SUMMER INTERNSHIP REPORT

Submitted by

DIPASHARMA

(Reg.no.20MC205001)

Under the supervision and guidance of

SREEJANA SAHA

Assistant Professor

Department of Management

In partial fulfilment of requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted to the

School of Management

SRM University, Sikkim

5THMile, Tadong, Gangtok, Sikkim-737102

2022

_J
 ACKNOWLEDGMENT

First and foremost, I would like to concern my sincere thanks to “SRM University” for
providing me such an opportunity to carry out “Summer Internship Program (SIP)” which is
very helpful in enhancing our skills and knowledge.

The very next , I would like to extend my gratitude to SREEJANA SAHA Assistant
Professor,Department of Management who has guided and helped me in preparation of this
Summer Internship Report. without her guidance this report would not have been possible

I would like to extend my gratitude toJAGPAL DEWAL (HOD OF MACLEODS

PHARMACEUTICALS LTD) HR DEPARTMENT. SAMUEL LIMBU (EXCUTIVE ),
ANURADHA SHRESTHA,SHOVA SAPKOTA,LHAMU DOMA CHHETRI,KARISHMA
SUBBA,VASKAR SHARMA,PREVASH PRADHAN,SACHIN SUBBA,YOURAJ
POUDYAL,BIKASH CHHETRI,RAMAKANT SUNDER,PRITI SUBBA,YAMUNA
BASNETT, who has guided and helped me during my Summer Internship Training.

At last but not the least gratitude goes to my family and my friends who directly or indirectly
helped me to complete my Summer Internship Report .

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COMPANY BONOFIED CERTIFICATE

iii
DECLARATION

I,(DIPA SHARMA),MBA student of SRM University Sikkim do hereby declare that the
internship report entitled, ”RECRUITMENT & IT’S SOURCES, is submitted to the
Department of Management ,SRM University Sikkim in partial fulfilment of the requirements
for the award of the degree of Master of Business Administration. This report is a original work
complied and carried out by me under the supervision and guidance of SREEJANA SAHA,
Department of Management, SRM University Sikkim. This work has not formed the basis for
the award of any degree\associates\fellowship or other similar title to any candidate of any
University.

DATE: Signature of the candidate

PLACE: NAME

iv
BONAFIDE CERTIFICATE

This Summer Internship Report titled "RECRUITMENT& IT'S SOURCES" is bonafide

work of (DIPA SHARMA, REGISTRATION NO.20MC205001) who carried out the
research under my supervision.

I future certify that to the best of my knowledge to work reported herein is not part of any
other project report or dissertation on the basis of which a degree or award was conferred on
an earlier occasion to this or any other candidate. .

Submitted for the viva-voce examination to be held on: t& \ 0'8 \'),--'I) 0-- 'v'

~~v·
Headof~ Supervisor

Associate Dean

Internal Examiner
External
Examiner

V
 TABLE OF CONTENT
TABLE OF CONTENTS

Topic Page Number

1.0 :What is Internship.........................................................................................................2
1.1 The primary Objective of Internship 1

1.2 :1.1 Introduction..............................................................................................................2

Internship report content 2-5

1.3 :1.2 Objectiveofofthe

Objective Internship............................................................................................3
Study 6

1:4 :1.3
Company
ObjectiveProfile 7 – 10
of the Study..............................................................................................4

1.5
2.0 :Industry
Application 11 – 15
of Content................................................................................................5
Report theories, Concepts and Skills

1.6: 2.1
OnIndustry 16 – 18
the JobProfile........................................................................................................5-8
Learning

1. 7 : Self Evaluation 19 - 20
2.2 Theoretical Aspect of the Project..........................................................................9-13
1.8 : Swot Analysis 21
2.3 Application of Theories, Concept and Theories.................................................14-20
1.9 : Conclusion 22
2.4 On the job Learning..............................................................................................21-23
2.0 : References 23
2.5 Self Evaluation......................................................................................................24-25
2.1 : Internship Review 24
2.6 Swot Analysis.............................................................................................................26

2.7 Conclusion...................................................................................................................27

2.8 References...................................................................................................................28

3.0 Internship review.............................................................................................................29

Appendix ii

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1.1 : THE PRIMARY OBJECTIVE OF INTERNSHIP ARE :

 To gain practical experience an applying administrative skills, techniques, and theory

through working with an organization
 To gain problem-based experience in the organization

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1:2 INTERNSHIP REPORT CONTENT

Recruitment:

Recruitment is the art of discovering and procuring potential applicants for actual and
anticipated organizational vacancies. Accordingly, the purpose of recruitment is to locate
sources of manpower to meet job requirements and job specifications

Why recruitment is important

Employees are the lifeblood of companies, so finding and attracting the best candidates
possible is of utmost importance. A poor recruitment effort can result in unfilled jobs and a
loss of revenue, while successful recruitment will bring in the right candidates on a timely
basis, ensuring a business is able to continue to move forward.

