
responsibilities, as well as the company’s overarching business principles, ethics and
beliefs — for compliance reasons and to ensure a healthy company culture. Written
policies and procedures also help protect your company from potential legal action.

 A Company Policy is a set of guidelines for employers and employees to

follow the defined procedures. It is a set of rules established for the business
interest of the employer and right of employees.
 A Company Policy is constructed based on the structure of the business.
 It is implemented to manage certain areas within an organization such as;
company culture, dress code, health, safety, communication, mobile phone for
personal use, tea and lunch breaks, smoking rules, harassment policies,
internet policies, communication with clients, employee accountability,
warnings, leaves, attendance, timing, security, poor performance, dishonesty,
salary date, expenses, etc.

Workplace health and safety

It’s important to provide your employees with a safe and healthy work environment,
especially since workplace health and safety violations can cause harm to your
employee business. Business should be proactive and write a health and safety policy

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that is designed for each workplace. For example, you might specify what employees
should do in case of office emergencies or how to handle unsafe materials.
The Occupational Safety and Health Administration (OSHA) has guidelines on how
to create a safe workplace and protect workers from occupational hazards that you can
base your policy on.

Attendance, vacation and time-off policies

Having a standard way to request a day off or take vacation leave will help things run
more smoothly in the office. A PTO policy should outline how much time off
employees receive, when and how they can accrue more time off, who they should
contact to request their time off and anything else they may need to know about
taking PTO (e.g., is vacation use-it-or-lose-it). Other time off policies to consider
creating include parental i.e policies and bereave men leave policies. You can also
choose to create a separate attendance policy or no call no show policy that outlines
what is considered tardy, how far in advance they should request time off and what
happens

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Employee Complaint Policies
Grievances are formal complaints your employees can file to document their concerns
with an aspect of their workplace. These grievances might be filed as a result of an
incident or conflict with a fellow employee. A grievance can be filed for nearly any
reason, including physical workplace complaints, financial issues like payroll and
social circumstances like harassment or bullying. It’s important to outline a formal
process for resolving complaints within your company so that employees know how
to handle their concerns in a professional way. It may also be a good idea to develop a
non-retaliation policy to protect employees who make good.

Working hours and weekly off’s

1. Total working hours: 48 hours per week
2. Working hours: 8 hours per day
3. Weekly off: one day per week by rotation from Monday to Friday
4. Shifts per day: 6 shifts (24/7 working)
5. Lunch time: 40minutes
6. Tea and coffee break(2): 10 minutes
Attendance and punctuality
1. Each and every employee shall complete 8 hours of duty, so that their attendance
will be marked present
2. If an employee repeatedly comes late to work for the company, it will be noted as
poor performance.
3. Any employee who is late for duty beyond 15 minutes more than twice a week
and any employee who goes on an unauthorized leave in a quarter will not qualify
for Performance Linked Pay (PLP) for that particular quarter.

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 CHAPTER – 3
ORGANIZATIONAL STUCTURE OF THE COMPANY

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 Chapter – 3
Organizational Stucture Of The Company

The way a business is organized has direct effects on its effectiveness. A well thought
out and strategic organizational structure of a business simplifies reporting
relationships and promotes good communication, resulting in competitive products
and services, and efficient workflow.

This architecture gives a visual

picture of how a firm is
structured and how it may best go
ahead in accomplishing its goals.
organizational structures are
typically shown in the form of a
pyramid, with the most powerful
individuals of the organization at
the top and those with the least
amount of influence at the
bottom.
An organizational structure specifies how activities including work distribution,
coordination, and supervision are oriented toward achieving organizational goals.
organizational structure has an impact on organizational action andserves as the
framework for standard operating procedures and routines.
An organizational structure describes how specific operations are directed to meet a
company's objectives.
Effective organizational structures clarify each employee's role and how it interacts
with the rest of the system.
Decentralized systems provide practically every individual a high level of personal
agency, whereas centralized structures have a defined chain of command.
Functional, divisional, flatarchy, and matrix structures are examples of organizational
structures.
.

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 Organizational Structure of RNG play

CEO

Chief
Development Chief operating Hr & Assistant
officer Officer Finance Director
Officer

Game Chief Art Admin Hr

Designer Marketing Product Accountant Cashier
Manager Staff specialist

Departmental Studies

Each organization is a complicated system made out of smaller, even more complex
systems. Just like in a living organism, the company’s parts are interconnected and
dependent on each other. Each of these departments has distinct roles and functions to
facilitate the business processes, and none of them can operate without the others. The
departments are staffed by different people with various backgrounds that manifest diverse
cultures. Organizations can also go through processes that uproot existing cultures, import
others, and fragment into subcultures. All of this affects how well the business operates
and how its employees feel about the company.
Various Department in RNGPLAY:
 Finance Department
 Human resource Department
 Information Technology Department
 Marketing Department
 Admin Department
 Development Department

 Finance Department:

A Finance Department manages a firm's long-term and day-to-day monetary

operations and strategy. Finance groups oversee incoming and outgoing payments,
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budget creation, cash management (treasury), accounting, financial reporting and
many other tasks related to the finances of the company. Fincance organization size
varies based upon total company-wide head count, company revenue, industry, and
overall business strategy.
Function of finance department
 Keeping financial records – recording transactions involving money inflow and
outflows
 Preparing financial statements such as statement of cash flow, income statement,
and balance sheet
 Performing payment administration functions such as paying employees,
determining wages and salaries, and maintaining income tax, allowances, and
insurance records.
 Preparing and disclosing financial reports to key stakeholders for effective
decision making.
 Developing budgets for the organization and other departments
 Carrying out financial forecasting and planning for various projects to determine
their viability.
 Human Resource Department
Human resources (HR) is the division of a business that is charged with finding,
screening, recruiting, and training job applicants. It also administers employee-benefit
programs. An HR department is an essential component of any business, regardless of
an organization's size. It is tasked with maximizing employee productivity and
protecting the company from any issues that may arise within the workforce.
HR responsibilities include compensation and benefits, recruitment, firing, and
keeping up to date with any laws that may affect the company and its employees.
Function of Hr Department:
 Determining staffing needs in the organization – carrying out job analysis and
developing job descriptions and specifications.
 Hiring and recruiting employees to fill open positions in the organisation
 Maintaining employee relations through negotiations, motivation, improving
working conditions, and rewarding good performance

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 Managing conflicts and administering grievance procedures and disciplinary
action.
 Managing employees’ health and safety
 Administering employee redundancy and separation procedures.
 Information Technology Department
An IT organization (information technology organization) is the department within a
company that is charged with establishing, monitoring and maintaining information
technology systems and services.
Function of IT Department:
 Desktop Support
 Helpdesk
 Systems Engineering
 Network Engineering
 Application Management
 System Administration
 Network Administration
 Project Management
 IT Management
 Planning
 Database Administration
 Lifecycle Management
 Security
 Marketing Department
It serves as the face of your company, coordinating and producing all materials
representing the business. It is the Marketing Department's job to reach out to
prospects, customers, investors and/or the community, while creating an overarching
image that represents your company in a positive light.
Function of Marketing Department:
 Establishing distribution channels of the organisation – how products and services
are delivered to customers.
 Identifying marketing strategies to promote the organisation such as advertising
through TV, digital marketing, publicity, etc.
 Communicating and responding to requests and concerns of customers
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 Carrying out market research – gathering information about customers, their
needs, competitors, and overall market suitability
 Determining prices of products and services
 Carrying out sales forecast and strategy to improve sales e.g. through personal
selling.
 Admin Department
Admin Department provides logistical assistance to the entire organization. In doing
this, it makes sure it provides working areas for all staff and office equipment needed
by personnel. It also ensures availability of stationeries and other office supplies. It
ensures a clean and orderly office environment
Function of Admin Department:

 Manage office supplies stock and place orders.

