SUMMER INTERNSHIP REPORT

On

A Study of
RECRUITMENT AND ONBOARDING PROCESS
AT

Anchor Electrical Pvt .Ltd.

The Submitted in Partial Fulfilment of The Requirement

For
Bachelor’s Degree in Business Administration

Submitted by:
Tanya Choudhary
B.B.A

College Of Engineering Roorkee

BATCH (2021-25)
 ACKNOWLEDGMENT

I would like to express my sincere gratitude to all those who have contributed to
the successful completion of my internship report.

First and foremost, I would like to thank Mrs. Neerja Sharma and Mrs. Mamta
Sharma, under whose valuable guidance and mentorship I had the opportunity
to gain practical insights into the field of Human Resources during my
internship at Anchor by Panasonic. Their constant support, constructive
feedback, and encouragement throughout the internship period played a vital
role in shaping my learning experience.

I would also like to express my deep appreciation to the entire HR team at

Anchor by Panasonic for their cooperation and for providing me with an
environment conducive to learning. Their knowledge-sharing and willingness to
assist made my internship both enriching and enjoyable.

A special thank you to COER University Roorkee for offering me the

opportunity to undertake this internship as part of my BBA curriculum. I would
also like to acknowledge the academic support and guidance I received from the
faculty at the university.

Finally, I would like to express my heartfelt gratitude to Mr. Ankit pal for their
unwavering support and encouragement throughout this journey.

This report is a reflection of the skills and knowledge I gained during this
internship, and I hope it contributes positively to my future career path.
Tanya Choudhary
BBA 3rd Year
COER University, Roorkee
 DECLARATION

I, Tanya Choudhary, a student of BBA 3rd Year at COER University,

Roorkee, hereby declare that the internship report titled "RECRUITMENT
AND ONBOARDING PROCESS" is a result of my own work carried out
during the internship period from 05\06\2024 to 19\07\2024. The information
presented in this report is authentic and based on my firsthand experience
during the internship at the company.
I further declare that the report has not been submitted earlier, either in part or
full, to any other institution or organization for the award of any degree or
diploma.
I also acknowledge the guidance and support I received from Mrs. Neerja
Sharma and Mrs. Mamta Sharma at Anchor by Panasonic, which was
instrumental in the successful completion of this report.

Date: 19\07\2024
Place: Haridwar

Tanya Choudhary
BBA 3rd year
 CERTIFICATE

I have the Pleasure in Certifying That Ms. Tanya Choudhary is

bonified student of 4th semester of The Bachelor’s Degree in Business
Administration (Batch 2022- 25), of College of Engineering and
Technology Roorkee University, Roorkee.
She has completed her project work entitled “study on
recruitment and onboarding process” under my guidance
I certify that this is her original efforts and has not been copied
from any other source. This project has also not been submitted in any
other institute\ university for the purpose of award of any degree.
This project fulfils the requirement of the curriculum
prescribed by this university for the said course. I recommend this
project work for evolution and consideration for the award of the
degree to the student.
 EVECUTIVE SUMMERY

This report presents the outcomes and learnings from my internship at Anchor by Panasonic, where
I worked under the Human Resources (HR) department, with a focus on key HR processes such as
recruitment and onboarding, employee training, payroll management, and the implementation of 5S
principles. The internship, which took place from [start date] to [end date], provided valuable
practical experience in the dynamic field of HR and helped me understand the essential practices that
drive an organization's human resources functions.
The primary objective of the internship was to gain hands-on experience in recruitment and
selection, onboarding, and understanding how these processes contribute to organizational efficiency
and employee engagement. I was involved in various stages of the recruitment and selection
process, which included drafting job descriptions, shortlisting candidates, coordinating interviews,
and assisting with the documentation for new hires. This gave me insight into the importance of
finding the right talent to align with the company's goals and culture.
In addition to recruitment, I was also exposed to the onboarding process, where I assisted in
preparing welcome kits for new employees, conducting orientation sessions, and ensuring that all
new hires completed necessary documentation. This experience highlighted the significance of
creating a positive first impression and facilitating a smooth transition for new employees, which is
crucial to employee retention and long-term success.
I also had the opportunity to learn about training and development programs, where I observed the
company's approach to skill enhancement and employee growth. I assisted in organizing training
schedules, maintaining training records, and analyzing feedback to ensure continuous improvement.
This allowed me to appreciate how employee training plays a critical role in improving productivity,
engagement, and overall organizational performance.
Furthermore, I gained exposure to the company's payroll management system, where I assisted in
processing timesheets, calculating wages, and understanding compliance with labor laws. This
experience enhanced my understanding of the complexities involved in payroll processing, and how
HR ensures accuracy and legal compliance while managing employee compensation.
Another critical aspect of my internship was the implementation of the 5S methodology, which
focuses on workplace organization, cleanliness, and efficiency. I actively participated in the
application of 5S principles to streamline processes and create a productive and safe working
environment. This experience taught me the value of continuous improvement and employee
involvement in maintaining organizational standards.
Overall, this internship provided me with a comprehensive understanding of HR functions, from
recruitment and onboarding to employee development and compensation management. It allowed me
to apply theoretical knowledge from my BBA coursework to real-world HR practices, enhancing my
skills and preparing me for a future career in Human Resources. Through this internship, I have
developed a deep appreciation for the strategic role HR plays in fostering a motivated, efficient, and
compliant workforce.
 TABLE OF CONTENT