How recruitment works

To ensure an organization's recruitment activities are well thought out, effective
and efficient, an organization may develop a recruitment strategy. The
recruitment strategy may cover items such as the size of the organization, the
overall economy, the competition for similar candidates, the attractiveness of the
organization, labor laws and other legal considerations.

The following are typical steps in a hiring process:

 Conduct a job analysis to determine what is needed in the position.

 Develop a job description, if one doesn't exist, based on the analysis, including the
following in it:
o necessary skills and competencies;
o experience;
o education; and
o position-specific requirements, such as the ability to lift heavy objects on a
regular basis.

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Sources of recruitment

When looking to fill open roles, employers have two options: Look internally, or hire from the
outside. Both have advantages and disadvantages. Internal candidates need little to no on
boarding as they are familiar with the company and you are familiar with their past
performance. However, moving an existing employee into a new role leaves the old role to fill.
On the other hand, external candidates can bring fresh eyes, enthusiasm and skills to a
company, but it is vital to ensure new employees will be a good fit in the company culture.

Recruiting Techniques

 Internal recruitment.
 Retained recruitment
 Contingency recruiting
 Staffing recruiting
 Outplacement recruiting
 Recruitment process outsourcing
 Temporary recruitment professional
 Campus recruit

Setting up the Best Recruitment Team

A strong recruitment team ensures a strong recruitment process. The team’s role in the
recruitment process is crucial because one wrong decision can affect the productivity of the
entire workforce.

The best recruitment team should be able to:

 Clearly identify the job vacancy and define the qualities of an ideal candidate.
 Write a clear job description to enable candidates to understand the job and to
assess whether they are the right fit.
 Create an outline detailing the qualities needed in an ideal candidate, which will also
help later during the candidate selection process.

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Recruitment is the process of actively seeking out, finding and hiring candidates for a specific
position or job. The recruitment definition includes the entire hiring process, from inception to
the individual recruit’s integration into the company. While the recruitment definition and
process varies from company to company, there are some basic steps that any employer can
take to make recruitment smoother and more successful, such as the following:

 Comparing different types of job recruitment software to find the ideal fit.
 Establishing clearly defined standards and expectations for the ideal job applicant.
 Taking proactive steps to integrate new employees with comprehensive “on-
boarding.”
 Staying ahead of the latest trends and best practices in recruiting.

To start, a company typically outlines what the job or position entails and creates a profile of
the ideal candidate. The company must then attract the candidate through advertisement or
the use of recruitment software. Applicants are screened and interviewed by predetermined
criteria. When the ideal candidate is chosen, they are hired and integrated into the workplace,
and the recruitment process is complete. Companies often place a high value on recruitment,
meaning they devote the appropriate time and resources to the process.

RECRUITMENT PROCESS

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WALK IN INTERIEW IN MACLEODS PHARMACEUTICALS.

An open job interview, also known as a walk-in job interview, is an interview for
employment where companies accept job applications during a range of times when all
applicants who are interested in applying can attend

Factors That Influence Recruitment

 Size of the organization

 Salary structure
 Work culture and working condition within the organization
 The growth rate of the organization
 The current state of employment in the economy

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1.3 OBJECTIVE OF THE STUDY

 To learn the recruitment,& process in macleods pharmaceuticals ltd.

 To learn to increase the pool of candidates available for selection.
 To learn how to create a pool of qualified candidate.

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1.4 : COMPANY PROFILE

Registered in 2015 , Macleods pharma has made a name for itself in the list of top suppliers
of in India. The supplier company is located in Gangtok, Sikkim and is one of the leading
sellers of listed products.
Macleods pharma is listed in Trade India's list of verified sellers offering supreme quality of
etc. Buy in bulk from us for the best quality products and service.

