Recruitment And Selection AT

Ayyati

INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors .The project report is all about recruitment and selection process thats an important part of any organization.

Recruitment highlights each applicants skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important aspects that should be kept in mind while recruitment and selection process and have worked upon training and development module tried to find out methods and various other information related to training and development in future five years and tries to discover the future aspects of skills up gradation. It also emphasizes upon the various methods used for recruiting the candidates and the basis on which the selections is done. Ayyati has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender as the best practice in recruitmentACKNOWLEDGEMENT

I wish to express my gratitude to Ayyati team members especially Ms. Aashima Gujral, Mr.Kunal Sinha for their prompt and sincere guidance. They stood by me all the way and provided me additional insight and ideas with painstaking attention to details. Their comments and criticism have been valuable. I would also like to thank my team members, especially Mr.Mehul Saxena and Mr. Kushal Pathak , without whose report ,this project could not have been possible .I would also like to express my special gratitude to my mentor Professor Charu Dubey, for her guidance and help during internship.Last but not the least, I would like to extend the gratitude and appreciation towards all my friends and family members whose help and support has been instrumental in completion of this project report. Madyantika MehraJaipuria Institute of Management Indore

OBJECTIVES

1. To study the recruitment and selection procedure followed in Ayyati. 2: To study the various sources of recruitment followed in Ayyati.

3.: To research and develop the Training and development module of Ayyati

4: To search or headhunt people whose skill fits into the companys values?

5. To bridge the skill gap between old employees and new trainees.

SCOPE OF STUDY

To recruit and retain the human resource of required quantity and quality.

To foresee the impact of technology on work, existing employee and further human resource requirement.

To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place.

To identify and satisfy individual and group needs.

To provide of facilities and condition of work and creation of favorable for maintain stability of employment.

To create facilities and opportunities for individual or group development.

To work towards skill enhancement and increasing productivity.

1. LITERATURE REVIEW: RECRUITMENT AND SELECTION

1.1 RECRUITMENT

1.1.1 Introduction People are integral part of any organization today. No organization can run without its human resources. In todays highly complex and competitive situation, choice of right person at the right place at right time has far reaching implications for an organizations functioning. An employee well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement. Thus, hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people an organization needs. Job analysis and job design enables to specify the task and duties of jobs and qualification expected from prospective job. HRP, job analysis and job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. Employees leave the organization in search of greener pastures, some retire and some die in the saddle. More importantly an enterprises grows, diversifies, take over the other units all necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist.

1.1.2 Meaning of Recruitment According to Edwin B. Flippo, Recruitment is the process of searching the candidate for employment and stimulating them to apply for jobs in the organization. (Flippo, 1984) It is the activity which links the employer and the job seekers.According to Yoder, Recruitment is 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 working force. Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees. (Beach, 1975)Thus, we can say that: Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. It begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. 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 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.

1.1.3 Purpose and Importance of Recruitment Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process, which links the employers with the employees. Increase the pool of job candidates at minimum cost. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants 1.1.4 Steps in Recruitment The process of recruitment can be divided into following steps: Identification of job vacancy Job Description and Job specification Advertise the vacancy Manage the response Short-listing Arranging interview

