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REPORT
ON
(A Study of Talent Acquisition and Effective Way of
Recruitment Process at Welspun Corp Ltd.)
BY
VANSHIKA TYAGI
MBA III semester
FMS WISDOM
Bansthali Vidhyapith

WELSPUN CORP LTD

Submitted to: Submitted To:
Retd Major Amar Singh Chandel Dr. Tanya Soin
Head of Department, Human Resource Visiting Faculty and Mentor
Welspun Corp Ltd Banasthali Vidyapith
Session: 2023-2024
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ACKNOWLEDGMENT

I would like to express my deep sense of gratitude to Dr. Harsh Purohit sir for providing us
with such a privileged education and opportunity to us and I would like to express my
special thanks of gratitude to Mr. Amar Singh Chanel (Head of the Human Resource
Department) and Miss. Bhishakha Multani Ma’am, Ranjana Ma’am, Babitha Ma’am,
Devanshi Ma’am, Urja Vyas Ma’am. For our company for always motivating me and guiding
me during the duration of the internship. I also want to thank my faculty mentor Dr. Taniya
Soni Gaurav ma’am for always guiding me during my internship. Last but not least I want to
thank all who directly or indirectly helped me In the completion of the internship report
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STUDENT DECLARATION
I Vanshika Tyagi (WBMBA22159) hereby, declare that the Summer internship
project work entitled “ Study of Talent Acquisition and Effective Way of
Recruitment Process” Submitted in partial fulfillment of the requirements for
the award of the degree of Master of Business Administration (MBA) of
Banasthali Vidyapith Rajasthan India is my ideas in my own words and where
others ideas or worlds have been included. I have adequately cited and
referenced the original source. I also declare that I have adhered to all principles
of academic honesty and integrity and have not misrepresented fabricated or
falsified any idea or source in my submission.

This authentic work has been carried out by me under the supervision of Dr.
Taniya Soin. I also declare that the content of this project report does not form a
basis for the award of any previous degree to anyone else.

I understand that any violation of the above will be cause for disciplinary action
by the university and can also evoke penal action sources which have thus not
been properly cited or from whom proper permission has not been taken when
needed

Date: Signature
Vanshika Tyagi
(WBMBA22159)
2241485
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TABLE OF CONTENTS
Training Certificate………………………………………………………………………… 3
Acknowledgments………………………………………………………………………… 5
Abstract……………………………………………………………………………………………
Table of Contents………………………………………………………………………………
1 Profile of Organization…………………………………………………………………. 8
1.1 Growth and Evolution of the Industry
1.2 World Market
1.3 Country Market
1.4 State Market
1.5 Corporate Journey
1.6 Vision
1.7 Mission
1.8 Quality Policy
2 Background of the Company …………………………………………………………..
2.1 Company Details
2.2 Organization Structure
2.3 Product Portfolio
2.4 Financial Data
2.5 SWOT Analysis
3 Competitor’s Analysis …………………………………………………………………….
4 Log Book …………………………………………………………………………………………
5 Problem Identification ……………………………………………………………………
6 The Job at a Glance ………………………………………………………………………..
7 Conclusion ………………………………………………………………………………………
6.1 Summary
6.2 Suggestions and Recommendations
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ABSTRACT
This report is an attempt to know how classroom theories can be applied to the practical
situation. As a student of MBA, it is part of the study to undergo Summer Internship at
some organization. I got an opportunity to work with WELSPUNCORP LTD. In the name of
the summer internship. In this broad report, I have discussed every important aspect of the
company which I observed during my internship tenure. The first part of the report consists
of details about the company from the time of its incorporation to its current position.
Along with its process, policy, and procedures. During my internship tenure, I have mainly
focused on the field of Talent Acquisition and the onboarding process of interns. All the
departments have been discussed in detail. The main purpose of the internship is to learn
by working in a practical environment and to apply acquired knowledge in real-world
situations in order to tackle problems using knowledge and skill learned during the
academic process. This report covers many important aspects which are related to Talent
acquisition, selection, exit interviews, onboarding, and client acquisition of HR ( Talent
Acquisition) interns. At the end of the report, I have mentioned learning observations that I
have undergone during my internship project. This report also contains my thinking and the
working environment of the organization
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CHAPTER-1
PROFILE OF THE ORGANIZATION

1. PROFILE OF THE ORGANISATION

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To briefly introduce the company, Welspun Group operates as a conglomerate company.

The company focuses on pipes, plates and coils, home textiles, steel, infrastructure, flooring
solutions, and energy (retail oil and gas) businesses. Welspun serves customers worldwide.

WELSPUN GROUP has a diversified presence in over 50 countries with more than 26,000
employees and over 1,00,000 shareholders. Headquartered in Mumbai and its
manufacturing facilities are strategically located in India, USA, and Saudi Arabia.

WELSPUN GROUP has been known for its technological and operational excellence, the
group has established a leadership position globally in the line pipe and home textiles
sectors. Along with a deep penchant for technological and operational excellence, the group
has been continuously following global ESG practices as a responsible conglomerate.

Working with the human resource ( Talent Acquisition) team at WELSPUN CORP LIMITED
and learning the project presentation and inviting/hiring students from different colleges for
an online internship at WELSPUN CORP LIMITED, will add great value to the career of the
students. The interns shall have exposure to the ground reality of Talent Acquisition and
other human resource verticals which would help them would help them in the future.
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Vision- The vision is to “Increase the happiness index and to delight the customers through
innovations and technology, achieve inclusive and sustainable growth to remain eminent in
all our business.’’

 Company Name: WELSPUN GROUP

 Nature of Business: Manufacturer
 Location: Mumbai (Head Quarter), Anjar/Gujrat (Biggest Manufacturing Unit), Bhopal,
Dahej/Gujrat, Mandya, Bharuch/Gujrat.
 Date of Incorporation: 26th – 4 – 1995
 Sector and Sub-Sector:
1. Business of Line Pipes
2. Home Textiles
3. Infrastructure
4. Warehousing
5. Oil and Gas
6. Steel
7. Plates
8. Coil
9. Advanced textile and Flooring Solutions
 Founder and CEO: B.K. Goenka (Founder) Dipali Goenka (CEO)
 Director: Rajesh R. Mandawewala
Legal Status of the firm: Limited Company (Ltd./Pvt.Ltd)

WHAT IS WELSPUN CORP LIMITED

Welspun Corp Limited is the second largest manufacturer of large-diameter pipes in the
world based in Mumbai, Maharashtra. Basically, it is a flagship company of the $ 3.0 billion
(Rs 129 billion) Welspun Group. It operates a 1.65 mtpa plant in Anjar, Gujrat, which is being
increased to 2.1 mtpa.
 Welspun Corp Limited, has a strong culture of “ENGINEERING EXCELLENCE”.
 Welspun Corp Limited takes pride in manufacturing and supplying to some of the
most critical pipelines in the world from its plants in Anjar, Gujrat- India
 Welspun Corp Limited has its credentials supplies to the world’s deepest pipeline
project.
Annual Turnover: Rs 500- 10000 Crore
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MISSION- To reach the leadership position in each segment of the business with a
customer-centric approach and all-around development approach for our stakeholders.’’
And they aim to be:-
 The top 2 value creators in each of our businesses
 The top 10 most respected Indian brands
 The top 50 groups in India in terms of market value’’

When was the Company Launched?

