SUMMER TRAINING PROJECT REPORT

On
“HUMAN RESOURCES”
At
LEARNOVATE E – COMMERCE
Submitted on partial fulfillment of the requirement for the
AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION

2020 - 2022
Conducted By:

FACULTY OF MANAGEMENT STUDIES

GURUKUL KANGRI DEEMED TO BE UNIVERSITY
HARIDWAR UTTARAKHAND, 249404

Submitted to: Submitted by:

Prof. (Dr.) V. K. Singh Neha
Head and Dean, FMS MBA (III Sem)
GKV, Haridwar

1
 PREFACE

In this project report, I will describe my experiences during my

internship period. The project report contains an overview of
the internship company and the activities, tasks and projects that,
I have worked on during my internship. Writing this report, also will
describe and reflect my learning objects and personal goals that I
have set during my internship period. I have made all possible
efforts and the necessary investigations to submit this paper in an
enlightened form in a very short time. I have tried my level best to
eliminate errors from the paper. As I had to complete my internship
within a short period of time so the study admits its limitations. The
report first shall give an overview of the tasks completed during the
period of internship with technical details. Report shall also
elaborate on the future works which can be persuaded as an
advancement of the current work. I have tried my best to keep
report simple yet technically correct. I hope I succeed in my attempt.

2
 CERTIFICATE OF
ACKNOWLEDGMENT

The internship opportunity I had with Learnovate E-commerce was a

great chance for learning and professional development. Therefore, I
consider myself as a very lucky individual as I was provided with an
opportunity to be a part of it. I am also grateful for having a chance to
meet so many wonderful people and professionals who led me though
this internship period.
Bearing in mind previous I am using this opportunity to express my
deepest gratitude and special thanks to the MD of Learnovate E-
commerce who in spite of being extraordinarily busy with his duties,
took time out to hear, guide and keep me on the correct path and
allowing me to carry out my project at their esteemed organization and
extending during the training.
I express my deepest thanks to Rahul Singh, Project Co-Ordinator for
taking part in useful decision & giving necessary advices and guidance
and arranged all facilities to make life easier. I choose this moment to
acknowledge his contribution gratefully. I perceive as this opportunity
as a big milestone in my career development. I am also thankful to the
rest staff members of Learnovate E-commerce for their valuable
suggestion and co- operation to achieve the task.

Sincerely,
Neha

3
 DECLARATION

I Neha, student of MBA, studying in Gurukul Kangri Deemed to Be

University, Haridwar hereby declare that the study entitled “Human
Resources” in the context of Learnovate E-commerce is being
submitted by me in the partial fulfillment of the requirement for the
award of MBA Business Marketing is a record of my own work.
The matter embodied in this project report is not submitted to any
other university or institution. The project submitted by me is true,
authentic and it is to the best of my academic knowledge.

Signature:
Neha

4
CERTIFICATE

5
TABLE OF CONTENT
Page No.

Preface 02
Acknowledgement 03
Declaration 04
Certificate 05
Executive Summary 08
Overview of Company 09
Vision of the Company 10
Mission of the Company 11
Company’s Products 12
Corporate Social Responsibility 16
Organizational Chart 17
Achievements 18
Award/Latest Development 18
SWOT Analysis 19
Introduction of the Study 23
Objective of the Study 23
Scope of the Study 23
Human resource Management and Development 24

6
Importance of HR 26
HR Topic Functions 27
The HR Role 30
Scope of HR Recruitment 31
Objective of HR 32
Advantage of Outsourcing Recruitment 33
Recruitment Management System 35
HR Recruitment Process 37
HR Challenges in Recruitment 40
Research Methodology 42
Research Design 43
Framework 43
Personality- Job Fit Theory 46
Interns On-Board 46
Induction Programmes for Interns 47
Webinar 48
Hiring 48
Job Responsibility 49
Conclusion/Suggestion 50
Webliography 51

7
 Executive Summary

The Human Resources are the most important assets of an organization. The
success or failure of an organization is largely dependent on the caliber of the
people working therein. Without positive and creative contributions from
people, organizations cannot progress and prosper. In order to achieve the
goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so,
they have to keep the present as well as the future requirements of the
organization in mind.

Recruitment is defined as, “a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient workforce.”

In order to attract people for the jobs, the organization must communicate
the position in such a way that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.
The term “HR recruiter” may sound redundant, as both human resources
managers and recruiters both find job candidates and get them hired, this job
is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified

for positions. A recruiter's job includes reviewing candidate's job experiences,

8
negotiating salaries, and placing candidates in agreeable employment

positions. Recruiters typically receive a fee from the hiring employers.

