Beruflich Dokumente
Kultur Dokumente
ON
AT
Submitted to
Jiwaji University
Gwalior
Administration
2017-19
Submitted By
Ragini Sen
This is to certify that, this Summer Internship Report entitled “RECRUITMENT IN OUTLOOK
carried out by me under the supervision of MR. AJAY KUMAR S ING H , Deputy Manager
Out look Publishing India Pvt Ltd. The contents of this report, in full or in parts, have not
been submitted to any other Institute or University for the award of any degree or diploma.
RAGINI SEN
Date:
CERTIFICATE FROM FACULTY GUIDE
This is to certify that MISS. RAGINI SEN Student of MBA program has completed her summer
training of 6 Weeks from 25-May-2018 to 10-July-18 and prepared this report entitled
Recruitment process in Outlook under my guidance.
His/ her performance during the training was excellent.
Date:
(Signature of Faculty Guide…………………………….)
Name of Faculty Guide
UNDERTAKING FOR THE SUBMISSION OF TRAINING
CERTIFICATE
To,
The Training and Placement Officer
Prestige Institute of Management
Gwalior
Date:
Yours Sincerely
Behind every achievement lies an unfathomable sea of gratitude to those who have extended
their support and without whom it would never have come into existence. To them we say our
words of gratitude.
This report bears sincere thanks to several people who have made the contribution towards its
completion.
I would like to express my gratitude to Prestige Institute of Management Gwalior for including
internship program as a credit course which has provided an opportunity to gain practical
working experience in the organization
I would also like to acknowledge the support and guidance of MR. AJAY PATEL, Deputy
Manager and MISS. PARUL, Team Leader Outlook Publishing India Pvt Ltd. Without their help
and encouragement it would have been practically impossible to complete this project.
Last but not least I am also thankful to the PROF. AMRITA SHRIVASTAVA, faculty guide who
have extended her kind help, guidance and suggestion without which it could not have been
possible for me to complete this report.
RAGINI SEN
Gwalior
Table of Content
Declaration i
I
Certificate from faculty guide ii
Certificate from the industry iii
Acknowledgement iv
Table of content v
Chapter 1: Introduction to organization
Industry Profile 7-10
History of organization 11-13
About outlook publication 14-15
Chapter 2: SWOT analysis
Print Media, as anyone can understand is one of the most important factors coming through in
the way a nation works. Newspapers, magazines, books etc. are read by a lot of people and are
certainly one of the most trusted mediums of National and International News.
India has a vast array of Print Media with Thousands of Magazines and Newspapers in
circulation. Top Notch Journalism, great reporting, press unity and a very strong network is what
makes Print Media so much of a success even today in the age of Television and the Internet. It
is also said that Print Media also helped literacy and undoubtedly the General Knowledge of the
average person in India.
The newspaper with the largest Circulation in India is Dainik Jagran, having near about Two
million readers. Next comes Times of India, an English newspaper, followed by Dainik Bhaskar,
another Hindi Newspaper.
India has a lot of regional newspapers and magazines as well in a lot of languages. Therefore
there is something out there for everyone to read!
The Indian Media and Entertainment (M&E) industry is a sunrise sector for the
economy and is making high growth strides. Proving its resilience to the world, the Indian M&E
industry is on the cusp of a strong phase of growth, backed by rising consumer demand and
improving advertising revenues. The industry has been largely driven by increasing digitization
and higher internet usage over the last decade. Internet h a s a l m o s t b e c o m e a
m a i n s t r e a m med ia f o r entertainment for most of the people.
The Indian media & entertainment sector is expected to grow at a Compound Annual
Growth Rate (CAGR) of 14.3 per cent to touch Rs 2.26 trillion (US$ 33.9 billion) by 2020, while
revenues from advertising is expected to grow at 15.9 per cent to Rs 99,400 crore (US$ 14.91
billion).Over FY 2015-20, radio will likely grow at a CAGR of 16.9 per cent, while digital
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Advertising w i l l g r o w s a t 3 3 . 5 per c e n t . The l a r g e s t s e g m e n t , I n d i a ’ s
t e l e v i s i o n i n d u s t r y, i s
Expected to grow at a CAGR of 15 per cent, while print media is expected to grow at a CAGR
of
8.6 per cent. India is one of the highest spending and fastest growing advertising market globally.
