A

Summer Training Report On

HRM

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

OF
MASTER OF BUSINESS ADMINISTRATION (MBA)

UNDER THE GUIDANCE OF: SUBMITTED BY:

PROF. PRERNA TUTEJA SANJOLICA
MBA(G) 3rd SEM
Roll No: 200101010067
“A STUDY ON SELECTION AND RECRUITMENT PROCESS OF EMPLOYEES
WITH SPECIAL REFERENCE TO BENGALURU, KARNATAKA”
HARYANA SCHOOL OF BUSINESS
GURU JAMBHESHWAR UNIVERSITY OF SCIENCE &
TECHNOLOGY
HISAR (HARYANA)
SUBMITTED IN THE PARTIAL FULFILLMENT OF THR REQUIREMENTS FOR
AWARD OF THE DEGREE MASTERS OF BUSINESS ADMINISTRATION (MBA)

SESSION: 2020-22
Certificate of Internship
Letter of Recommendation
Certificate of Appreciation
 Intern Of The Week
As a symbol of my hard work I got this (intern of the week) certificate during
my 3 months internship with blitzjobs on 9th August, 2021.
 PREFACE
Unless the knowledge is applied in the practical field, it cannot attain perfection and
maturity. A project work is the scientific and systematic study of real issue and problems
with the application of management principles, concepts and skills. The essential
ingredients of a project are that it should contain scientific collection of data, its analysis
and interpretation that leads to valid conclusions and feasible suggestion. Project work is
an essential part of partial fulfilment of the syllabus of MBA(G). I have prepared this
report during summer training at BLITZJOBS PRIVATE LIMITED. This study has
given real exposure to how to handle data being available in large amount and this study
has given me the confidence to face the real problems related to Human Resource
Management and I have learnt how to sort out those problems. The whole report is to be
divided into different chapters, each dealing with different aspects of this study; the
report has been returned in a very comprehensive way with a suitable heading of each
chapter. The last chapter deals with some recommendation which will be helpful to the
company in countering its competition as well as having an edge over them. I have tried
my best to do justice and be honest in analysing the topic.
 ACKNOWLEDGEMENT
Any activity big or small is a result of collective effort of several individuals. From the
very beginning of human civilization to the complex world, we are dependent on each other
for accomplishment of our goals. This project report is also the result of collective effort
and support of several individuals who have given me their valuable contribution in
fulfilment of the work. Exchange of ideas generates a new object to work in a better way. I
extend my gratitude to all those who imparted support & experience even at the cost of
heavy demand of their precious time and busy schedule. Without their assistance and
continuous guidance this project would not have been completed. My experience from this
project has certainly widened my knowledge arena. I would acknowledge Satya Nekkanti
and Ruchita Vutukuru Trainer at BLITZJOBS PRIVATE LIMITED. Special thanks to
the colleagues of the company for providing cooperative environment and moral support. I
also acknowledge my heartiest gratitude to Prof. PRERNA TUTEJA, a faculty member of
Haryana School of Business, GJUS&T, Hisar, who helped me a lot and gave me the right
direction in completing the project. And special thanks to Dr. KARAM PAL NARWAL,
Director of Haryana School of Business, Hisar for providing a studious environment and
for providing computer lab and library services and for his regular encouragement to work
with full zeal and zest.
 DECLARATION
I, SANJOLICA of MBA GENERAL, 3rd semester, Batch 2020-22 hereby declare that
project report on, “HUMAN RESOURCE Management”, which is being submitted in
partial fulfilment for the programmer in MBA, is the record of authentic work carried out by
SANJOLICA during the period from 1st June, 2021 to 1st September, 2020 under the
guidance of Satya Nekkanti and Ruchita vutukuru, Trainer at BLITZJOBS PRIVATE
LIMITED.

I hereby declare that this project work has not been submitted before or for any other purpose.
This is to certify that the above statement made by the candidate is correct to the best of my
knowledge.

PLACE: Online.