9
 OVERVIEW OF THE COMPANY

Learnovate is an online venture to severe pre-owned, second-

hand books & study equipment.
We offer a wide range of titles both used & unused which
undergo a thorough 5 step quality check where everything from
the page count to the binding of the book are checked and
approved before being offered to our reader.
We offer our customer both the options of buying low priced
new books or even lower priced second-hand books.
The Online Book Company can to help you to celebrate the
important things in life, with online books that let you capture
moments and share memories. We specialize with celebrating
life and capturing moments in one safe place by creating be
spoke online books.
There are a number of good stores from where you can buy
books online. Though, the pricing of the books varies from store
to store. Your favorite online store might not be the cheapest
every time.
So, depending on how much you’re saving and if your books
availability, you might want to get a book from somewhere
other than your preferred store. We help you do all this in just
one click at Learnovate.

10
 VISION OF THE COMPANY

 Our Vision is to provide quality but affordable books for

education, entertainment, self-development and self-
fulfillment to all when the need arises by providing a wide
range of books to satisfy our clients.

 Exceeding our customers expectation in their book

requirements. The world in which reading, learning, and
access to information are considered rights, not privileges,
so that all children thrive.

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 MISSION OF THE COMPANNY

 Our Mission is to inculcate good quality reading habits by

making good quality books affordable and accessible globally to
the customers. We strive to offer our customers the lowest
possible prices, the best available selection, and the utmost
convenience.

MOTTO

 Our Motto is to deliver the high-quality books at every

corner of world at affordable price at doorsteps of customers.

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 COMPANY’S PRODUCTS

Management Books

Engineering Books and Equipment’s

Medical Books and Equipment’s

Primary School Books

Novels
Magazines

Research Papers

Articles

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1. MANAGEMENT BOOKS

All type of management books is available on Learnovate for

sale. They even supply to various Bs Schools of India & also to
schools.
Most selling books during internship I came to know was “The
One Minute Manager”
This is a remarkable book that tells the story of a young man in
search of a good leader. While he encounters different
management styles, some autocratic care only about results,
and the workers suffered.
Others with a democratic approach were only concerned with
people, and the organization also suffered. Finally, he finds
what he’s been looking for in a manager that uses the one-
minute method. The one-minute method is basically a way to
set clear goals or expectations for those you manage.

14
[Link] BOOKS & EQUIPMENT’S

Learnovate sells the Engineering Books & Equipment’s to

various colleges in entire India in cheap prices as compare to
competitor.

3. MEDICAL BOOKS & EQUIPMENT’S

Learnovate sells the Medical Books & Equipment’s to

various medical colleges in entire India in cheap prices as
compare to competitor.
Learnovate have a various customer in Maharashtra &
even they sale the products second hand as well as new .

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4. PRIMARY SCHOOL BOOKS

All type of government schools’ books is available on

Learnovate for sale. They even supply to various government
schools.

5. NOVELS

Learnovate even sales the Novels of various type by using their

own platform they have more than 500+ Plus customer in
entire Maharashtra. They sales the Novels to both the Parties
B2B as well as B2C Customers.

6. & 7. MAGAZINES and RESEARCH PAPER

Learnovate sales the various Magazines & Research Paper

on various topic online to B2B as well as to B2C Customer. even
they are providing their platforms to sales the books to other
party.

16
CORPORATE SOCIAL RESPONSBILITY

 Learnovate have perform the various CSR activities to the

society.

 Learnovate Provide the free Books & other stuff to

handicap & other NGO Partners.

 Learnovate has distributed the Face Mask to various

people.

 Even they providing certain amount to children for their

education.

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 ORGANIZATIONAL CHART

Ravi Singh

(Founder)

Aaradhna Rajeev Singh

Neupane
(Head
(Co-Founder) Coordinator)

Aman Singh
Pinky Kumari
Pankaj Kumar
(Digital
(Strategy Head)
Marketing) (Finance Head)

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ACHIEVEMENTS, AWARDS AND LATEST DEVELOPMENTS

 ACHIEVEMENTS:

 Highest Sale of Books in Entire Maharashtra Region during

competition among various ecommerce companies.
 Improved the delivery in various region of Maharashtra.

 AWARDS:

 Awarded for Best Seller in PCMC Area.

 Awarded for Best Dealer in PCMC Area.

 LATEST DEVLOPMENT:

 Working on ERP System to improve the delivery

efficiency.
 Developed the OTM Devices to improve the delivery
process.