The country’s expenditure on advertising is estimated at 15.5 per cent in 2016, and is expected to
grow by 11.2 per cent in 2017, based on various media events like T20 Cricket World Cup, the
Indian Premier L eagu e ( IPL) and State elections. Television segment, which continues to
hold highest share of spending, is expected to grow by 12.3 per cent in 2016 and 11 per cent in
2017, led by increased spending by packaged consumer goods brands and e-commerce companies.
The Foreign Direct Investment (FDI) inflows in the Information and Broadcasting (I&B) sector
(including Print Media) in the period April 2000 – December 2016 stood at US$ 6.3 billion, as
per data released by Department of Industrial Policy and Promotion (DIPP).
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Readership Survey
The Readership Studies Council of India (RSCI), formed jointly by the Media Research Users
Council (MRUC) and the Audit Bureau of Circulations (ABC), has announced the launch of the
world’s largest continuous survey of media usage, product consumption and ownership – Indian
Readership Survey (IRS).
The survey increased its sample size by 40% at an ‘An l India’ level, targeting a total of 3.30
laky respondents, across 91 Individual Districts and 101 District Clusters. Speaking on the
launch of the IRS 2016, I Venkat, Chairman, MRUC said, “The Indian Readership Survey is one
of the most definitive surveys for print media; consumer demographic profiling and
product consumption habits, anywhere in the world. India is one of those unique markets where
the print medium is growing consistently even though we are on the brink of a digital
revolution. After consultations with all relevant stakeholders we have finalized our research design
and begun the field work. IRS is the only industry recognized readership and consumer profiling
survey in the country and the team has worked hard to ensure it meets the high standards
expected of it.” To ensure reliability of the IRS, the technical committee has enhanced the
process of back-checks and included a third party auditor for monitoring the end to end
process of survey design and quality control checks. The survey has also added numerous safety
enhancement layers, powered by technology. Some of these include a tracker for GPS
locations of interviewers, enhanced
Audio recording and electronically addressed forms.
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About RSCI
The Readership Studies Council of India (RSCI) is an industry body formed jointly by the Media
Research Users Council (MRUC) and the Audit Bureau of Circulations (ABC) to bring out the
Indian Readership Survey (IRS).
About MRUC
Media Research Users Council (MRUC) is an industry body created with the purpose of
providing its members with credible and consistent research enabling critical marketing and
business decisions. Established in 1994, the C o u n c i l h a s members r e p r e s e n t i n g
a d v e r t i s e r s , agencies, publishers and broadcasting industries.
About ABC
ABC, founded in 1948, is a not-for-profit organization certifying circulation figures for member
publications, through a process of audit.
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HISTORY OF THE ORGANIZATION
P rofile of Rajan Raheja Group
The Rajan Raheja Group is led by Mr. Rajan Raheja, a renowned businessman involved in the
Real Estate Development business for over 3 decades. The company diversified into
manufacturing and financial services over the last two decades. The emphasis is on setting up
focused companies, which aim to be profitable leaders in their respective fields with a long term
outlook. All Group Companies are professionally managed by independent CEOs.
Most of the Group Companies has a leading position in Market share, Technology, Brand,
Distribution or Profitability.
It's an entrepreneurial journey that has spanned both 'old' and 'new' economies -- building
successful brick-and-mortar businesses to exploring the frontier world of convergence
technologies. The Rajan Raheja Group made its beginning in the construction business. After
building a huge presence in the realty market, the Group diversified laterally into manufacturing,
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financial services and media -- each venture initiated, and executed, to fulfill the objective of
Assuming leadership in core areas.
H&R Johnson (India) Limited is the top name in ceramic tiles in India.
Exide is the strongest brand of batteries in the automotive and industrial field.
Co-promoters of Supreme Petrochem Ltd. along with Supreme Industries Ltd,
largest processor of plastic materials in India.
The Group also joined hands with Oberoi Hotels as co-promoters of Trident
Hotels and luxury resort Rajvilas, which Coned Nast Traveler ranked as one of the
25 best villa hideaways in the world.
Prism Cement Ltd. has a production capacity of 2.5 millio n tonnes.
The Group is a Co-promoter of Sonata Software Ltd, one of the leading
software companies in India.
as owners and operators of a fiber optic cable network in Kerala through Asia net
Satellite Communications, the group is also a significant stakeholder in the
growing convergence business in India.