 Prepare regular reports on expenses and office budgets.
 Maintain and update company databases.
 Organize a filing system for important and confidential company documents.
 Answer queries by employees and clients.
 Update office policies as needed.
 Development Department
Development departments are also known as business development departments. Its
members are responsible for a number of key objectives inside and outside the
organization. They study the products, services and operations of companies,
providing consultative help where needed.
Function of Development Department:

 Product research.
 Product development.
 Product updates.
 Quality control.
 Market research
 Promoting innovation.
 Helping businesses stay relevant.
 Providing effective customer service.

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 KEY PERSONNEL

CHIEF EXECUTIVE OFFICER

Pashchim Singh is Co-Founder and CEO at

RNGplay with over 12 years of experience
in business strategy, operations and
technology implementation. As CEO, he is
managing business performance, new
business opportunities and developing new
funding sources.
His years spent in the gaming industry has made a great contribution in defining a
robust pipeline to develop and deliver the world class gaming products. His visionary
leadership has been providing a brilliant growth to the company.

CHIEF MARKETING OFFICER

Ravi Prakash Internationally experienced
marketing professional and business
strategist with more than 12 years of
experience into multiple domains.
He takes care of business development and
branding of the company at global stage. He
is an experienced Gaming Executive with
sound knowledge of gaming industry of
land based, iGaming real money casino,
Social and mobile gaming sector.
Ravi has built a strong relationship with number of clients from gaming industry over
the years. His experience and business strategies are key for the growth of RNGplay
in small span of time.

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CHIEF TECHNOLOGY OFFICER
Nivesh Kadyan is Co-founder of RNGplay.
He has over 12 years of experience in
Software/IT industry and he is directing the
game development and technological
operations for online, land based and social
gaming. He holds financial responsibility for
product development and IT infrastructure
including revenue, utilisation, margins and
R&D budget.
He has been instrumental in developing business relations in Asia, US and Latin
markets to establish the company. He loves to solve technological and scientific
issues of the company.

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 CHAPTER-4
WORK EXPERIENCE

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 Chapter-4
Work Experience
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
In this chapter the concepts of Human Resource Management, Training and
Development needs and methods, Executive Development programmes are discussed.
The systematic approach to training by identifying needs, setting objectives, designing
policy and conducting training in an effective way with follow up and evaluation is
discussed. In the last section, needs, criteria and methods of evaluating effectiveness
of training and development programmes are discussed in detail.
HUMAN RESOURCE MANAGEMENT
Organization is the process of combining work which individuals or groups has to
perform with the facilities necessary for its execution, that the duties so performed
provide the best channels for efficient, systematic, positive and coordinated
application of the available effort. HRM is the planning organizing directing and
controlling of the procurement, development, compensation, integration, maintenance
of human capital of an organization to achieve individual, organizational and societal
objectives.
Functions of Human Resource Management
 Recruitment: This is the most challenging task for any HR manager. A lot of
attention and resources are required to draw, employ and hold the prospective
employees. A lot of elements go into this function of recruitment, like developing
a job description, publishing the job posting, sourcing the prospective candidates,
interviewing, salary negotiations and making the job offer.
 Training and Development: On the job training is the responsibility of the
HR department. Fresher training may also be provided by some companies for
both new hires and existing employees. This Fresher training is mainly done to
make the employees up to date in their respective areas as required by the
company. This function makes the employees understand the process and makes it
easy for them to get on their jobs with much ease. During the process of the
training and development, the results are monitored and measured to find out if
the employees require any new skills in addition to what he/she has.

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 Professional Development: This is a very important function of Human
Resource Management. This function helps the employees with opportunity for
growth, education, and management training. The organization undertakes to
sponsor their employees for various seminars, trade shows, and corporal
responsibilities. This, in turn, makes the employees feel that they have been taken
care by their superiors and also the organization.
 Compensation and Benefits: A company can attain its goals and objectives
if it can acclimatize to new ways of providing benefits to the employees. Some of
the benefits given by companies are listed below for our understanding:
1. Working hour flexibility
2. Extended vacation
3. Dental/Medical Insurance
4. Maternal/Paternal Leave
5. Education Reimbursement for children
 Performance Appraisal: The employees of any organization will be
evaluated by the HR department as per the performance. This function of Human
Resource Management is to help the organization in finding out if the employee
they have hired is moving towards the goals and objectives of the organization.
On the other hand, it also helps the company to evaluate whether the employees
needs improvement in other areas. It also helps the HR team in drawing certain
development plans for those employees who have not met the minimal
requirements of the job.
 Ensuring Legal Compliance: To protect the organization this function plays
a crucial role. The HR department of every organization should be aware of all the
laws and policies that relate to employment, working conditions, working hours,
overtime, minimum wage, tax allowances etc. Compliance with such laws is very
much required for the existence of an organization.

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Recruitment and Selection:
Recruitment is the process of attracting individuals on a timely basis in sufficient
numbers and with appropriate qualification, to apply for jobs within an organization.
The process of searching prospective employees with multidimensional skills and
experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment.
Organizations require the services of large number of personnel, these personnel
occupies the various positions created to the process of organization. Each position of
the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to
attract and select the potential candidates with right job specification. The recruitment
process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have
responsibilities in the process.
“Right person for the right job is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially
its managers. The operative manpower is equally important and essential for the
orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.
RECRUITMENT MEANING:
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs, from among whom the
right people can be selected.
A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought and
ends when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”. In this, the available vacancies are given wide

24
publicity and suitable candidates are encouraged to submit applications so as to have a
pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For this different
source such as newspaper advertisement, employment exchanges, internal promotion,
etc. Are used.
In the recruitment, a pool of eligible and interested candidates is created for selection
of most suitable candidates. Recruitment represents the first contact that a company
makes with potential employees.
Definition:
According to EDWIN FLIPPO, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.”
Need for recruitment
The need for recruitment may be due to the following reasons / situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent
disability, death and labor turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of
business activities of an enterprise. In addition, new vacancies are possible due to job
specification.
Purpose and importance of Recruitment:
1. Determine the present and future requirements of the organization on conjunction
with its personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the composition of
its work force.
6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in the short term and long
term.
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8. Evaluate the effectiveness of various recruiting techniques and sources for all types
of job applicants.
9. Recruitment is a positive function in which publicity is given to the jobs available
in the organization and interested candidates are encouraged to submit applications
for the purpose of selection.
Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to
build a pool of qualified job applicants. The process comprises five interrelated
stages, viz.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
STAGE 1: RECRUITMENT PLANNING:
The first stage in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs into
set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to
be contacted.
Numbers of contact: Organization, nearly always, plan to attract more applicants
than they will hire. Some of those contacted will be uninterested, unqualified or both.
Each time a recruitment Programmed is contemplated, one task is to estimate the
number of applicants necessary to fill all vacancies with the qualified people.
Types of contacts: It is basically concerned with the types of people to be
informed about job openings. The type of people depends on the tasks and
responsibilities involved and the qualifications and experience expected. These details
are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT:
When it is estimated that what types of recruitment and how many are required then
one has concentrate in (1). Make or Buy employees. (2). Technological sophistication
of recruitment and selection devices. (3). Geographical distribution of labor markets

26
comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in
the recruitment process.
Make or Buy:
Organization must decide whether to hire le skilled employees and invest on training
and education programmers, or they can hire skilled labor and professional.
Essentially, this is the “make‟ or „buy‟ decision. Organizations, which hire skilled
and professionals shall have to pay more for these employees.
Technological Sophistication:
The second decision in strategy development relates to the methods used in
recruitment and selection. This decision is mainly influenced by the available
technology. The advent of computers has made it possible for employers to scan
national and international applicant qualification. Although impersonal, computers
have given employers and job seekers a wider scope of options in the initial screening
stage.
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can begin.
Search involves two steps
A) Source activation and
B) Selling.
STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process,
though many view it as the first step in the selection process. Even the definition on
recruitment, we quoted in the beginning of this chapter, excludes screening from its
scope. However, we have included screening in recruitment for valid reasons. The
selection process will begin after the applications have been scrutinized and short-
listed. Hiring of professors in a university is atypical situation. Application received in
response to advertisements is screened and only eligible applicants are called for an
interview. A selection committee comprising the Vicechancellor, Registrar and
subject experts conducts interview. Here, the recruitment process extends up to
screening the applications. The selection process commences only later.

