A

SUMMER TRAINING REPORT ON

RECRUITMENT AND SELECTION PROCESS

AT

ALUDECOR LAMINATION PVT.LTD.

In Partial Fulfilment for the award of the degree of

Bachelors of Business Administration

BBA 3rd YEAR

Session: - (2021-2024)

Under the Supervision of: - Submitted By: -

SHALINI TYAGI RAHUL KUMAR THAKUR

(Assistant Professor) BBA 3rd Year

Roll No.- U21120144

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 DECLARATION

I, RAHUL KUMAR THAKUR, student of COER UNIVERSITY, Roorkee,

2021- 2024 Batch declare that every part of the Project Report
“RECRUITMENT AND SELECTION PROCESS AT ALUDECOR
LAMINATION PVT.LTD.

I was in regular contact with the nominated guide and contacted several times for
discussing the project.

Date of project submission: ________________________

(Signature of the Student)

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 ACKNOWLEDGEMENT

I Would like to express my special thanks and gratitude to my teacher guide MS

SHALINI TYAGI (Assistant Professor at COER UNIVERSITY, Roorkee)
and who provided me not only motivation but also valuable guidance to complete
this challenging project on the topic of “RECRUITMENT AND SELECTION
PROCESS AT ALUDECOR LAMINATION PVT.LTD.
In this process, I got ample opportunity to do research, which enriched and
broadened my knowledge and understanding of this area. I am sincerely indebted
to them.

Secondly, I also thank my parents and friends who always inspired and helped me
in finishing the project in time.

RAHUL KUMAR THAKUR

(BBA 3rd Year)

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 TABLE OF CONTENT

S.NO. TOPICS PAGE NO.

1. PREFACE 6

2. EXECUTIVE SUMMARY 7

3. INTRODUCTION 8

4. COMPANY PROFILE 14

5. LITERATURE REVIEW 16

6. OBJECTIVE 19

7. RESEARCH METHODOLOGY 21

8. DATA ANALYSIS & INTERPRETATION 24

9. LIMITATIONS 29

10. SUGGESTIONS 32

11. CONCLUSION 33

12. REFERENCES 34

13. BIBLOGRAPHY 36

14. ANNEXURE 37

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 PREFACE

Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to
keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in recruitment
can create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages,
or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organisations for recruiting the best potential has increased focus on innovation,
and management decision making and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the organisation.

The process of recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite a well-drawn
plan on recruitment and selection and involvement of qualified management team, recruitment
processes followed by companies can face significant obstacles in implementation. Theories of
HRM may provide insights on the best approaches to recruitment although companies will have
to use their in-house management skills to apply generic theories within specific organizational
contexts.

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 EXECUTIVE SUMMARY

This project focuses on “Procedure adopted for Recruitment and Selection at “ALUDECOR
LAMINATION PVT.LTD”. The organization has to be more responsive to the changing
scenario and latest trends in, recruitments and then of selection process. Organizational
capabilities need improvement through continuous updating of latest technique, involving latest
trends and methodologies used for Recruitment and Selection of candidates, formulating
recruitment policy and in designing an effective HR Plan as any failure in HR Planning will be
a limiting factor in achieving the objectives of the organization. Objectives in the present day
of stiff challenge from competitive market, it is ongoing process which requires proper
identification of organizational manpower requirement and also ways of hiring the efficient and
right person at the right time. The scope of the project was to collect data from the selected
employees of company, analyse the significance of the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection is all about.
Then comes the Company Profile. It consists of an introduction about the organization. Here I
have stated the history of the organization, its objectives, and capabilities of the organization.
The project provides me excellent opportunity to correlate my theoretical learning with the
ground realities of the industry and the market.

In conclusion, this project will enable one to understand the concept of Recruitment and
Selection process among the employees and simultaneously it will help the employer in
practicing them. This report will also help to understand benefits and drawbacks of present
process of the same.

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INTRODUCTION

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 INTRODUCTION

RECRUITMENT AND SELECTION

Recruitment is the process of attracting individuals on a timely basis in sufficient

numbers and with appropriate qualification to apply for jobs within an
organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization this demands more comprehensive
strategic perceptive recruitment.