1.1.4 (a) Identification of Job Vacancy The first step in recruitment process is requisition for recruitment by planning department. The human resource department or its wing responsible for recruitment receives information about the job vacancies to be filled. The details provided to recruitment people contain information about: Post to be filled Number of people required New vacancy or replacement etc. 1.1.4 (b) Job Description and Person Specification Once the job vacancy has been identified, it is important to understand the job for which a person is to be hired. It involves looking into the duties to be performed, the qualifications required. One has to take holistic approach during this stage, it is important that the job environment should also be taken into account. This helps in understanding the person specification in terms of behavioral attributes rather than just the technical parameters and qualifications. 1.1.4 (c) Advertise the Vacancy Once the job vacancy has been identified and the job description and person specifications have been understood. It is important to advertise the vacancy, so as to find the job seekers with relevant skills and qualifications. This is one of the most crucial phases of recruitment where a recruiter has to strike a fine balance between the advertising costs, the legal provisions and quality sources for recruitment. The recruitment team has to identify appropriate sources of recruitment (which have been described in following text) and manage the advertisements in judicious manner. It is important for the recruitment team to comply with all legal provisions, and to build the employers brand in job seekers. It is also important to advertise the desired qualification and necessary qualifications in the clearest term possible. 1.1.4 (d) Managing Response A carefully managed advertising campaign results in a large pool of applicants with desired occupational and educational qualifications. Such a large pool of applicants has to be managed for further short listing. This stage may involve scheduling of candidates or informing them about next stage of recruitment, collecting more information about applicants etc. 1.1.4 (e) Short listing of Applicants After receiving the applications and details about applicants, a short-listing has to be done in order to find people with most appropriate skills and qualifications required for the job and to reject any under-qualified candidate. This stage helps in saving a lot expenditure and time which is to be incurred in later stages of hiring. It also increases the chances of finding the best fit for the job. 1.1.4 (f) Arrange the Interviews The last step in recruitment involves arrangement of final interview for selection of right candidates. 1.1.5 Sources of Recruitment The sources of recruitment can be broadly classified into 2 types: Internal sources of recruitment External sources of recruitment 1.1.5 (a) Internal Sources of Recruitment TRANSFERS: The employees are transferred from one department to another according to their efficiency and experience. PROMOTIONS: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. UPGRADING AND DEMOTION: Upgrading and Demotion of present employees according to their performance. JOB POSTINGS: Job vacancy can also be posted on company notice board for finding a suitable candidate from within the organization.1.1.5 (b) External Sources of Recruitment Campus Recruitment: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Advantages and Disadvantages of External Sources Of Recruitment

Advantages Disadvantages

Qualified Personnel Wider Choice Fresh Talent Competitive Spirit Dissatisfaction amongst existing staff Lengthy process Costly Process Uncertain Process

Table 2: Advantages and Disadvantages of external sources of recruitment 1.1.6 Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization.Factors Affecting Recruitment

Internal External

Recruitment Policy Human Resource Planning Size Of The Firm Cost Growth And Expansion Supply & Demand Labour Market Employers Brand/ Goodwill Socio - Political - Legal Environment Competitors

Table 3 : Factors affecting recruitment

1.1.6 (a) Internal Factors 1. RECRUITMENT POLICY: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment strategy. The recruitment policies of an organization may be affected by following factors: Organizational Objectives Personnel policies of the organization Government policies on reservation Preferred sources of recruitment Need of the organization Recruitment costs and financial implications 2. HUMAN RESOURCE PLANNING: Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3. SIZE OF THE FIRM: The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4. COST: Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 5. GROWTH AND EXPANSION: Organization will employ or think of employing more personnel if it is expanding its operations.As Ayyati.com was Expanding its business mass hiring is ongoing process. 1.1.6 (b) External Factors 1. SUPPLY AND DEMAND: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. EMPLOYERS BRAND/ GOODWILL: Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. 2. POLITICAL-SOCIAL- LEGAL ENVIRONMENT: Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. 3. COMPETITORS: The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. 1.1.7 Recent trends in recruitment 1. E-RECRUITMENT:E- Recruitment is the use of technology to assist the recruitment process. Many big organizations use Internet as a source of E-Recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. The two kinds of e- recruitment that an organization can use are Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companys own website. Companies have added an application system to in their website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. 1.1.8 Recruitment Strategies Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs: Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target: The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.3. Sources of recruitment:The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment. 4. Trained recruiters:The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate. 5. How to evaluate the candidate :The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests e 1.2. SELECTIONThe 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 men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when 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 of 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 process of selection starts with preliminary interview of candidates and ends with contract of employment. Following are the steps which are generally involved in any selection process: 1.2.1 Preliminary Interview The applications received from job seekers are subjected 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.