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Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage,
those applicants who are visibly unqualified for the job. Effective screening can save
a great deal of time and money. In screening, clear job specifications are invaluable. It
is both good practice and a legal necessity that applicant’s qualification is judged on
the basis of their knowledge, skills, abilities and interest required to do the job.
STAGE 5: EVALUATION AND CONTROL:
Evaluation and control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are: -
1) Salaries for recruiters.

2) Management and professional time spent on preparing job description, job

specifications, advertisements, agency liaison and so forth.

3) The cost of advertisements or other recruitment methods, that is, agency fees.

4) Recruitment overheads and administrative expenses.

5) Costs of overtime and outsourcing while the vacancies remain unfilled.

6) Cost of recruiting unsuitable candidates for the selection process.

SOURCES OF MANAGERIAL RECRUITMENT: INTERNAL

SOURCES & EXTERNAL SOURCES
INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within the company. The
various internal sources include:
Promotions and Transfers:
Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting notices, circulating publications or
announcing at staff meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational qualifications or skill
levels. Promotions has many advantages like it is good public relations, builds morale,
encourages competent individuals who are ambitious, improves the probability of
good selection since information on the individual’s performance is readily available,
is cheaper than going outside to recruit, those chosen internally are familiar with the

28
organization thus reducing the orientation time and energy and also acts as a training
device for developing middle-level and top-level managers.
Employee referrals
Employees can develop good prospects for their families and friends by acquainting
them with the advantages of a job with the company, furnishing them with
introduction and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company. The other
advantages are that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience. In this way, the
organization can also fulfill social obligations and create goodwill.
Former Employees:
These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher compensations.
Even retrenched employees are taken up once again. The advantage here is that the
people are already known to the organization and there is no need to find out their
past performance and character.
Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his / her spouse or son or
daughter is recruited in their place. This is usually an effective way to fulfill social
obligation and create goodwill.
Recalls:
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may de decided to recall that persons after the problem is
solved, his leave maybe extended.
Retirements:
At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide
to call retired managers with new extension.

29
2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sources outside the company.
They have outnumbered the internal methods. The various external sources include
Professional or Trade Associations:
Many associations provide placement service to its members. It consists of compiling
job seeker’s lists and providing access to members during regional or national
conventions. Also, the publications of these associations carry classified
advertisements from employers interested in recruiting their members. These are
particularly useful for attracting highly educated, experienced or skilled personnel.
Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer advertisements
because of their wide reach. Want ads describe the job benefits, identify the employer
and tell those interested how to apply. Newspaper is the most common medium but
for highly specialized recruits, advertisements may be placed in professional or
business journals.
Advertisements must contain proper information like the job content, working
conditions, location of job, compensation including fringe benefits, job specifications,
growth aspects, etc.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes are fertile
ground for recruiters, particularly the institutes. Campus Recruitment is going global
with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and
Reliance looking for global markets. Some companies recruit a given number of
candidates from these institutes every year. Campus recruitment is so much sought
after that each college; university department or institute will have a placement officer
to handle recruitment functions.
However, it is often an expensive process, even if recruiting process produces job
offers and acceptances eventually.
Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is direct applications,
in which job seekers submit unsolicited application letters or resumes. Direct

30
applications can also provide a pool of potential employees to meet future needs.
From employees‟ viewpoint, walk-ins are preferable as they are free from the hassles
associated with other methods of recruitment. While direct applications are
particularly effective in filling entry level and unskilled vacancies, some organizations
compile pools of potential employees from direct applications for skilled positions.
Write-ins are those who send written enquiries. These jobseekers are asked to
complete application forms for further processing. Talk-ins involves the job aspirants
meeting the recruiter (on an appropriated date) for detailed talks. No application is
required to be submitted to the recruiter.
Consultants:
They are in this profession for recruiting and selecting managerial and executive
personnel. They are useful as they have nationwide contacts and lend professionalism
to the hiring process. They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.
Head Hunters:
They are useful in specialized and skilled candidate working in a particular company.
An agent is sent to represent the recruiting company and offer is made to the
candidate. This is a useful source when both the companies involved are in the same
field, and the employee is reluctant to take the offer since he fears, that his company is
testing his loyalty.
Radio, Television and Internet:
Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly, and that too, by government
departments only. However, there is nothing inherently desperate about using radio
and television. It depends upon what is said and how it is delivered. Internet is
becoming a popular option for recruitment today. There are specialized sites like
naukri.com.

SELECTION:
Selection process is a decision making process. This step consists of a number of
activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is the process of putting right

31
men on the right job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization will
face less absenteeism and employee turnover problems. By selecting right candidate
for the required job, organization will also save time and money. Proper screening of
candidates takes place during selection procedure. All the potential candidates who
apply for the given job are tested.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job
and Selection is selecting the right candidate from the pool of applicants
SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract
Step-1 PRELIMINARY INTERVIEW:
The applicants received from job seekers would be subject to scrutiny so as to
eliminate unqualified applicants. This is usually followed by a preliminary interview
the purpose of which is more or less the same as scrutiny of application, that is,
eliminate of unqualified applicants. Scrutiny enables the HR specialists to eliminate
unqualified jobseekers based on the information supplied in their application forms.
Preliminary interview, on the other hand, helps reject misfits for reason, which did not
appear in the application forms.

32
Step-2 SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant’s ability, aptitude and personality.
The following are the type of tests taken:
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Polygraph test
11. Medical test
Step-3 INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in- depth
conversation conducted to evaluate the applicant’s acceptability. It is considered to be
excellent selection device. It is face-to-face exchange of view, ideas and opinion
between the candidates and interviewers. Basically, interview is nothing but an oral
examination of candidates. Interview can be adapted to unskilled, skilled, managerial
and profession employees.
Types of interview: -
Interviews can be of different types. There interviews employed by the companies.
Following are the various types of interview:-
1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
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7. Panel interview
8. Sequential interview
9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview
Step-4 REFERENCE CHECK:
Many employers request names, addresses, and telephone numbers of references for
the purpose of verifying information and perhaps, gaining additional background
information on an applicant. Although listed on the application form, references are
not usually checked until an applicant has successfully reached the fourth stage of a
sequential selection process. When the labor market is very tight, organizations
sometimes hire applicants before checking references.
Step-5 SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have
been used to narrow the number of the candidates. The final decision has to be made
the pool of individuals who pas the tests, interviews and reference checks. The view
of the line manager will be generally considered in the final selection because its
he/she who is responsible for the performance of the new employee. The HR manager
plays a crucial role in the final selection.
STEP 6: PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is required
to undergo a physical fitness test. A job offer is, often, contingent upon the candidate
being declared fit after the physical examination. The results of the medical fitness
test are recorded in a statement and are preserved in the personnel records. There are
several objectives behind a physical test.
Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Thirdly, the physical examination information can
be used to determine if there are certain physical capabilities, which differentiate
successful and less successful employees. Finally, such an examination will protect
34
the employer from workers compensation claims that are not valid because the
injuries or illness were present when the employee was hired.
STEP 7: JOB OFFER:
The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed. Such
a letter generally contains a date by which the appointee must report on duty. The
appointee must be given reasonable time for reporting. Those is particularly necessary
when he or she is already in employment, in which case the appointee is required to
obtain a relieving certificate from the previous employer. The company may also
want the individual to delay the date of reporting on duty. If the new employee’s first
job upon joining the company is to go on company until perhaps week before such
training begins.
STEP 8: CONTRACT OF EMPLOYMENT:
There is also a need for preparing a contract of employment. The basic information
that should be included in a written contract of employment will vary according to the
level of the job, but the following checklist sets out the typical headings:
1. Job title
2. Duties, including a parse such as “The employee will perform such duties and will
be responsible to such a person, as the company may from time to time direct”.
3. Date when continuous employment starts and the basis for calculating service.
4. Rate of pay, allowance, overtime and shift rates, method of payments.
5. Hours of work including lunch break and overtime and shift arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patent s and designs, confidential information and
restraints on trade after termination of employment.
The drawback with the contracts is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract.