Co-promoters of RMC Ready-mix (India) Pvt. Ltd. along with RMC Group plc,
U.K, the world’s largest manufacturer of Ready-mixed concrete.
Hathaway Cable & Dotcom Pvt. Ltd has extensive cable network in 6 major
cities and 7 large towns across India.
Globes Stores Pvt Ltd. is India’s one of the largest apparel brand chain.
A 50% JV with the ING group of Netherlands in ING Life Insurance. The venture
is already the 5th largest insurer in India.
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Rajan Raheja Group Companies
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About the Company: OUTLOOK PUBLICATIONS
In October 1995, group company Hatchway Investments Private Limited entered the print media.
OUTLOOK, a weekly newsmagazine headed by Lt.Vinod Mehta, galvanized a sluggish market
reeling under the impact of satellite TV.
OUTLOOK quickly carved a significant niche for itself among discerning readers who value its
in-depth, investigative reporting as well as its stylish visual format. Known to be fiercely
independent, OUTLOOK has shaken the establishment on events ranging from Kargil to
Kashmir to cricket, sensitized the reading public to important issues like big dams, education and
gender, and provided an unremitting focus on South Asian geopolitics.
Today, OUTLOOK is the preferred magazine of 1.5 million readers in India, and sells more than
11.2 millio n Copies over the year.
Geographical presence:
Outlook is present in both PAN and urban India, with annual turnover of Rs.10 crore (approx.)
Having over 4.8 million subscribers.
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OBJECTIVES OF THE ORGANIZATION
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SWOT Analysis of the Company
STRENGTHS:
● Published on Fridays so it covers special news and events which take place especially on
Friday. News of stock market as it closes on Friday, courts close on Fridays and also new movies
are released on Friday. Hence it is the biggest strength for outlook.
● It had been famous for sensational stories like the “Kargil Bungle” and the “match fixing
controversy”.
● It offers very good subscription schemes with highly attractive gifts with them.
● It has distinguished and specialized magazine like Outlook Traveler, Outlook Money.
● Outlook traveler has been awarded international awards for best selling magazine.
● The survey has shown that 93% of readers retain all past issues of Outlook Money and this is
its distinguishing characteristic.
WEAKNESSES:
● It is on a back hand from India today Hindi in Market share of Hindi magazines.
● From the survey it has come out that the Quality of content is not good.
● Even magazine’s paper quality, print quality and coverage have not been considered up to the
mark.
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OPPORTUNITIES:
● As Outlook has distinguished products like Outlook Traveller and Outlook Money, so the
company should focus more on it.
● As its near competitor India today has major market share in Hindi magazine segment so
Outlook should focus on English magazin segment.
● Should focus on quality of the content and this will eventually turn up the sales and popularity
of the magazine. Keep offering good Promotional schemes to retain their customers and also to
attract new ones.
● Outlook can increase its product line by launching new magazines with some innovative
thinking.
THREATS:
● India today is its near competitor which has a well-known name and it has been in this
publication business for more than thirty years.
● India today Hindi covers major market share leaving little future prospect for Outlook Hindi.
● Perception of readers that Outlook favors congress party and does not write anything against it.
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RECRUITMENT
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
Recruitment is a ‘linking function’, joining together those with jobs to fill and those seeking jobs. It
is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to
encourage the former to apply for a job with the latter. In order to attract people for the
jobs, the organization must communicate the position in such a way that job seekers respond. To
be cost effective, the recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out. Thus, the recruitment process
begins when new recruits are sought and ends when their applications are submitted. The
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PURPOSE OF RECRUITMENT AND SELECTION:
Determine the present and future requirements of the organization on conjunction with its
Help increase the success rate of the selection process by reducing the number of visibly under
Help reduce the probability that job applicants, once recruited and selected, will leave the
Meet the organization’s legal and social obligations regarding the composition of its work
force.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Increase organizational and individual effectiveness in the short term and long term.
Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.
SOURCES OF RECRUITMENT:
The following are the most commonly used methods of recruiting people.
INTERNAL METHODS:
This refers to the filling of job vacancies from within the business - where existing employees are
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A business might decide that it already has the right people with the right
skills to do the job, particularly if its training and development programme has been effective.
This is a method of filling vacancies from within through transfers and promotions. A
transfer is a lateral movement within the same grade, from one job to another. It may lead to
changes in duties and responsibilities, working conditions, etc., but not necessarily salary.