1.2.2 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. Following are the types of tests which may be used: 1. Ability test: Assists in determining how well an individual can perform tasks related to the job. An excellent illustration of this is the typing tests given to a prospective employee for secretarial job. Also called as ACHEIVEMENT TESTS. 2. Aptitude test: Aptitude tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. Aptitudes tests help determine a persons potential to learn in a given area. They cover such areas as clerical aptitude, numerical aptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. They can be of the types which are as follows: Mental or Intelligence Test: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems. Intelligence test: This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness), numerical ability, memory and such other aspects can be measured. The intelligence test is probably the most widely administered standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities. 3. Interest Test: This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a persons interest. It is used to measure an individuals activity preferences. This test is particularly useful for students considering many careers or employees deciding upon career changes. 4. Personality Tests: It is conducted to judge maturity, social or interpersonal skills, behaviour under stress and strain, etc. this test is very much essential on case of selection of sales force, public relation staff, etc. where personality plays an important role. 8. Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc. 9. General Knowledge Test: G.K. Tests are very common, they are used for finding general awareness of the candidates in the field of sports, politics, and world affairs, current affairs. 1.2.3 InterviewThe next step in the selection process is an interview. Interview is formal, in-depth conversation conducted to evaluate the applicants 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. Interview can be adapted to unskilled, skilled, managerial and profession employees. Interviews can be of various types depending upon the setting, number of interviewers, structuring. 1.Panel Interview: A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate. 2. Structured Interview: A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate. 3. Unstructured Interview: It is also known as Un-patterned interview, the interview is largely unplanned and the interviewee does most of the talking. Unstructured interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process, the later reveals more of his or her desire and problems. 4. Mixed Interview: In practice, the interviewer while interviewing the job seekers uses a blend of structured and unstructured questions. This approach is called the Mixed Interview. The structured questions provide a base for interview whereas unstructured questions permit greater insights into the unique differences between applicants.5. Dinner Interview: These interviews may be structured, informal, or socially situated, such as in a restaurant. Decide what to eat quickly, some interviewers will ask you to order first (do not appear indecisive6. . Telephonic Interview: On many occasions when it is not possible to arrange face to face interview with the candidates, telephonic interviews are used by companies.1.2.4 Reference Test Many employers request names, addresses, and telephone numbers of references for the purpose of verifying the information and perhaps, gaining additional background information on an applicant. 1.2.5 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 are meant for narrowing down the number of the candidates. The final decision has to be made from pool of individuals who pass the tests, interviews and reference checks. The view of the line manager is generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The supervisor is better able to evaluate the applicant's technical capabilities and is in a better position to answer the interviewee's job-related questions. Further, the supervisor's personal commitment to the success of the new employee is higher if the supervisor has played a role in the hiring decision. In fact, in a majority of firms, the supervisor has the authority to make the final hiring decision. In these cases, it is the role of the HR department to do the initial screening and to ensure that hiring does not violate laws such as Human Rights legislation or Labour legislation. 1.2.6 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 appointment. a new job may require movement to another city, which means considerable preparation, and movement of property. After the job offer has been made and the candidate accepts the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference.

1.2.7 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: i. Paid holidays per year. ii. Calculation of holiday pay. iii. Qualifying period. iv. Accrual of holidays and holiday pay. v. Details of holiday year. vi. Dates when holidays can be taken. vii. Maximum holiday that can be take at any one time. viii. Carryover of holiday entitlement. ix. Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them). 11. Arrangements for terminating employment. 12. Arrangements for union membership (if applicable). 13.Special terms relating to rights to patents and designs, confidential information and restraints on trade after termination of employment.14. Employers right to vary terms of the contract subject to proper notification being given.Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. 1.2.8 Review of Hiring Process After completing the hiring, the process ought to be evaluated. Here are some considerations in the evaluation: What about the number of initial applicants? Were there too many applicants? Too few? Does the firm need to think about changing its advertisement and recruiting to get the result desired? What was the nature of the applicants' qualifications? Were the applicants too qualified? Not qualified enough? Perhaps the advertisement needs to be re- worded to attract more appropriate candidates. In this case, using a job description can help. How cost-effective was the advertising? A simple way to measure is to divide the cost (not only in dollars but in your time) by either the number of total applicants or the number of applicants that you considered seriously. Were there questions that needed to be asked but weren't? How well did the interviewers do?. Would you have come to the same hiring decision without testing? 1.2.10 Types of Job Seekers 1. Quid-Pro-Quo: These are the people who say that I can do this for you, what can you give me These people value high responsibilities, higher risks, and expect higher rewards, personal development and company profiles doesnt matter to them.2. I-will-be-with-you: These people like to be with big brands. Importance is given to brands. They are not bothered about work ethic, culture mission etc.3. I-will-do-you-what-you-want: These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job.4. Where-do-you-want-me-to-come: These people observe things like where is your office, what atmosphere do you offer. Career prospects and exciting projects dont entice them as much. Its the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. A good decision will help cut down employee retention costs and future recruitment costsIntroduction to Ayyati

