PROJECT

ON
A STUDY ON CUSTOMER PREFERENCE TOWARDS CADBURY’S
AND NESTLE CHOCOLATES

(Submitted In Partial Fulfillment of The Requirements

of Bachelors of Business Administration)

Bachelor of Business Administration

Session 2021-2024

SUBMITTED TO: SUBMITTED BY:

Controller of Examination Harsh
Gurugram University, Gurugram Roll no - 1210321010014
University roll no –
211270250014
Dronacharya Government College ,
Gurugram
 DECLARATION
I hereby declare that the project title “A STUDY ON CUSTOMER
PREFERENCE TOWARDS CADBURY’S AND NESTLE CHOCOLATES ”
is original and bonafide work carried out by me.
Under the able
guidance of Mrs. Varsha Bansal in partial fulfillment of the
requirement of degree of BBA at DRONACHARYA
GOVERNMENT COLLEGE, GURUGRAM

I also declare that this training is a result of my effort and no part

of this project has been published earlier or been submitted as a
project by me for any degree or diploma in any institute or
university.

HARSH
1
This is to certify that Mr. Rajat Sharma from DronacharyaGovernmentCollege,
Gurugram has successfully completedher Internship in Recruitment & Selection at
Numpy Technologies Pvt. Ltd. from July 20th 2022 to September 03 2022.

This internship certificate is being presented to her following a detailed examination to

test the concepts taught to her during the course of the internship program and her
ability to apply them in a real-time environment.
Her association with us was very fruitful and we wish her all the best in her future
endeavors.

Yours Sincerely,

2
 EXECUTIVE SUMMARY

I have done this training mainly to determine the on boarding

professor Mrs. Varsha Bansal.

The training is based on “A STUDY ON CUSTOMER PREFERENCE

TOWARDS CADBURY’S AND NESTLE CHOCOLATES ”.

It is a Company limited by Shares having its registered office at

Gurugram- 122052 Haryana, India. It is further classified as a
Non-government company.
The report is based on “A STUDY ON CUSTOMER PREFERENCE
TOWARDS CADBURY’S AND NESTLE CHOCLATES” process. The
purpose of this report is to understand how the recruitment &
selection process are being determined .

I also conducted my research focusing mainly on awareness of

SAI ENTERPRISE All of the collected data are analysed in an
interesting and purposeful manner.

Finally I have provided Findings, Conclusions and Recommendation

To make this training research more useful.

3
 PREFACE

In DRONACHARYA GOVERNMENT COLLEGE, GURUGRAM, BBA has

been designed keeping in mind the requirement of the companies
in the world at large. We, as students of DRONACHARYA
GOVERNMENT COLLEGE, GURUGRAM, are required to undergo a
summer
internship in any industry related to our fields of interest after the
completion of 4th semester where the students have to prepare a
training report choosing a particular area of specialization.

I have done my summer training on “ A STUDY ON CUSTOMER

PREFERENCE TOWARD CADBUSY’S AND NESTLE CHOCOLATES”
This period was marked by good experience of Exposure and joy.

The first benefit is that I have got exposure and it has provided
me with an opportunity to know the environment, the practices,
the system and problems occurred in an organization.
CERTIFICATE
This is to certify that HARSH , student of BBA-5 semester, Roll
No 211270250014 has worked under my guidance on the

4
project entitled “”. The project is completed in the partial
fulfilment for the requirement of the degree of BBA

I wish him/her all success in life.

5
 ACKNOWLEDGEMENT
It is my proud privilege to express my sincere gratitude to all
those who helped me directly or indirectly in the completion
of this project report.

I am greatly indebted to my teacher my project guide for her

support, guidance and valuable suggestions by which this
work has been completed effectively and efficiently. These all
contributions are of immense value.

I owe thanks to my friends and staff of the banks for providing

the required data to complete this project.

6
 DECLARATION

I HARSH a student of fifth semester, Bachelor Of

Business Administration, Roll No 211270250014 of
Dronacharya Government College, under the Gurugram
University.
Gurugram declare that the project report entitled “A STUDY
ON PREFERENCE TOWARD’S CADBURY’S AND NESTLE
CHOCOLATES” being submitted by me is an original piece of
work done by me. The matter presented has not been copied
from any existing report. However, extracts of any literature
which has been used for this report has been duly
acknowledged providing details of such literature in the
references. Also, this project report has not been submitted for
the fulfillment of the requirements for the reward of any other
degree or diploma to any other
college/institution/university

Signature

7
 HARSH

8
 TABLE OF CONTENTS

Name of the Chapter Page No 1.0 Report Preview 10

1.1 Introduction 10
1.2 Origin of the report 10
1.3 Objective of the report 11
1.4 Scope of the study 11
1.5 Significanceof the study 12
1.6 Sources of data 12
1.7 Findings 13
1.8 Limitations 15
1.9 Suggestion and recommendations 16

2.0 Organization overview 18

2.1 History of the Company 19

2.2 Vision & Mission 21

3.0 My Job Responsibilities At 22

NUMPY TECHNOLOGY PVT. LTD.