Welspun Corp Limited is a listed public company incorporated on 26 April 1995. It is
classified as a public limited company and is located in Anjar, Gujarat. Its authorized share
capital is INR 552.05 cr and the total paid-up capital is INR 482.27 cr. 7 and it is classified as
a non-government company and is registered at the Registrar of Companies, Ahmedabad
its authorized share capital is Rs 5,520,500,200 and its paid-up capital is 4,819,862,500. It is
involved in the manufacturing of basic iron and steel.
With ‘Har Ghar se Har Dil Tak Welspun’ at the heart of their culture, they are among global
leaders in markets like the U.S.A Saudi Arabia, Europe, and also in India.

What categories and products are we dealing in?

At present WELSPUN GROUP deals with different subsidiaries which different subsidiaries
which are as follows:-
1- WELSPUN RETAIL
Deals with-
. Bed
. Bath
. Kitchen
. Dining and living items
2- WELSPUN INDIA LIMITED
Deals with-
. Polyester filament yarns (PFY)
. Texturized yarns (PTY)
3- WELSPUN ONE LOGISTICS PARK PVT LTD
Deal with-
. Buy+build+lease
. Build-two-suit
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. Build Grade A Parks
. Build-two-spec
. Ready to move-in spaces
4- WELSPUN CORP LIMITED
Deal with—
. Welded line pipes
. Ductile iron pipes
. Stainless steel pipes
. Tubes and bars
. Carbon steel line pipes
. pig iron and etc.
5- WELSPUN STEEL LIMITED
Deal with-
. sponge iron
. TMT Rebars
. Ingots/ billets
6- WELSPUN ENERGY LIMITED
Deals with-
. Solar power Plants
. Thermal Power Plants
. Electric Power
. Renewable Power Plants
7- WELSPUN ENTERPRISES LIMITEDF
It deals with-
. It is an operating company as well as a holding company, which handles the all the
project that comes undertaken by WELSPUN GROUP
8- WELSPUN NATURAL RESOURCES PVT LTD
Deals with-
. Oils and gas exploration business in India and abroad

What are the company’s notable achievements?

NOTABLE ACHIEVEMENTS:
. 39th CII national green tech environment award, 2021
. 20th annual Green Tech Environment Award, 2021
. Exceed gold award for environment preservation in Manufacturing 2020
. Golden Peacock National Quality Award, 2020
. Golden Bird Excellence Award, 2020
. 4th Annual Chapter Convention on Quality Concepts, 2020
. 34th National Conversation on Quality Concepts, 2020
. National Awards for Manufacturing Excellence Award, 2017
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. International Safety Awards, 2022
. National Awards for Manufacturing Competitiveness (NAMC), 2021

NOTABLE ACHIEVEMENTS OF WELSPUN GROUP:

. Global Textile Company of the Year, 2021 by Textile magazine
. Platinum award for highest global exports by Texprocil for the year 2019-20
. Most Influential Women 2020 awarded to Ms. Dipali Goenka for her contribution to
industry and society by Business World
. Award for sustainability and CSR 2020 Amongst top 100 companies in India by future
scape
. Supplier title 2020 award- for response to COVID stakeholder support by Home Textile
today
. Sustainability 2019- GIGA GURU Status energy conservation award by Walmart
. Macy’s Award for Sustainability 2029- Supplier Partner for the year
. Home Greatness Award- by KOHL in the home category 2019
. Supplier award for trust by ASDA- home category 2019
. Welspun’s sustainability journey is now a case study on the IVEY publishing website
. Welspun has been recognized by Walmart as its trusted partner for 20 years in their
recent corporate announcement and HT leadership summit
. Voices of Nature- a global initiative at UN’s historic first biodiversity summit 2020 in
New York, representing developing nations (southeast Asian nations) joined by Ms.
Dipali Goenka, CEO and joint MD

WHICH BUSINESS VERTICALS IS THE COMPANY INTO AT PRESENT?

Business verticals at Welspun Corp Ltd
Basically, Welspun Corp Ltd. Has 2 independent verticals i.e., Pipe and steel: -

1. Steel Vertical- This consist of Welspun Corp Ltd.’s Development Indicators (DI)
business through its subsidiaries Welspun metallics Ltd. (WML)and Welspun digital
institute (WDI) adding to that, the “steel vertical” TMT bars as its subsidiary.
2. Pipe vertical – The global pipe operations have now converted into a “pipe Vertical”
which would be led by a chief executive officer (CEO, pipe vertical) the CEO and his
team will be accountable for supply chain, operations, finance, end-to-end
Marketing, commercial HR, and Management functions of the pipeline business
across worldwide nation including USA and also it represents the interests in Saudi
JV (through Ex-Com)
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THE OTHER VERTICALS OF WELSPUN GROUP INCLUDE
1. Retailer solutions- Welspun is proven to be the most comprehensive innovative
strategic partner and solution provider for the retailer, by keeping the consumer
needs in mind. Welspun retail solution has a complete genre of products and
services for home textiles, with a great distribution reach across the globe.
2. Hospitality solution- Welspun holds to some of the best-known names in the
hospitality industry with a complete genre of innovative products focusing on guest
and customer satisfaction. Welspun’s hospitality supplies high-quality towels and
home textiles to hotels, health clubs, spas and resorts, gyms, and vacation rentals.
3. Welspun Flooring- Ratting the world of flooring by providing unparalleled
innovation, customization to consumers, and convenience, either a complete genre
of artificial grass, carpet tiles, broadloom carpets, and click-lock tiles. Welspun
Flooring aspires to become a one-stop flooring solutions provider for international
and domestic markets.
4. Welspun Advanced Textiles- Welspun Advanced Textiles mainly uses non-woven
technologies in order to manufacture high-performance innovative materials, it
provides a wide range of customer applications, including personal protection.

WHAT IS THE OVERVIEW OF HUMAN RESOURCES AT WELSPUN?