35
STEP 9: CONCLUDING THE SELECTION PROCESS:
Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step – amore sensitive one reassuring those
candidates who have not selected, not because of any serious deficiencies in their
personality, but because their profile did not match the requirement of the
organization.
They must be told that those who were selected were done purely on relative merit.
STEP 10 EVALUATION OF SELECTION PROGRAMME:
The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent and committed personnel.

Difference between Recruitment and Selection:

1. Recruitment is the process of searching for prospective candidates and motivating
them to apply for job in the organization. Whereas, selection is a process of choosing
most suitable candidates out of those, who are interested and also qualified for job.
2. In the recruitment process, vacancies available are finalized, publicity is given to
them and applications are collected from interested candidates. In the selection
process, available applications are scrutinized. Tests, interview and medical
examination are conducted in order to select most suitable candidate.
3. In recruitment the purpose is to attract maximum numbers of suitable and interested
candidates through applications. In selection process the purpose is that the best
candidate out of those qualified and interested in the appointment.
4. Recruitment is prior to selection. It creates proper base for actual selection.
Selections next to recruitment. It is out of candidates available/interest.
5. Recruitment is the positive function in which interested candidates are encouraged
to submit application. Selection is a negative function in which unsuitable candidates
are eliminated and the best one is selected.
6. Recruitment is the short process. In recruitment publicity is given to vacancies and
applications are collected from different sources Selection is a lengthy process. It
involves scrutiny of applications, giving tests, arranging interviews and medical
examination.

36
 SWOT ANALYSIS

Strengths
Most SWOT groups find it simplest to begin with strengths. These are the strengths of
your current employee base, the things that, although they could always be improved,
your employees currently do very well. If your employees are all outgoing and
friendly, that is strength. If they consistently submit required reports on time, that is a
strength. Strengths are items that probably do not need to be given a high priority for
training in your new employee development program, beyond what is already being
done to train those skills. Make a comprehensive list of the strengths of your
employees, and make sure all team members agree that these are indeed strengths.
The following are a few of the most prevalent strengths at the present time.
1. Recruitment
2. Work environment:
3. Transparency:
4. Leave Management
5. Training and development
Weaknesses
After strengths, the logical place to move is weaknesses. These are the areas with the
most need for improvement in your employees; probably the areas that made your
company decide to examine the employee training and development process in the
first place. If a customer service team is unable to entice canceling customers to stay
with your business that is a weakness. If an operations manager cannot read a profit
and loss report that is a weakness.
Weaknesses are items that your team will eventually want to place as high priorities in
the employee training process. Again, create a comprehensive list of employee
weaknesses, and be frank.
The followings are few of the most common weakness that has at the present time:
1. Inadequate human resources
2. Human Resource Planning:
3. Fund is still small

37
Opportunities
In SWOT analyses, where strengths and weaknesses of training programs are
generally internal, opportunities and threats are found by looking outside the group.
Although strengths and weaknesses are what you have seen in the past and are seeing
now, opportunities and threats are what you are starting to see now but will see more
of in the future. An opportunity for a sales team, for instance, might be a new product,
feature or price point coming that reps will be able to sell (which, in this case, would
obviously provide an employee training opportunity). An opportunity for an
accounting division could be new tax software or new online filing availability, which
would again create a training opportunity
Threats
Finally, a realistic and thorough examination of external threats should be considered
to finish the SWOT analysis. Threats are those programs, qualities or events
approaching your employees that could hamper the effectiveness or efficiency of the
business. That new tax software that was an opportunity for more efficient accounting
could also be a threat, for instance; after all, if the accountants do not adequately
understand how to use it, it could slow them down. A competitor offering a new,
lower price point can create a threat for sales employees, as they could lose sales if
they are not adequately trained to sell against that lower price.
Use SWOT Analysis for Training and development
After you have the SWOT completely assembled and your team agrees on it, the
hardest part begins: You have to use the document you created to realign and rebuild
your training program. The SWOT looks great on paper, but it is worthless if it is not
used properly to align employee training with the company's most pressing needs.
Strengths are areas to be reinforced but not trained as a priority, while weaknesses can
be used to generate your most important training topics. Although the strengths and
weaknesses show what training your employees do and do not need now,
opportunities and threats should indicate what training should be implemented to keep
your business in a proactive, rather than a reactive, role. Be aware that it is very easy,
especially in group settings, to overemphasize strengths and underemphasize
weaknesses. The importance of frank discussion, of a realistic assessment of
employee traits and attitudes, cannot be stressed enough.
38
 CHAPTER-5
DESCRIPTION OF WORK RESPONSIBILITIES

39
 Chapter-5
Description Of Work Responsibilities

During my internship i was mainly assign in HR department. RNGplay PVT. LTD. Always
determine what jobs need to be done, and how many and types of workers will be required.
So, establishing the structure of the If else Technologies company assists in determining the
skills, knowledge and abilities of job holders. To ensure appropriate personnel are available to
meet the requirements set during the strategic planning process. It believes that the quality
work comes from quality workers who are well motivated and ready to take challenge to
provide better service.

Duties and Responsibilities:

 Managing company staff, including coordinating and supporting the recruitment

process
 Onboarding newcomers to the company
 Determining suitable salaries and remuneration
 Providing the necessary support systems for payroll requirements
 Developing adequate induction and training
 Supporting employee opportunities for professional development
 Managing succession planning of staff
 Assisting with the performance management and review process
 Updating company databases by inputting new employee contact information and
employment details.
 Screening potential employees' resumes and application forms to identify suitable
candidates to fill company job vacancies.
 Organizing interviews with shortlisted candidates.
 Posting job advertisements to job boards and social media platforms.
 Removing job advertisements from job boards and social media platforms once
vacancies have been filled.
 Assisting the HR staff in gathering market salary information.