Promotion involves movement of employee from a lower level position to a higher level
Job Posting
Job posting is another way of hiring people from within. In this method, the organization
publicizes job opening on bulletin boards, electronic method and similar outlets. One of the
important advantages of this method is that it offers a chance to highly qualified applicants working
within the company to look for growth opportunities within the company.
Employee Referrals
recommendation from a current employee regarding a job applicant. Employees working in the
organization are encouraged to recommend the names of their friends, working in other
organizations for a possible vacancy in the near future. In fact, this has become a popular
way of recruiting people in the highly competitive industry nowadays. Companies offer rich
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EXTERNAL METHODS:
This refers to the filling of job vacancies from outside the business. Most businesses engage in
external recruitment fairly frequently, particularly those that are growing strongly, or that operate in
Campus Recruitment
placement centers. Here the recruiters visit reputed educational institutions with a view to
Advertisements
These include advertisements in newspapers; trade, professional and technical journals; radio and
television; etc. The ads generally give a brief outline of the job responsibilities, compensation
package, prospects in organizations, etc. This method is appropriate when (a) the organization
intends to reach a large target group and (b) the organizations wants a fairly good number of
Employment Agencies
These businesses specialize in recruitment and selection. They often specialize in recruitment for
specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates
based on the people registered with the agency. They also supply temporary or interim employees.
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Recruitment Consultancies
Companies give their manpower requirements to Placement & Recruitment Consultants who
Companies generally receive unsolicited applications from job seekers at various points of time;
the number of such applications depends on economic conditions, the image of the company
and the job seeker’s perception of the types of jobs that might be available etc. Such
applications are generally kept in a data bank and whenever a suitable vacancy arises, the
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STEPS IN RECRUITMENT PROCESS
Manpower planning is done to identify the vacancies arising out of business needs. Each
department undertakes manpower planning every year. Manpower planning may be necessitated
due to separation in the form of resignation, termination, transfers etc., expansion / reorganization,
time bound jobs of temporary nature / leave vacancies, retirements (premature or on attaining the
58 years of age). Annual manpower budget, including current staff strength, is prepared by the
Business Head and approved by the Budget Committee comprising of Business Heads / Corporate
The department head identifies the need for hiring based on Manpower Hiring Plan (Manpower
Budget). The vacancies can be arising due to resignations, terminations and retirement of
employees.
The department head review the requirement for the position and the need to fill the vacancy. He
checks whether the requirement is as per Manpower Hiring Plan (Manpower Budget). Then, Head
of the Department raise a Manpower Requisition Form in a standardized format and forward the
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STEP 4: SOURCING OF SUITABLE CANDIDATES
The HR Executive considers and assesses the best way of attracting a pool of suitably qualified
candidates, who will meet the needs of the business. Depending on the nature of the position/grade,
volumes of recruitment and any other relevant factors, the Regional HR would use any one or
o Employee referral as per any company scheme that may be approved from time to time
media
A list of resourceful / quality consultants with agreed rate of commission is prepared by the HR
Executive based on specialization in the manufacturing Industry, past history, market reputation
The HR Executive forward the JD’s to the placement consultants and collect the resumes or
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STEP 6: SCREENING OF RESUME
The HR Executive screen the resumes as per JDs and MRF and shortlist profile fit. He verifies
whether the candidate has appeared for an interview with the company previously from the
application database. If the candidate has appeared for an interview previously, then review the
feedback from the Interview Assessment Form (IAF) and other documents filled.
The HR Executive forward all the HR-Short listed resumes to concerned HOD with resume
snapshot attached in mail with a copy to VP function, Head HR and Manager HR. The Concerned
HOD shortlists the candidates to be called for an interview as per requirement for the Job and
forwards the list to HR Department. The HR Executive prepares the Interview Calendar and
forwards it to the Concerned HOD and HR Manager with copy to HR Head and VP function.
The HR Executive obtains a tentative schedule from Concerned HOD and Head HR for
interviewing the candidates. He asks the consultants to line up the short listed candidates on
scheduled interview date. Regular follow up is to be done with candidates by the HR Executive to
The HR Executive in consultation with the concerned department will set up an interview panel
consisting of HR Head / Manager and Department Head / Manager. On the date of Interview, the
HR Executive circulates the Application Blank and Travel Reimbursement Form to the
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candidates for procuring information about the candidate. The HR Executive forwards the
Interview Assessment Sheet to the Interview Panel. The interview panel assesses the candidate
based on the factors mentioned below, in a prescribed format and gives its recommendations for
approval.