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S.W.O.T. ANALYSIS

SWOT Analysis Most of the time we see that the use of

electronic techniques for doing business add value either by the
reducing transaction cost or by creating some type of network
effect, or by a combination of both.
In SWOT analysis (the acronym is short for Strengths,
Weaknesses, Opportunities and Threats), here we try to find
out the strengths and weaknesses of ecommerce in respect of
Indian business environment.

 STRENGHT:

 Global market: E-commerce biggest strength is the boundary

less access in other word no brick structure is mandatory to
do business or no specific boundary is required. It enables all
the companies to expand them to global level. The widening
of geographic retail markets may facilitate the development
of global retailers.

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 WEAKNESSESS

 Security: Security is a biggest challenge in to progress of e

commerce. Customer always found themselves insecure
especially about the integrity of the payment process.

 Fake websites: Many fake websites are available on net

which promises better service and secure dealing. These web
sites can not only disgrace ecommerce but also bring bad
name to ecommerce.

 Fraud: Personal and financial details provided for trading

purpose are misused by hackers their personal undue
interest.

 Fewer discounts and bargaining: Hardly online businesses

offer discounts and bargaining cannot be possible.

 Long delivery timing: The task of Delivery is usually

outsourced, who do not care about the timing of the seller.

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 OPPORTUNITIES

Changing trends: People are very brand conscious. They are

interested in buying branded stuff rater then local. If such stuff
is available cross border, they will not mind it ordering through
ecommerce. E-commerce is fast and effective even financial
transactions can be made from any part of the world. People of
tomorrow will feel more comfortable to buy products through
internet only.

Increasing number of users: Daily number of internet users is

increasing. People feel more comfortable to shop online. SWOT
Analysis of E-Commerce 667.

Regular global expansion: E commerce can be operated

anywhere anytime without any interruption. It always has a
scope of expansion. All new population and existing population
who are not the user of e-commerce are the target expansion.

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 THREATS

 Competitors: Along with local competition, global

competition also exists. Competition is increasing day by day.
Big companies have already entered in this field. They are
making people habitual at the cost of their companies.

 Changes in environment, law and regulations:

Change in trends, fashion and fad can distress E Commerce side
by side change in law and regulations can also affect it.

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 INTRODUCTION OF THE STUDY

OBJECTIVE OF THE STUDY:-

The main objectives of the study are as follows:

i. To understand the process of recruitment.

ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures.
iv. To identify the probable area of improvement to make recruitment
procedure more effective.
v. To know the managerial satisfaction level as well as to know the yield
ratio.
vi. To search or headhunt people whose, skill fits into the company’s
values.

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge
and experience and also provided the opportunity to study and understand the
prevalent recruitment procedures. The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment

procedure at consultant.
ii. To suggest any measures/recommendations for the improvement of the
recruitment procedures.

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Human Resource Management and Human Resource
Development 
HRM is the process of managing people in organizations in a structured
and thorough manner. This covers the fields of staffing (hiring people),
retention of people, pay and perks setting and management, performance
management, change management and taking care of exits from the
company to round off the activities. This is the traditional definition of
HRM which leads some experts to define it as a modern version of the
Personnel Management function that was used earlier. We have chosen
the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well
because of the precision and rigorous application of theory that is
required.
Human Resource Development (HRD) means to develop available
manpower through suitable methods such as training, promotions,
transfers and opportunities for career development. HRD programs
create a team of well-trained, efficient and capable managers and
subordinates. Such team constitutes an important asset of an enterprise.
One organization is different from another mainly because of the people
(employees) working there in.
According to Peter F. Drucker, "The prosperity, if not the survival of
any business depends on the performance of its managers of tomorrow."
The human resource should be nurtured and used for the benefit of the
organization. Uses of Human Resource Management in an organization:
Human Resource Management (HRM) is the function within an
organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization. It can
also be performed by line managers.
Human Resource Management is the organizational function that deals
with issues related to people such as compensation, hiring, performance
management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training.

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HRM is also a strategic and comprehensive approach to managing
people and the workplace culture and environment. Effective HRM
enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the
organization's goals and objectives.
Human Resource Management is moving away from traditional
personnel, administration, and transactional roles, which are
increasingly outsourced. HRM is now expected to add value to the
strategic utilization of employees and that employee programs impact
the business in measurable ways. The new role of HRM involves
strategic direction and HRM metrics and measurements to
demonstrate value.
The Human Resource Management (HRM) function includes a variety of
activities, and key among them is responsibility for human resources --
for deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high
performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various regulations.
Activities also include managing your approach to employee benefits
and compensation, employee records and personnel policies. Usually
small businesses (for-profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part- or full-time
help. However, they should always ensure that employees have -- and
are aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all
employees have.
HRM is widening with every passing day. It covers but is not limited to
HR planning, hiring (recruitment and selection), training and
development, payroll management, rewards and recognitions,
Industrial relations, grievance handling, legal procedures etc.