S.NO Content Page No.

1. Front page 1

Acknowledgement 2
Student’s declaration 3
Certificate of completion 4
Evecutive summary 5
Table of content 6

2. Chapter-1. Introduction
Introduction Of Topic 8-9
Objective To the Study 10
Scope Of the Topic 11

3. Chapter- 2. Company Overview 12

History 13
Mission, vision etc. 14- 15
Product 17
SWOT analysis 22

4. Chapter- 3 Recruitment process followed by human resource

team of Panasonic 23- 26
5. Chapter- 4 Onboarding followed by human resource 27- 30
team of Panasonic

6. Chapter-5 Basic warehouse functions 31

Planning and control of warehousing system 32
Movement of goods in\from warehouse 33- 35

7. Chapter-6 Roles and responsibilities 36- 43

8. Chapter -7 Conclusion 44- 45

 List Of Figure

Figure. No. Name Of Figure

1. Different Products Produced by Anchor Electrical Pvt. Ltd

2. Different Awards and Certificates Won by Anchor
3. Major Competitors of Anchor Electrical Pvt. Ltd
Anchor Electrical Pvt. Ltd Haridwar Unit.
4. Basic Function of Warehouse
5. Recruitment Process Followed
6. by Hr Team of Panasonic
7. Onboarding Process Followed by
8. The Hr Team of Panasonic
9. 5’S Model
10.Training Sessions
11.Payroll
 Chapter-1
INTRODUCTION
 CHAPTER – 1
INTRODUCTION

Effective recruitment and onboarding are not just the first steps in
hiring—they are the foundation upon which the future success of an
organization is built, shaping employee experience, engagement, and
retention from day one.
In today's competitive business environment, attracting and retaining
top talent has become a key determinant of organizational success.
The recruitment and onboarding processes are central to this
endeavour, serving as the first point of contact between a company
and its potential employees. Effective recruitment ensures that
organizations identify and hire individuals who possess the right
skills, qualifications, and cultural fit, while a robust onboarding
process helps new hires transition smoothly into their roles, fostering
engagement, productivity, and long-term retention.
The recruitment process typically begins with job postings, candidate
sourcing, and interviews, all aimed at selecting the best-fit candidates.
However, the process does not end with an offer letter. Onboarding,
which includes orientation, training, and integration into the company
culture, plays an equally vital role in ensuring that new employees
feel welcomed, valued, and prepared for success in their new roles.
Together, these two processes form a seamless pathway that not only
drives talent acquisition but also nurtures employee satisfaction and
loyalty, ultimately contributing to organizational growth and
innovation.
This report delves into the key components of recruitment and
onboarding, explores best practices, and highlights the challenges
faced by organizations in optimizing these critical stages of the
employee journey.
 1. Objective of the study –

The primary objective of this study is to comprehensively

examine the recruitment and onboarding processes within
organizations and their impact on employee performance,
satisfaction, and retention.
 Analyze the Effectiveness of Recruitment Practices

 Investigate the Onboarding Experience

 Explore the Relationship Between Recruitment,

Onboarding, and Employee Retention

 Identify Common Challenges and Gaps

 Provide Recommendations for Optimizing Recruitment

and Onboarding
 Scope Of The Study

This study focuses on exploring the recruitment and onboarding

processes within organizations, with a particular emphasis on
their effectiveness, challenges, and impact on employee
satisfaction and retention.

The scope of the study includes the following key areas:

 Recruitment Processes:
Examination of recruitment methods, such as internal vs.
external hiring, online platforms, recruitment agencies, and
employee referrals.

 Onboarding Processes:
Study of the onboarding stages, including pre-boarding,
orientation, training, and integration into the organizational
culture.

 Employee Engagement and Retention:

Exploration of how effective recruitment and onboarding
practices contribute to employee engagement, job
satisfaction, and long-term retention.