DATE: 1st September, 2021

SANJOLICA
 EXECUTIVE SUMMARY
Student Name: Sanjolica
Enrollment No: 200101010067
Industry Type: Human Resource
Address: Sandeep Square, Bengaluru, Karnataka 560103.
Project Title:
Human Resource Management.
Objective Of the Project:
To Ascertain a Practical Knowledge of Recruitment and Selection Process in an
organization.
To Know about the whole Selection Process of a job seeker or applicant.
Background:
Blitzjobs has been established with a vision to provide best-in class workforce solutions to
organizations, colleges and individuals alike. The main purpose of doing this project is to
check the growth of such a big company in its diverse fields of business and also to do
detailed research on Human Resource Management of Blitzjobs. To gain a comprehensive
experience I worked with Blitzjobs Private Limited For 3 Months as a full-time intern in
the HR department
The project has explored the need for HR and introduced some of most common HR tools
and practices.
My Work at Blitzjobs is to send TPO mail to Interested applicants of an internship.
Sending TPO mail to job seekers.
Taking Telephonic Interview of Interested candidates for internship or job seeker.
Sending Mails like Documents Required, Offer letter and Welcome mails after Selection of
a Candidate.
Uploading CVs to the Data bank of organization.
 TABLE OF CONTENT

CHAPTER NO. TITLE PAGE NO.

1. Introduction 1 to 9

2. Task assigned and Work plan 10 to 11

3.(A) Daily Activity Report 12 to 14

3.(B) Data Analysis and Interpretation 15 to 18

4. Conceptual Discussion 19 to 29

5. Observations and Findings 30 to 31

6. Suggestions and Recommendations 32

7. Conclusion 33

8. References 34

9. Questionnaire 35 to 37
 CHAPTER 1
INTRODUCTION

Overview of Industry

Blitzjobs is a HR industry. Human resources (HR) is the division of a business that is charged with
finding, screening, recruiting, and training job applicants, as well as administering employee-benefit
programs. HR plays a key role in helping companies deal with a fast-changing business environment and a
greater demand for quality employees in the 21st century.
HR plays a key role in developing, reinforcing and changing the culture of an organization. Pay,
performance management, training and development, recruitment and onboarding and reinforcing the
values of the business are essential elements of business culture covered by HR.

1
 Company Profile

BLITZJOBS Introduction

Blitzjobs Pvt. Limited, Bengaluru has been established in ‘2020’ with a vision to provide best-in class
workforce solutions to organizations, colleges and individuals alike. Blitzjobs is the ultimate solution for
all the HR problems organizations face.

Blitzjobs have built their credibility by consistently performing well and have emerged as a service partner
of choice with various organizations of repute like Peacock Solar and Eureka Forbes. They have a brilliant
team of HR professionals and analysts with a aim is to provide a significant competitive edge to their
clients in a fast growing market like India. They offer the right talent at the earliest possible and enable
their clients to do better business every day.

They build enduring relationships with their clients and candidates and this approach empowers
organizations to meet and exceed their business goals,
with a motto "Employment for Everyone".

2
ORGANIZATIONAL STRUCTURE:
An organization is a social unit of individuals that is designed and managed to achieve collective goals. As
such organizations are open systems that are greatly affected by the environment, they operate in. Every
organization has its own typical management structure that defines and governs the relationships between
the various employees, the tasks that they perform, and the roles, responsibilities and authority provided to
carry out different tasks. An organization that is well structured achieves effective coordination, as the
structure delineates formal communication channels, and describes how separate actions of individuals are
linked together. 10 Organizational structure defines the manner in which the roles, power, authority, and
responsibilities are assigned and governed, and depicts how information flows between the different levels
of hierarchy in an organization.

Organizational Chart

The structure an organization designs depends greatly on its objectives and the strategy it adopts in
achieving those objectives. An organizational chart is the visual representation of this vertical structure. It
is therefore very important for an organization to take utmost care while creating the organizational
3
structure. The structure should clearly determine the reporting relationships and the flow of authority as
this will support good communication – resulting in efficient and effective work process flow.

ORGANIZATIONAL POLICY:

BlitzJobs has been established with a vision to provide best-in class workforce solutions to organizations,
colleges and individuals alike. BlitzJobs is the ultimate solution for all the HR problems organizations
face. We are 100% committed to providing our clients with top notch solutions that leave them satisfied
and accelerate their growth. We have exemplary business practices and robust work ethics when it comes
to our clients. In order to have our team work as seamlessly as possible, we also apply the same ethics to
ourselves. Our team comprises of brilliant, talented people who work in a highly nurturing and productive
environment where they get ample opportunities to grow as a professional and as an individual. We are
committed to providing superlative and satisfactory services to our clients and we need a highly motivated
team for the job. Well, our team is more than up to the task and delivers consistently thanks to the
wonderful guidance and support available to everyone. We believe in complete transparency and have a
policy of open communication.
Work life balance is essential and we at Blitzjobs are very aware. We ensure that the balance is maintained
and workload is manageable. We also reward hard work and superior performance, that is, we believe in
meritocracy. We also have training and development programs so that while working with us, not only do
you gain valuable experience, but you also learn and grow. BlitzJobs aims to place talented individuals
with amazing jobs at top notch speed.
Website: http://www.blitzjobs.in