Established in 1989, Macleods Pharmaceuticals has eight manufacturing units in India. It

produces a wide range of formulations in multiple dosage forms, including oral solids (tablets
and capsules including soft gelatin capsules), oral liquids, dry syrups, topicals, granules,
inhalers and aerosols, and injectables.

Macleods Pharmaceuticals is rated 4.0 out of 5, based on 1.9k reviews by employees on

Ambition Box. Macleods Pharmaceuticals is known for Job Security which is rated at the top
and given a rating of 4.2. However, Salary & Benefits is rated the lowest at 3.6 and can be
improved

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About Macleods Pharmaceuticals Company

A Vertically Integrated Global Pharmaceutical CompanyHaving a vision to provide quality

healthcare to humanity and with special focus on essential and difficult to make medicines,
Macleods Pharmaceuticals Ltd, was incorporated in 1986.Macleods has enjoyed rapid growth
in the recent years, growing at an average growth rate of over 22% for the past 5
years.Macleods with its experience spanning more than two decades has emerged as a force to
reckon with in global pharmaceutical market. With an asset of more than 10,000 professionally
qualified employees across the globe, Macleods a multiple location organization, is based out
of Mumbai, India.With expertise in range of formulations ranging from tablets to sterile dosage
form and from inhalation to novel drug delivery system, Macleods is currently ranked 10th (on
mat basis source IMS) in Indian Pharmaceutical Industry and is recognized as one of the fastest
growing pharmaceutical company in India. Pioneering efforts of Macleods in providing
medications for both chronic and acute therapy, with world- class state-of-the-art
manufacturing facilities approved by various regulatory authorities of many countries and well
equipped R&D, analytical and bioequivalence center audited by various regulatory authorities
makes Macleods truly a global pharmaceutical company

Mission:

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Provide affordable drugs for essential therapies like TB, malaria & HIV. To continue to have
the 1st mover advantage in the domestic market in various therapeutic segments. To be a strong
vertically integrated global generic manufacturer.

Vision:

Our vision is to become a leading global pharmaceutical company by providing high quality,
affordable and innovative therapeutic solutions for patients with diverse medical needs.

MACLEODS PHARMACEUTICALS LTD DETAILS

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CIN U24239MH1989PLC052049

Date of Incorporation 05 Jun, 1989

Status Active

Company Category Company limited by Shares

Company Sub-category Non-govt company

Company Class Public

Business Activity Manufacturing (Metals & Chemicals, and products thereof)

Authorized Capital 2500.0 lakhs

Paid-up Capital 1996.07 lakhs

Paid-up Capital % 79.84272

Registrar Office City Mumbai

Registered State Maharashtra

Registration Number 52049

Registration Date 05 Jun, 1989

Listing Status Unlisted

AGM last held on 29 Sep, 2017

Balance Sheet last updated on 31 ar, 2017

1.5 : APPLICATION OF THEORIES, CONCEPTS, AND SKILLS

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Recruitment theory involves explanations on how organizations identify and select individuals
to fill up positions within their firms. Some experts advocate for a resource-based view of
human resources and a major theorist here is Barney (1991). In the theory, it assumed that
employees are a scarce resource that is valuable and can be used to gain a competitive
advantage over other companies. Holders of this view believe that recruitment or positions
should be filled from within.

In doing so, a company can save up on valuable time spent trying to train new workers on the
way things are done within the organization. Internal recruitment acts as an incentive to
company employees to work hard because they know that their hard work will be rewarded
through promotions. On top of the latter, an organization will always be in a position of
assessing an individual’s true worth through carrying out internal recruitment since they have
interacted with the said person for a long time and are thus aware of that person’s limitations.
When hiring from outside, there is always a chance that the concerned person is only successful
theoretically but cannot fit well in the firm.

Concept/Theory Human Capital Theory

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1.1 Description:
1.2 in the human capital theory mostly focus on carrying out a rigorous recruitment process by
first starting internally, others recommend a funneling procedure.

1.3 How the theory/concept is applied:In this approach, employers are supposed to get as
many applications as possible and then narrow this down to those individuals who offer the
best solutions for their organizations. Usually, such employers can use some technologies
such as database management and applicant segmentation to make sure that the applicants
are moving through the funnel. To this end, recruiting activities will be essential in tapping
certain types of applicants at different stages of the recruitment. For instance, at the
commencement of the application process, a firm may simply be interested in getting as
many potential employees as possible to attend the recruitment process, however, in
subsequent phases, it may be interested in really knowing the applicant. At these various
points, such organizations usually carry out analyses of attitudes, preferences through
surveys to find out whether they are heading in the right direction. It should be noted that
plenty of organizations have a series of alternatives that they can use to market themselves
and hence ensure that they get their message across to potential employees.