4.0 Recruitment & Selection 24

4.1 Recruitment 24
4.2 Selection 26
4.3 Difference Between Recruitment 27
& Selection
 TABLE OF CONTENTS

Name of the Chapter Page No

10
5.0 Recruitment & Selection Process in 29
Numpy Technologies Pvt. Ltd
5.1 Human Resource Management Process 29
5.2 HR planning in NTPL 29
5.3 Recruitment & Selection Process 30
5.4 Recruitment process 31
5.5 Internal Source 33
5.6 External Source 34
5.7 Selection Process 36
5.8 Joining of the Candidate 38
6.0 Industry Profile 42
ResearchMethodology 46
Objectives of Report 48
Conclusion 49
Bibliography 50
CHAPTER 1 ( Report Preview )
1.1 Introduction:
You have to be very careful with our strategy in this business world.
Every company in each and every industry takes different strategies
to survive in this dynamic world. Most of the companies are now
using different HRIS in their operation to make their business more
effective and efficient. Even some companies start a business
transforming program to get a competitive advantage over their
competitors. This report is actually made to present the work life
condition of Numpy Technologies Pvt. Ltd. This report is a study of
the
recruitment process, supportive management, and working
environment in the context of Numpy Technologies Pvt. Ltd. I have
focused on the current HR practices that NTPL is performing in
their recruiting process to make their employee enforce more
productive.

1.2 Origin of the report:

The main purpose of the internship program is to get the student
exposed to the job world. Being an intern the main challenge was
to translate the theoretical concepts into real life experience. An
internship is like a glimpse of the real job The
Real Purposes of the Internship Program are:
A) Practical knowledge about the job responsibility.
B) To experience the real corporate world.
C) To compare the real situation with the lessons learned in the
Academy
D) To fulfill the requirement of BBA Program.
This report is the result of TWO months long internship program
conducted in Numpy Technologies Pvt. Ltd. and is prepared
12
as a requirement for the completion of the BBA program of
DRONACHARYA GOVERNMENT COLLEGE, GURUGRAM
1 .3 Objective of the report:
Based on two objectives I have prepared this report:
Primary Objective:
The main objective of this report is to provide necessary
information about the procedures of Recruitment and selection
techniques followed by the Numpy Technologies Pvt. Ltd through
the HR Department and recommendation Secondary Objective:
a) To have a clear view about what is actually happening in the field
of HRM of the selected business organization.
b) To collect information and insight about the Recruitment &
Selection function of the organization.
c) To experience different Recruitment & Selection system those are
being followed by Numpy Technologies Pvt. Ltd
d) To relate the theoretical knowledge with the real life experience
of the Recruitment & Selection process of Numpy Technologies
Pvt. Ltd.

1.4 Scope of the study:

This report is sort of a real life case study, which means it is the
illustration of the real scenario of the selected organization. So
the scope of this report is limited. The first scope of this report is
to have practical experience about how a research is done in the
business organizations. The report has the scope to cover
different aspects of HRM, which includes HR practices like
Recruitment, Selection. It was part of my academic program to
learn HR practices of Numpy Technologies Pvt. Ltd to understand
a real life scenario of the business world. Hence, this report does
not go into the deep of the HRM activities of the selected
company, it is beyond this report’s scope to make focused

14
 suggestions or recommendation other than relating the
observed and reach to a conclusion.
1.5 Significance of the study
This report will be useful for the Human Resource Department of
Numpy Technologies Pvt. Ltd, the employees, the Company and
the Community as a whole. What are the ongoing HR policies in
Square Toiletries and what can be done to improve their
strategy? The recommendations I am going to offer some of
them might be beneficial to the company to perform better and
will be effective to know the flaws from inside.

1.6 Sources of Data

The study is conducted in a systematic procedure starting from
selection of the topic to final report preparation. The integral part
was to identify and collect data; they were classified, analyzed,
interpreted and presented in a systematic manner to find the vital
points. The overall process of the methodology followed in the
study is explained further.
Sources of Data:
Data are collected from both primary and secondary sources –
1.6.1 Primary Sources
• Observation of the organization.
• Discussion with officials and concerned experts.

1.6.2 Secondary Sources

• Annual report
• Newspapers
• Internet
• Textbook

15
 Collection of Data:
Primary data I collected from observation method, face to face
communication with the officials. Secondary data was collected from
Square toiletries websites and other related websites and documents.
1.7 FINDINGS
Research Findings:
1) Recruitment sources the characteristics of applicants
attracted.

2) Recruitment materials have a more positive impact if they

contain more specific information.

3) Organization image influence applicants initial reactions to

employers.

4) Applicants with a greater number of job opportunities are

more attentive to and more influenced by early recruitment
activities.

5) Recruiter demographics have a relatively small effect on

applicants attraction to the organizations

6) Realistic job previews (e.g. brochures, videos group

discussions that highlight both the advantages and the
disadvantages of the job) reduce subsequent turnover.

7) Applicants will infer job and organizational information

based on the organizational image projected and their early

16
 interactions with the organizations if the information is not
clearly provided by the organizations.

8) Recruiter warmth has a large and positive effect on

applicant's decisions to accept a job.