40
 Department of working

Recruitment and Selection Process in RNG PLAY

I was given the opportunity to work in RNG PLAY PVT.LTD for two months from
AUGUST 2 to SEPTEMBER 30 2022; it was part of my curriculum. Since my
officers were in charge of Human Resource Management, I worked in the Department
of Labor as an employee where I learned many Human Resources practices.
Human Resource Management System:
HRM is a management field that involves organizing, organizing, directing and
controlling activities to find, develop, retain and motivate employees.
The following are the various HR processes:
 Staff planning
 Staff remuneration and benefit management
 Performance Management.
 Labor relations.
The optimal design of these processes among other things depends on the degree of
communication of each of these. This means that each process is provided for the
other. You start with Human Resource Planning and there is a continuous increase in
value in each category. For example, the PMS (Performance Management System) of

41
an organization like Infosys could be different from an organization like Wal-Mart.
Let's read each process separately.
Human Resource Planning: In general, we view Human Resource Planning as a
process for predictors. Okay but not perfect! It includes the processes of Monitoring,
Promotion and Correction.
 Recruitment: Aims to attract applicants who adhere to a specific Job process.
 Selection: Next level of filtering. We aim to be shortlisted for the same game as
close as possible in terms of qualifications, skills and ability to get a specific job.
 Hiring: Deciding who will eventually get the job.
 Training and Development: Those processes that apply to a crew member in
order to develop skills and competencies.
 Salary and Employee Management: This process includes determining salaries,
benefits, benefits and benefits and so on. Active employees want promotions,
better salaries and bonuses.
 Performance Management: is intended to assist the organization in training,
motivating and rewarding employees. It is also designed to ensure that the
objectives of the organization are met effectively. This process does not only
involve employees but can also be a department, product, service or customer
process; all in the development or
The Human Resource Management Process contains eight functions that are required
for organizational performance and for maintaining a high performance of employees.
The process is described below

42
Human Resource Planning in RNG PLAY:
Planning is an integral part of all administrative tasks.
It is the foundation on which the other three sites must be built.
Planning requires management to check where the company’s employees are
currently, and where they would like to be in the future. From there it is decided
which method is best to achieve the objectives and objectives of the organization and
to implement it.
Every organization has a work plan RNG PLAY has his own employment plans.
They often predict the needs of their employees according to their equipment, goals
and objectives as well as certain technological changes that lead to increased
productivity.
Although there are several ways to predict the needs of workers, they use
administrative judgment because it provides a real world situation for the needs of
workers.
They think that alternatives cannot provide the right conditions for workers. These are
graphical methods, which can measure the needs of employees.
But the management system of management depends on the change in production,
market conditions etc.
Procedure for the appointment and selection:
RNG is always looking for high-level people who want flexibility and resources to
grow in their profession. If there is a type of person who is always outstanding,
Offers a place where you can continue to do well. No matter what the category or
range of interests, there are gaps where talents can be used and developed. are
thousands of different people from different cultures and backgrounds working in
different fields in different fields. Here are some requirements for the process of
hiring and selection.
 Profit is the only option.
 Attitude is given for years of maximum weight as performance skills.
 Panel discussions involving the Acting Head and the Chief of Staff.
 Human resource resources are campuses, coordinators, staff deployments,
internal service delivery and the internet.
 Early confirmation is an important part of our hiring process.
43
  There are equal opportunities to be an employer and do not discriminate on the
basis of race, social status, religion or sexual orientation.
Rental Process:
The employment obligation is usually from the department of labor.
The department works to find and attract eligible applicants. T
The job description and specification, provides the necessary details on where the
recruitment process begins.
The duties of the hiring office of rng play are given below:
 Testing is required
 Definition of job description
 Exploring hiring options
 Advertisement
 Tests and shortlisting applications
 Selection Interview (3 - tier)
 Employment decision (Application Bank)
 Pre-employment testing
 Offer a book
 Standing / importing
 Track
Need Test:
A needs test is a business tool used to gain an understanding of the key to your
company's actions or processes to achieve efficiency.
It can be part of the planning process to find vacancies, or "needs," and how to deal
with areas that need to be improved. In this article, we explain what a needs
assessment is, what steps you should take and how they can help you in the
workplace.
Definition of job description:
State principles define a position as a "group of duties and responsibilities ... requiring
the services of an employee on a part-time or full-time basis."
A job description (PD) is a structured document that gives a job a given position as it
is expected to be done after customary training and training.

44
It will tell the learner what an employee is responsible for, how it is done, and how it
interacts with other positions within and outside the workplace.
The PD must accurately and completely describe the permanent roles and
responsibilities assigned and performed. Position descriptions are not intended to
cover every type of job assigned to a position.
Instead, they include those outstanding, enduring and continuous work assignments.
Exploring hiring options
Advertising:
Ads are a guaranteed way to reach the audience.
By creating an attractive ad, and spending enough money to reach more users, ads can
have a faster impact on a business.
This effect can be seen in improved marketing or product growth, among many
different metrics.
Shortlisting and Shortlisting Applications:
In the evaluation phase, the role of the committee seeks to assess applicants'
qualifications and scrutiny to determine which applicants are most suitable for the
position. position, members of the search committee can begin reviewing the
applicant
Employment Source:
RngPlay is made in three forms of employment depending on the working class of the
vacant space.
Therefore, the recruitment process for this organization is divided into three
categories, which are based on grade / work group.
Internal Source:
There may be a person with the necessary job skills working within the organization.
If available, existing staff are changed to place the selected person in a new post. If
there is no such person within the company, management goes to the next step.
A person who does well in the internship has also been promoted to the position of
leader from intern and from the position of leader to Hod.
Job Transfer Plans: The Department of Labor is involved in the opening of internal
employment programs through job creation programs, informing employees of the
opening and the required qualifications and inviting qualified employees to apply.
45
Notices are often posted on company boards or in a company newspaper. Eligibilit y
and other facts are often drawn from job analysis information.
The purpose of the job posting is to encourage employees to seek promotions and to
provide assistance the HR department completes the internal opening and meets the
personal objectives of the job.
Not all job openings are posted .Without vacancies at the entry level, the positions of
senior management and senior staff may be filled by merit or by external
employment. Post-employment is most common in low-level writing, technical and
administrative positions.
External Source:
All of the above options considered, the company goes to external hiring if necessary.
Those who better meet the skills, qualifications, experience and skills required for this
position should fill the vacancies.
Therefore, if no candidate in the constituency is eligible to participate, an external
advertisement must be placed to attract potential candidates in accordance with the
voting procedures.
Advertisement:
with the help of interns who use the posters to post social media and advertise the
NGO and its services and promise their organization to reach more people.
Staff transfers: individuals are also selected on the same staff basis; when a student to
be selected by the hr team will provide them with a google form to recruit other
trainees, approximately 20 trainees in all sub-HRs in various domains and with the
help of these forms, students recruit trainees to get differnet posts and the newly hired
person use code transfer of the tenant.
Employment Agency:
The organization is affiliated with various organizations and and companies that help
them grow and provide funding to help people in need.
Selection Process:
Selecting a data collection process for the purpose of evaluating and deciding who
should be employed in certain jobs.

46
Testing and Shortlisting Applications
In order to select trainees there were no specific criteria. But looking at the ability to
communicate with a small domain about the domain they used was worth it.

Selection Discussion
The negotiation process is in three stages. The first interview was conducted
following the "completion method". After that, the second interview took place with a
very small number of candidates. After that the nominee is finally called for a final
interview. Interview time is reserved for the recipient, especially if he or she is
working elsewhere during the interview. Selected nominees must complete an internal
information form prior to the interview
Index Check
Reference assessments allow for the acquisition of information and ideas about the
individual's status, job quality and position. It is an opportunity to verify the
information received from the registrant through their resume and interview. Talking
to the candidate's manager or other colleagues should also check the candidates for
baptism internally. The opinion of a long-serving referee may be more accurate than
an examination of an interview.
The baptismal candidates immediately need to be contacted. Permission to contact the
prospective referee must be obtained, especially if contact with his or her current
employer.
It is not uncommon for a candidate to be uncomfortable when an organization talks to
a current employer. If they are not comfortable, a different person other than the
current employer should be nominated by the candidate (colleague, for example).
Unless the candidate is a graduate student or a student who has no previous work
experience, only the relevant referees should be contacted. At least two reference
checks should be made, however it is much better. There is a sample test index that is
followed more or less. It is important to prepare a reference assessment guide that
asks the referee the necessary skills, abilities and experience required for this position.
Reference testing needs to be done by the line manager or HR department staff
During the interview, baptism candidates should provide examples of events,
activities or projects that could be questioned. The referee must be asked what the
47
applicant is doing in those examples, which ensures that the information obtained
from the candidate is consistent with that of the referee. The questions below may
always be a reliable guide; however, it may be helpful to get the referee's opinion on
areas such as quality and quantity of work, strengths and weaknesses etc.
Employment Decision
If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the last interview, you are given an empty
application. An empty system is a standard job information format that includes all
the information the organization needs in relation to employees. The nominee must
complete this blank and submit this to the company along with the CV.
Selected Join:
After completing all the above process the nominee requested to submit all their
academic and technical certificates as well as their previous application for
certification of work and other related documents and to follow the conditions below.
Rendering:
The nominee is given a letter of introduction outlining the responsibilities of the job,
the services that will be provided by the organization. Even at this stage, the candidate
has the opportunity to withdraw from the assignment. He is always free to discuss any
difficulties that may arise in relation to the structure of buildings / structures, etc. The
HR department is kept open for any type of relevant conversation.
Letter of offer:
A written letter of assignment must be forwarded to the person to be drafted. Once a
candidate has approved the position orally, an appropriate letter of recommendation is
prepared.
The letter should be sent to the candidate for baptism within seven days of the oral
presentation. The introduction package will be sent to the successful person, along
with a letter of introduction. At least one week before a person takes up his new
position, notice of appointment will be posted on notice boards and / or online.
Procedure for selecting :
The processes of selection where they pass are discussed with a roar.