Welspun strongly believes in the empowerment of women, creating equal
opportunities for both men and women, and providing an environment that helps
the employees earn a livelihood and to create a better standard of living

1. Learning and Development- Welspun encourages a learning culture that fosters

and develops an environment of growth to provide better opportunities with a
prosperous tomorrow. Learning programs helps to strengthen, teach, cultivate
and expose our employees to various new skill sets.
2. Talent Promotion- At Welspun Corp Ltd, employers help employees to
strengthen their talents, with the help of that, employees create a talent
pipeline, which constantly helps the firm groom the employees. The grooming
process involves technical training, leadership development, and job rotations.
With the help of this, Welspun is able to build happy, confident, and dynamic
employees, who selflessly contribute to Welspun’s growth.
3. Social Engagement- The learning at Welspun is not just focused on work-related
development, it also focuses on the social engagements of employees. It
conducts many programs such as the tree of deeds program which helps the
employees to get an opportunity to step ahead of their cubical, boundary and
contribute to the well-being of the community and society. Welspun also
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encourages female workers to get educated on the importance of women’s
hygiene issues, healthcare needs of female workers and also their families are
continuously addressed. These social activities help Welspun to celebrate the
core value of inclusive growth
4. EMPLOYEE ENGAGEMENT- Welspun focuses on flourishing and maintaining a
healthy environment, and communication forums have been implemented
between employees and senior leaders. These forums provide an open platform
to the employees so that they address their views and suggestion openly.
5. Welspun’s Culture- We believe employees are our important assets and our
ambassadors. We do our best to take care of every need of our fellow
Welspunites. From flexible work hours to paternity leave, we provide a culture
that helps maintain work-life balance and a good working environment for our
diverse workforce.
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GROWTH DETAILS OF WELSPUN LAST FIVE YEARS

 Welspun Corp’s received an order for the supply of 57 KMT’s Pipes

for the water project in India
2017  Welspun Corp received the “ Platinum Award” from the Quality
council of India.

 Welspun Corp is an Amalgamation of Welspun Pipe Limited.

 Amalgamation of Welspun Pipe Limited got the “ Gold Medal” in
2018 the National Award for Manufacturing Competitiveness 2017-18.
 Welspun Corp bags “Greentech Environment Gold Award” in 2018

 Welspun Corp Ltd has received the “Apex India OHS Excellent
2019 Award” from Apex India Foundation for its outstanding work in its
field of Occupation Health and Safety

2020  Welspun Corp Ltd has received multiple orders of approximately

164KMT Rs. 1,725 Crore

 Welspun Corp Ltd announces Commencement of the Ductile Iron

pipes facility in Anjar
 Welspun Metallics launches Rs. 2000 Crore manufacturing facility in
Gujarat
2021  Welspun Corp wins order for carbon capture pipeline project in the
US.
 Welspun Corp associate company bags Rs. 689 Crore pipe order
from US client.
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WORLD MARKET
 A pioneer in the production of large-diameter line pipes for the oil and gas sector,
Welspun Corp Ltd. I can give a quick summary of the company’s position in the global
market as of the Knowledge cut-off date of September 2021. Please take notice that
the market’s current status may have changed since then.
 The Welspun Group is a conglomerate with several economic activities including the
India-based Welspun Corp. Ltd. The business specializes in manufacturing high-
quality pipes for both onshore and offshore uses in the transfer of oil and gas.
 Welspun Corp. exports its goods to several nations across the world, giving it a large
global market presence. The firm has built a great name among its clients because of
its superior production skills, technological know-how, and dedication to quality
 The market for Welspun Corp. is significantly shaped by the worldwide need for
energy, notably in the oil and gas sector. The business provides services to significant
pipeline operators, energy infrastructure projects, and oil and gas exploration and
production firms. Numerous projects in a variety of areas including North America,
Europe, The Middle East, Africa and Asia have been successfully completed by it.
 The production of pipes with high diameter often surpassing 48 inches (121.92 cm)
has been a focus of Welspun Corp. These pipes are frequently found in long distance
oil and gas pipeline networks because they are made to handle high pressure
situations.
 Through strategic alliances, teamwork and financial expenditures in R&D, the firm has
concentrated recently on growing its global reach. Welspun Corp. has been to solidify
its position in the market and take advantage of new prospects because of this
strategy
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COUNTRY MARKET
 After China, India is the world’s second-largest producer of steel. Strong domestic
demand and rise in infrastructure projects have propelled the Indian steel industry’s
remarkable expansion throughout the years. The government’s efforts to advance the
“Make in India” Policy and investment in the manufacturing and construction
industries have increased steel output in the nation even further. Essar steel, Tata
steel, JSW steel and steel authority of Indian limited (SAIL) are a few the country’s
largest steel producing firms.

 Construction, Infrastructure, Agriculture, Oil and Gas and the pipe industries are just
a few of the many industries that India has a thriving pipeline market for steel pipes,
PVC pipes and other metal and plastic pipes are among the many varieties of pipes
that are manufactured in India with great success Urbanisation, Industry and
Agricultural activity are the key drivers of the need for pipes in India.

 The demand for pipes in India has grown even more as a result of the Indian
Governments emphasis on infrastructure improvement, affordable housing and water
supply projects. Tata pipes, Jindal pipes and Finolex Industries are a few of the major
companies ion the Indian pipe market
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STATE MARKET
 Gujarat’s steel industry is well-established and the state is home to a number of steel
plants and manufacturing facilities. The state has attracted sizable investment in the
steel sector thanks to its strategic location, First-rate infrastructure, and pro-active
industrial policies.

 One of the biggest petrochemicals and complexes in the world is located In

Jamnagar, Gujarat, and is run by Reliance Industries. Even though it is not solely
dedicated to the production of steel, Gujarat’s industrial strength as a whole benefits
from this complex.

 Steel manufacturing facilities can also be found in industry areas like Hazira< Mundra
and Dahej. Gujarat steel is produced in these facilities for both domestic and
international markets and it is used in a variety of industries such as engineering,
infrastructure, and building.

 Gujarat also has a thriving pipes industry where numerous producers create various
kinds of pipes out of materials like steel, PVC, and other materials. These pipes are
employed in a variety of projects, including construction, irrigation, and water and
sewage systems.

 The manufacturing of pipe is mainly concentrated in Gujarat’s major industrial hubs

of Ahmedabad, Vadodara, Surat, and Rajkot. Gujarat’s pipe industry has expanded as
a result of the state’s well-developed transportation systems and proximity to
important markets.