Learning/insights:

I learned that to motivate the employees at work adopting at least some of the needs of
Human Capital theory was necessity for any company to bring out the best potential form
their employees.

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 Concept/Theory Objective factor theory

1.4 Description creation in Recruitment process: it is assumed that an employee will select
a certain organization based on a nonbiased analysis of certain critical factors in that
organization. For instance, an applicant will consider where that particular organization is
located

1.5 How the theory/ concept was applied: may be that a firm is found in another city or state
and for personal or financial resources, this may not be a plausible way of dealing with the
matter at hand. Perhaps one of the most important objective factors that may cause an
employee to consider a job offer is its pay or other incentives offered with the job. These
days, employers are using a series of pay-related or work-related bonuses to make them
seem more employee friendly such as longer maternal leaves, provision of paid leave,
holiday incentives, health insurance, and the like.

1.6 Learning’s/Insights:
1.7
1.8 I learn that such workers may be looking for something that will fall in line with their area
of training or interest. They may also consider those kinds of firms that have a strong work
culture or those jobs that will offer them a challeng. In line with the latter concern is the
possibility of getting a promotion or developing their careers. Job seekers often want
organizations that will allow them to expand their ambitions and climb the corporate
ladder. In deadlock jobs, some job applicants may likely be less enthusiastic about taking
part in such an arrangement for the future..

Concepts/theories objective factors

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1.9 Description creation in Recruitment process: Under objective factors of the recruitment
theory, job applicants would likely present certain aspects to potential employers based on
these assumptions. For instance, since the nature of the job is what drives them, then they
are likely to disclose aspects of their experience to their new employers.

1.10 How the theory/ concept was applied; On top of the latter, it is likely that educational
background will form an important part of their application process as they may try to
work on the tangible factors that make them employable. The objective theory was mostly
propagated by Pfeffer (1998) who believed that companies need to have a preset method
for recruiting so as to ensure that ability, motivation and opportunity in the firm lead to
high performance. He propagated these views through the best practice model.

Learning’s/Insights:

I learn that employers pay more attention to how their character would fit in with the
organization of choice. These job applicants are likely to look for those companies that fit
in well with their personality or those that are compatible with them. Different companies
have different work ethos, work cultures and values. Although an employee may possess
the right skills to carry out tasks in a firm, they may not have the capability of working
like/ with other employees in that organization.

1.11 Concepts/theories Critical factor

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 Description creation in Recruitment process:
Here, job applicants may not be in a position of assessing whether they actually fit into an
organization through the subjective factor theory or they may not have the ability to
access certain matters such as pay, work incentives, opportunities for growth and the like.
This is because in such situations it may be that the respective candidate belongs to an
underdeveloped country that has scarce informational resources. Alternatively, it may be
that the concerned country has plenty of vacancies and candidates have very little choice
left when applying for jobs

1.12 How the theory/ concept was applied: They may not necessarily be in a position of
considering what is on offer when a vacancy pops up as they may want to grab that
opportunity as soon as they possibly can. To this end, it may be imperative for the said
individuals to portray themselves as possessing the right potential or the right work
experience to fit into an organization.

Learning’s/Insights:

I learn that such as the kind of projects handled and the success level of that individual
need to be assessed. In overpopulated or poor countries, the reverse may be true;
candidates may try vacancies but in vain and it may be necessary to grasp whichever
opportunity comes their way.

1.6 : ON THE JOB LEARNING

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 Item name RECRUITMENT & IT’S SOURCES,

Updating our employee records with new hire information , screening

resume and scheduling interviews.
1.13 Description of the skills/technique learned:

TECHINIQUES ARE:

1. Curriculum vitaes / résumés and written applications

2. Conducting interviews
3. Situation questions
4. Experienced-based questions
5. Reference checks

1.14

Description of the context in which the learning took place

Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals, by current staff members, of friends and family members.
Where internal recruitment is the chosen method of filling vacancies, job openings can be
advertised by job posting, that is, a strategy of placing notices on manual and electronic
bulletin boards, in company newsletters and through office memorandum. Referrals are
usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting.
Internal recruitment does not always produce the number or quality of personnel needed; in
such an instance, the organisation needs to recruit from external sources, either by
encouraging walk-in applicants; advertising vacancies in newspapers, magazines and
journals, and the visual and/or audio media; using employment agencies to “head hunt”;
advertising on-line via the Internet; or through job fairs and the use of college recruitment.