17
Practical Applications:

1) Use sources such as referrals (e.g. From current employees) that

yield applicants less likely to turnover and more likely to be
better performed

2) Provide applicants with information on aspects of the job that

are important to them, such as salary, location, and diversity.

3) Ensure all communications regarding an organization provide a

positive message regarding the corporate image and the
attractiveness of the organization as a place to work.

4) Ensure initial recruitment activities (e.g. Web site, brochure, on-

campus recruiting) are as attractive to candidates as later
activities.

5) Worry less about matching recruiter / applicant demographics

and more about the content of recruiting messages and the
organization’s overall image in terms of diversity.

6) Provide applicants with a realistic picture of the job and

organization, not just the positives.

7) Provide clear, specific and complete information in recruitment

materials so that applicants do not make erroneous inferences
about the nature of the job or the organization as an employer.

18
8)
Individuals who have contact with applicants be chosen for their
interpersonal skills.
1.8 Limitations
Depending on the feedback from employees of Human Resource
Department, Sales and Commercial department this report has
prepared. Though the report would be helpful to Numpy
Technologies Pvt. Ltd., some people were reluctant to provide
feedback. Some concerned might think that the information
associated with them was confidential enough to disclose to the
external world. Another problem was time constraint. In case of
research, the sample size was quite small as it was not possible to
analyze a large sample due to time constraint. The duration of my
work was only two months. But this period of time is not enough
for a complete and clear study. It is because of the limitation of
information some assumptions were made. So there may be some
personal mistakes in the report. Although there were many
limitations I tried to give my best effort to furnish the report.

19
 1.9 SUGGESTIONS
Uninteresting job postings are a major put off for candidates who
know their worth and are interested in making an impact with their
work. The best candidates not only care about the pay checks but
also want to create a definite business impact with their work. They
want to know what will be their contribution to business’s growth.
To convey this, the description should talk about the role’s
importance for business, and how it will aid in its growth. This will
give a sense of importance to the candidate applying to the job and
they will know what’s expected of them even before the interview.
Hence, recruiters should ideally coordinate with the hiring managers
to draft accurate job descriptions which provide a sense of purpose
to the candidate. A quick proofread for any kind of formatting and
grammatical error is most essential. Also, recruiters should eliminate
words that project a bias against a particular gender or
underrepresented minority, unless of course that is a specific
requirement of the role. “Gendered language”, as it is popularly
known as is rampantly used in online employment listings but the
future needs to change this and a recruiter must share this
responsibility. Words like “Ninja” might make the job listing exciting
to read, but it may also dissuade women from applying. Same goes
for words like, “dominate” and “competitive”. If a company believes
in narrowing down the applicant-pool gender gap, a simple way to
do so is to purge the gendered language and rewrite job
descriptions.
RECOMMENDATION

1) Develop a clear employer brand.

2) Create job posts that reflect your company.

20
3) Use social media to target talent.
4) Invest in an applicant tracking system.
5) Explore niche job boards.
6) Consider college recruiting.
7) Find passive candidates and let them know you want
them.

21
 CHAPTER 2 (Organization Overview)

"AI software to boost your multifamily and

commercial real estate investment
underwriting."

2.1 History of the Company

Numpy Technologies Private Limited Company, is an entity
incorporated on 05 July 2018 under Ministry of Corporate Affairs
(MCA). Numpy Technologies Private Limited Company is also an
entity listed under Class as a Private organization having

22
 Registration Number for the Company or Limited Liability
Partnership. Numpy Technologies Private Limited Company is a
Non-government company and further Numpy Technologies Private
Limited Company is Classified as a Company limited by Shares. The
concerned entity is incorporated and registered under its relevant
statute by the Registrar of Companies (i.e. R.O.C) ROC-Delhi. Numpy
Technologies Private Limited Company's main objective is Software
publishing, consultancy and supply [Software publishing includes
production, supply and documentation of ready-made (non-
customized) software, operating systems software, business & other
applications software, computer games software for all platforms.
Consultancy includes providing the best solution in the form of
custom software after analyzing the user’s needs and problems.
Custom software also includes made-to-order software based on
orders from specific users. Also, included are writing of software of
any kind following directives of the users; software maintenance,
web-page design]. and work to be done under the same is Software
publishing, consultancy and supply [Software publishing includes
production, supply and documentation of ready-made (non-
customized) software, operating systems software, business & other
applications software, computer games software for all platforms.
Consultancy includes providing the best solution in the form of
custom software after analyzing the user’s needs and problems.
Custom software also includes made-to- order software based on
orders from specific users. Also, included are writing of software of
any kind following directives of the users, software maintenance,
web-page design]

Profile of Numpy Technologies Pvt. Ltd.

Company Name: Numpy Technologies Pvt.
Ltd.

23
 Company Status : Active

ROC: Delhi

Registration Number: 74865

Company Category: Company limited by Shares

Company Sub Category: Non-government company

Class of Company: Private

Date of Incorporation: 05 July 2018

Age of Company: 4 years, 5 months

Activity: Software publishing,

consultancy and supply
Authorised Capital: Rs. 1,000,000

Paid up capital: Rs. 100,000

Listing status: Unlisted

Directors Name: Rahul Gupta

Rajeev Kohli

2.2 Vision

24
 We attempt to understand the unique needs of our clients
and translate that needs into products which satisfies them in the
form of high level of service at affordable cost .