 The state’s hospitable business climate, government assistance, and skilled

workforce have been instrumental in luring investment and fostering the expansion
of the manufacturing sector, which includes the pipes and steel industries.
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CORPORATE JOURNEY
 Incorporated Welspun Gujarat Stahl Rohren in 1995
 Set up our HSAW Mill at Dahej Gujarat in 1998
 Expanded our LSAW mill at Dahej Gujarat in 2000
 Set up a pipe coating facility in Dahej, Gujarat in 2001
 Established our HSAW, HFW and HFIW mill in Anjar Gujarat in 2004
 Established Welspun city at Anjar and Expanded pipe facilities at Anjar, Gujarat in
2005
 Integrated plate and coil mill at Anjar, Gujarat in 2008
 Set up second HSAW mill in Anjar in 2009
 Renamed company as Welspun Corp Ltd. In 2010
 Established Welspun Middle East in Dubai in 2011
 Achieved the highest-ever pipe production, sales volumes, and order booking at 1
million MTPA in 2013.
 Received the first order from shell USA, the Single-largest order from Saudi Arabia,
and strategic order from Statoil, TOTAL, and South Stream in 2014
 Set up a Concreted weight coating plant at Anjar, Gujarat in 2017
 Surpassed 1 million MTPA in pipe production and sales volumes for the 5 th Time in
last 6 Years in 2018
 Strengthened our presence by commissioning the HSAW plant at Bhopal, Madhya
Pradesh in 2019

 Announced that as part of our expansion and diversification plan, we start producing
TMT bars and Stainless-Steel Tubes and pipes in 2021
 Completed acquisition of plastic products business of Sintex BPAL in 2023
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VISION
Delight our customers through innovation and technology, achieve inclusive and sustainable
growth to remain eminent in all our business

MISSION
Reach the leadership position in each segment of our business with a customer-centric and
all-around development approach for all our stakeholders.

QUALITY POLICY
 Deliver high-quality goods and services with the relevant national and international
standards and specifications.
 Increase the efficiency of the quality management system continually
 Recognised and consistently meet our customers' demands and expectations as well
as any applicable legal and regulatory obligations
 Maintain open communication with our client representative on our quality system,
procedure and practices
 Improve manufacturing, inspection and testing facilities via innovation
 Make sure that all members of our management team are held responsible for
avoiding issues, actively looking for ways to improve and properly pitting this policy
into practice.
 When modifications to the quality management system are planned and executed,
make sure the integrity of the system is preserved
 Make sure the resources required for the managements system are on hand
 Provide training for development of our employees
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PART “B”
BACKROUND OF THE COMPANY
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COMPANY DETAILS
OVERVIEW
Welspun Corp Limited is a part of the Welspun Group, which is a diversified conglomerate
with an interest in various industries including textiles, Steel, infrastructure, and energy. The
company primarily focuses on manufacturing large-diameter welded and seamless steel
pipes used in various industries such as oil and gas, water infrastructure, and more.
ESTABLISHMENT
Welspun Corp Limited was founded in 1995. Since then, it has grown to become one of the
world’s largest are leading manufacturers of pipes for energy transportation and
infrastructure needs
Name Welspun Corp Limited (WCL)

Address Welspun City, Village Versamedi, Talukan

Anjar, Dist, Kutch, Gujarat, Pin Code-
370110, India
Type Public

Contact no. 912836662222

Website www.welspuncorp.com

Industry Conglomerate

Year of Establishment 1995

Founder B K Goenka

Headquarters Mumbai, Maharashtra

Product Welded line pipes, Ductile Iron pipes,

Stainless Steel Pipes
Area Served Worldwide

Slogan “Zero Harm”

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ORGANIZATIONAL STRUCTURE

FOUNDER OF THE COMPANY Mr. Balkrishan Goenka

MANAGING DIRECTOR Mr. Sandeep Garg

HR HEAD Major Amar Singh Chandel (Retd)

VICE PRESIDENT-MARKETING Todder Phillips

FACTORY MANAGER Mr. Ashok Faldu

RISK MANAGEMENT COMMITTEE Mr. Raghav Chandra

CHIEF FINANCIAL OFFICER Mr. Lalit Jain

UNIT HEAD (ANJAR) Atul Pandhare

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PRODUCT PORTFOLIO
HSAW Line Pipe
 Helically welded pipes made from HR coils, used for onshore oil, gas and water
transmission
 24-140inch diameter, moderate wall thickness

LSAW Line Pipes

 Longitudinally welded pipes made from HR plants, used for onshore and offshore oil
and gas transmission
 16-60inch diameter, high wall thickness
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HRW/HFW LINE PIPES

 High-frequency electric welded pipes made from HR coil, used for downstream
distribution of oil, gas and water
 1.5-20inch diameter, low or moderate wall thickness

PLATES AND COIL

 Product plates and coils for pipe manufacturing and other applications like wind
tower
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FINANCIAL DATA
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SWOT ANALYSIS
SWOT Analysis is a strategic planning and strategic management technique used to help
organizations to identify their strengths, Weaknesses, Opportunities, and Threats related to
business competition
STRENGTH
 Established Brand equality in the global larger-diameter pipe market.
 Global reach, clientele, and supply chain base.
 Technical capability (deep water and sour service capability) and strong execution
track record.
 Local presence in major markets.
 Diversified product portfolio.
 Experienced management team.

WEAKNESS
 Low-capacity utilization and ROCE in PCMD (Which is head for sale)
 Relatively low-capacity utilization in the India mills
 Saudi Arabian order exposed to steel price fluctuation, to some extent

OPPORTUNITIES
 New products, applications (including CWC)
 New markets in Latin American, Africa, Australia
 Ability to deliver on technologically Challenging specifications.

THREATS
 Volatile commodity prices (oil and gas, Steel)
 Excess capacity and aggressive competition in India
 Preference for local producers and tariff/non-tariff barrier in many export markets.
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COMPETITORS ANALYSIS
Porter’s five force model:
Porter’s Five Force model is a strategic framework developed by Michael porter to
analyze the competitive forces within an industry and understand the attractiveness
of that industry. Let’s apply the model to Welspun Corp. Ltd

THE THREAT OF NEW ENTRANTS:

Line pipe manufacturing requires substantial capital investment, advanced
technology and expertise. Welspun Corp. Limited has been in the industry for a
considerable time, which has given them an advantage in terms of the economics of
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scale, customer relationships and industry experience. The threat of new entrants
may be relatively low due to these barriers to entry

BARGAINING POWER OF BUYERS

Welspun Corp. Limited’s customers such as oil and gas companies, infrastructure
developers and water management projects are likely to be larger and powerful
organizations, these buyers may have considerable bargaining power especially if
there several suppliers offering similar products. However, Welspun’s established
reputation and quality products could give them some leverage in negotiating with
buyers.

