INDUSTRY INTERNSHIP REPORT
(Subject code MGT 202)
on
HUMAN RESOURCE RECRUITMENT
Of
DEE DEVELOPMENT ENGINEER’S LTD.
Submitted in partial fulfillment of the award of degree of
MASTERS OF BUSINESS ADMINISTRATION
(Session 2023-2025)
Affiliated to
J.C. BOSE UNIVERSITY OF SCIENCE AND TECHNOLOGY, FARIDABAD
Submitted to: Submitted by:
Controller of Examination RITIK BHATI
YMCAUST, Faridabad MBA 3rdSem.
Univ. Roll no - 23038701044
Under the guidance of:
Mr. Tarun Kumar
Asst. Professor
SHRI RAM COLLEGE OF ENGINEERING AND MANAGEMENT
Palwal, Haryana
DECLARATION
I, RITIK BHATI is a student of the SHRI RAM COLLEGE OF ENGINEERING AND
MANAGEMENT, PALWAL(HARYANA) hereby declare that the Training Report
entitled “HUMAN RESOURCE RECRUITMENT” is an original work and same
has not been submitted to any other institute for the award of any other degree. The
suggestions given by the faculty were duly incorporated.
RITIK BHATI
(Signature)
ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different.
It has been my proud privileges to be attached to do report on such a topic which gave
me the chance to get connected with some great people who are thoroughly
professional i.e., staff of DEE all highly professional company with modern outlook.
With due respect, I express my indebtness to the management of DEE
DEVELOPMENT ENGINEERS LTD. for accommodating me to have a look into
their systems and providing me with all information I needed to complete my work.
I am extremely grateful to our Director Dr. SK Gupta and our HOD Ms. Tripti
Mangla for their support. I would like to express my special thanks to my research
guide Mr. Tarun Kumar, Assistant Professor of Department of Management and the
other faculty members of the department for their valuable suggestions and guidance.
Without their help this report would not have been accomplished. I would like to
express my gratitude to all the faculty and staff members who solved my general and
particular problems and solved my queries that emerged from my day-to-day research
and support to my report at every stage till its completion.
I would also thankful to almighty god for his grace and mercy to successfully complete
this report.
RITIK BHATI
PREFACE
Experience is not what happens to a man; it
is
what a man does with what happens to him.
-- ALDOUS HUXLEY
In our two years degree program of MBA of their provision for doing summer
training, after 2nd semester. The essential purpose of this REPORT is to given an
exposure and detailed outlook to the student of the practical concept, which they
already studied report. For this purpose, I was assigned the REPORT for the
“HUMAN RESOURCE RECRUITMENT” in DEE DEVELOPMENT ENGINEER’S
LTD, Faridabad. It is a matter of great privilege to work for this topic, one of the
fastest growing domains the Indian Share.
I hope this report will provide an experiment outlook to the View of employees
towards the importance of performance appraisal in the organization.
EXECUTIVE SUMMARY
Human Resource Management focuses on the most key element of the organization.
There are several resources needed by the organization but most effective one is the
human resources. Human resource functions are broadly recognized by all
organization, among these important function’s recruitment is a remarkable one. The
report of the internship has been titled as; “A Study on Human Resource
Recruitment of DEE Development Engineer’s LTD.”.
The study focuses on understanding how HR recruitment practices shape
recruitment processes, employee engagement, and the overall workplace culture at
DEE DEVELOPMENT ENGINEER’S LTD. Recruitment, as the initial phase of
talent acquisition, involves attracting and selecting the best candidates to fulfill the
company’s objectives. Talent Acquisition further strengthens organizational
performance by hiring right candidates for the right job. The cultivation of a positive
workplace culture ensures that employees thrive in an environment conducive to
productivity and collaboration.
This report is based on both primary and secondary data. Primary data was collected
through surveys and interviews with employees from various departments at DEE
DEVELOPMENTS ENGINEER'S LTD. These employees were sampled to gather
insights on their experiences with HR practices in the organization. Secondary data
was obtained from industry reports, HR-related literature, and company documents,
providing a comprehensive view of HR strategies employed within the organization.
However, certain limitations, such as restricted access to sensitive internal data and
time constraints, have affected the scope of the study.
The findings reveal that while DEE DEVELOPMENTS ENGINEER'S LTD has
robust recruitment practices, there is room for improvement in employee engagement
strategies. The company’s workplace culture is largely positive, but initiatives to
foster greater communication and employee involvement in decision-making could
enhance overall job satisfaction. The research also highlights the importance of HR
analytics in improving recruitment and engagement processes by enabling data-driven
decisions that align with the company’s long-term goals.
In conclusion, the report underscores the significance of strategic HR practices in
shaping a competitive and sustainable organizational environment. Recruitment,
engagement, and workplace culture are all interconnected elements that require
continuous attention and improvement. By addressing the gaps in its current HR
strategies, DEE DEVELOPMENTS ENGINEER'S LTD can further enhance its
human resource capabilities and achieve long-term success
TABLE OF CONTENT
S.NO DESCRIPTION PAGE NO
1. INTRODUCTION 1 – 21
2. COMPANY PROFILE 22 – 31
3. RESEARCH METHODOLOGY 32 – 37
4. DATA ANALYSIS AND INTERPRETATION 38 – 50
5. FINDINGS OF THE STUDY 51 – 52
6. CONCLUSION AND SUGGESTIONS 53
APPENDIX: 54 – 56
Questionnaire
Bibliography
TABLE OF CONTENT- II
DATA ANALYSIS AND INTERPRETATION
SR.NO PARTICULARS TABLE& PG.NO
CHART NO
1 TIME PERIOD FOR ESTIMATE 1.1 41
2 WRITTEN RECRUITMENT POLICY 1.2 42
3 BASIC FORECASTING 1.3 43
4 RECRUITMENT POLICY 1.4 44
5 EXTERNAL SOURCES 1.5 45
6 LATEST RECRUITMENT POLICY 1.6 46
7 USE OWN WEB SITE 1.7 47
8 NO OF EMPLOYEE TRAIN IN A 1.8 48
YEAR
9 INTERNAL RECRUITMENT 1.9 49
10 RECRUITMENT OF SUMMER 1.10 50
TRAINEE
11. SOURCES OF RECRUITMENT 1.11 51