2.2 Mission
To be a valuable real estate development IT company that
benchmarks world-class real estate products and concepts, across
all real estate verticals, thereby significantly contributing to
building modern India and creating greater value for customers,
corporate clients and investors. To encourage prospective buyers
to make their firm the first point of contact when they are looking
for a property. By placing advertisements in local newspapers or
specialist property publications, companies can attract potential
buyers
CHAPTER 3 (My Job Responsibilities At The
Numpy Technologies Pvt. Ltd.)

I was given the opportunity to work in NTPL for Two months from
July 20th 2022 to September 03rd 2022. It was part of my academic
program. As my major were in Human Resource Management, I
worked in Human resource department as an intern where I had
learnt several Human Resource practices of Numpy Technologies
Pvt. Ltd.

Description of the job:

As I had the opportunity to have three months long internship at
STL, I have come across with different tasks that are conduct by the
HR department. I was introduced to the jobs of an HR personnel,

25
 there were different types of jobs I was made acquainted with
some were regular others were periodical. I was assigned to the
following jobs regularly. Those were-

• Collecting Bio-data

• Screening Bio-data

• Setting Interview & training date

• Calling For Interview & Training

• Making summary & proposals of the candidates

• Assisting Training Program

Collecting Bio data:
For the recruitment of employees the CVs are collected from markets
& Internet mostly. As I have worked mostly in the recruitment
& Selection, it was my job to call them to send the CVs to
Human Resource Department.

Setting Interview & training date:

After Screening the CVs and classified them into different
categories, we were to fix the Written test. And with the written
test I was to fix the interview date for the selected candidates. To
do this I had to consult with the Training personnel about the
training batches and find out the empty slots for Training and
finalize the interview and training batch for the Sales
Representative for different markets.

26
 Calling for Interview and Training:
After screening the CVs and separate them based on their location,
it was my job to call the candidates for interview and inform them
about the written test date, time and venue.

Making Summary & Proposals of the candidates:

Before the interview, I needed to prepare a summary of the
candidates, which includes their detail information about their
educational background, working history etc. Then I had to gave
the summary sheet to the interviewers so that they can have an
idea about candidates before taking the interview

Assisting Training Program:

Employees has to go for training period of 7 days. During this period
my job was to assist them I any kind of difficulties and monitor their
performance.

CHAPTER 4 (RECRUITMENT AND SELECTION)

4.1 Recruitment
“The art of choosing men is not nearly as difficult as the art of
enabling those one has chosen to attain their full worth”.

Definition:

27
 Recruitment is the process of recruiting potential personnel
to fill up the existing requirement of the organization. It is the
process of discovering potential applicants for actual or
anticipated job vacancies. Recruitment involves encouraging
individuals with the needed skills to make applications for
employment with the firm.

Objectives:
The main objective of recruitment is to increase the number of
applications for the job available in the organization, to select
the best applicant who is the best fitted to the job.

Need for recruitment:-

It makes possible to choose the right person in the right time at
the right place. It also makes it possible to acquire the number
and type of people necessary to ensure the continued operation
of the organization.

• Planned needs: -
Such needs arise from changes in the organization policies.

• Anticipated needs: -
It refers to those movements in personnel which an organization
can predict by studying trends in internal or external need.

• Unexpected needs: -
Such need arises due to illness, death and resignation

Recruitment follows HR planning and goes hand in hand with

selection process by which organizations evaluate the suitability

28
 of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection
system is of little use

Recruiting begins when a vacancy occurs and the recruiter

receives authorization to fill it. The next step is careful
examination of the job and enumeration of skills, abilities and
experience needed to perform the job successfully. Other steps
follow:

• Creating an applicant pool using internal or external methods

• Evaluate candidates via selection

• Convince the candidate

• And finally make an offer

Scope:
To define the process and flow of activities while recruiting,
selecting and appointing personnel on the permanent rolls of
an organization.
4.2 Selection:
Selection is a negative process and involves the elimination
of candidates who do not have the required skills and
qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and
hire those with greater likelihood of success in job. The
objective of selection decision is to choose the individual
who can most successfully perform the job from the pool of

29
 qualified candidates. 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 a procedure of matching organisational requirements

with the skills and qualifications of people. Effective
selection can be done only where there is effective
matching. By selecting best candidate for the required job,
the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and
employee turnover problems. By selecting right candidate
for the required job, organisation 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.
4.3 Difference between Recruitment &
Selection:
1. Recruitment is the process of searching for prospective
candidates and motivating them to apply for job in the
organization. Whereas, selection is a process of choosing
most suitable candidates out of those, who are interested
and also qualified for job.
2. In the recruitment process, vacancies available are finalized,
publicity is given to them and applications are collected from
interested candidates. In the selection process, available
applications are scrutinized. Tests, interview and medical
examination are conducted in order to select most suitable
candidate.