48
 Cognitive Ability Test: It measures a person's ability to read and do the work.
After learning something about how quickly any candidate can apply for any job.
It will measure the learner's ability to read and the ability to perform.
 Psychomotor Skills Tests: This type of test is used to test the compatibility and
strength of the candidate. It will examine the abilities of the candidate for baptism.
 Job Skills Tests: Yes, this test is designed to determine the candidate's knowledge
of his position. This test is required for all types of work
 Job Sample Experiments: This test runs a task or a set of tasks representing a task.
 Art Interests Survey: In fact, the test refers to the skill with which the candidate is
most interested in the task and how successful he or she has been.
 Personality Tests: In this test a person who asks questions does not easily know
about another person's skills, abilities and knowledge.
 Integrity Test: Through this test, much can be learned about the candidate's
behavior, ethics, and behavior.
 Testing: And lastly, with an online test you can find out how much the candidate
is about new information, online resources, websites, technology.
Why CVs are rejected in the selection process:
1. First impression: It is very important to draw or reap students' first attention but
sometimes we fail to create a good impression. The first 20 to 30 seconds of the
interview are very important.
2. Bad visual structure: We have to use a lot of white space in our CV with the
right articles and selection breaks but we fail to ensure the right composition.
3. CV Length: Interviewers do not want to know all of your life history. They want
to know your real purpose in relation to the job. But sometimes our CVs are
grouped, so that the interviewees do not receive or post their own message.
4. More details: Don't make your CV boring to read. Sometimes the details are not
clear. Very small details: Sometimes we fail to present solid details with enough
words. Therefore, we need to use the necessary information where necessary.
5. Spelling errors: If an employee finds a language error, they will immediately
reject it. Use the spell checking software and go through it with effort. Wrong
reference: Sometimes the nominees refer to big fish but do not actually know
them. Therefore, when the interlocutors called for judgment on those big fish, they
49
 flatly refused. Therefore, confirm your email, address, reference and phone
number
Employee Description:
Employee recruitment is the process of finding people in sufficient quantity and
quantity and encouraging them to apply for jobs. In other words, it is a process of
segregation, to hire the right applicant to get a job, in a fair and highly profitable
manner. According to Edwin B. Flippo, "Recruitment is a process of screening
applicants for participation and encouraging them to apply for jobs in the business".
According to Robins, “Proper recruitment efforts will attract a large number of
applicants who will take up the job if offered. Good employment should attract the
potential and not attract the unsuitable. This dual goal will reduce the cost of
processing unqualified applicants ”. Employment is therefore an ongoing process
where a company trying to build a pool of people who will be able to earn an income
needs smooth but non-existent needs. Actions usually begin when hunters are hunted
and raised once their suggestions have been received
Hiring planning
It is the first step in the hiring process, in which vacant positions are analyzed and
defined. It includes job details and their type, experience, qualifications and skills
required for the job.
A formal recruitment process is needed to attract potential candidates to the party.
Candidates must be qualified, have the knowledge to take on the responsibilities
required to achieve the party's goals.
Identify the space
The first and most important process of the hiring process is to identify the space.
This process begins with the approval of an application for employment from a
different departmental organization to the Department of Labor, which consists of -
 Number of vacancies to be filled
 Number of posts
 Duties and responsibilities to be performed
 Qualification and experience are required
When a vacancy occurs, it is the responsibility of the probation officer to determine
whether the position is required or not, permanent or temporary, full-time or part-
50
time. These parameters should be checked before hiring. Proper identification,
planning and evaluation lead to the hiring of the right tool for the organization.
Job Analysis
Job evaluation is the process of identifying, analyzing, and determining tasks,
responsibilities, skills, abilities, and the nature of a particular job. These factors help
to determine what the job requires and what the employee has to do to get the job
done.
Job analysis helps to understand what tasks are important and how to do them. Its
purpose is to establish and document the relationship between employment
procedures such as selection, training, compensation, and performance appraisal.
The following steps are important for job analysis -
 Recording and collecting job information
 Accuracy in evaluating job information
 Creating job descriptions based on information
 Determining the skills, knowledge and skills required for the job
The quickest products for job analysis are job descriptions and job details.
Job description
A job description is an important, descriptive text in nature and contains a final
statement of job analysis. This definition is crucial to an effective recruitment process.
Job's description provides information on the scope of the role, responsibilities and
position of the organization. And this data gives the employer and the organization a
clear idea of what an employee should do to meet his or her job requirements.
The job description is designed to accomplish the following processes -
 Classification and task planning
 Setting and directing new resources
 Promotion and transfer of organization
 Defining a career path
 Future improvements to performance standards
 The job description provides details on the following items -
 Job Title / Job Identification Position / Organization
 Workplace

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 The summary of Job
 Job Jobs
 Equipment, Equipment and Equipment
 Monitoring Process
 Working Conditions
Job Description
Job's details focus on the specifics of the candidate, the HR team that will hire him.
The first step in job description is to prepare a list of all the activities in the
organization and its areas. The second step is to generate details for each task.
The information for each job in the organization is as follows -
 Physical definition
 Mental clarity
 Physical features
 Emotional clarification
 Behavioral clarification
The job description provides details of the following -
 Eligibility
 Experience
 Training and development
 Skills requirements
 Job responsibilities
 Emotional traits
 Work planning
Job Testing
Job evaluation is the process of evaluating, evaluating, and determining the
appropriate amount / function in relation to other functions in an organization.
The main purpose of job evaluation is to analyze and determine how much work
orders pay. There are several methods such as job planning, job division, job position,
etc., that are involved in job evaluation. Job evaluation forms the basis for wage
negotiations.
Hiring Strategy

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The recruitment strategy is the first step in the hiring process, in which the strategy is
designed to hire resources. After finalizing job descriptions and job descriptions, the
next step is to decide what strategy it will take to recruit candidates for the party.
In developing a recruitment strategy, the HR team considers the following points -
 Make or buy staff
 Types of employment
 Geographical location
 Sources of employment

The development of a recruitment plan is a long process, but having the right strategy
is a must for attracting candidates. Steps involved in developing a hiring strategy
include -

 Setting up a board group

 HR strategy analysis
 Collection of available information
 Analyze the data collected
 Establish a hiring strategy

Search for Qualified Nominees

Searching for a recruitment process where resources are available based on job
demand. After the recruitment strategy has been implemented, the search for
candidates will begin.
This process has two steps -
 Source functionality - When the queue manager confirms and allows space, the
nominees are selected first.
 Marketing - Here, the organization selects the media where job links reach out to
potential candidates.
Searches involve recruiting job seekers. Sources are broadly divided into two
categories: Internal Sources and External Sources.