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In other words, we can say that it’s about developing and managing
harmonious relationships at workplace and striking a balance between
organizational goals and individual go.

IMPORTANCE OF HR

Meeting manpower needs: Every Organization needs adequate and properly

qualified staff for the conduct of regular business activities. Imaginative HRP is
needed in order to meet the growing and changing human resource needs of an
organization.

Replacement of manpower: The existing manpower in an organization is affected

due to various reasons such as retirement and removal of employees and labour
turnover. HRP is needed to estimate the shortfall in the manpower requirement
and also for making suitable arrangements for the recruitment and appointment
of new staff.

Meeting growing manpower needs: The expansion or modernization programmes

may be undertaken by the enterprise. Manpower planning is needed in order to
forecast and meet additional manpower requirement due to expansion and
growth needs through recruitment and suitable training programs.
Meeting challenges of technological environment: HRP is helpful in effective use
of technological progress. To meet the challenge of new technology existing
employees, need to be retrained and new employees may be recruited.
Coping with change: HRP enables an enterprise to cope with changes in
competitive forces, markets, products, and technology and government
regulations. Such changes generate changes in job content, skill, number and type
of personals.

Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organization makes investments in its
manpower either through direct training or job assignments.
Adjusting manpower requirements: A situation may develop in; an organization
when there will be surplus staff in one department and shortage of staff in some
other department. Transfers and promotions are made for meeting such
situations.

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Recruitment and selection of employees: HRP suggests the type of manpower
required in an organization with necessary details.
 

This facilitates recruitment and selection of suitable personnel for jobs in the
Organization. Introduction of appropriate selection tests and procedures is also
possible as per the manpower requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly

selected persons in different departments as per the qualifications and also as per
the need of different departments. Surplus or shortage of manpower is avoided
and this ensures optimum utilization of available manpower.

Training of manpower: HRP is helpful in selection and training activities. It

ensures that adequate numbers of persons are trained to fill up the future
vacancies in the Organization.

HR TOPICS FUNCTIONS

 Recruitment and Selection Process

 Complete Recruitment life cycle

 Levels of Companies
 Technologies and Domineer
 Portal Explanation
 Explanation of Job Description and Analyzing of Requirement
 Sourcing of Profiles from Portals
 Screening of profiles as per the requirement
 Calling the Candidates
 Formatting of profiles and Tracker’s Preparation
 Maintenance of Database

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 Training and Development

 Concept of Training and Development

 Training Needs Identification Process

 Designing Annual Training Plans

 Training Execution Designing Employee Development Initiatives

 Designing Supervisory Development Programs

 Designing Management Development Programs
 What is Training ROI and how to Calculate?
 Introduction to Best Trainer Skills, Knowledge and Abilities.

 Induction and Orientation

 How to Design Induction Programs and Execution?

 How to Design on the Job Training Programs and Monitoring?
 How to evaluate effectiveness of Induction and on the Job Training
Programs?
 Probation Confirmation and HR Role

 Team Management Skills

 Understanding What is a Team.
 Understanding Team Development Stages.
 What is your Team Membership Orientation?
 How to improve your effectiveness as Team Member
 What is Team Leadership?
 Understanding my Orientation.

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HR RECRUITMENT
According to Edwin Flippo, "Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the
Organization." Recruitment is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process starts
when a manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy. It is the process to discover sources of manpower to meet
the requirement of staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
an efficient working force. Recruitment of candidates is the function preceding
the selection, which helps create a pool of prospective employees for the
organization so that the management can select the right candidate for the right
job from this pool. The main objective of the recruitment process is to expedite
the selection process. Recruitment is almost central to any management process
and failure in recruitment can create difficulties for any company including an
adverse effect on its profitability and inappropriate levels of staffing or skills.
Inadequate recruitment can lead to labor shortages, or problems in management
decision making and the recruitment process could itself be improved by
following management theories. The recruitment process could be improved in
sophistication with Rodgers seven-point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different professions and
specializations have been given. A new national selection system for psychiatrists,
anesthetists and dental surgeons has been proposed within the UK health sector.

 NEED FOR RECRUITMENT 

The need for recruitment may be due to the following reasons / situations,

 Vacancies: due to promotions, transfers, retirement, termination,

permanent disability, death and labour turnover.