30
 3. In recruitment the purpose is to attract maximum
numbers of suitable and interested candidates through
applications. In selection process the purpose is that the best
candidate out of those qualified and interested in the
appointment.
4. Recruitment is prior to selection. It creates proper base for
actual selection. Selection is next to recruitment. It is out of
candidates available/interest.
5. Recruitment is the positive function in which interested
candidates are encouraged to submit application. Selection is
a negative function in which unsuitable candidates are
eliminated and the best one is selected.
6. Recruitment is the short process. In recruitment publicity is
given to vacancies and applications are collected from
different sources Selection is a lengthy process. It involves
scrutiny of applications, giving tests, arranging interviews and
medical examination.
7. In recruitment services of expert is not required Whereas in
selection, services of expert is required8. Recruitment is not
costly. Expenditure is required mainly for advertising the
posts.
Selection is a costly activity, as expenditure is needed for testing
candidates and conduct of interviews.

31
CHAPTER
5 (Recruitment
&SelectionProcess)
5. HumanResource Management Process:
1HRMis a fieldofmanagement
involvesplanning,
organizing,directing
and controlling the functions of procuring, developing, maintaining
and motivating a labor force. Human Resource Management Process
consists of eight activities necessary for staffing the organization and
sustaining high employee perform
ance. The process is described
below:

HR
Planning
& Selection
Requisition

Orientation Training

Appraisal
& Benefits&
Evaluation Compensation

5. HumanResource Planning:
2Planningisthecoreareaofallthefunctions
32
ofmanagement.
It is the
foundation upon which the three
other areas
should be built.
 Planning requires management to evaluate where human
resource of the company is currently, and where it would like to be
in the future. From there an appropriate course of action to attain
the company's goals and objectives is determined and
implemented. Every organization has employment planning. NTPL
has also its employment planning. They usually forecast their
personnel needs based on their mission, strategic goals &
objectives & technological and other changes resulting in
increased productivity. Although there are several methods to
predict personnel needs, but they use managerial judgment
because it gives the more real world scenario for personnel needs.
They think that the other methods cannot give the accurate
situation of the personnel needs. These are basically graphical
methods, which cannot measure the actual personnel needs. But
managerial judgment method depends upon the change in
productivity, market conditions etc.

5.3 Recruitment and Selection process

NTPL is always looking for top-caliber people who want the
flexibility and resources to grow in their career. If anyone is the
kind of person who has always stood out, NTPL offer a place where
you can continue to excel. No matter what is the field or range of
interests, there are vacancies where the talents can likely be
applied and developed. In NTPL there are thousands of diverse
people from different cultures and backgrounds working in a
variety of different jobs in different fields.

33
Some requirements in the recruitment and selection process of
NTPL-

1) Merit is the sole criteria for selection

2) Attitude is given as much weight age as functional

competencies.

3) Panel interviews comprising of Functional Head & HR Head.

4) Sources for recruitment are through campus, consultants,

employee referrals, internal job postings and the internet.

5) Antecedent verification is an integral part of our recruitment

process.

6) Medical fitness is pre-requisite for all positions.

7) There is an equal opportunity employer and do not

discriminate on the basis of race, community, religion or sex.

5.4 Recruitment process:

A responsibility for recruitment, usually belongs to the HR
department. This department works to find and attract capable
applicants. Job description and specification, provide the needed
information upon which the recruitment process starts. The
functions of the recruitment office of NTPL are given below:

34
The functions of the recruitment office of NTPL are given below:

1) Need Assessment

35
 Defining the position description

Checking the recruiting options

Advertisement

Screening and Short – listing Applications

2)
Written test
3) Selection interview (3 – tier)

4) Employment decision (Application Bank)

5) Pre- employment medical check-up

6) Offer letter

7) Orientation / Induction

Placement
8)
Follow –up
9)

10)

11)

12)

13)

37
 32

Source of Recruitment:
NTPL is done in three ways recruitment depending on the job
category of the vacant position. Therefore, the recruitment
process of this organization is classified into three types, which
are done based on the job grade/ group. These are as follows:
1. Entry-level Management

2. Mid or / and senior level Management

3. Graded staff / Non- Management staff

5.5 Internal Source:

Here could be a person competent for the required job working
within the organization. If there is, the existing manpower is then
shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes
for the second step.

Job-posting programs:
HR department becomes involved when internal job openings are
publicized to employees through job positioning programs, which
informs employees about opening and required qualifications and
invite qualified employees to apply. The notices usually are posted
on company bulletin boards or are placed in the company
38
 newspaper. Qualification and other facts typically are drawn
from the job analysis information.

The purpose of the job posting is to encourage employees to

seek promotion and transfers the help the HR department fills
internal opening and meet employee’s personal objectives. Not
all job openings are posted. Besides entry level positions, senior
management and top staff positions may be filled by merit or
with external recruiting. Job posting is most common for lower
level clerical, technical and supervisory positions.

5.6 External Source:

All the above options being considered, the company goes for
external recruiting if needed. Those who best meet the skills,
qualifications, experience and competencies required for the
position should fill vacancies. Therefore, if there is no candidate
within NTPL, who is suitable for the role, external advertisement
should be placed to attract the potential candidates followed by
the selection procedures.

Advertisement:
The Company gives advertisement to attract the best potentials
among all the others.