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Internal Sources
Internal employment resources means hiring employees within the organization
through -
 Promotions
 Transfers
 Former employees
Internal Ads (Posting Activity)
 Staff transfers
 Previous Applications
External Sources
External recruitment sources refer to the employment of external employees through -
 Direct Employment
 Trade in Labor
 Recruitment Agencies
 Ads
 Professional Associations
 Campus Hiring
 Oral Voice
Testing / Shortlisting
The test begins after the baptism process is completed. Examining the screening
process for candidates is another selection process.

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Examination is an important part of the recruitment process that helps to exclude
graduates or those who have no recruitment. The employment evaluation process
consists of three steps -
 Getting Started
 Manuals and
 Cover
Reviewing the first step in qualifying for baptism.
In this process, student responses are assessed and evaluated by student education, job
knowledge, and a complete background relevant to the job requirements.
While reviewing the resume, the HR manager should keep the following points in
mind, to ensure the best possible assessment of candidates -
 Reason for job change
 Longevity for each organization
 Long vacancies at work
 Skipping work
 Lack of work progress
9 Steps to Recruitment and Selection Process:
 Advertise the position: Be clear and focused on the skills and abilities required for
the job.
 Continue to evaluate: In this step, try to try to exclude applicants, anyone who is
unemployed or in good working order and in the right position what HR needs.
 Telephone conversation: In fact, in this step, take the person to the interviewer by
phone.
 Face-to-face interviews: Well, at this stage, the interviewee speaks to the
interviewee in the conference room and asks specific questions.
 Evaluation: It is a predictive test or rating scale that can easily determine whether
a registrant is eligible for a particular position or not.
 Second face-to-face interview: this is the second time that the interviewee has met
the interviewee and asked questions and wanted to know more.
 Dignity of work: In this step, estimate whether candidates can embrace the culture
of the organization and be able to communicate with their colleagues or not.

55
 Check the reference: Checking the reference should be necessary because anyone
referring to the nominees whether that person's background is accurate or true or
not.
 Job assignment: Finally, after considering all the steps of hiring and selecting a
process you give the skilled employee the job.

LAYOUT OF THE OFFICE

Office layout may be defined as the arrangement of equipment within the available
floor space. Office layout deals with design and set up of an office. It takes into
account all the accessories and equipment needed in an office.

56
Organizational layout is very important because a good workplace layout makes
employees and workers happier. Every organization should have a proper layout
structure of the office to work in the employee satisfaction department. If the layout is
done properly, the office work will be completed very smoothly and in a short time.
In your office, employees work at least nine hours a day to make ends meet. They do
their duty and strive to help the company grow and prosper. The space they work in
should allow them to be productive and perform their tasks effectively. A well-
designed office space is more than just a spectacle. It's not just office furniture and
design. Your office layout creates opportunities for you, your employees, and your
business. Here are some reasons why office furniture layout is important:

1. Boost employee morale

Research shows that office design influences employee morale, which in turn affects
work quality and increases productivity. Design ideas are not only about the
decorations used and the amenities provided, but also about the connection between
employees and their environment. Ergonomics is the science of determining whether a
design idea is suitable for people and aims to balance office her design with the needs
of the employee. Workplace design should aim to promote awareness, camaraderie
and, most importantly, to ensure a safe and comfortable working environment.
2. Help your business progress
Layout affects employee morale, so work quality and productivity are directly
proportional to a company's success rate. The more satisfied employees are with the
environment they provide, the more motivated they are to do a better job and achieve
greater results. These results pave the way for continued business growth.
3. Produce valuable work quality
In recent years, ever-changing innovations have improved the quality of work. The
traditional multitasking of one person has given way to redesigned organizational
structures. Collaboration and open spaces have created room for better problem
solving and more creative output.
The details of the office work depend on the type of business involved and activities
conducted. Features of an office such as people, space, equipment, furniture and the

57
environment, must fit together well for workers to feel healthy and comfortable and to
be able to work efficiently and productively.
The office layout is the most crucial aspect of your workspace. A good office layout
design not only skyrockets productivity but also leads to proper utilization of office
space and promotes communication among employees.

Internship Job Description

COMPANY PROFILE IFELSE TECHNOLOGIES PVT. LTD.

WEBSITE https://www.zaubacorp.com
DESIGNATION Recruitment And Selection

STREAM REQUIRED MBA (HR)

LOCATION NOIDA,DELHI NCR

NO. OF VACANCIES 2-3

DATE OF JOINING 2 AUGUST

Having had the opportunity to have two months of Internship at RNGplay Company I
have met with various activities performed by the HR department. I was introduced to
the work of HR staff, there were various types of jobs that I was familiar with some
were normal and some were done from time to time. I was given the following
assignments on a regular basis. Those were
 Collecting bio data
 Bio data analysis
 Setting a negotiation date and training day
 Calling for discussion and training
58
 Summarizing and nominating candidates
 Managing field visits
 Training assistance program
Bio Data Collection:
With the recruitment of students from different domains CVs are collected from
LinkedIn in particular, and applicants can throw their CVs in the post of LinkedIn
jobs in other positions CVs collected through the LinkedIn website. As I worked hard
at recruiting, it was my job to call the candidate and ask them to submit CVs to the
Department of Labor.
Bio Test Data:
Like RNG, in my work at linkdin I received many CVs. There are few areas to
consider when evaluating CVs, these are age, education and location.
For example a candidate must have a lower or higher qualification to apply for a job.
In the HR intern the candidate must pass Minimum Higher Secondary and the
candidate for Sales Representative has also been smart. The nominee applied for
business development, poster design, graphic design, content writing, etc. when I
collect all the cvs I have to look at what the student qualification background is and in
which field he worked.
After that it is my job to check every cv and according to my requirement I choose
someone to be baptized and send them a link to fill out a google form and they will
submit their details to that form and raise their cvs.
Setting interview and training dates:
After sorting the CVs and sorting them into different categories, we would prepare
And with the date of the interview and timing the candidates candidates.
In order to do this I had to consult with the Training staff about the training groups
and find vacant Training posts and complete a number of interviews and training
sessions in various fields.
Make Suggestions for Summary and Pre-Nomination, I needed to prepare a summary
of the candidates, including their details of their educational background, employment
history etc.

59
Machines and Computers programmes used
The company provide different machines and computer program for the betterment of
employee.
Machines used:
1. Laptop
2. Telephone
3. Printer
4. Mobile phones
Computer programme used:
1. Linked in
2. Workable
3. Ms word
4. Ms excel
5. Payroll software

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 CHAPTER-6
EXPERIENCE GAINED AND PROBLEM FACED

61
 Chapter-6
Experience Gained And Problem Faced

Learning
I have done my internship in HR department of rng play pvt ltd. During my internship
program I gained lot of experience about business environment. I have done my task
mainly on recruitment and selection. The major documents must need to keep in
personal file: such as Appointment Letter, Educational Certificates, Citizenship
Certificate, Nationality Certificate, Character Certificate, Employee History
Background and Reference Check, And Employee Information . I prepare those
documents. And all the co-workers, staffs and all the higher level of employees and
the lower level of employees are strongly connected and communicate with one
another in daily basis.
So that, the upper level employees know about the lower level employees job
performance and their problems and also try to solve that problem within a short
period . Significant pleasant and/or unpleasant incidences
I am working in this organization as an internee (HR department), so I am not much
familiar with this organization. But it was a generous gladness for me that the
organization gives the opportunity to work on the ground of recruitment and selection
procedures. All HR department personnel have supported me very well. I have
learned lot of things from this study which will help me to build up my carrier. I really
enjoyed my internship in rng play. During my internship period no unpleasant
incident has happened.
 I came to know the real work environment through this training period.
 Practically see and learned how HR department work in the organization.
 Learn a lot from the seniors They teach how to do work in department.
 Sit together with the Junior Executive to learn the work.
 I learned how various departments in an organization are interrelated and work
together to perform different functions to achieve organization goal.
 I was also exposed to selection and recruiting process in an organization.
 I learned the importance of punctuality.