4
 PROFILE OF BLITZJOBS PRIVATE LTD.

LOGO OF COMPANY: -

NAME OF COMPANY: - Blitzjobs Private Limited

FOUNDED: - 2020

CEO: - Sweta Singh (AT PRESENT)

BUSINESS TYPE: - Private

PRODUCT / SERVICE BRAND: - Human Resource

COMPANY SIZE: - 250 employees

HEADQUARTERS: - Bengaluru, Karnataka

ADDRESS: - Sandeep Square, Bengaluru, Karnataka ‘560103’

PHONE NO.: - 9639495749

WEBSITE: - https://blitzjobs.in

E-MAIL: - [email protected]

PIN CODE: - 560103

COUNTRY/REGION: - INDIA

5
Major Competitors: -

6
 SWOT ANALYSIS OF BLITZJOBS

What is a SWOT analysis?

A SWOT analysis is a tool that we can use for both personally and at work to evaluate and make decisions
about a particular subject. In this analysis, we will investigate both internal and external factors. Internal
factors are positive (Strengths) or negative (Weaknesses) factors that exist within your organization and
are able to be changed or affected in some way. External factors are positive (Opportunities) or negative
(Threats) factors that exist outside of the subject you are evaluating and cannot necessarily be changed or
affected by you or your organization in any way.

7
 STRENGTH

Blitz Jobs is a Freelancing Company having an initiative committing "ZERO" notice period and closed hiring with
in "SIX" days, incorporated in 2019. The Human Resource mission of Blitzjobs is to build an organization of
highly motivated employees, rewarded and compensated well, having the ability to execute their business goals
with passion and commitment, there by exceeding business and client needs. As per the company’s training
programs, they provided internship opportunities to a large number of people. A Number of interns were working
in the organization, where the HR interns were given an equal opportunity to handle each role.

WEAKNESS

As, it is a HR Consultancy company they are having wide range of competition in the market for the start-ups like
this. It’s based on the data provided by the company statements so, the limitations of the company’s employees
remaining are equally applicable. In some cases, data is collected from the companies past records. Lack of clarity
about organizational structure.
8
 OPPORTUNITY

To Learnt different aspects of Recruitment and selection. This company provides all the theoretical knowledge
into practical world by giving full hand on experience to their intern. Learnt behavioral aspects of people, as well
as the various aspects of HR and their functions by working under 5 major verticals: Onboarding, Job Posting,
Operations, Client Requisition, and Exit formalities.

THREAT

Other companies with same functionality who can provide more netter candidates to the client. If any established
company can come into the market and takes over the potential as well as the existing client, that can be a major
threat to the company.

9
 CHAPTER 2

TASK ASSIGNED AND WORK PLAN

The Job Description: As an intern of Blitzjobs Private Limited., I worked under the supervision of Suchita
Vutukuru and Satya Nekkanti in Human Resource Department.

Duties and Responsibilities:

Internship Details:

COMPANY DEPARTMENT JOINING DATE EXIT DATE

Blitzjobs Human 1st June, 2021 1st September, 2021

Private Limited Resource
Department

As a Intern I have worked in :

➢ Recruitment, job posting, On Boarding and Exit formalities of the employees.

➢ Daily Basis Work:

▪ We have to submit the 10 CVs on the daily basis and their reporting time is 7 PM.
▪ We have to submit the daily report task we have to write that what we have done on that day and the
reporting time of daily task report is 8PM.
▪ Also, we have to attend the meeting under the guidance of Sweta Singh,
Satya Nekkanti , Suchita Vutukuru, Vatika Vig, which belongs to the different groups like job posting,
client acquisition, onboarding, exit formalities.
▪ In the meeting they will explain us about the tasks and the whole process to complete the task before
giving it.
10
▪ We have to submit the report of the work which is done by us in a week and submit it in the meeting
which is held once in a week.
▪ We have to take interview of candidates for every profile and this interview has been taken in every week,
days and months. The Profiles are mentioned below:
o HR Generalist.
o Business Developer.
o Content Writing.
o Graphic Designer.
o Marketing Research

11
 CHAPTER 3 (A)

DAILY ACTIVITY REPORT

I have to work six days in a week (as Sunday holiday). My work and activities are changed after few days.