 Challenges in Recruitment and Onboarding:

Identification of common obstacles organizations face in
the recruitment and onboarding processes, including time-
to-hire, candidate quality, inconsistent onboarding
practices, and lack of resources.
 Chapter- 2
COMPANY’S OVERVIEW
 Chapter- 2
COMPANY’S OVERVIEW

Anchor by Panasonic LYF Solution Pvt. Ltd.

Anchor by Panasonic LYF Solution Pvt. Ltd. is a prominent brand in the Indian
electrical and home automation market, renowned for its commitment to
innovation, quality, and customer satisfaction. As a subsidiary of the global
electronics giant Panasonic, Anchor leverages decades of technological
expertise to offer a wide range of electrical products and solutions that meet the
evolving needs of modern consumers and industries.
Founded in 1963, Anchor by Panasonic has been a trusted name in the Indian
market for manufacturing and supplying electrical components such as
switches, sockets, circuit breakers, wiring accessories, and smart home
solutions. With a focus on providing reliable, safe, and energy-efficient
products, Anchor has successfully built a strong reputation for its high-quality
standards and cutting-edge designs. The brand’s portfolio spans residential,
commercial, and industrial applications, offering solutions that enhance both
functionality and aesthetics in homes and businesses.
In line with Panasonic’s global vision, Anchor emphasizes sustainable growth
and technological innovation, continuously expanding its product offerings to
include smart home devices, IoT-enabled solutions, and energy-efficient
systems. The company's integration of advanced technologies into its products
has enabled it to stay ahead in a rapidly changing market, offering customers
solutions that are not only reliable but also aligned with the demands of a
connected, energy-conscious world.
This report delves into the operational strategies, product offerings, and market
positioning of Anchor by Panasonic LYF Solution Pvt. Ltd., with a particular
focus on the company’s role in driving innovation and shaping the future of
electrical solutions in India and beyond. By analyzing its business model and
impact on the market, the study aims to offer insights into the company’s
contributions to the industry and its competitive edge in a dynamic global
marketplace.
 Chapter-6
Recruitment Process Followed by Human
resource Team of Panasonic
 CHAPTER-6
Recruitment Process Followed by Human
resource Team of Panasonic

 Requirement from department

It is essential for departments to clearly outline their specific requirements to
ensure a streamlined and efficient hiring procedure. First and foremost,
departments must provide a detailed job description that defines the role's key
responsibilities, required qualifications, and desired skills. This helps HR
align their search with the exact needs of the department. Additionally,
departments should collaborate with HR to establish a well-defined candidate
profile, including both technical competencies and cultural fit, which are
critical for team cohesion. Communication between HR and department heads
is key to setting clear expectations on timelines, interview feedback, and
decision-making processes

 Searching / Job posting (Naukri.com,

Linkedin, etc..)
Job posting on online platforms such as Naukri.com and LinkedIn plays a
crucial role in attracting a diverse and qualified pool of candidates. These
platforms provide a wide-reaching, cost-effective means of advertising job
openings to both active job seekers and passive candidates who may not be
actively looking but are open to new opportunities. Posting on Naukri.com,
one of India's leading job portals, allows recruiters to target a large
demographic of candidates across various industries, while LinkedIn provides
a more professional networking approach, where recruiters can not only post
jobs but also proactively search for candidates based on skills, experience, and
recommendations

 Screening of candidates
Screening candidates is a critical stage in the recruitment process, as it helps
recruiters and hiring managers identify the most qualified individuals from a
 pool of applicants. This process typically begins with reviewing resumes and
cover letters to assess basic qualifications such as educational background,
relevant experience, and skills that align with the job description. Once the
initial screening is completed, recruiters often conduct phone or video
interviews to evaluate candidates’ communication skills, motivation, and
cultural fit within the organization. In many cases, screening tools such as skill
assessments, personality tests, or psychometric evaluations may also be used
to further assess candidates’ technical abilities and behavioral traits.

 Identifying Potential Candidate

Identifying potential candidates in the recruitment process is a crucial step in
ensuring that the right talent is selected for the job. This phase goes beyond
simply assessing whether a candidate meets the minimum qualifications outlined
in the job description; it involves evaluating their potential for growth, cultural
fit, and long-term contribution to the organization. Recruiters and hiring
managers typically rely on a combination of resumes, interviews, and additional
screening methods to assess a candidate's skills, experience, and alignment with
organizational values. In addition to technical competencies, identifying potential
candidates often involves assessing their soft skills such as problem-solving,
adaptability, and teamwork.