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  Creation of new vacancies: due to growth, expansion and
diversification of business activities of an enterprise.
 In addition, new vacancies are possible due to job specification. 

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

 IDENTIFYING THE VACANCY:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:

 Posts to be filled
 Number of persons
 Duties to be performed
 Qualifications required
 Preparing the job description and person specification.
 Locating and developing the sources of required number and type of
employees (Advertising etc).
 Short-listing and identifying the prospective employee with required
characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making.
 

 THE HR ROLE IN RECRUITMENT CHANGED AND HRM:

• Decides about the design of the recruitment processes and to decide about
the split of roles and responsibilities between Human Resources and Hiring
Manager

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• Decides about the right profile of the candidate.
• Decides about the sources of candidates.
• Decides about the measures to be monitored to measure the success of the
process.

A traditional role of HR in Recruitment was an administrative part of the whole

process. The HRM was responsible for maintaining the vacancies advertised and
monitored, but the real impact of HRM to the performance of the whole
recruitment process was minimal. But as the role of Human Resources in the
business was increasing, the HR Strategy was changed. From making the process
working to the real management of HR Processes and the Recruitment Process
was the first to manage. The role of HR in Recruitment is very important as HRM
is the function to work on the development of the recruitment process and to
make the process very competitive on the market. As the job market gets more
and more competitive, the clearly defined HR Role in Recruitment will be growing
quickly. HRM is not a function to conduct all the interviews today, the main role
of Human Resources is to make the recruitment process more attractive and
competitive on the job market.

   SCOPE OF HR RECRUITMENT:

• HR jobs are one of most important tasks in any company or organization.

• To structure the Recruitment policy of company for different categories of
employees.
• To analyses the recruitment policy of the organization.
• To compare the Recruitment policy with general policy.

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• To provide a systematic recruitment process.
• It extends to the whole Organization. It covers corporate office, sites and
works appointments all over India.

• It covers workers, Clerical Staff, Officers, Jr. Management, Middle

Management and Senior Management cadres.

• A recruitment agency provides you with career counseling which renders a

crystal-clear picture of what are the possible career options out there for you
and which job option suits you the best. 

   OBJECTIVE OF HR

• To obtain the number and quality of employees that can be selected in order
to help the organization to achieve its goals and objectives.

• Recruitment helps to create a pool of prospective employees for the

organization so that the management can select the right candidate for the
right job from this pool.

• Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time.

• Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
objectives.

• The recruitment process exists as the organization hire new people, who are
aligned with the expectations and they can fit into the organization quickly .

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 ADVANTAGE OF OUTSOURCING
RECRUITMENT/HIRING OF CONSULTANCY 

Traditionally, recruitment is seen as the cost incurring process in an organization.

HR outsourcing helps the HR professionals of the organizations to concentrate on
the strategic functions and processes of human resource management rather
than wasting their efforts, time and money on the routine work.
Outsourcing the recruitment process helps to cut the recruitment costs to 20 %
and also provide economies of scale to the large sized organizations. The major
advantages of outsourcing performance management are:
Outsourcing is beneficial for both the corporate organizations that use the
outsourcing services as well as the consultancies that provide the service to the
corporate. Apart from increasing their revenues, outsourcing provides business
opportunities to the service providers, enhancing the skill set of the service
providers and exposure to the different corporate experiences thereby increasing
their expertise.

THE ADVANTAGES ACCRUING TO THE CORPORATE ARE:

• Turning the management's focus to strategic level processes of HRM.

• Accessibility to the expertise of the service providers.
• Freedom from red tape and adhering to strict rules and regulations.
• Optimal resource utilization.
• Structured and fair performance management.
• A satisfied and, hence, highly productive employees.
• Value creation, operational flexibility and competitive advantage.
Therefore, outsourcing helps both the organizations and the consultancies to
grow and perform better.

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 CHANGING ROLE OF RECRUITMENT INTERMEDIARIES:

Recruitment consultancies, agencies or intermediaries are witnessing a

boom in the demand of their services, both by the employers and the
job seekers. With an already saturated job market, the recruitment
intermediaries have gained a vital position acting as a link between the
job seekers and the employers. But at the same time, one of the major
threats faced by this industry is the growing popularity of e-
recruitment. With the changing demand, technologies and the
penetration and

increasing use of internet, the recruitment consultancies or the

intermediaries are facing tough competition. To retain and maintain
their position in the recruitment market, the recruitment
intermediaries or consultants (as they are commonly known) are
witnessing and incorporating various changes in terms of their role,
functions and the services. According to a survey amongst top
employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent
of employers reported the use of application portal on their company’s
official website. Apart from that, the emerging popularity of the job
portals is also growing. But the fact that the intermediaries or the
consultants are able to provide their expert services, economies of
scale, up to 40 percent savings in the recruitment costs, knowledge of
the market, the candidates, understanding of the requirements, and
most importantly, the assess to the suitable and talented candidates
and the structured recruitment processes. The recruitment