Employee referrals:
This is another source for STL. Employee referral means using
personal contacts to locate job opportunities. It is a
recommendation from a current employee regarding a job
applicant. The logic behind the employee referral is that “it takes
one to know one”. Employees working in the, in this case, are
39
 encouraged to recommend the names of their friends working
in other organization for a possible vacancy in the near future.

Employment Agency:
An agency finds and prescreens applicants, referring those who
seem qualified to the organization for further assessment and final
selection. An agency can screen effectively only it has a clear
understanding of the position it is trying to fill. Thus, it is very
important that an employer be as specific and accurate as possible
when describing a position and its recruitment to an employment
agency. NTPL often recruit via an employment agency for non
management level.

Walk-in and Write-in:

Walk-ins are some seekers who arrived at the HR department of
NTPL in search of a job; Write-ins are those who send a written
inquiry, both groups are normally asked to complete an application
blank to determine their interest and abilities. Field level
management jobs like Area Sales Coordinator, Regional Managers
are recruited through Walk-in interviews Consulting the CV
Bank:
The unsolicited applications stored in the data bank. If the quality
of a person matches with the requirements mentioned in the
position description, then he / she is called for a written test or
interview. If applicants match for another position then he/she will
get called for that matching position in future.
5.7 Selection Process:
Selection is the process of gathering information for the purpose of
evaluating and deciding who should be employed in particular jobs.

40
 Screening and Short-listing Applications
The responses to the advertisements are sorted and screened.
The CVs as well as the Covering letters are judged. In the covering
letter, the style and language of writing, the emphasis put on the
areas asked for tin the advertisements and the quality of the
letter (whether it is specifically tailored to the advertisement or
just a standard response) are the aspects that are judged
Written Test:
The Written test is a regular part of the normal recruitment
process . It is conducted for maximum positions. The top
management of NTPL believes the written test before the interview
process has proved to be effective and a useful tool to select the
desirable candidates. The written test has conducted in terms of
knowledge about required fields. The candidates are called for the
preliminary (first) interview based on their performance in the
written test.

Selection Interview:
The interview process is a three-tier one. A preliminary interview
is conducted which follows the “elimination method”. After that,
the second interview takes place with a very few number of
candidates. Then the finally selected person is called for the final
interview. The interview time is kept convenient for the candidate,
especially if s/he was working elsewhere at the time of interview.
The shortlisted candidates must fill up an employee information
form before the interview.

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Reference Check:
Reference checks allow obtaining information and opinions
regarding the person’s character, quality of the work and suitability
for the position. It is an opportunity to validate the information
received from the candidate via their resume and the interview.
Speaking to the candidate’s manager or other people whom they
have worked with should also check internal candidates. The
opinion of a referee who has worked can for an extended period is
likely to be more accurate than the assessment from one to two
hours of interviewing. The candidate’s immediate supervisors are
needed to be contacted. Permission should be obtained to contact
the candidate’s referee, especially if their current employer is
contacted. It is not unusual for a candidate to be uncomfortable
with the organization’s speaking to a current employer. If they are
uncomfortable, an alternative person other than the current
employer has to be chosen by the candidate (work colleague, for
example). Unless the candidate is a graduate or school leaver with
no prior work experience, only contact work related referees
should be contacted. At least two reference checks should be done,
however the more the better. There is a sample reference-checking
guide that is more or less followed. It is important to prepare a
reference check guide that asks the referee about the key skills,
competencies and experience required for the position. Reference
checks need to be done by the line manager or personnel of the HR
department. During the interviews, the candidates would have
given some examples of incidents, tasks or projects that can be
asked about. The referee should be asked what the candidate did
in those examples, which ascertain whether the information
received from the candidate is consistent with that of the referee.
Subjective questions may not always be a reliable guide; however,
it can be useful to get the referee’s opinion on areas such as quality
and quantity of work, strengths and weaknesses etc.

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Employment Decision:
If the candidate has no problem with the stated terms and
conditions of the job and the organization mentioned and
discussed in the final interview, he/she is offered an application
blank. The application blank is a standard format of employee-
information that includes all the information the organization
needs regarding the personnel. The candidate has to fill this blank
and submit this to the company along with a CV.

Pre-employment Medical Check-up:

After submission of the application and the CV, the selected person
has to go through full medical checkup that guarantees her/his
physical fitness to perform the job successfully. A medical
practitioner who uses a physical capability analysis that assesses
the candidate against the physical capabilities documented for
each role conducts the medical. A medical is also appropriate for
internal candidates if they are applying for positions that require
different physical capabilities.

5.8 Joining of the Candidate:

After completing all above process the selected candidate
requested to bring all their academic & professional certificates
along with their previous job separation confirmation application
& other related documents and follow below criteria.
Offering the Role:
Once the health check-up is done, the candidate is given an offer
letter specifying the salary package, job responsibilities, utilities
that will be provided by the organization. Even at this stage, the
selected candidate has the chance to withdraw her/himself from
the job offer. He/she is always free to discuss whatever difficulty

43
may arise regarding pay-structure/facilities, etc. the door of HR is
kept open for any sort of relevant discussion.