Date List of Activities My Learnings for the day

1JUNE2021- CVs Upload Task and I have to upload 10 CVs as a daily task in the
7JUNE 2021 induction ceremony google form provided by Blitzjobs and attended
the induction ceremony where I got some
additional information of organization.

7JUNE 2021- TPO mail Task and In the TPO mail task I have to send mails to
14JUNE 2021 CVs upload Task those colleges and universities which are looking
for any internships along with cvs task.

14 JUNE 2021-28 Interview task, TPO I have to take interviews of students which are
JUNE 2021 mail task and CVs interested in any kind of Internships provided by
upload Task Blitzjobs along with TPO mail and CVs upload
Task.

28 JUNE 2021- Onboardings After selecting a candidate in the interview I

5JULY 2021 have to send a mail regarding documents of their
id proof , study and skills.

5 JULY 2021- Onboardings (Offer As a candidate reply with their documents like
12JULY 2021 letter mail) , taking Aadhaar, PAN, Educational Documents I have to
Interviews generate an offer letter mail for that candidate.

12
12 JULY 2021- 19 Onboardings The candidate has to send offer letter back to me
JULY 2021 (Welcome mail), after signing it with their consent then I will send a
TPO mail Task last mail as a welcome mail to the candidate along
with TPO mailing Task.

19 JULY 2021-26 Box Folder After complete onboarding Process of a candidate,

JULY 2021 (uploading I have to Upload the documents of that candidate
Documents) in box folder (login details are provided by
Blitzjobs).

26 JULY 2021- Employee I have attended the Employee Engagement

2 AUGUST 2021 Engagement program where We all interns have played some
Activities virtual games to know each other along with
Interviews, TPO mailing Task and CVs upload
Task.

2 AUGUST 2021 – 9 Taking Interviews After Internship Interviews, I have to take Job
AUGUST 2021 (JOB) interviews for (sales Executive Officer, Business
Developer etc..) eligibility criteria of that jobs are
provided by Blitzjobs in a excel sheet with all
questions Of Interviews.

9 AUGUST 2021 – Taking (JOB) As I have Select a candidate for a specified Job
16 AUGUST 2021 interviews (second then I have to inform my senior for conducting
phase) second phase of Interview of that candidate.

13
16 AUGUST 2021– Interviews, TPO Daily I have to tackle with these multiple activities
23 AUGUST 2021 Mailing task, as an intern of the Blitzjobs for a period of Three
Onboardings and months.
CVS upload Task

23 AUGUST 2021– Exit Formalities After doing these daily Activities with blitzjobs.
31 AUGUST 2021 At the end of my internship on 31 August they
provided me three types of Certificates Letter of
Recommendation, Certificate of Completion and
Certificate of Appreciation as I have attached with
the Report.

14
 CHAPTER-3 (B)

Data Analysis And Interpretation

The analysis of the data is done as per the survey finding. The data is represented graphically in
percentage. The percentage of the people opinion were analysed and expressed in the form of charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
whereas only 10% goes for video conferencing and rest 10% adopt some other means of
interviews.

15
Question 2: What source you adopt to source candidates?

Source: Compiled from questionnaire data

Interpretation:
This analysis indicates that most of the respondent i.e., 60% responded for Job Portal,
30%responded for Candidate referral and 10% responded for Advertising.

Question 3: How many Questions you are asking during the Telephonic interview round?

16
 Most of the Executives Prefer two questions of interview, 10% prefer to take three interview
questions whereas only 10% goes for four questions and rest 30% sometimes opt for one round
of interviews.

Question 4: How do you track the source of candidate?

Most of the Executives 70% prefer online, 10% prefer Data whereas only 20% goes for software to source
a candidate.

Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

17
This analysis indicates that most of the respondent i.e., 91% responded for Yes and 9%
respondedfor No.

Question 6: What is the average time spent by executives during recruitment (each candidate)?

This analysis indicates that most of the respondent i.e., 50% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 20% responded
for more than 15 mins.