Ayyati.com is one of the leading Green Tech Media and Consultancy in India with a wide Global Outreach. They have served various clients Including BBC, NASA Ames Research Centre, Wired Group USA, CDMC China, CSP Today, Unruly Media and many more. Currently they have Two Media Portal Ayyati.com and Renewable Outlook as per Green Tech Media is Concern. Vision and MissionWe dream of a greener India. An India which is among the leaders in the usage and production of clean and efficient energy forms. A better and a greener world is the need of the hour. With the world rocketing towards ideas that are more environments friendly, we stage as a mission which is bent on promoting all such initiatives that are favorable to the planet. Armed with latest research and ideas, our generation has the power to shake up the existing pedagogy and built forth a world, which is centered around modernity, efficient use of resources and general prosperity.With the help of the modern media of social networking we try to present all the latest development in terms of a greener technology and great ideas, which is beneficial to everyone. It is as clear as day now, that the only way we can survive, is by coming up with better ideas and devices which clean the environment around us and also reduce the pressure on the usage of our valuable perishable resources.Team Ayyati

Executive Team Kunal Sinha -CeoNeha Kaur -Managing directorAnupriya Srivastav , PROAshima Gujral, HR , Ayyati.comSusmita Horrow , Tech Head, Ayyati.com

Virtual Team Madyantika Mehra Hr and Public relation officer (Project supervisor)Mehul .A. Saxena Hr and Public relation officer (project assistant)Pragya Gupta- Hr lead and Head recruitment.Meeta Malik- Lead content developerKushal Pathak Marketing executive.Soumya Shrivatsava- Trainee Greentech Media.

Brief Overview of the project Role:Hr officer and Project SupervisorResponsibilities 1. Recruitment: Understanding manpower requisition from the concerned department. Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person. Sourcing candidates that match the desired skills. Screening the candidates by conducting telephonic or personal interviews as the case may be. Arranging for technical interview and coordinating with the concerned person. Communicating the employment status to the applied candidates. Maintaining and updating the database of the candidates. Doing a background verification of the shortlisted candidates.

2. Inductions and On-boarding When a particular candidate is finalized and selected, giving him offer letter or letter of intent On joining the services, issuing appointment letter with brief working agreement or policies. Giving a description on the policies, procedures and culture followed by the company. Properly filing relevant document of the new joinee as required. Introducing him/her to the team and supervisor and/or manager. Explaining the mode of communication. Coordinating with the IT team to get his email id made.

4. Attendance and Leave records. Keeping a track of the attendance of the employees. Filing the leave forms and keeping a track of the leaves taken. Seeing to it that there is not much absenteeism on any given day. Seeing to it that no employee is irregular and if there are such people, taking corrective and/or preventive measures.

6. Employee Motivation and T&D: Train the new joiners.7. Target : 10 heads per domain HR, Digital Marketing, Web inters, Genentech report.

Recruitment and Selection Process flow @ Ayyati

Training and Development Module Training Need analysis form Content Classroom training/ Audiovisual Training Employee Feedback form

Key Learnings and suggestions 1.Work experience: Internship with Ayyati provided a valuable opportunity to have a job experience and to understand the day to day working of an organization. The experience gained during this internship helped in understanding business environment and to have a feel of organizational behavior. 2. Understanding of Recruitment and Selection: Ayyati provided an opportunity of not only learning about the process of recruitment and selection, but also allowed us to do recruitment; during this period I recruited approximately 100 interns . This helped me in understanding the process and practically applying the concepts learned in class. 3. Understanding of Working Style of Virtual Teams:Opportunity to work with Ayyati gave me an opportunity to have a better understanding of working of cross-functional, virtual team. While working with Ayyati we had to co-operate with other teams like Delhi university team , Ayyati HR team, NMIMS team , Technical team .This helped me understanding how to ensure clear line of communication within our team and with other teams. 4. Leadership style (Decision Making, Level of empowerment): The level of empowerment in this organization is very high. Leaving the lowest level of workers the people are empowered to take decisions on their own regarding their immediate requirements. As almost all the jobs require a specialist for example a person who is on field for activation is empowered to take the decision of which one to use as his knowledge is better that in that field. 5.2 SUGGESTIONS: 1.Training Module for Interns: For simplification and expertise at work , Training kits should be provided to interns , which contains step by step guide of what to do next. This suggestion was well accepted by company.2. Introduction of Some More Positions: During Internship I felt the need of Finance trainees, to ease out financial work . The Suggestion was implemented in March 2015.

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