1. Star Wire(India)
Ltd.
Summer Internship at

2. Project Undertaken
Presented by-
Pooja Kaushik
Roll No. 1190210876
Internal Guide-
Dr. Bharti Harnal
Supervisor-
Mr. Ravindra Bhardwaj
Sr. Manager (HR)

3. 1 Pooja Kaushik
Objective of my Summer Internship Project was “to study t
recruitment process at Star Wire (India) ltd.” & to learn ab
the various recruitment practices applied in corporate wor
these days.

4. 2 Pooja Kaushik
• The entire project revolves around the study of the
recruitment policy of Star Wire (India) Ltd. that
includes filling of employment form, conducting the
psychometric and written tests.
• The study is intended to understand the importance of
recruitment process in an organisation.
• This project tries to study the various activities
performed by the HR managers so as to achieve the
desired results.

5. What’s Recruitment
all about?
Attracting potential people towards vacancy

6. 4 Pooja Kaushik
 Sourcing :- It stands for The Business place a
request for manpower requirement with
the recruitment team of an
organization.
 Employees Referral :- It is the internal recruitment
method employed by organizations to
identified potential candidates
from their existing Employees’ social
network.
 HR Interview :- It is more or less a structured
interview wherein a detailed analysis
of the candidate’s career is done.
 Reference Check :- It gives an insite to the strength
and the weakness of the

7.  Salary Fitment :- It is done for all those candidates who are
offered a CTC and comparing the CTC of new
employee with the present employee of same
qualification in an organization.
 Offer Letter generation :- It is generated after checking a list of
required documents attached to the respective
kits of hired candidates.
 Confirmation Appraisal :- It is done at the end of probation
period of the employee by his reporting
manager. This is just like a feedback give by
manager of the employee regarding his
learning during his probation period.
If the confirmation is OK, the employee is confirmed on
the company’s records and a confirmation letter is
issued. 5 Pooja Kaushik

8. 6 Pooja Kaushik
Star Wire (India) Limited, Faridabad, founded in 2005, is
one of the leading Mini Steel Plant is engaged in the
manufacturing of Alloy Steels, Stainless Steel and
Special Steels for diversified engineering application in
shape of castings, forging and rolled products.
This company engaged in manufacturing of Heavy Casting
Steel for Power Sector, Valve Steel, Tool and Die
Steel, High Speed Steel, Bullet Proof Steel Product etc.
Company has a vast clientele of domestic & global
companies.

9. 7 Pooja Kaushik
Managing
Director
Operations
Asst. Vice
President
Sr.
Manager
Manager
Asst.
Manager
Executive
Executive
Finance
Asst. Vice
president
Sr.
Manager
Manager
Asst.
Manager
Executive
Executive
HR
Asst. Vice
President
Sr.
Manager
Manager
Asst.
Manager
Executive
Executive
Marketing
Asst. Vice
President
Sr.
Manager
Manager
Asst.
Manager
Executive
Executive
Sales
Asst. Vice
President
Sr.
Manager
Manager
Asst.
Manager
Executive
Executive

10. 8 Pooja Kaushik
ASSISTANT VICE PRESIDENT
-Finance OPERATIONS
VICE PRESIDENT
-PAYROLL / COMPLIANCE
HEAD OF DEPARTMENT(HR)
Senior MANAGER (payroll)Senior MANAGER (Op)
MANAGER (Op) MANAGER (payroll)
Assistant MANAGER (payroll)Assistant MANAGER (Op)
OFFICER OFFICER
EXECUTIVES
EXECUTIVES
EXECUTIVES
EXECUTIVES EXECUTIVESEXECUTIVES

11. 9 Pooja Kaushik
Recruitment Team-
The recruitment team takes care of manpower hiring. It plays the
vital role in getting the right deserving candidates and placing
them on board for the business.
Payroll Team-
The payroll team handles the attendance for the employees, their
leaves, compensations such as ESIC (Employee State Insurance
Cooperation), LWF (Labor Welfare Fund) and the salary.
Operations Team-
Operations team takes care of all operational activities including
documentation part, generation of employee code, email ID, back
account etc.

12. DATA ANALYSIS

13. 11 Pooja Kaushik
The questionnaire about recruitment
department, psychometric tests and effectiveness
of recruitment process was created, based on the
knowledge of the theoretical research. The
questionnaire was tested and distributed to 30
employee of the company from the sample of
employee level varying from Junior Engineer to
Assistant Manager. One week later the
questionnaires were collected .The model based
on which the questionnaires have been made has
been discussed in the literature part.

14. 12 Pooja Kaushik
Secondary Data:
I am using several forms of secondary data in my research.
These include books, articles and course literature with useful
information for this study.
Thereby, I am trying to receive not only an indication of the
content as well as an idea of their quality, but I also tried to
gain a deeper understanding of the presented research
problem.
Primary Data:
The methodology employed in this research consists of a
questionnaire and personal interviews with the employees.
Graphs

15. CONCLUSIONS
& RECOMMENDATIONS

16. 14 Pooja Kaushik
• 57% of employees are front line employees who are
directly involved with customers and facilitate the
services.
• 13% of the employees are technical staffs who
maintain the data of employees and customers.
• Junior managers are 17% who implement the decisions
of top management and a bridge to maintain the
relationship between top management to front line
employees.
• 13% of top and senior managers take decisions and
plans for future.

17. 15 Pooja Kaushik
• the recruitment team encourages the employee
referral policy for recruiting an employee
which leads to the effective employee referral
policy.
• Attrition Management is solely done by the Top-
Level Management.

18. 16 Pooja Kaushik
• SWIL should start the induction program for newly recruited
employees.
• The recruitment team may start the structured program to receive
the details of the candidate who appeared in interview.
• The top-level management or the employer must interact with
employees in a month to update him with the current philosophy
and visionary ideas of employer and organization.
• Recruitment and operation section of SWIL should get data from
department heads.
• SWIL must open a help line or query section for candidates because
there is huge hiring of people for different post and also huge
query and information from candidate side.

19. 17 Pooja Kaushik
K ASWATHAPA, 2008, Human Resource Management: Text and Cases, Tata McGraw-
Hill, Delhi
Robbins Stephen P., Personnel/human Resource Management, Prentice-hall Of
India Pvt Ltd, Delhi
http://recruitment.naukrihub.com/forms-of-recruitment.html
http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-
selection/internal-or-external-recruitment.html
http://recruitment.naukrihub.com/recruitment-strategies.html
http://www.tigersurvey.com/survey.php?survey=9399
http://www.indiastudychannel.com/projects/3072-EFFECTIVENESS-OF-
RECRUITMENT-SELECTION-PRACTICES.aspx
http://www.slideshare.net/kannegal/a-beginners-guide-to-recruitment

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