35
intermediaries save the organizations from the tedious of weeding out
unsuitable resumes, co- coordinating interviews, posting vacancies etc.
give them an edge over the other sources of recruitment. To retain
their position as the service providers in the recruitment market, the
recruitment intermediaries are providing value added services to the
organizations. They are incorporating the use of internet and job
portals, making their services more efficient. Despite of the growing use
of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools
facilitated by the information management systems to the HR of organizations.
Just like performance management, payroll and other systems, Recruitment
management system helps to contour the recruitment processes and effectively
managing the ROI on recruitment. The features, functions and major benefits of
the recruitment management system are 4explained below:

• Structure and systematically organize the entire recruitment processes.

• Recruitment management system facilitates faster, unbiased
accurate and reliable processing of applications from various applications.
• Helps to reduce the time-per-hire and cost-per-hire.
• Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company,
the unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.

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• Recruitment management system maintains an automated active database
of the applicants facilitating the talent management and increasing the efficiency
of the recruitment processes.
• Recruitment management system provides and a flexible, automated and
interactive interface between the online application system, the recruitment
department of the company and the job seeker.
• Offers tolls and support to enhance productivity, solutions and optimizing
the recruitment processes to ensure improved ROI.
• Recruitment management system helps to communicate and create
healthy relationships with the candidates through the entire recruitment process.
• The Recruitment Management System (RMS) is an innovative information
system tool which helps to sane the time and costs of the recruiters and
improving the recruitment processes.

 HR RECRUITMENT PROCESS

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  CLIENT NEED ASSESSMENT
• Define objectives and specifications
• Understand client's business and culture
• Understand the job/position specifications
• Understand roles and responsibilities of the prospective candidate
• Develop a search plan and review with the client.

 CANDIDATE IDENTIFICATION

• Identify target sources

• Extensive organization mapping, research & database search of the profile
• Provide status report to client about the available talent pool.

 CANDIDATE ASSESSMENT AND PRESENTATION

• Screen and evaluate candidates

• Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit
• Discuss the shortlist with the client and send resumes.

 CANDIDATE INTERVIEW, SELECTION & PRESENTATION OF OFFER

• Facilitate interviews with the client

• Obtain feedback
• Participate in decision making process
• Provide inputs on candidate's desired compensation.

 CLOSURE & FOLLOW UP

• Negotiate offer acceptance

• Execute Reference check, Compensation & Job Level Discussions 
• Coordinate Joining Formalities and on boarding as per predefined date
Closing review to understand client's level of satisfaction.

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 HR TELEPHONIC INTERVIEW QUESTIONS

• Tell me about yourself?

• Tell me about your job profile?
• How much current CTC, you’re getting in current organization?
• How much you’re expecting form new organization?
• How the notice period you required if you are selected?
• Why did you want to resign from your previous job?

 HR CHALLENGES IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organization, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organization. The HR professionals –
handling the recruitment function of the organization- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the
best people or potential candidate for the organization. In the last few years, the
job market has undergone some fundamental changes in terms of technologies,
sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most important
function- recruitment. They have to face and conquer various challenges to find
the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

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Adaptability to globalization – The HR professionals are expected and
required to keep in tune with the changing times, i.e., the changes taking place
across the globe. HR should maintain the timeliness of the process.

Lack of motivation – Recruitment is considered to be a thankless job. Even if

the organization is achieving results, HR department or professionals are not
thanked for recruiting the right employees and performers.

Process analysis – The immediacy and speed of the recruitment process are
the main concerns of the HR in recruitment. The process should be flexible,
adaptive and responsive to the immediate requirements. The recruitment process
should also be cost effective.

Strategic prioritization – The emerging new systems are both an opportunity

as well as a challenge for the HR professionals.
Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment professionals

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 Research Methodology
RESEARCH is a „careful investigation or inquiry especially through search for new
facts in any branch of knowledge.
METHODOLOGY OF STUDY
The project is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of recommendations. The data has been collected from both
the sources primary and secondary sources.

 DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires
to employees. The questionnaires were carefully designed by taking into account
the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the records of the organization,
etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Or in other words
we can say that secondary data is the data used previously for the analysis and
the results are undertaken for the next process.
KIND OF RESEARCH
The research done by EXPLORATORY RESEARCH This kind of research has the
primary objective of development of insights into the problem. It studies the main
area where the problem lies and also tries to evaluate some appropriate courses
of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so
a sample was chosen that consisted of 25 employees. The research was taken by
necessary steps to avoid any biased while collecting the data.