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63
64
PROBLEM FACED
 The main burden of working in the organization was lack of knowledge. There
were various details, but I can't tell you at the head office due to confidentiality
obligations with other companies.
 Time pressure. Two months is not enough to collect everything you need
 As a student, you may not be able to gather all the information you need.
 Lack of experience
 As a student, I didn't have much information about the internal systems of the
organization.
 Lack of resources – Lack of adequate placement, trained supervisors, and
additional resources (eg, lack of adequate tools, unpaid internships, etc.).
 The internship environment is not conducive to study and teaching. Daily work is
done in parallel. Completing the main day-to-day operations of an internship
location wastes the supervisor's time and energy resources and is often so labor-
intensive that it's easier to do things yourself. Teach as an apprentice. Work
overload of trainees causes frustration that is sometimes taken out in trainees.
 Lack of supervisior - There are never adequately trained and experienced
caregivers. On the other hand, being able to organize work and secure time for
classes during an internship at a company can increase motivation as a manager in
exchange for reducing daily work.
 Insufficient feedback on internship completion. Tutors do not have the time or
skills to provide feedback to help students understand their strengths and
development needs.
How could you have done your better:
1. Improve your time management
Timing is everything when starting a new project. I only work an average of 40 hours
a week, so I don't have much time for projects because everyone has to meet
deadlines. So, even if you don't take pride in your work performance, working on
your time management can greatly improve your productivity at work.

65
2. Improve communication skills
When working on a large project with several colleagues, communication is critical to
the overall performance of the team. That's why it's important to communicate
everything from the good to the bad in order for the task to be successful.
3. Avoid unnecessary chatter, drama, and gossip
As humans, we like to communicate with each other and discuss various interesting
topics, but it can seriously affect our work performance, especially when it happens
too often. Communication is the core of a successful business. That's not to say you
shouldn't communicate with your co-workers at all, but it's important not to get
involved in ongoing drama or irrelevant gossip. It prevents the office from getting
work done.
4. Be punctual and act responsibly
Want better performance than ever before? Take responsibility for your actions,
actions and decisions in the office. It's really that simple. If you don't want to help
yourself, you can't wait for your manager or boss to encourage you to stop doing
things that are disruptive to your productivity at work.

66
 CHAPTER-7
CONCLUSION, SUMMARY AND RECOMMENDATION

67
 Chapter-7
Conclusion, Summary And Recommendation

Conclusion
The study on recruitment and selection of RNGPLAY reveal that employee play a
major role in the organization. In this, recruitment and selection play a major role. To
increase the productivity and reach of organization manpower is necessary and
efficient manpower results the fulfillment of goal. RNG provides the services to
needy people and for that it hire interns and with their help it reach to society to
optimize its corporate social responsibility role. Here they hire interns through and
then with the help of HR interns it recruits more interns in different domains. It helps
the interns to learn and practically apply the procedure or working of an organization.

68
 Summary
RNGPLAY in Delhi is one of those organizations who implement effective Human
Resource practice in the organization to guarantee the development of their
employees, which also paves the way for a long term organizational success owing to
precise employee participation perfectly. RNGPLAY strongly believes that long-term
success depends on the competitive edge that the Company builds in for its people.
Dealing with the challenges of the future will require focus, the resilience to handle
rapid change, and finding innovative solutions through its people.
HR Policy essentially sets the standard rules and guidelines according to the
organizational principles, mission and vision. This is a framework that sets out the
way that things are done in an organization; thereby this Policy Manual sets the
standards for the organization which has arisen from the best practice.
It is focused on enabling employees perform better and strongly beliefs that superior
Appraise performance can provide a sustainable competitive advantage for the
Company. It recognizes that the ongoing development of its employees and the
existence of a skilled, flexible workforce are critical to the Company’s success in an
increasingly competitive global economy.
Thus, the performance management process enables Appraisers to meet specific
development objectives by:
Linking: All selection and recruitment to performance objectives
Prioritizing: selection and recruitment events in terms of business imperatives
All recruitment and selection is targeted towards continual performance improvement
by the individual, the team and the Company as a whole. It follows different types of
training methods for their employees such as cognitive approach, behavioral
approach, on the job training and off the job training. RNGPLAY follows mostly
behavioral approach for their employees. RNG follows steps in training &
development process such as
1. Induction
2. Core Programs
3. Tertiary programs
4. Technical Training

69
 Recommendations

 In strategic management they only focus on quality and services but they do not
focus on cost. In competitive advantages they should attain cost also.
 They only provide services to foreign countries and foreign buyers but they
should deliver the product in our country also because it also expands the business
and product.
 Without knowing about the best practice model they are following all the
elements but not simultaneously. If they were familiar to this, the model may be
used more precisely. Our suggestion for RNG is to select HR manager who has
proper knowledge on HR practices.
 RNG PLAY should be more focused on following all the elements of best practice
equally as they have opportunity to use every bit of it. After this research we
got to know that
they practice all the components but team work gets least priority among all.
Team work will bring more success than individual work. They can maintain team
under each department and all members can be divided to team on basis of skill,
job, age, qualifications etc.

 They can go for executive search firms for top level position rather than always
relying on succession planning. Sometimes more skilled employees and fresh
ideas are required in top management who can make the right decision and knows
more about human resource management.
 This company uses overtime but doesn’t hire temporary employees at all. This
can be a pressure to employees in long run. Employees might start to get
demotivated by the extra pressure even if they get proper incentive. If they need to
continue overtime for a longer period of time, they might lose interest therefore
sometimes temporary employees should be used just to cover up target order.
 It can go for anonymous evaluation paper for training which will be provided
to all the trainees who will be selected to be provided with the training program.
There, they will provide their own learning styles and methods which will help
them to catch all the new ideas and learning immediately on spot of the workshops
or seminars.
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 The company should maintain the updated mentors or the most recent trainee to
be the mentor of the immediate upcoming batch so that the ideas and techniques
are also updated and latest. The same mentor or senior may give the monotonous
and non-updatedskills to the upcoming juniors.
 It should think about the factors that create barriers when it comes to
participating in
training program from the employee part. It can give more focus on time
management, leadership and business communicationskills of employees.

 RNG should think about the performance appraisal of employees so that

employees feel motivated towards work and give their best effort to achieve
company goals.
 Lastly as training &development is an important part for the organization and
employees, it should pinpoint the important parameters in terms of selecting the
trainer.

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 Bibliography

 Decenzo, David, A., Robbins Stephen. P., Fundamentals of Human Resource

Management, 8th Edition, John Wiley & Sons Inc., 2002.
 Braun, S.A. (1995). Helping Managers become effective job interviewers’
industrial management, 37, 5-8.
 Herbert, Heneman, G., Timothy, Judge, A., staffing organization; 5th Edition,
McGraw-Hills Inc.
 Belcourt, M, & McBey, K, (2004). Strategic Human Resource Planning. India
Thomson.
 Human Resource Personal Management – K. Ashwatappa
 Human Resource Management - Gary Dessler
 Training and Development – SubbaRao

Websites:
1. http://www.mckinseyquarterly.com/ Nov 2004
2. http://www.google.com
3. www.studymode.com
4. www.wikipedia.com
5. https://www.zaubacorp.com

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