Right person for the right job is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and
essential for the orderly working of an enterprise.

RECRUITMENT

MEANING: -

Recruitment means estimate the available vacancies and to make suitable

arrangements for their selection and appointment.

Recruitment is understood as the process of searching for and obtaining

application for the job, from among whom the right people can be selected.

DEFINITION: -

According to EDWIN FLIPPO, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization”.

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NEED FOR RECRUITMENT: -

 Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death, and labor turnover.
 Creation of new vacancies due to the growth, expansion and of business
activity of an enterprise. In addition, new vacancies are possible due to the
job.

PURPOSE AND IMPORTANCE OF RECRUITMENT

a) Determine the present and future requirement of the organization on

conjunction within personal planning and job analysis activities.
b) Increase the pool of job candidates at minimum cost.
c) Being identifying and preparing potential job application who will be
appropriate candidate.
d) Increase organization and individual effectiveness in the short term and
long term.

RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attraction job seekers so as to

build a pool of qualified job application. The process has five stages are – a)

Planning

b) Strategy development
c) Searching

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 d) Evaluation and control
SELECTION

Selection process is a decision-making process. This step consists of a number of

activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is the process of putting
right men on the right job. It is the procedure of matching organization
requirements with the skills and qualifications of people. Effective selection can
be done only where there is candidate for the required job, the organization will
get quality performance of employees. Moreover, organization will face less
absenteeism and employee’s turnover problem. By selection right candidate for
the required job, organization will also save time and money. Proper screening of
candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the

application and ending with the contract of employment: -

a) Preliminary test
b) Selection test
c) Employment interview
d) Reference and background
e) Analysis
f) Selection decision
g) Physical examination

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 h) Job offers
i) Employment contract
IMPORTANCE OF SELECTION

Selection is an important process because hiring good resources can help increase
the overall performance of the organization. In contrast, if there is bad hire with
a bad selection process, then the work will be affected and the cost incurred for
replacing that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can meet
the requirements of the jobs in an organization, who will be a successful applicant.
For meeting the goals of the organization, it is important to evaluate various
attributes of each candidate such as their qualifications, skills, experiences,
overall attitude, etc. In this process, the most suitable candidate is picked after the
elimination of the candidates, who are not suitable for the vacant job.

ADVANTAGE OF SELECTION

A good selection process offers the following advantages: -

 It is cost effective and reduces a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
 It provides a guideline to evaluate the candidates further through strict
verification and reference checking.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.

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A good selection process helps in selecting the best candidate for the requirement
of a vacant position in an organization.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

The major differences between Recruitment and Selection are as follows: -

RECRUITMENT SELECTION

1) Objective to attract maximum number 1) Objective is to choose best out of

of candidates. available candidates.

2) Positive process. 2) Negative or rejection process.

3) Techniques are not very intensive. 3) Highly specialised techniques are

required.

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4) Output is input for selection. 4) Output is finalising the candidates.

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COMPANY PROFILE

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 COMPANY OVERVIEW

Aludecor Lamination Pvt. Ltd., is the first in India to introduce Double Coat, Double
Bake line that ensures high-quality coating. The seed of success was sown in 2004.
Since then, Aludecor has been growing rapidly and commanding an unshaken trust.
New and unique colors, textures and properties emerge in our products manufactured
at our world class plant at Haridwar. We source our raw materials from the world's best
suppliers such as Hindalco, Henkel, Dupont, PPG, AkzoNobel, Berger Becker etc.
Our ACPs are manufactured with lead-free paints and completely recyclable materials.
Some of the components constituting our products are made of recycled material, thus
making our panels green building products.
We maintain stringent quality checks in our manufacturing processes so that our
products can pass any international standards for Coated and Composite Products.
Quality Assurance tests take place online as well as in our fully equipped labs where
tests of AAMA and ECCA standards can be conducted.

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RECRUITMENT AND SELECTION PROCESS

Selection Process-

1. Shortlisting

Once the deadline for job opening has passed, the hiring manager for the
position will screen applications to assess candidates’ eligibility against the
criteria stipulated in the job opening and will produce a shortlist of candidates
to pass the first stage of the recruitment process.