Verbal offer:
The verbal offer of the role to the candidate is given once the
medical and reference checks have been successfully completed.
The discussion should cover the following:

1) Tell the candidate that you would like to offer them in the role.

2) Congratulate them.

3) Tell them the remuneration package that is being offered,

including superannuating.

4) Ask them if they are happy with it.

5) Ask them if they verbally accept the position.

6) Tell them that we will be sending them a written letter of offer

and introductory package.

Written letter of offer:

A written letter of offer must be forwarded to the candidate. Once
the candidate has verbally accepted the position, the appropriate
letter of offer is organized. This letter should be sent to the
candidate within two days of making the verbal offer. An
introductory package will be sent to the successful candidate,
along with the letter of offer. At least one week before the person

44
commencing in their new position, an appointment notice will be
placed on notice boards and/or the internet.

45
SUMMARY OF THE RECRUITMENT AND SELECTION
PROCESS OF NTPL
Checking the recruiting
Need assessment options

• Vacancy in existing posts • Internal

• Market expansion • External
• Increase in production
capacity
• Launching new product Advertisement in • Introducing new
system National Dailies
(Both Bangle and English)

Written Test
• IQ test Sorting Applications
• Behavioral competencies Weights are assigned
• Communication skills based on the selection
criteria.

Interview Selection
• Preliminary interview: • Application blank filling elimination
process • Medical check-up
(short listing) • Offer letter
• Second interview: work knowledge /behavioral
competency Orientation /induction
• Final interview: • Exposure to all important preselection
interview business /functions and
locations of the company

46
Follow up • Feedback report focusing
HR Department continuously on learning experience (s) interacts
with the new of the induction program
entrants assisting to cope up • Placement
with the work environment,
work culture, peer group etc.

47
 6.0 INDUSTRY PROFILE

OVERVIEW OF INDIA’S IT INDUSTRY

Background:
Information technology (IT) industry in India has played a key role
in putting India on the global map. IT industry in India has been
one of the most significant growth contributors for the Indian
economy. The industry has played a significant role in transforming
India's image from a slow moving bureaucratic economy to a land
of innovative entrepreneurs and a global player in providing world
class technology solutions and business services. The industry has
helped India transform from a rural and agriculture-based
economy to a knowledge based economy.

IT industry in India is an industry consisting of two major

components: IT services and business process outsourcing (BPO).
The sector has increased its contribution to India's GDP from 1.2%
in 1998 to 7.5% in 2012. According to NASSCOM, the sector
aggregated revenues of USS 147 billion in 2015, where export
revenue stood at USS 99 billion and domestic at USS 48 billion,
growing by over 13% India's Prime Minister Narendra Modi has
started 'Digital India" project to give IT a secured position inside &
outside India.

History:
Information technology is playing an important role in India today
and has transformed India's image from a slow moving
bureaucratic economy to a land of innovative entrepreneurs.

48
The IT sector in India is generating 2.5 million direct
employments. India is now one of the biggest IT capitals of the
modern world and the entire major players in the world IT
sector are present in the country.

Bangalore is considered to be the silicon valley of India because it is

the leading It exporter. Exports dominate the industry and
constitute about 77% of the total industry revenue. However, the
domestic market is also significant with a robust revenue growth.
The industry's share of total Indian exports (merchandise plus
service) increased from less than 4% in FY1998 to about 25% in
FY2012.

VSNL introduced Gateway Electronic Mail Service in 1991, the 64

Kbit/s leased line service in 1992, and commercial Internet access
on a visible scale in 1992.The Indian economy underwent economic
reforms in 1991, leading to a new era of globalization and
international economic integration. "The New telecommunications
policy, 1999" (NTP 1999) helped further liberalize India's
telecommunication sector. The Information technology Act 2000
created legal procedures for electronic transactions and e-
commerce.

Research & Development:

To support Research & development in the country and

promoting Start-ups focused on technology and innovation, a
weighted deduction of 150% of expenditure incurred on in-house
R&D is introduced under the Income Tax Ac In addition to the

49
 existing scheme for funding various R&D projects have been
funded through new scheme like Support International Patent
Protection in Electronics & IT (SIP-EIT), Multiplier Grants Scheme
(MGS).
Recent Development:
The biggest economic effect of the technologically inclined services
in India- accounting for 40% of the country's GDP and 30% of
export earnings as of 2006, while employing only 25% of its
workforce. Today, Bangalore is known as the Silicon Valley of India
and contributes 33% of Indian IT exports. Thiruvananthapuram
(Trivandrum), the capital of Kerala state, is the foremost among the
Tier-II cities that is rapidly growing in terms of IT infrastructure. As
the software hub of Kerala, more than 80% of the state's software
exports are from here.

Regulations:
After the economic reforms of 1991-92, liberalization of external
trade, elimination of duties on imports of information technology
products, relaxation of controls on both inward and outward
investments and foreign exchange and the fiscal measures taken
by the Government of India and the individual State Governments
specifically for IT and ITES have been major contributory factors for
the sector to flourish in India and for the country to be able to
acquire a dominant position in offshore services in the world. The
major fiscal incentives provided by the Government of India have
been for the Export Oriented Units (EOU), Software Technology
Parks (STP), and Special Economic Zones (SEZ).