 Interviews & Selection Process

The interview process is a pivotal stage in the recruitment process, providing
an opportunity to further assess a candidate's qualifications, personality, and
fit for the role and organization. During interviews, recruiters and hiring
managers can dive deeper into a candidate's experience, skills, and
motivations, moving beyond the resume to understand how they approach
challenges, communicate, and work within a team. Structured interviews,
which follow a consistent set of questions, help ensure fairness and objectivity,
while behavioral or situational interview techniques allow interviewers to
gauge how candidates have responded to specific scenarios in the past,
providing insights into how they might perform in the future

 Pre- Employment Steps

Pre-employment steps in the recruitment process are crucial for ensuring that
the selected candidates are thoroughly vetted and ready for employment.
These steps typically begin after a candidate has successfully passed the
interview stage but before they formally join the organization. The first step
 often involves background checks, which can include verifying employment
history, educational qualifications, and criminal records, depending on the
nature of the role. This is essential for confirming the accuracy of the
information provided and ensuring the candidate’s integrity. Another common
pre-employment step is skills assessment, where candidates may be required
to complete tests or assignments that demonstrate their technical expertise or
problem-solving abilities in real-world scenarios.

 Onboarding Newly Hired Employees

Pre-employment steps in the recruitment process are crucial for ensuring that
the selected candidates are thoroughly vetted and ready for employment.
These steps typically begin after a candidate has successfully passed the
interview stage but before they formally join the organization. The first step
often involves background checks, which can include verifying employment
history, educational qualifications, and criminal records, depending on the
nature of the role. This is essential for confirming the accuracy of the
information provided and ensuring the candidate’s integrity. Another common
pre-employment step is skills assessment, where candidates may be required
to complete tests or assignments that demonstrate their technical expertise or
problem-solving abilities in real-world scenarios.

 Cost Per Hire

Cost per hire is a key metric in the recruitment process that measures the
financial investment required to hire a new employee. This includes all the costs
associated with attracting, recruiting, and hiring a candidate, which can vary
depending on the methods and channels used throughout the hiring process. Key
components of the cost per hire calculation typically include advertising expenses
(job board postings, social media campaigns), recruitment agency fees (if
applicable), salaries of HR personnel involved in the recruitment process, costs
for background checks, assessments, and any other tools or technology used (such
as applicant tracking systems or interview platforms.
 Chapter-7
Onboarding process followed by the Human resource
Team of Panasonic
 CHAPTER- 8
Onboarding process followed by the
Human resource team of Panasonic

1.Welcome Mail
The onboarding process at Panasonic India begins with the
sending of a Welcome Mail to the new employee. This email serves as
the first formal communication from the company, setting a positive
tone for the new hire's journey. The Welcome Mail typically includes a
warm greeting, a brief introduction to the company’s culture and
values, and essential details such as the employee’s start date, reporting
time, and any pre-joining instructions. It also provides an overview of
the onboarding process, outlining the next steps and key contacts the
new employee can reach out to for assistance. This mail serves to make
the new hire feel valued and excited about joining the organization,
helping them feel welcomed even before their first day at work.

2.Assign Buddy
As part of the onboarding process, Assigning a Buddy is a
key step in ensuring that the new employee feels supported and
integrated into the team. The Buddy is usually an existing employee
who acts as a guide, offering support both professionally and socially.
They help the new hire navigate the initial days, providing practical
assistance such as explaining company policies, introducing them to
colleagues, and helping them get acclimated to the work environment.
The Buddy serves as a friendly point of contact for the new hire,
answering questions and alleviating any concerns about the
organization or job role. This initiative fosters a sense of community
and belonging, improving the overall employee experience and helping
new hires feel more comfortable in their new position
3.Share Link Of Uploading Document
Once the new employee has received the Welcome Mail,
the next step in the process is sharing a Link for Uploading
Documents. This typically includes a secure online portal or a cloud-
based platform where the new hire is required to submit their personal
and professional documents. These may include identification proofs,
educational certificates, previous employment details, and any other
documents necessary for completing their employment records.
Providing an online portal for document submission streamlines the
process, making it convenient for both the employee and the HR team.
It also ensures that all documentation is collected in a timely manner
and securely stored, facilitating a smooth transition into the role

4.Once Documents Uploaded

Once the required documents have been uploaded, HR
verifies the authenticity and completeness of the information. This step
ensures that all necessary paperwork is in place before the new
employee officially joins. Any discrepancies or missing information are
communicated to the employee, and they are required to submit the
necessary corrections. This process helps HR ensure compliance with
company policies and legal requirements, such as tax forms and proof
of identity. Once the documents are successfully verified, the HR team
completes the administrative formalities, such as setting up payroll,
benefits, and access to company systems. This ensures that the new hire
is fully prepared to start their role without any delays or administrative
hurdles.