2. Competency based interviews

Interviews are competency based.

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3. Notification and appointment

At the end of the selection process, the successful candidate will receive an
offer letter.

Recruitment

All those freshers who wants to join VCE can apply through internshala.
Freshers as well as experienced candidates can join Aludecor.

After the successful screening of Aludeor application form, the concerned

authorities will organize two rounds namely: -

• Group Discussion
• HR interview

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LITERATURE REVIEW

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 LITERATURE REVIEW

1. According to Sudhamsetti. Naveen and Dr. D.N.M Raju (Jan. 2014) the
main objective of this paper is to identify general practices that organization
use to recruit and select employees. The research designs of this paper is
descriptive research design. Sample size of this paper is 150 employees.
Data analysis has bees done with statistical tools like tables, graphs etc.
2. According to Thiruvenkatraj T.J and Kumar Nirmal (April 2018) the
research design of this paper is descriptive research design. The data
collection of this paper is primary and secondary method. Sample size of
this paper is 100 employees. The study on recruitment and selection is HR
professional is having big responsibility to hire best person from the
available talent pool.

3. According to Kavya S. and Dr. Bala Koteswari (June 2017) to know the
study of recruitment and selection process following the organization. The
research design of this study is descriptive research design. Data collection
of this study is 100 employees. Sample size of this study is 100 employees.
It can be concluded that the organization is doing timeline recruitment and
selection process and provide adequate pool of quality application.
4. According to Sujeet Kumar & Ashish Kumar Gupta (November 2014)
the main objective is to identify general practices that organizations use to
recruit and selection employees. The research design of this study is
descriptive research design. Data collection of this study is primary and
secondary method the sample size of this paper is 150 employees.
5. According to Syamala Devi Bhoganadam & Dr. Dasaraja Srinivasa Rao
the aim of the paper is to study the recruitment and selection process

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followed at Sai Global Yarntex private limited. The research was done
using both primary and secondary data. Primary data was collected from 40
employees.

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OBJECTIVE

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 OBJECTIVES

Every task is taken with an objective. Without any objective task is

meaningless.

The main objectives for undertaking this project are: -

1) To know the recruitment process followed in Aludecor.

2) To know the selection process followed in Aludecor.

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RESEARCH METHODOLOGY

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 RESEARCH METHODOLOGY

Research methodology is a method to solve the research gathering data, use to

statistical techniques, interpretation and drawing conclusion about research data.
Keeping in view the objective of the study, data is collected from different sources.

The purpose of this section is to describe the methodology carried out to complete
the work. The methodology plays a dominant role in any research work. The
effectiveness of any research work depends upon the correctness and
effectiveness of the research methodology.

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 SOURCES OF DATA COLLECTION: -
The secondary data was used for collection of data.
 Secondary Data –
Secondary data is collected from Aludecor, various journals, books,
websites, government report, newspaper and other research report.
 DATA TYPE
Secondary data was collected.

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 SAMPLE SIZE
The sample size of this report can be collected from the Aludecor
lamination pvt.ltd. The sample used in this report is collected from
secondary data.
 SAMPLE TECHNIQUES
The pie chart used in the study.

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DATA ANALYSIS & INTERPRETATION

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 DATA ANALYSIS AND INTERPRETATTION

Q1) Is there a well-defined Recruitment Policy in your organization?

INTERPRETATION
An organization must have a well-defined recruitment policy corresponding to the company
and vacancy requirements. Existing employees can give fair feedback on the suitability of the
policy. Responding to it 30 out of 40 employees (75%) told that there is a sound recruitment

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policy in organization that can be evaluated by comparing skills and knowledge of new recruits
and existing employees. 8 out of 40 employees (20%) feel that the organization’s recruitment
policy is not properly defined. And rest 2 could not say about the recruitment policy. Majority
of employees felt that policy was well defined which is a great morale victory on the part of
management; still there are chances of its improvement as 20% employees have negative
opinion about the policy.

Q2) which source of recruitment is replied upon when immediate requirement arises?

INTERPRETATION
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources.