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Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the
systematic manner with the help of statistical tool like percentages.

RESEARCH DESIGN:
A research design is the arrangement of the condition for collection and analysis
of data in a manner that aims to combine relevance to the research purpose with
economy in procedure. A research design is the specification of methods and
procedure for acquiring the information needed to structure or to solve problems.
It is the overall operation pattern or framework of the project that stipulates what
information is to be collected from which source and be what procedures.

1. What is study about?

2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design? 7 Technique of data collection. 8 How will
data be analyzed?

FRAMEWORK: THE ORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has
a choice whom to recruit and whom not; As per Behling et al, there are three
ways in which a prospective employee makes a decision to join an organization.
Accordingly, the following three theories of recruitment have been evolved:

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 1. Objective factor theory
2. Subjective factor theory
3. Critical contact theory

These theories can be explained as follows:

Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of
organization by a potential employee depends on objective assessment of
tangible factors such as; Pay package, Location, Opportunity per career
growth, Nature of work and educational opportunities. The employer
according to this theory considers certain factors among others;
educational qualification, years of experience and special
qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The
status of the job, reputation of the organization and other similar factors
plays an important role. According to this theory, compatibility of individual
personality with the image of organization is decisive factor in choosing an
organization by individual candidate seeking for employment. These
subjective factors are; Personal compatibility for the position, Competence
and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with
the organization play a vital role in decision making. Recruiter being in
touch with the candidate, promptness of response and similar factors are
important. This theory is more valid with the experienced professionals.
There are instances when a candidate is unable to choose an organization
out of alternative based on Objective and Subjective factor(s) listed above.
This is due to many reasons such as limited contact and insufficient data
with regards to the organization or its own inability to analyze and come to
ant conclusion. In such cases, certain critical factors observed by the

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manager during interview and contact with personnel of the organization
will have profound influence in his decision process.

It must be noted that, the theoretical base given above by Behling et al was
mostly influenced by the working condition which existed in developed
countries like The United States of America and European countries. In
these countries, vacancies are many and there is scarcity of suitable hands
unlike in developing countries like Cameroon where vacancies are less and
hands are more resulting to large scarce unemployment. The theoretical
base given above cannot be applied in developing countries except in hid
paid jobs where higher skills and better knowledge are the prerequisites. In
such cases, candidates have variety of choices and he is the master of his
choice. In production, servicing and clerical jobs, unemployment is where
the number of job seekers far exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever
organization call him or her for employment. In such a case, the potential
organization is in a better place to choose the candidates from the many
available. Hence, the recruitment process should be that of filtering and re-
distributing potential candidates not only, for actual or anticipated
organization vacancies but also searching for prospective employee.
From Behling‟s review, it could be assessed that workers output will
increase due to certain objectives of motivating them through regular
payment. This will help to influence their working conditions thereby
making them to be effective at work.
Problems arise when unemployment rate is high and the number of those
seeking for jobs far exceeds the vacancies that exist. In this case, candidates
have little choice to be offered the job in the institution. Though they
possess the knowledge, education, the process should be to filter and re-
discover their potentials.
When this happens, right (qualified) employees should be placed in the
right positions and as a result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not
the best procedure to determine whether his output will increase or
decrease but it should be assessed from the critical factor observed during
interview and the contact with the personnel of the organization that will
influence his productivity and his decision making

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 PERSONALITY–JOB FIT THEORY

The personality–job fit theory postulates that a person's personality traits will
reveal insight as to adaptability within an organization. The degree of confluence
between a person and the organization is expressed as their Person-Organization
(P-O) fit. This also referred to as a person–environment fit. A common measure of
the P-O fit is workplace efficacy; the rate at which workers are able to complete
tasks. These tasks are mitigated by workplace environs- for example, a worker
who works more efficiently as an individual than in a team will have a higher P-O
fit for a workplace that stresses individual tasks (such as accountancy). By
matching the right personality with the right company workers can achieve a
better synergy and avoid pitfalls such as high turnover and low job satisfaction.
Employees are more likely to stay committed to organizations if the fit is 'good'. In
practice, P-O fit would be used to gauge integration with organizational
competencies. The Individual is assessed on these competencies, which reveals
efficacy, motivation, influence, and co-worker respect. Competencies can be
assessed using various tools like psychological tests, competency-based interview,
situational analysis, etc. If the Individual displays a high P-O fit, we can say that
the Individual would most likely be able to adjust to the company environment
and work culture, and would be able to perform at an optimum level.