18
 CHAPTER 4

Conceptual Discussion

Origin:
Internship is a part of PGPM program in GJUS&T Haryana School of Business. The report is originated
from the curriculum requirement of PGPM program. I have done my internship at “Blitzjobs Private
Limited” and have done my report on “Human Resource Generalist” in Blitzjobs Private Limited” I choose
the topic as per consultation with my MENTOR “Prof. Prerna” and my company guide ‘Suchita Vutukuru’
and ‘Satya Nekkanti’.
Objective:
The objective of the study is to gain an insight into the concept of ‘Human Resource management’ how
activities related to Human and staff problems are managed at a multinational corporation and how it
influences the overall performance of the company.
Methodology:
There are two types of methodology used in the preparation of data i.e., primary data and secondary data.
Primary source refers to the collection of data which is not available anywhere but obtained and Secondary
refers to use of already available data.
1. The primary sources:
• Include the conversation with the company mentor for preparation of concepts
• and collecting annexures of documents.
• Personal experience gained by visiting different desks.
• Experience gained through report handling.
• Learnings through query handling and problem solving.

2. The secondary sources:

• Reports prepared by the company.
• Company’s official site.
• Other websites.

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 Limitation of the Report:

The report faced some problems during its preparation, which has limited the purpose of the report. The
limitations are:
• Some information has been omitted as it was confidential.
• Study is restricted to current company only.
• The internship has been made for 6 weeks long duration but it is very much difficult to set true practical
experience with current world circumstances in this short span of time.

In spite of all these limitations I have tried to put the best effort as possible.

HUMAN RESOURCE MANAGEMENT

The Human Resource Generalist will run the daily functions of the Human Resource (HR) department
including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company
policies and practices. HR Department here has been sub-divided into following sections in Blitzjobs
Private Limited:
• Recruitment.
• Training and Development.
• Establishment.
• Administration.
• Policy Formulation.
• Man Power Planning.

In today s business era, there are also some additional departments are created under some corporations
like Law Section, CSR and Rehabilitation & Resettlement, Official Language etc.

20
 Human Resource Management
(HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is
often referred to simply as human resources (HR). A company or organization's HR department is usually
responsible for creating, putting into effect and overseeing policies governing workers and the relationship
of the organization with its employees. There are the following activities involved in (HRM):
• Integrating Organizational Planning with Human Resources Requirement.
• Human Resource Planning.
• Acquisition of Human Resources.
• Managing Performance.
• Motivation to Staff.
• Compensation and Benefits.
• Safety and Health Provisions.

➢ Functions of HR Department:

❖ Induction
❖ Onboarding
❖ Client Acquisition
❖ JOB Posting
❖ KYC
❖ Exit Formalities
❖ Employee Engagement

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 ❖ INDUCTION

Once the employees have been selected an induction or orientation program is conducted. This is another
important area of human resource management. The employees are informed about the background of the
company, explain about the organizational culture and values and work ethics and introduce to the other
employees.

Within the workplace, an induction refers to the process of getting new employees acquainted with your
business, helping them the information required for them to become a valuable team member.

Benefits of Induction Program in Companies:

• An induction program 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.
• An induction program is part of an organizations knowledge management process and is intended
to enable the new starter to become a useful, integrated member of the team, rather than being
"thrown in at the deep end" without understanding how to do their job, or how their role fits in with
the rest of the company.
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 ❖ ONBOARDING

Onboarding is the process of integrating a new employee with a company and its culture, as well as
getting a new hire the tools and information needed to become a productive member of the team. The
onboarding procedure starts right from the document verification and then goes to Offer letter generation
and acceptance and last step is adding the candidate to the desired group and making him aware about
roles and responsibilities of his/her.

1. Document Verification: The candidate is sent a mail regarding the documents to process offer
letter and the verification process. The documents that are asked for verification are 2 passport size
photographs, copy of highest educational/ professional certificate, copy of PAN card, copy of
photo ID, Passport or Driving license and Current and permanent address proof.

2. Offer Letter Generation and Acceptance: After the document verification the offer letter
is generated and is sent to the candidate for the acceptance with a deadline. The candidate accepts
the offer by signing the offer letter after reading the offer given by the company. The company
receives the letter signed from the candidate which means that the candidate agrees to join the
organization by accepting all the terms, conditions and regulations of the company.

23
3. Template: After receiving the accepted offer letter with signature attached to it, the company
sends the candidate a Welcome template with Name, College name and Position mentioned in that
template.