BARGAINING POWER OF SUPPLIERS

The main inputs in pipes manufacturing include raw materials like steel and coating.
The bargaining power of suppliers might be moderate, as there several steel suppliers
available and Welspun may have established long-term relationship with some of
them. However, fluctuations in steel prices and supply chain disruptions with some of
them. However, fluctuations in steel prices and supply chain disruptions could impact
Welspun’s operations.

THREAT OF SUBSTITUTE PRODUCT

The threat of substitute products in the pipes industry may be relatively low.
Alternatives for large diameter in specific applications may exit, such as alternative
materials for smaller pipes. However, for applications where Welspun’s specialized
line pipes are required, the threat of substitution might be limited.

COMPETITIVE RIVALRY
The line pipe industries is very competitive and Welspun Corp Limited faces
competition from other established players in the market. Competitors' strategies,
pricing, product offerings, and customer relationships will impact all Welspun’s
market position. Differentiation through quality, customer service and innovation may
help Welspun gain a competitive edge.
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CHAPTER 2
LOGBOOK

MONTH DATE WORK UNDERTAKEN

MAY 15 Induction and Orientation

16 Induction and Orientation
17 Meeting with HR Mentor
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18 Read (fish tail) book to clear our basic
19 Story of fish mongers, play, staying connected,
playing with a purpose, Hearing smile
20 Look up the Department for doing an internship
21 SUNDAY
22 I selected the Recruitment for internship and
informed to HR Head
23 Go through the TA Policy of the company
24 Try to understand the structure and basics of the
company
25 Head give us first task to draw posters on Positive
thought
26 Draw 15 Posters on positive thought
27 Draw 15 Posters on positive thoughts
28 SUNDAY
29 Prepare script for Sourcing the candidate
30 Sourcing the candidate
31 Sourcing the Candidate of Associate for LSAW Plant

JUNE 1 Sourcing the candidate of Associate for spiral

2 Sourcing the candidate of staff for LSAW
3 Sourcing the candidate of Associate for growth
shop
4 Sourcing the candidate of Associate for Dispatch
5 SUNDAY
6 Sourcing the candidate of Staff for electrician
7 Sourcing the candidate of staff for Logistic
8 Sourcing candidate for apprentice
9 Conducting telephonic interview of Associate for
LSAW
10 Conducting telephonic interview of Staff for spiral
11 SUNDAY
12 Conducting video calling interview of Staff
13 Conducting telephonic and video calling interview
14 Conduct telephonic interview of staff and sourcing
the candidate of associate
15 Conducting telephonic interview of associate and
video calling interview of staff
16 Conducting interview and sourcing the candidate
17 Conducting interview
18 SUNDAY
19 Giving Information of result to the selected
candidate
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20 Conducting interviews
21 Sourcing the candidates
22 Collet the document of selected candidate for
further process
23 Collect documents like last 3 months salary slip
and offer letter of current company and increment
letter of the current company of selected
candidates
24 Sourcing the candidate
25 SUNDAY
26 Release offer letter of the selected candidate after
the BGV
27 Sourcing the candidate
28 Conducting the interview of the candidate
29 Release offer letter of the candidate and inform
about the joining date
30 Prepare Re-Hire forms of the candidates who is
join company again after leaving

JULY 1 Did my first Assignment of diversity hiring

2 SUNDAY
3 Doing search for state in which we hire girls from
country
4 Searching ITI colleges of Assam, UP, Himachal
5 Searching ITI colleges in Assam and make a list of
the colleges
6 Searching ITI Colleges in UP and make a list of the
colleges
7 Searching ITI Colleges in Himachal and make a list
of colleges
8 Connect to the colleges of Assam and tell them
about the Company and Apprentice scheme
9 SUNDAY
10 Collect the data of the girls’ which colleges have
send us
11 Connect to the colleges of Up and tell them about
the company and apprentice scheme
12 Collect the data of the girl’s which college have
send to us
13 Connect to the colleges of Himachal and tell them
about the company and apprentice scheme
14 Collect the data of the girl’s which college have
send to us
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15 Analyse the data and decide in which college we
are going to conduct the campus drive
16 SUNDAY
17 Connect to colleges and inform the date and
requirements regarding the campus drive
18 Prepare the family tree for the students who is set
in the interview
19 Prepare the question papers to the student
according to their scheme
20 Prepare the video of the company introduction in
different language according to the state
21 Sourcing the candidate
22 Sourcing the candidate
23 SUNDAY
24 Prepare offer letter
25 Inform the candidate regarding the selection if he
is selected or rejected
26 Coordinating between the candidate and manager
27 Sourcing the candidate
28 Coordinate with candidate
29 Sourcing the candidate
30 SUNDAY
31 Sourcing the candidate

AUG 1 Sourcing the candidate

2 Sourcing the candidate
3 Coordinate with the candidate
4 Sourcing the candidate
5 Prepare offer letter
6 SUNDAY
7 Conducting interviews of the candidates
8 Conducting video call interviews of the candidate
9 Conducting telephonic interviews of the
candidates
10 Prepare re-hire forms of the candidates
11 Prepare offer letter
12 Sourcing the candidate
13 SUNDAY
14 Coordinate with girls of assam regarding the
campus drive
15 Coordinating with girls of the UP regarding the
campus drive
16 Coordinating with the girls of the Himachal for the
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campus drive
17 Sourcing the candidates
18 Sourcing the apprentice
19 Sourcing the apprentice
20 SUNDAY
21 Check the PF of the apprentice candidate
22 Sourcing the candidate of the manager level
23 Sourcing the candidate of offer
24 Sourcing the candidate of the Apprentice
25 Sourcing the candidate of the associate
26 Conducting the interviews
27 SUNDAY
28 Conducting the telephonic interview
29 Conducting the video call interview
30 Sourcing the candidates

SEPT 1 Sourcing the candidate

2 Sourcing the candidate
3 Conducting face to face interview
4 Conducting video calling interviews
5 Conducting face to face interviews
6 Conducting video call interviews
7 Sourcing the candidate
8 Sourcing the candidate
9 Sourcing the candidate
10 Sourcing the candidate
11 Conducting the video call interview
12 Conducting face to face interview
13 Prepare offer letter
14 Prepare re-hire forms
15 Learn basic of negotiation
16 Prepare offer letter
17 Sourcing the candidates
18 Sourcing the candidates
19 Collect the documents of the candidates
20 Conducting the face-to-face interview
21 Sourcing the candidate
22 Sourcing the manager level candidate
23 Connect to colleges of Gujarat for Freshers
24 Sourcing the apprentice
25 Conducting telephonic interview
26 Conducting video call interviews
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27 Sourcing the candidate
28 Sourcing the candidate
29 Collect the data from the candidate
30 Manage the data of recruitment
31 Sourcing the candidates