Attitude
Knowledge
Communication
Experience
Team spirit
Loyalty expectation
Initiative
The HR Executive coordinates the interview process. The HR Executive collects all filled TRF’s
with Original bills (Tickets) from the candidates and gets those forms approved by HR Head and
forward the approved TR list along with the filled Travel Reimbursement Forms and original bills
If the candidate is rejected, the HR Executive communicates the same to the candidate and files the
Interview Assessment Sheet, application blank along with resume of candidate in the Application
Database.
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STEP 10: MAKE OFFER OF EMPLOYMENT
The Concerned HOD and Head HR make verbal offer to the shortlisted candidate and discuss other
terms and conditions of employment. If the candidate accepts the offer then conduct reference
If the shortlisted candidate rejects the offer due to salary reasons, the HR Head renegotiate salary
with the candidate, if suitable, along with other terms and conditions.
Reference checks of the final short listed candidate are conducted by Head-HR. The candidate is
asked to mention in his application blank, the names and addresses of two or more persons who
know him well. These may be his previous employers, heads of education institutions or public
figures. These people are requested to provide their frank opinion about the candidate without
incurring any liability. The opinion of referees can be useful in judging the future behavior and
performance of candidate. If the result of reference check is positive then continue with the
induction process. If the result of reference check is negative, then withdraw the offer and send
The selected candidate will be given an intent letter with prescribed details as given below:
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Place of initial Posting
Details of the testimonials and other documents to be submitted at the time of joining.
The selected candidate is sent for a medical checkup at reputed hospitals before final selection /
issuance of letter of intent or after final selection / issuance of letter of intent. In case the candidate
is declared unfit for employment the offer / intent letter will stand cancelled.
On the date of joining the employee is issued an appointment letter by the HR Head. The
appointment letter include all the terms and conditions governing employment including
Designation, Department, Salary & Scale of Pay, Date of appointment, Probation, Medical Fitness,
Retirement, Termination of Services, Secrecy, Transfer etc. All new joiners undergo an induction
program as per requirement soon after joining the organization. Induction program is done by HR
the process of induction, the new member is briefed about the following:
2. Geographical familiarization
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3. Organizational Policy & Procedures
6. The induction process shall begin by verification of the following original merit
Educational certificates
One passport sized photographs (each) of spouse, dependent children (if applicable) for
Relieving letter from the previous employer (If the relieving letter is not available,
Copy of experience certificates for all the previous employments (if applicable)
TDS certificate and Form 16 from previous employer (or Salary certificate)
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RECOMMENDATIONS & SUGGESTIONS
White Spaces are delays in hiring process that are unproductive, waste time, and virtually assure
you'll lose talented candidates. Often the longest delays occur between critical selection events. For
example, a recruiter may need several weeks to screen a few resumes from the Web job boards, or
candidates who make it through screening may wait weeks to interview with a hiring manager.
Here at Escorts Construction Equipment Limited, the delays occur when the outstation candidates
are called for interviews at Regional branches like Delhi and Faridabad. Sometimes, because of
busy schedule of senior managers and sometimes because of tight schedule of candidate, the
interview has to be postponed. This delay could be minimized by scheduling interviews in the
regional locations. It is recommended to reduce the turnaround time for the recruitment and
selection process. It must be made mandatory for the candidates to take the test, filling up forms etc
within the stipulated time, this will make sure that the candidates do not hold casual attitude and
take the recruitment process more seriously. Additionally it will send across a positive image about
the company.
Since the limited placement agencies are sourcing candidates to all construction companies, there
often comes the problem of duplication of data. Therefore it is recommended that more and more
consultants should be tied up from multiple segments to attract large pool of new and fresh talent.
It is observed that the candidates sourced by placement agencies and send for further rounds of
interviews are rarely found suitable by the hiring managers. Therefore it is recommended that these
placement agencies be given a well drafted job description and job specification. This can also be
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circulated to internal employees under the employee referral scheme. This will help people to get a
Pre-offer documentation includes filling of a lengthy Application Blank which includes all
personal, educational and professional details of candidate. This is very time consuming and even
after taking these details from candidate it’s not sure that offer will be made or not..