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Responding to recruitment source question, almost all the employees say that External sources
are relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 36 out of 40 employees (90%) show that External sources are
prefer for immediate opening in organization but my study suggests that internal hiring would
be better option for immediate opening in organization in which company can have sufficient
knowledge about the internal candidate and it is less costly.
Q3) The recruitment and selection process of company meets the current and legal requirements?

INTERPRETATION

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Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the company
follows different recruitment process for different positions.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum employees
are agree with this process whereas 10 out of 40 employees (25%) did not like the current
recruitment process whereas 12.5% were unable to answer.

Q4) How do you think about Recruitment and selection procedure in your company?

Sn. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

Can’t Say 12.5

Unsatisfactory 25
%

Satisfactory 62.5

0 10 20 30 40 50 60 70

INTERPRETATION

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Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the company
follows a good recruitment and selection procedure.

Analysis clearly represents that 25 out of 40 employees (62.5%) shows that maximum
employees are satisfied with this procedure whereas 10 out of 40 employees (25%) are not
satisfied with the current recruitment and selection procedure and 12.5% were unable to answer.

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 LIMITATIONS

 It is difficult to cover all the function of the company.

 Limited time.
 Limited resources.
 Limited information.
 The analysis and conclusion made by us as per our limited understanding.

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 SUGGESTIONS

 Recruitment must be done by analysing the job firstly which will make it
easier and will be beneficial from the company point of view.
 The recruitment and selection process should not be too lengthy and time
consuming.
 Company should try to use the internal recruitment process first because it
incurs less cost and act as a motivational factor to the employees.
 Provide training to employees so that they get better knowledge, skills, and
attitude.
 More emphasis should be given on internal and advertisement so that more
and more candidates apply for the jobs and it will be easy to find the right
employee among them.

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 CONCLUSION

Every company looks for an employee, who can work effectively. They are in
search of a person who has the maximum skills required for the job. After
selecting the right person, the company’s main aim is to place that person at the
right job. The main strength of any company is its employees. Effective workers
are the best route to success. For this reason, companies strives to attract and hire
the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is
people related because they don’t place more emphasis on getting the recruitment
process right. If they get the right person in the right job at the right time,
bottomline and many other business benefits are immediate, tangible and
significant. If they get the wrong person in the wrong job, then productivity,
culture and retention rates can all take a hit in a big way.

Recruitment is the process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization. And
selection the right candidates at the right time in the right place.

Employees of Aludecor are satisfied with the current/ existing recruitment and
selection process..

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REFERENCES

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 REFERENCES

1. Bhoganadam, S.D., & Rao, D.S. (2014). A study on Recruitment and

Selection process of Sai Global Yarntex Private Limited. International
journal of management Research & Review, 996-1006.

2. Gupta, A., & Kumar, S. (2014). A study on Recruitment & Selection

process with reference, 1-10.

3. Kavya S, & Koteswari, D. (2017). Effectiveness of Recruitment and

Selection process at milltec machinery pvt. Ltd. International journal of
human resources & industrial research, 47-51.

4. Naveen, S., & Raju, D. (2014). A study on Recruitment and Selection

process with reference to three industries, cement industry, electronics
industry, sugar industry in Krishna Dt Ap, m India. IOSR Journal of
Business and Management, 60-67.

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 BIBLOGRAPHY

WEBSITES: -www.aludecor.com

Name of book: -

• Human resource management by V.S.P. RAO

• Human resource by T.N. Chhabra

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ANNEXURE

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 ANNEXURE

QUESTIONNAIRE:

Kindly mark the most appropriate option, which gives the extent to which you
agree or disagree with the statement.

Q1) Is there a well-defined recruitment policy in your organization?

1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

Q2) Which source of recruitment is relied upon when immediate requirement

arises?

1. Internal

2. External

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Q3) The recruitment and selection process of company meets the current and legal
requirement?

S.No Options
.

1. Agree

2. Moderately

3. Disagree

4. No opinion

Q4) How do you think about Recruitment and selection procedure in your
company?

S.No Options
.

1. Strongly Agree

2. Agree

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3. Disagree

4. No Opinion

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