The last and the final step in Onboarding is that the candidate is getting added to the WhatsApp
group so that he is updated there on the group. All the tasks will be assigned to the candidate there
in the group itself. An induction program is conducted at the start for informing the candidate about
its roles and responsibilities in the company.

❖ CLIENT ACQUISITION

Client acquisition is the vertical wherein we hire employees for our organization. The Job Posting
team posts the job on the Job portals and our team gets the CVs of the applicants. The role of Client
Acquisition team starts right here. They get the
CVs from Box folder and matches with the JD and then the interview rounds take place and the
vacancy is filled accordingly.

We select the candidate on the basis of interview, written communication, case studies and some
aptitude tests, etc. For a candidate to get selected here as to go under 2 rounds and at times 3
rounds.

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Client Acquisition Strategy refers to the approach a business takes to reach new clients or
customers and convince them to buy their product or service. Knowing consumers navigate a
variety of digital channels daily, your customer acquisition strategy will likely use a combination of
marketing channels to engage with them

❖ JOB POSTING

Job posting is practiced by many recruiting and human resource professionals. A job posting
means publishing of a job. The posting might appear on a company bulletin board, website or blog
or in print media such as newspaper magazines and industry related publications. Job posting might
also appear on career, job board classified ad and social networking sites.

The job portals used by Blitz Jobs are:

1.Jora.
2. Hirist.Com.
3. Updazz.
4.Talent Hunt Jobs.
5.Internshala.
6. Facebook.
7.IIM Jobs
8.Nboard.com.

25
The Job vacancy is posted here with the Job Description provided and the applicants apply to that
job. The Job Posting team here downloads those CVs of the applicant and uploads on the box
folder.

❖ KYC

KYC is the process of knowing your customer (KYC) is what businesses do in order to verify the
identity of their clients either before or during the time that they
start doing business with them.

Here, in Blitzjobs the KYC is done of all the employees and interns. The KYC is very important to
be done, as we get the documents like Passport, Aadhaar, PAN card, Driving License, Bills, etc.
these documents are required for verifying the background of the employee and keeping their
documents with us for safer side.

“Know your customer” is a set of processes that allow banks and other financial institutions to
confirm the identity of the organizations and individuals they do business with, and ensures those
entities are acting legally.

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 ❖ EXIT FORMALITIES

In human resource terms, an exit interview is a survey that is conducted with an employee when he or she
leaves the company. In this intern have to leave the internship. Sometime if the intern are not working or
they leave the group so at that time we have to terminate their internship.

In Blitzjobs the exit formality is the process where the employee or an intern leaves the organization and
we take an exit interview or A feedback form from them. The feedback form helps in the development and
success of the company. After the exit interview or the feedback form the employee or the intern gets their
salary and certificates.

Making Certificates: The drafts will be shared to each profile. The

LOR (Letter of Recommendation), COA (Certificate of Appreciation) and
COI (certificate of internship).
Make the certificate and upload in box folder.
Attaching signature: The leader will attach the signature of the HR
head and will upload in same folder. It will be only in Pdf format.
Mailing the certificate: download the certificate of the candidate and
mail the certificates to them.

27
 EMPLOYEE ENGAGEMENT

The last activity that we carried out was Bollywood quizzes which was all the way very different and was
a very fun activity. It will done every month because they want to engage all intern to each other with
various activities. This is very interesting thing which we played there like lots of games and productive
things and some interesting facts which make students mind fresh.

➢ Problems Confronted:
• Hesitant to ask question: The communication is important in internship not it is important it was
challenging for us also. We get a good internship but sometimes we get hesitate to ask question if we
facing problem or not comfortable with co-interns from mentor. Sometimes we thought that if we asked
question we will be judged and there is the fear of being judged.
• Time Management: From school to colleges, we have always the issue of time we always come late in
the school, colleges. But here we have to maintain a work balance between personal and professional life.
Sometimes in professional life it will not be acceptable, so this was challenges for us to manage the time
between works.
• Bulky Tasks: If we are doing internship then we have to ready with the lots of work. This is the most
common in the internship duration which was faced by the interns.

➢ Solution Of Problem:

28
• In that internship everybody is a new intern and they all are come to learn new thing like us. They are
serious about the work so they asked question but we have to know that nobody will know everything.
• This is not something that you can learn overnight like a book. Time management is something which we
can learn through our habit. We have to change our habit and adopt the new living.