5.On the Date of Joining

On the Date of Joining, the new employee is officially
welcomed into the organization. The onboarding process typically
begins with a formal introduction to the HR team and immediate
supervisors. The HR team ensures that all necessary equipment and
resources—such as computers, access cards, email accounts, and other
required tools—are ready for the new hire. A comprehensive
orientation session is often held, where the employee is introduced to
the company’s policies, culture, organizational structure, and key
departments. During the first day, the new hire is also taken on a tour
of the office or introduced to their remote working setup, depending on
the work arrangement. HR ensures that the new employee feels fully
integrated into the team and is clear on their role and expectations
moving forward.
 CHAPTER- 6
ROLES AND RESPONSIBILITIES
ROLES AND RESPONSIBILITIES

 Conducting training sessions for workers

Safety training session
Maternity benefit awareness session
Health awareness session

 Managing personal files of workers

 Activities organized
Retirement party
Creche visit
World environment day
Dojo room visit
5’S
Conducting training sessions for worker
Safety training session

OBJECTIVE
Emphasize the importance of safety as the top priority in the
workplace.
Hazards of Working at Anchor: Explain the specific risks
associated with working at anchor, such as:
 Falling from height
 Heavy machinery malfunctions
 Slips, trips, and falls
 Risk of being caught in moving parts or machinery
 Electrical hazards
Required PPE for Anchor Work: Demonstrate the correct use
of personal protective equipment including:
 Helmets or hard hats
 Safety harnesses and fall protection gear
 Non-slip footwear
 Gloves for handling machinery or materials
 Maternity benefit awareness session

Maternity Leave: Discuss the duration of paid maternity

leave, when it starts, and how it can be utilized (e.g., before and
after childbirth).
Eligibility Criteria: Outline who is eligible for maternity
benefits, including the length of service required (e.g.,
minimum number of days worked in the company before
maternity leave).
Legal Entitlements: Explain the legal rights related to
maternity benefits under the country’s labor laws (e.g.,
Maternity Benefit Act in India, or similar legislation in other
regions).
Workplace Risks During Pregnancy: Exposure to chemicals
or hazardous materials
 Physical strain (heavy lifting, long hours, and awkward
postures)
 Risk of falls or accidents when working at height (anchor
work)
 Stress and fatigue
 Health awareness session

Physical Hazards: Discuss physical risks specific to the

workplace, including:
 Slips, trips, and falls (especially when working in wet or
uneven conditions)
 Musculoskeletal injuries (due to heavy lifting or poor
ergonomics)
 Respiratory issues (from exposure to dust, fumes, or
chemicals)
Mental and Emotional Health Hazards: Address mental
health concerns such as:
 Stress and fatigue (long working hours, tight deadlines,
or physically demanding tasks)
 Anxiety and depression (due to work pressure or
personal issues)
 Workplace bullying or harassment, which can
contribute to poor mental health
ACTIVITIES ORGANIZED

RETIREMENT PARTY

Retirement Party of Women Worker

CRECHE VISIT

Creche visit made by Panasonic for t women workers children’s

World Environment Day

World environment day celebrated at Panasonic to tell us the

importance of environment

DOJO ROOM VISIT

All the safety measures are available in this room that is used
by the safety team of the company
5’S

AFTER

BEFORE
CONCLUSION….

In conclusion, the recruitment and onboarding processes

are crucial steps in ensuring that an organization attracts,
selects, and integrates the right talent effectively.
Throughout my internship, I gained valuable insights
into the importance of creating a seamless recruitment
strategy that not only identifies the best candidates but
also enhances the candidate experience. Furthermore, I
observed that a well-structured onboarding process plays
a pivotal role in helping new hires acclimate to the
company culture, understand their roles, and become
productive members of the team more quickly.
By streamlining recruitment processes and investing in
thorough, engaging onboarding programs, organizations
can reduce turnover, improve employee satisfaction, and
ensure a more efficient transition for new employees. As
I reflected on my internship experience, I recognized that
the synergy between recruitment and onboarding is vital
in fostering long-term employee success and
contributing to the overall growth of the organization.

From my internship, I've learned that how we bring new

people into a company really matters. It's about making
sure new hires feel welcomed and prepared to do their
best work. A good recruitment process finds the right
people, while onboarding sets them up for success from
day one. These steps aren't just about paperwork—
they're about creating a positive start that builds a strong
team and helps everyone thrive together.

I've gained invaluable insights into the significance of a

well-structured recruitment and onboarding process.

I’m confident that these skills will be invaluable as I

continue to develop my career in this field.