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CHALLENGES FACED BY HR IN RECRUITMENT PROCESS
Adaptability to Globalization
The HR professionals are expected and required to keep in tune with the changing times, i.e. the
changes taking place across the globe. HR should maintain the timeliness of the process
Lack of Motivation
department or professionals are not thanked for recruiting the right employees and performers.
Process Analysis
The immediacy and speed of the recruitment process are the main concerns of the HR in
recruitment. The process should be flexible, adaptive and responsive to the immediate
Strategic Prioritization
The emerging new systems are both an opportunity as well as a challenge for the HR professionals.
Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has
The number of highly talented professionals is less. All the big MNC's are trying to attract these
people with high salaries, perks, incentives etc. There is a tough competition among these
companies to get these candidates on their roles. These days, it’s not just salaries which will pull
the candidate in but various factors like brand, culture, location, job security, reputation of the
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LEARNINGS & EXPERIENCES
Every endeavor undertaken to accomplish challenging goals, can only be successful under the
Construction Equipment Limited. As learning never stops, my learning at ECEL has come from a
lot of exposure, on the job training and close interaction with the HR department. In brief my
o Observed the Interview Process for Product Support & Sales vacancy.
o Understanding of profiles.
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CONCLUSION
Success of every business enterprise depends on its human resource. Recruiting and selecting the
right people for your business is a challenge. Finding the right man for the job and developing him
helps the line managers to work most effectively in accomplishing the primary objective of the
enterprise. In order to harness the human energies in the service or organizational goals, every HR
organization. Thus, personnel functions recruitment and selection, when carried out properly,
would enable the organization to hire and retain the services of the best brains in the market.
opportunities, create a positive image of the company, provide enough information about the jobs
so that applicants can make comparisons with their qualifications and interests, and generate
enthusiasm among the best candidates so that they will apply for the vacant positions. Recruitment
represents the first contact that a company makes with potential employees. It is through
recruitment that many individuals will come to know a company, and eventually decide whether
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ANNEXURES
QUESTIONNAIRE
-- Yes -- No
-- To some extent
-- Internal -- External
-- Both
3. What are the external sources you use for the recruitment?
4. Does ECEL adopts Internal Recruitment Source i.e. Transfer, promotion or employee
referrals?
-- Yes -- No
5. Potential Candidates in the organization are generated through the following recruitment
sources:
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(Rank them based on the number and quality of candidates generated and also roughly
specify the percentage mix of each of the following sources adopted. For e.g. If the
organization get maximum quality candidates from Job Portals, then put ranking 1 and
1. Advertisements
2. Employee Referrals
3. Job Portals
4. Placement Consultants 1
5. Direct Applicants 3
6. Campus Recruitments 2
6. Rank the Qualities in the order of your preference on the basis of which you select the
candidate.
1. Attitude 1
2. Experience 3
3. Knowledge 2
4. Communication 5
5. Loyalty Expectation 6
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6. Present Ability 8
7. Initiative 4
8. Team Spirit 7
-- Yes -- No
8. What are the challenges you face while managing your manpower?
-- Attrition -- Recruitment
-- Replacement -- Absenteeism
-- 1% - 5% -- 5% - 10%
1. Market Condition 2
3. Inefficient Supervisor 3
5. Lack of Motivation 6
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7. Inept work environment 7
8. Others if any
11. Out of total recruitment in a year, what is the percentage of internal recruitment?
-- 0% - 5% -- 5% - 10%
12. What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for joining
job)
-- 10% - 15%
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DAILY WORK SHEET FOR SUMMER TRAINING REPORT
3 27/05/2018 Sunday
10 03/06/2018 Sunday
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18 11/06/2018 We call customers and convince them to take subscription
24 17/06/2018 Sunday
31 24/06/2018 Sunday
38 01/07/2018 Sunday
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40 03/07/2018 We call customers and convince them to take subscription
45 08/07/2018 Sunday
Remark:
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WEEKLY WORK REPORT FORMAT
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Thanks and Regards,
Yours Sincerely
RAGINI SEN
2. Whether the Student get the approval for Topic of Summer Training
a. YES
b. NO
3. Kindly mark the performance of the student for following Parameters on a scale of 1 to 5
a. Regularity and Punctuality during training including reporting and submission of Weekly
wok report
1 2 3 4 5
b. Openness for Learning and Acceptability of task allotted
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1 2 3 4 5
1 2 3 4 5
d. Behavior
1 2 3 4 5
1 2 3 4 5
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………
Date:
Place:
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