➢ Learning Outcome: Due to pandemic we were not able to go anywhere, so we worked from home.
Here we learned lots of various things which applicable in real life to like how to manage the time, how to
do a bulky of works, self-dedication, balance between professional and personal life. I get to know about
how to take interviews, how to do onboarding process. Due to corona, we are not able to go so I have lots
of difficulties in searching internship after I get, I faced lots of difficulties like how I can hire a candidate
on the daily basis. Sometimes the work load is high like in one day there are lots of overload so at that I
am frustrated and not able to do but we have a time to do the work complete. whenever I take interview
candidates are not taking the calls, sometimes after selection they tell us that they don’t want to do the
internship at that time I feel like you have to tell before but I am intern of that company so I am not able to
tell and I have to stop their process.

But on every Saturday, there is employee engagement activities where we do lots of enjoyment and we
talk about whole week works.

During my internship I gained practical knowledge on how the human resource division of an organization
operates and coordinates is activities to ensure smooth functioning of the organization at all levels by
ensuring right numbers of people are available at the right time to do the right job. Not only that I have
also gained insight into the working culture of the organization and observed how Blitz Jobs handles its
employees with value and empowerment to ensure they are motivated to give their best to the organization.
The internship was completed with the objective of getting practical knowledge in the HR department of
Blitz Jobs.

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 CHAPTER 5

Observations and Findings

During my internship at Blitzjobs, the nature of the job in the field of HR and the company has taught me
significantly. I went extra mile to discover my talents of HR by being responsible for the process of
recruitment of marketing intern’s vacancies, guaranteeing a smooth circulation of interns in the company and
also by taking over a few more tasks to get out of my comfort zone. I discovered a new horizon of recruiting
which I believe I would focus more in the future. Participating in the interviews requires me to understand the
terms of the job role I am recruiting for like in case of IT recruiting, understanding IT terms and meanings
with a view to asking in-depth questions to candidates. This is my development area to research on. For my
personal development, I wish to learn more on the various Job descriptions where I can understand more on
the requirements of particular job role, to understand how all programs harmoniously work together in order to
recruit best suitable candidates for suitable positions.

I had a chance to be incharge of the whole recruitment steps for a full-time position in PR which served as a
crucial advancement in my professional path. I learnt a great deal of interviewing experiences and handling
candidates. Observing interviews and coordinating interviews are totally different. I appreciated that I did not
pass an opportunity to experience both. I took ownership of my tasks and took care of them from start to
finish. I handled different tasks at the same time and turned stressful situations to memorable ones. I realized
my talents to work more productively under stress. Apart from aspects I have grown in field of HR, active
sourcing is my focal area but I did not have much chance to practice and learn during my internship.
Nowadays, not only candidates find suitable companies, but also the other way around. Companies actively
search for suitable matches. With the help of technology and targeted tools, I believe I will familiarize with
outbound hunting techniques.

When it comes to recruitment and selection procedures, Blitzjobs always kept communications transparent
with the candidates and keeps waiting time as possible. The company has defined clearly what they look for in
candidates by sketching important skills and requirements. They understand the company’s culture and their
employees. Therefore, in this topic I have no recommendations. Moreover, Blitzjobs has been doing great 25
in appreciating the employees, giving interns certain space to develop and freedom to get creative with their
jobs.

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I valued that Blitzjobs has feedback culture to open constructive feedbacks with a view to helping interns
improve their performance. Feedback talk is also a way to verbally appreciate interns of their hard work and
contribution. Managers and supervisors at Blitzjobs at Blitzjobs are helpful and open to suggestions and
recommendations of new tasks and responsibilities as long as interns can handle them with good quality
standard. For all recruiting positions, there should be a short introduction call implemented by HR team or
specifically HR intern. This call plays a beneficial and crucial part in embracing the company’s employer
brand and broadening HR intern ‘interviewing experience. First of all, during first introduction call, candidates
should be well-informed of the company’s mission, vision and work culture.

After the call, candidates need to sign up on the platform as a user and test Blitzjobs’ products personally
before moving forward with selection phase.

Secondly, when candidates sign the contract either in person or virtually, Blitzjobs should include the
introduction of company and department setup. By this, new employees will not be completely lost on their
first day at work. Lastly, this initial call benefits HR intern in a way that he/she gains experience to interview
applicants. Interviewing is not one of HR intern’s responsibilities. Therefore, having first calls with candidates
can broaden their task circle and prepare themselves for future career path. All in all, with all the benefits of
first introduction call listed above, new employees will truly be integrated into the company’s work culture
fast and efficiently.