OCT 1 SUNDAY
2 Conducting face to face interview
3 Conducting joining process
4 Conducting video call interview
5 Sourcing the candidates
6 Sourcing the candidates
7 Sourcing the candidates
8 SUNDAY
9 Bring the documents of the candidates
10 Conducting the interviews
11 Conducting the interviews
12 Sourcing the candidates
13 Conduct walk-in interview drive
14 Conducting the walk-in interview drive
15 SUNDAY
16 Maintain the data collected in walk-in interview
17 Contact to the candidates who are selected
18 Conducting face to face and telephonic interview
19 Conducting telephonic interview of the candidates
who are selected in the interview
20 Conducting face to face interview of the selected
walk-in candidates
21 Sourcing the candidates
22 SUNDAY
23 Joining the candidates in the company
24 Prepare offer letter of the candidate
25 Prepare Re-Hire forms of the candidates
26 Coordinate with the employees
27 Collect the salary documents of the candidates for
salary negotiation
28 Prepare the re-hire of the candidates
29 Sourcing the candidates
30 Conducting the interview
31 Conducting the video call interviews of the
candidates

NOV 1 Sourcing the candidate

ER
2 Conducting face-to-face interviews
3 Conducting Morbi video call campus interviews
4 Sourcing the candidates
5 Joining the candidates
6 Conducting video calling Interviews
7 Sourcing the candidates

PROBLEM IDENTIFICAION
HUMAN RESOURCE MANAGEMENT
Human resources are the most important corporate assets and the overall
performance of any company depends on how it is used. It is essential to hire
someone with the necessary technical qualifications and experience to achieve
the organization’s goal.
Human Resource Management (HRM) is a vital organizational function that
focuses on managing and maximizing the potential of an organization’s most
valuable assets, “its people” Human resource management involves a
comprehensive set of practices, strategies, and processes aimed at attracting,
developing, motivating and retaining employees to achieve both individual and
organizational goals.

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 critical process within organizations that involves attracting,
assessing, and selecting suitable candidates to fill job vacancies. It is a strategic
activity aimed at identifying individuals who passes the necessary skills,
qualifications, and attributes to contribute effectively to the company’s goal and
success. A well-structured recruitment process ensures that the right people are
hired for the right positions, helping to build a talented and capable workforce.
ER
The recruitment process typically involves several stages, which may vary
depending on the organization’s size, industry, and specific requirements. Here is
a general overview of the recruitment process
IDENTIFYING JOB VACANCIES
The process being with identifying the need for a new employee due to growth,
turnover or a new project

JOB ANALYSIS AND DESCRIPTION

This step involves creating a detailed job description and specification outlining
the roles, responsibilities qualification, skills, and experience required for the
position.
SOURCING CANDIDATES
Recruiters use various method to attract potential candidates, including job
boards, company websites, social media platforms, employee referrals,
recruitments agencies, and networking events.
SCREENING RESUMES AND APPLICATIONS
Recruiter’s reviews resumes and application to shortlisted candidates who meet
initial criteria
CONDUCTING INTERVIEW
Shortlisted candidates are invited for interviews, which can be conducted in
various formats, such as one-to-one interview. Or video call interviews.
Behavioural and situational questions are often used to assess candidate’s
suitability for the role.
SKILL ASSESSMENT AND TESTING
Depending on the nature of the job, candidates might undergo skill-based
assessments, testing or assignments to evaluate their technical and practical
capabilities.
REFERENCE CHECK
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Before taking a final decision, recruiters may contact the candidate’s references
to verify their qualifications work history and overall suitablility

FINAL INTERVIEW
Candidate who successfully pass the initial round may be invited for a final
interview with high-level management or decision makers.
OFFERING THE POSITION
Once the preferred candidate id identified a formal job offer is extended,
including details about compensation, benefits and other terms of employment.
ONBOARDING
After the candidate accepts the offer, the onboarding process being where the
new employees is introduced to the company culture, policies and their specific
job role.
FACTORS EFFECTING RECRUITMENT
All organization whether it is small or large they engaged in recruitment
activities but not with the same extent. This differs with

 Size of the organization

 Working condition
 Salaries and benefit packages provided by the organization
 The rate of growth of the organization.
 The organization’s ability to find and retain talented individuals of the
outstanding achievements

RECRUITMENT PROCESS OF WELSPUN

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MRF Approvel
position

Job Discussion
Description with FH

Sourcing Cold Calling

Acquire Suitable Arranging

Cv's from Interviews

Evaluation BGV for

Sheet staff
Document
Salary verification
Negotiation &Reference
Check

Concurrent Pre-offer
of offer by Medical
HR head

Offer Acceptanc
Release e of offer

MRF
MRF stand for “Manpower Requisition Form” Whenever vacancy are open in a
particular department the department head prepare the MRF for that vacancy
in which all the details of the vacancy are mentioned (like department name,
position, replacement of, education required, and so on) after preparing MRF
they forward it to HR department for the process.
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JOB DESCRIPTION
HR department prepares the job description for the vacancy job description is
the process that consists all the details regarding the job such as roles and
responsibility eligibility criteria skills required and so on
SOURCING
Sourcing means proactively identifying, contacting, and engaging qualified
candidates for a job opening sourcing is done with the help of different job
portals like naukari.com portals to source the candidates
COLD CALLING
The name suggests itself to talk with another person with coolness. Once the
sourcing is done the HR department calls the candidates who are fit for that
particular vacancy and ask them some basic question if they interested
Questions like
Company in which you are currently working?
Their current designation in the company
Have they worked in our our company in the past
Current CTC and their expectation of us
Notice period
If the candidate is fresher then
Is their PF deducted or not
Have they ever worked in any company
Have they done an apprentice