1.15
1.16

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What was learned:

The goal of the Macleods selection process is to find the best available person for the job, a
person with the knowledge, skills, abilities, and motivation to successfully fill the position.

First day when employee come for their joining in macleods pharmaceuticals they have to
come with their original document :

 Four Passport size photographs

 Copies of educational/professional qualification and experience certificate
 Relieving letter from the present employee
 PAN Card & AADHAR Card Copy
 Copy of permanent address proof
 Medical Certificate of fitness duly signed by a qualified Doctor (Not less than
MBBS)

On The Joining day employee Needs to Fill Form:

1. Joining Report Paper: which is of 18 page

2. Background Verification Paper :which is of 9 page

Training Given Employee

1. GMP
2. SAFETY
3. HR

ESIC:

It is an Social security Scheme ,to provide protection to workers and their dependants in
contingencies.

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Such as:

 Sickness
 Maternity or death & disablement due to an employment injury

TERMINATION POLICY:

1. Intimation Letter
2. Warning Letter
3. Intimation to Resume on Duty

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1.7 : SELF EVALUTION

Strengths

 Through this internship I have ,I realized that I can learn faster

 I can make employee comfortable in sharing their problem .
 I am a good listener
 I can handle multiple task
 I handle any work given to me with great responsibility and patience
 When any task was given to me I completed at given time

Weakness:

 I have to be quicker in solving problems and need to work on it.

 I need to build my confidence
 I need to improve my communication skills
 I have to be quicker in making decision which cannot be acceptable by
HR manager.

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ONE OF THE BEST EXPERIENCE
Best training was given to us as an intern, managements was very supportive, good travelling facility.

Good workplace
Macleods Company is good to work. Work place culture is also good and friendly.
Management is really helpful for new talent. I have enjoyed working at Macleods
Pharmaceuticals Ltd.

Overall Satisfied
Working 8 hours fixed per day. I can get professionally growth, Macleods management was
good, workplace culture was good. I noticed that there was 100% job security.

1.8 : SWOT ANALYSIS

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 STRENGTH WEAKNESS

 Strong  New company

 Global Leader  No disclosure of information on the
 Strong Manufacturing unit internet

OPPORTUNITIES THREATS

 Growing income and life style  Strong competition

diseases  Competition for generic products
 Spreading use of generic drugs
 Spreading attitude for OTC drugs

1.9 : CONCLUSION

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After, undergoing Industrial Training at Macleod’s Pharmaceuticals Ltd . I came to know
about the dedication and hard work that the employees put in department. I had completely
understood the difference between the practical and theoretical knowledge. I also got good
chance to understand the industrial environment.

The overall internship was a very useful and rewarding experience of my career. It exposed
me to the job world and professional working environment. Organization was good but HR
was very friendly and supportive .

2.0 : REFERENCES
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http://macleods.com

http://www.mdpi.com

http://link.springer.com

http://www.pwc.com

http://niti.gov.in

http://www.researchgate.net

htpt://assets.ey.com

http://www.diva-portal.org

http://www.academic.edu

Other sources of information were collected from companies’ officials.

2.1 : INTERNSHIP REVIEW

1) What have I learned in the classroom that relates to the real working world?

23
 Recruitment process, Setting up the Best Recruitment Team, How recruitment works,

A hiring process

2) What new skills will I learn or hope to learn during the internship?

How Recruitment is done on organization, how recruitment process is implemented, and

What is the employee life cycle in the organization.

3) How will this internship help inform my understanding of career choice within my
major or specialization?

As I tend to get Specialization in Human Resource (HR), I have learned how important the
Human Resource (HR) function is for any Organization . It is also the most notorious
department, because HR people are responsible for the herculean task of firing people,
handing out those dreaded pink slips and bearing the brunt of the frustrated employees.
I learned:
 Have a documentation game on point
 Recruiting the right people is a gambl e
 The work is never over
 People are a tough nut to crack.

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