Challenges:

50
 Cyber security and quality management are few key areas of
concern in today's information age. To overcome such concerns in
today's global IT scenario, an increasing number of IT-BPO
companies in India have gradually started to emphasize on quality
to adopt global standards such as ISO 9001 (for Quality
Management) and ISO 27000 (for Information Security).

51
 Future Prospects:
Globalization has had a profound impact in shaping the Indian
Information Technology industry. Over the years, verticals like
manufacturing, telecom, insurance, banking, finance and lately
the retail, have been the growth drivers for this sector. But it is
very fast getting clear that the future growth of IT and IT enabled
services will be fuelled by the verticals of climate change, mobile
applications, healthcare, energy efficiency and sustainable energy.
The near future of Indian IT industry sees a significant rise in share
of technology spend as more and more service providers both
Indian and global target new segments and provide low cost,
flexible solutions to customers.
By 2015. IT sector is expected to generate revenues of USD 130
billion (NASSCOM) which will create a transformational impact on
the overall economy. IT spending is expected to significantly
increase in verticals like automotive and healthcare while the
government, with its focus on e- governance, will continue to be a
major spender. However, to achieve this growth, the sector has to
continue to re- invent itself and strive for that extra mile, through
new business models, global delivery, partnerships and
transformation. A collaborative effort from all stakeholders will be
needed to ensure future growth of India's IT sector. We will need to
rise up to the new challenges and put in dedicated efforts toward
providing more and more of end-to-end solutions to the clients to
keep the momentum going.

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 RESEARCH METHODOLOGY
The task of data collection by the Observation method and personal
interviews. I found the primary data are those, which are collected
a fresh and for the first time and thus happen to be original in
character. The secondary data are those which have already been
collected by someone else and which have already been passed
through the statistical process. The methods of collecting primary
data are to be originally collected, while in case of secondary data
the nature of data collection work is merely that of compilation.

COLLECTION OF PRIMARY DATA:

We collected primary data during the course of doing experiments
in an experimental research. We can obtain primary data either
through observation or through direct communication with
respondents or employees.

COLLECTION OF SECONDARY DATA:

Secondary data means data that are already available i.e. they
refer to the data which have already been collected and analysed
by someone else. It may either be published data are available
are available in:

• Various publications

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 • Books, magazines & statistics

1. OBSERVATION METHOD
Questionnaire method in the most commonly used method in a
survey. Questionnaire becomes a scientific tool and the method of
data collection for the researcher, when it serves a formulated
research purposes systematically planned and recorded and is
subjected to checks and controls on validity and reliability, under
the questionnaire without asking from the respondent.

2. INTERVIEW METHOD
The interview method of collecting data involves presentation of
oral verbal stimuli and reply in term of oral verbal responses.
Personal interview methods in a face-to face contact to the other
person or persons. This method is particularly suitable for
intensive investigations.

54
55
 OBJECTIVE OF THE REPORT
To find out the preference of On-boarding process at Numpy
Technologies Pvt. Ltd.

To analyse responsiveness of employee towards Recruitment

process of Numpy Technologies Pvt. Ltd.

To understand requirement for Recruitment & Selection Process

at Numpy Technologies Pvt. Ltd.

To study the HRM process at Numpy Technologies Pvt. Ltd.

1)

2)

3)

4)
 48

CONCLUSION
An effective recruitment and selection process reduces turnover,
we also get much better results in our recruitment process if we
advertise specific criteria that are relevant to the job. Include all
necessary skills, and include a list of desired skills that are not
necessary but that would enhance the candidate's chances. If we
fail to do this, we might end up with a low-quality pool of
candidates and wind up with limited choices to fill the open
position. When we choose a candidate based upon the
qualifications demonstrated in the resume, the interview,
employment history and background check, we will land the best
fit for the position.

The recruitment and selection process is the time we not only

identify a candidate who has the experience and aptitude to do
the job that we are looking to fill, but also to find someone who
shares and endorses our company’s core values. The candidate
will need to fit in well within our company’s culture. The selection
and recruitment process should provide our company with an
employee who adapts and works well with others in our
business. Failure to recruit and select for the long term can result
in high turnover.

Besides, selection function provides a vital opportunity for us to

focus on what candidates can offer our company. It is important to
select carefully, either by using our own judgment or by enlisting
the help of managers we trust. The interviewer must know what
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the job is and what will be required for a new hire to perform well.
The interview process also allows us the opportunity to express our
company’s vision, goals and needs. Last but not least, It is vital that
the interview elicits responses from applicants that can be
measured against our expectations for the position. If we don’t use
the interview to effectively eliminate applicants who don’t fit into
the company culture, we might end up dealing with turnover,
confusion and disgruntled employees
 BIBLIOGRAPHY

www.google.co.in

www.clik.ai

Text Books: Fundamental of Human Resource Management by

S. P. Robbins, David A. DeCenzo

Official records of Numpy Technologies Pvt. Ltd.

Ms. Neelam Sharma (HR, NTPL)

1)

2)

3)

3)

4)

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