 INTERNS ON-BOARDING ( LEARNOVATE E- COMMERCE)

"Onboarding" refers to the processes in which new hires are integrated into the
organization. It includes activities that allow new employees to complete an initial
new-hire orientation process, as well as learn about the organization and its
structure, culture, vision, mission and values. For some organizations, the
onboarding process consists of one or two days of activities; for other
organizations, this process may involve a series of activities spanning one or many
months.

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A meaningful internship experience begins with a great onboarding process. It is
interns’ first touchpoint with our team and will leave them with a lasting
impression. It’ll also help bolster our intern’s productivity and retention in the
long haul. Remote internships, in particular, require a clearly structured
onboarding process and a few added components related to remote work. 

With internship programs ranging from a few weeks to a few months, it is

essential that you design a condensed yet effective onboarding process for your
remote interns.

INDUCTION PROGRAMMES FOR INTERN

An induction programmes is an important process for bringing staff into an
organization. It provides an introduction to the working environment and the set-
up of the employee within the organization. The process will cover the employer
and employee rights and the terms requirements for working at the company and
pay attention to the health and safety of the new employee.

ACTIVITIES FOR INTERNS

There is a lot to be gained from the tried-and-true internship. Internships expand
upon mutual benefits; the relationship between intern and residence is about
growth. In order to discover the important future of both colleagues and leaders,
a good internship program promotes a healthy atmosphere of education and
responsibility. 
An ideal internship explores the fit between intern and employer. This can be a
meaningful learning experience for everyone involved, and is an excellent
strategy for growing the future successes of your business. Internships that
succeed are goal oriented, engaging, and educational. LEARNOVATE E-
COMMERCE provide a safe, structured environment that promotes goals that last
for the entire duration of the internship.

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Some activities/competitions are follows,

 Ensure the assignment of meaningful and challenging projects

 Provide academic and career interests
 Provide adequate and necessary mentoring
 Ensure the accomplishment of goals
 Structured mentoring
 Industry relevance
 The creation of a professional network
 Real life experience

WEBNIAR
Immersive learning can mean many things to many different people, but
essentially it is a learning approach which leverages the use of technology to
create simulated, artificial or augmented environments. This mode of learning can
encompass virtual reality, augmented reality, mixed reality and 3D virtual
learning.
The technology is often combined with concepts such as gamification and data
analytics to engage the user and track their experience. If you have ever seen or
played Pokemon Go you will see a perfect augmented reality experience in
action!
At Learnovate we have recently immersed ourselves in learning all about immersive
technology, and how it can be used to enhance learning outcomes for all sorts of industry
training. Our research with our industry partners has taken us into the world of safety
critical training in fields such as manufacturing, food and beverage and energy.

 HIRING
The hiring process is the process of reviewing applications, selecting the right
candidates to interview, testing candidates, choosing between candidates to
make the decision and performing various pre-employment tests and checks.

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During the hiring process, a human resources manager will use the following
steps to determine the best possible fit for the job:

1. Review job applications

2. Test candidates
3. Interview selected candidates
4. Choose candidates based on pre-determined selection criteria
5. Perform background and reference checks
6. Hired

 JOB RESPONSBILITIES

Job responsibilities are what an organization uses to describe the work and

functions that an employee needs to perform in a particular role.
 
And back to the first question, yes, the hiring manager has read your
resume. Otherwise, you wouldn’t be preparing for an interview. But there are a
couple of reasons an interviewer might still ask you to briefly describe your
current position. 
 

 They want to know that you weren’t lying on your resume about your job
responsibilities.
 They want to check if your job responsibilities overlap with the role on
offer.
 They want to put you at ease. Let’s face it. It’s an easy question.
 They want you to expand on the points that you included in your resume.

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 CONCLUSIONS

 Polices adopted by Learnovate E-Commerce are transparent, legal and

scientific.
 Recruitment is fair.
 The recruitment should not be lengthy.
 To some extent a clear picture of the required candidate should be made in
order to search for appropriate candidates.
 Most of the employees were satisfied but changes are required according
to the changing scenario as recruitment process has a great impact on the
working of the company as a fresh blood, new idea enters in the company.

 SUGGESTIONS

• Time management is very essential and it should not be ignored at any level
of the process.
• Recruitment policy is satisfactory in Learnovate E-Commerce, but the
periodicity of recruitment is being more which needs to be reduced.
• Communication, personal and technical skills need to be tested for
employees

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WIBLIOGRAPHY

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