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 CHAPTER 6

SUGGESTIONS AND RECOMMENDATIONS

Employees have an obligation to conduct business within guidelines that prohibit actual or potential
conflicts of interest. This policy establishes only the framework within which Blitz Jobs wishes the
business to operate. The purpose of these guidelines is to provide general direction so that employees can
seek further clarification on issues related to the subject of acceptable standards of operation. Contact the
Human Resources Department for more information or questions about conflicts of interest.

Transactions with outside firms must be conducted within a framework established and controlled by the
managerial level of Blitz Jobs. Business dealings with outside firms should not result in unusual gains for
those firms. Unusual gain refers to bribes, product bonuses, special fringe
benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the
employee, or both. Promotional plans that could be interpreted to involve unusual gain require
specific managerial-level approval. An actual or potential conflict of interest occurs when an employee is
in a position to influence a decision that may result in a personal gain for that employee or for a relative as
a result of BlitzJobs’s business dealings. For the purposes of this
policy, a relative is any person who is related by blood or marriage, or whose relationship with the
employee is similar to that of persons who are related by blood or marriage.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a
firm with which Blitz Jobs does business, but also when an employee or relative receive any kickback,
bribe, substantial gift, or special consideration as a result of any transaction
or business dealings involving Blitz Jobs.

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 CHAPTER 7

CONCLUSION

Recruitment is a significant matter for any association. Recruitment and Selection permits an organization
to measure the vacancy and select the best workers who will lead the association in the future. So,
organization must give additional highlight on choosing candidates. A person who transmits advanced the
group in terms of growth, standards and morals. Mainly the preceding resource for the organization in their
information based well organized workers. The organization should more attentions on this matter to
safeguard the excellence and ethics.
In order to maintain business performance and competitive advantage, organizations are competing in
circumstances. Global marketplace must recruit the best people they can. For such organizations,
recruitment becomes a key component of their overall business strategy. Cummins provides an excellent
example of a company that uses its recruitment procedures to ensure that it meets its business needs in
challenging and competitive.
The study on recruitment and selection is more an art rather than a process. HR professional is having a
big responsibility to hire a potential candidate from the available pool of job applicants. At the same time,
one needs to be cost conscious. The employer should judge on individual merits and set the same standards
for all. In the present scenario, “It is the biggest challenge for a HR manager to hunt for talent.

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 CHAPTER 8

REFERENCES

• https://Blitzjobs.in

• A Handbook for Interns by blitzjobs.

• https://Investopedia.com.

• https://box.com. (for uploading documents to the data bank of blitzjobs)

• https://jigsawacademy.com.

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 QUESTIONNAIRE

A STUDY ON RECRUITMENT AND SELECTION PROCESS WITH SPECIAL REFERENCE

WITH BLITZJOBS, BENGALURU.

Dear Respondent,
I am Sanjolica a student of Master of Business Administration, Guru Jambheshwar University of Science
and Technology, Hisar, Haryana. I am doing Internship at “BLITZJOBS” (A HR Organization). My
Project is, Recruitment and selection process in Human Resource Management.

This Questionnaire is aimed at understanding your perception about selecting and taking interview of
candidates. Your response will be dealt with strict confidentiality and it will be used only for academic
purpose.

Thank you for spending your valuable time for this questionnaire.

Name –
Company’s name – Designation –
Date-

Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews

b. Telephonic interviews

c. Video conferencing

d. Other

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Question 2: What source you adopt to source candidates? ( )
a. Candidate referral

b. Advertising

c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How manyQuestion you
are asking during the Telephonic interview round? ( )

a. 1

b. 2

c. 3

d. 4

e. More

Question 4: How do you track the source of candidate? ( )

a. Software
b. Online
c. Data

Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes
b. No

Question 6: What is the average time spent by executives during recruitment (each candidate)? ( )
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a. 1 mins to 5 mins.
b. 5 to 10 mins.
c. 10 to 15mins.
d. More

Question 7: Do you follow different recruitment process for different grades of employees? ( )

a. No

b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No
b. Yes, please specify

Question 10: Is there any provision for evaluation and control of recruitment process? ( )
a. Yes
b. No

Question 11: Is there any facility for absorbing the trainees in your organization? ( )
a. Yes
b. No

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