SHARING CV’S
In this step HR department collects the CVs of the candidates who are interested
and well matching for that vacancy once the CVs are collected the HR
department shares those CVs to the technical panel for shortlisting. Shortlisting
Can be done on the basis of their education, relevant past knowledge and skills
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ARRANGING INTERVIEWS
After shortlisting the suitable CV the technical panel shares those CVs with the
HR department which are suitable and then the HR department arranges the
interview of shortlisted candidates. An interview means it is the process of one
interaction where questions are to be asked and answered. In this step, HR
department selects the best interviewer for the interview
EVALUATION SHEET
An evaluation sheet means it is a way of getting feedback from the interviewer
about the candidate's performance once the interviewer is done HR department
shares the evaluation sheets with the interviewer to get feedback from them as
soon as possible
BGV FOR STAFF
BGV stands for the background verification of the selected candidates it
includes a reference check because it is very must for recruitment across the
country and HR should always ensure that a reference check is done before
extending the offer to a selected candidate
SALARY NEGOTIATION
Salary negotiation means it is a discussion regarding the salary of the
candidates. Salary negotiation can be done with the help of the candidate's
current CTC and their expectations from the organization in which he or she is
going to switch
PRE-OFFER MEDICATION
Selected candidates always go through this step in every organization. A medical
test is conducted for a candidate to check whether they are physically or
mentally able to do the job or not in the organization. The candidates who are
not physically fit for the job are rejected at this stage.
OFFER RELEASE
The candidate who passed all the above steps of the process of recruitment is
eligible for the job or not in the organization the candidates who are physically
fit for the job are rejected at the stage
ACCEPTANCE OF OFFER
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After releasing the offer letter candidate accepts the offer letter. Once the
candidate accepts the letter the recruitment process is done
RECRUITMENT CYCLE TIME
To bring in dynamism and effectiveness in the recruitment process. HR would
follow a specific project deadline of 30 days (from the day it had received the
approved manpower requisition) to hire a new employee.
The process-specific schedule break-up is mentioned below.
PHASE ACTIVITIES TIME FRAME
I. Role identification, JD, competency mapping, and CV 15 days
sourcing
Initial HR screening and shortlisting 4 days
Organizing the preliminary interviews 2 days
II. Organizing the final interview 2 days
De-briefing session to make the final decisions 2 days
III. Preparing the salary proposal, negotiating with the 5 days
selected candidates, and offering closure

Sometimes it may be take more than 30 days’ time because it totally depends
upon the notice period of the candidate

SOURCE OF RECRUITMENT
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At Welspun Corp Ltd. Recruitment can be done with the help of the following
source
Internal source
Internal sourcing can be done within the organization some of the internal
sourcing are
Promotion
Promotion means to give a higher position to the current employees. It is an
easier way to fill the vacancy in an organization as soon as possible. Whenever a
vacancy arises in Welspun in a particular department they give a first priority to
their experienced employee. They promote them for that position if they have a
good knowledge of that job. With the help of promotion, vacancies can be filled
within the organization and also save time of the recruitment process
REFERENCE
For filling particular vacancies employee referrals are an effective way of
sourcing the right candidates at a low cost. It is the process of hiring new
resources through the references of their employees who are currently working
with the organization. In the process at Welspun, employee employees can refer
their friends and relatives to fill up the vacant positions.
RE-HIRING
Re-hire is also known as forming employees of internal sourcing in some
situations if the organization is unable to fill the position as soon as possible the
organization re-hires their old employees for the position it is a less costly
process because the organization does not goes for any selected process or
induction process for that employee
EXTERNAL SOURCE
Whenever a vacancy is filled by outside of the organization is known as an
external source
ADVERTISING
Advertisement is a very popular external source of recruitment for every
organization the job vacancy is announced through various print and electronic
media with a specified job description and job specification of the requirements
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Using advertisement Welspun attract candidate from outside of the organization
to fill the vacancy
NAUKRI PORTALS
For sourcing the candidates may the organization use different kinds of Naukri
websites to hire the candidates. With the help of portals, organizations can
easily find out the candidate from a different location and also attract them to
apply for the job
CAMPUS DRIVE
Campus recruitment is an external source of recruitment where educational
institutions such as colleges and universities offer opportunities for hiring fresh
talent. In this process the organizations visit technical, management, and
professional institutions to recruit students directly for the new positions.

THE JOB AT A GLANCE

ROLES AND RESPONSIBILITIES
1. We were assigned our first project “Poster on Positive Thought” which we
did by using Canva and creative templates and slogans on positive
thoughts
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2. Firstly, Our Head of department explained the thought and the type of
poster which he wants from us and gave some samples of the poster to
understand us properly
3. After that our mentor from employee engagement gave us the format of
the poster length and the wreath, we should take
4. After collecting information from the mentors, I used Canva to design my
posters
5. After designing the poster I’ll go and show that to the Head
6. After his conformation poster was ready to hang in the plants
7. After completing the project, I decided to take a department in which I
wanted to work so I took recruitment to complete the internship and
learned about the process
8. After joining the recruitment team, I have to learn the policies of the
company to understand and work properly in recruitment
9. After going through the policies my mentor of recruitment gives me the
script and told me the way to talk with candidates in sourcing
10. My first sourcing call is for the apprentice which is for freshers or
students of the colleges
11. After that I Conduct interviews with the candidates who are
interested in the job
12. I shared the CV with the technical Panel for the shortlisted
13. After shortlisting the candidates, I call and Ready the candidate for
the interview
14. Arranging Interview with the technical Pannel and arrange time for
the interview
15. Conducting the interview with the candidate and technical Pannel
16. After conducting the interview Evaluation sheet will be filed with
remarks from the candidate
17. After getting the evaluation from the technical Pannel I announce the
result to the candidate
18. After announcing the result to the candidate, I Collect the documents
from the candidates
19. If a candidate is experienced then I’ll collect the last 3 months' salary
slip offer letter and increment letter
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20. If the candidate is fresher, we collect the Aadhar card photo of the
candidate
21. After collecting the documents, we send the experienced candidates
documents for background verification
22. After background verification we do the salary negotiation of the
candidates
23. After doing all the steps we realized the offer letter of the candidate
24. call the candidates to inform them of their release dates and tell
them to come on time
25. On the date of the joining of the candidate we first made their gate
pass and called the candidate to the office
26. We explain all the rules and regulations of the company and tell them
to fill out the acceptance form
27. We give the offer letter to the candidate and hand it to the operation
department for the further process
PROJECTS
DIVERSITY HIRING
My first project is diversity Hiring all over the country
We first research the ITI colleges where we have to do campus drive
After researching the colleges on different websites, we called the colleges of
Durgapur and Etah
And collected data from the colleges like the strength of the students and their
CVs after doing all this we selected one college in Durgapur and invited the other
nearby colleges students of Durgapur in the college to give their interviews
before we went to the college for the recruitment drive, we should see and
prepare something before going to the college for the recruitment
1. We should prepare the question paper on the basis of the trade in which they
do specification
2. Then covert the question paper to their respective languages and
3. Prepare the family tree for them to fill in English and Hindi languages
4. after converting and preparing both things we go to the introduction part of
the company
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5. We prepare PPT for the students with full details of the company
6. After preparing the PPT we made the video of the company introduction in
their local languages
After doing all the steps we made the budget of the PPT of the budget of the
drive and compared the actual budget to the Hypothetical budget
After doing all these things my team will to Durgapur and Etah and conduct the
recruitment drive and
My role in this drive is to help my seniors in the process and preparation of the
drive and conduct the video call on Google Meet to show them the facilities of
the hostel and campus and inshore them the safety and security out there
After going to the campus drive, we conducted interviews to the respective
plant managers of the departments and filled the evaluation sheet them
After the interviews and selecting the candidate, I inform the result to the
respective girls of the colleges and collect the documents of their Adhar Card to
check the PF of the candidates
After checking the PF, we made the final list of the candidates who came here
for the job
There are some staff and some apprentice category who are selected
After selecting them we made offer letters for the selected candidates and
decided the date of their joining
So, my first project in Welspun is Diversity Hiring
CONDUCT WALK-IN DRIVE
We conduct walk-in drives for the company to do bulk hiring and attract
candidates to our company
We prepare the plan and chart how we conduct the walk-in drive what
precautions we have to take and how we conduct our dive for this we conduct
the meeting with the head of the department and follow the instruction
First, we prepare the PPT in which we put how many positions is vacant how
much designation is there what the requirements of the positions and what
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qualification is required for the positions how much CTC we gave to them, and
what designation we are giving to them
After making the PPT of all the important points we made the budget of the
drive how much expenses there and passed the budget to the accounts
department
After doing all the basic things we made the advertisement for the newspaper
we decided 2 top selling newspapers in Gujarat in which we post the add
After designing and posting the Advertisement we made the checklist for the
walk-in drive we made 2 checklists for the drive one was for the stationary and
the other was for the drive and how things were done after making the checklist
we contacted the managers of respective and departments which have vacancy
and decide 2 managers of all the plants and departments who are going to take
the interviews after selecting the interwire we give responsibility to each and
every person who are going to take part in the walk in drive
After setting the roles and responsibilities of every person we go to the venue
check the arrangements and ready for the walk-in drive
On the day of the drive, I made the registrations made the data of the selected
candidate, and do the management in the venue to ensure that each and every
person is given an interview and managed the data of the drive we conducted
the walk-in drive for 2 days
After doing the walk-in drive for 2 days we bring the data and manage the data
of selected, shortlisted, and rejected candidates
After doing filtration we started to conducting the interviews ocf the shortlisted
and selected candidates

So, in this internship I do two major projects and gain the experience and
knowledge of Talent acquisition and recruitment process

CHALLENGES FACED DURING THE TASK AND

SOLUTION FOR THE SAME
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There were many hurdles one has to cross if he/she is doing something out of
league. And the same challenges faced by me during my internship time. So
below are some challenges that we have faced in Welspun Corp Ltd
1. Work Burden- At some point of time in the organization you will get off
work. And on initial days you cannot just take the risk of getting hit by the
manager. Everyone wants to get praised and everyone wants to get
promoted but because of work overload sometimes you fail to prove
yourself. So, in that situation what one should do?
Solution:
One should delegate some of their work to some trustworthy person who
can do their work. I have faced this thing and then I have delegated some
of my work to my co-worker.

2. Balancing Work and Personal Life: Due to having a workload we

sometimes take some work to our home and cannot give time to ourselves
or our family members. To meet the deadline, we take have a load and
work pressure which directly affects our personal life
Solution
I started to bifurcate my time accordingly. I completed all my Important
work or my Priority things in the office and started to make priorities and
according to them start my work so that all the important tasks were
completed and I maintained a work-life balance
3. Role Ambiguity: A lack of understanding about job responsibilities and not
knowing what is expected in terms of one’s job performance is identified
as role ambiguity. Sometimes it happens to me when I am not clear about
my work, exactly what I have to do, and how it will get done
Solution
For this problem I Daly asked my tomorrow's task before leaving so that I
don’t have to ask what to do and directly started my work in the morning
If I don’t clear my job and responsibilities someday, I directly ask my
manager or my offer without any hesitation because if I don’t ask it will
create problems, and in the end, it will decrease my performance.
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CONCLUSION
In every organization, recruitment plays a vital role. The study reveals that
the recruitment process at Welspun Corp. Limited is effective and
satisfactory. The HR manager of the organization has to focus on selecting
the right candidate through sources like campus drive, sourcing, and walk-
ins.
The organization’s recruitment sources are based on factors, both internal
and external. The recruitment of candidates for a particular post depends
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on the age, experience, qualifications, and percentage of the academic
year.
Human resources is becoming an integral part of an organization. Work,
functions, and tasks may be performed by a skilled person skilled in the
art. When the number of members of the organization is aware of the
more appreciative recruitment process, they can make a choice of human
resources in the right way. The employed individual may have experience
and knowledge but how to change within the organization about various
aspects such as working conditions, attitudes and behavioral
characteristics of job-performing employers, how to increase productivity,
the use of innovative technologies, and so on. When an employee is
selected it must be dedicated to a loyal organization, they must attempt to
perform their duties and have the qualities of diligence and conscience.
Finally, it may be said that the organization are required to practice
recruitment with accuracy

RECOMMENDATIONS
There are a few points that I would like to recommend to my organization
1. As there is apprentice training or apprentice hiring in the organization.
firstly, they should treat both men and women equally as in the
organization they give accommodation to female apprentices only like
food, bus, etc are all free for females and for males there is only bus and
food facility is free this must be changed. We recommend that the
salary of an apprentice is really low so give accommodation to both
male and female
2. The second recommendation is that if apprentice training is one year it
should be one year there is no extension in training period. We
recommend that either you should conform the apprentice trainee after
one year or you should tell them after the training one year is over that
they should conform them or not so that they clearly take their farther
decision
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REFERENCE
1. Management books
2. Journals
3. Articles
4. Syamala Devi Bhoganadam, D. D. (2014). A STUDY ON RECRUITMENT
AND SELECTION PROCESS OF SAI GLOBAL. International Journal of
Management Research & Review.
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5. “Effective Recruitment Strategies for Modern Organizations” by
Smith, J. (2009).
6. ANUSHYAYOGARAJAN, D. S. (2017). RECRUITMENT AND SELECTION.
A STUDY ON RECRUITMENT AND SELECTION, 10.
7. C. Siddarth, R. R. (2020). recruitment, selection. A study on
recruitment, selection, 2.
8. Syamala Devi Bhoganadam, D. D. (October, 2014). RECRUITMENT
AND SELECTION PROCESS OF SAI GLOBAL. A STUDY ON
RECRUITMENT AND SELECTION PROCESS OF SAI GLOBAL, 11.
9. Zirra Clifford Tizhe Oaya, O. J. (2017). Impact of Recruitment and
Selection Strategy on Employees’. A Study of Three Selected
Manufacturing Companies in Nigeria, 11.
10. Roma Tripathi, A. S. (2017). Recruitment and Selection Process.
Recruitment and Selection Process in Healthcare Industry, 14.
11. THIRUVENKATRAJ T.R, T. T. (April 2018). RECRUITMENT AND
SELECTION. A STUDY ON RECRUITMENT AND SELECTION,