A

SUMMER TRANING REPORT

ON

“A Study on Recruitment Process”

At

( Smart Track Solutions Pvt. Ltd. )

Submitted in partial fulfillment of the requirement for the degree of

Bachelor of Business Administration (BBA)

Session: 2021-2024

SUBMITTED TO: SUBMITTED BY:

M.D. University Chirag
Rohtak BBA 5th SEM
Roll No. 2119
Uni. Roll No. ...............

Kedarnath Aggarwal Institute of Management, Charkhi Dadri

(Affiliated To M.D. University, Rohtak)

 CONTENTS

 Preface I
 Acknowledgement II
 Certificate III
 Introduction 1-26
Introduction of Industry 1-9
Introduction of Company 10-18
Introduction to the Topic 19-25
Significance of the Study 26
 Review of Literature 27-28
 Research Methodology 29-32
 Objectives of the Study 33
 Data Analysis & Interpretation 34-48
 Findings 49
 Limitations 50
 Conclusion 51
 Bibliography 52
 Annexure 53
 Questionnaire 53
 PREFACE

To make aware of the real life situation every student pursuing Bachelor diploma in business
management has to undergo winter project for a stipulated period, in some company or
industry under the proper abidance of some professional manager, who gives them the proper
understanding of trashes existing business environment. More over the period involved in
completion the winter project is helpful in Marketing Department as for experience, which
prove very beneficial to create a future endeavor?

Theoretical knowledge without practical experience is like “Day without sunlight”. Thus it is
very important that theoretical knowledge gained should be backed by some practical
experience. This report is also the part of the activity of practical knowledge by working in
such a big organization of good managerial system as well for the academic purpose to fulfill
the requirement of the course curriculum. To fulfill the requirement, I have undertaken a
summer training report on factors associated with student’s choice in college selection
process.

During this summer training I have been given the topic of Marketing Department “A Study
on Recruitment Process at smart track pvt. ltd.”

I
 ACKNOWLEDGEMENT

I hereby take this opportunity to thank all those who have helped me using some way or the
other in the successful completion of this project work. The guidance and support of many
people has been immense throughout my internship.

A successful summer training report can never be prepared by the single effort or the person
to whom training is assigned , but it also demand the help and guardianship of some
conversant person who helps in the undersigned actively or passively in the completion of
successful summer training.

With great pleasure I express my gratitude to our director Dr. Supriya Dhillon, Director
KAIM and project guide Dr. Anand Gupta Professor KAIM, without their help this would not
have been completed. They have given their precious suggestions and constructive guidance
has been indispensable in the completion of this summer training.

They have supported me in this endeavor, and appreciated us in our efforts during my summer
training. Last but not the least we would also like to thank our friends and all the responded.
Who directly and indirectly supported to us during our training, without the help of whom
this summer training would not have been possible.

( Chirag )

II
Introduction
 Introduction of the Industry: -

As the world becomes less safe, businesses, institutions with valuable assets need to take
precautions to protect themselves and their property. In many instances, CCTV system is the
best answer to crime detection and prevention. CCTV cameras are springing up all over the
place. One of the reasons for the increased implementation of CCTV is its deterrent ability. It
has been observed that over two-thirds of burglars would probably or definitely not burgle
premises that had CCTV installed.

By setting a network of CCTV cameras on your premises, many locations can be viewed from a
single monitor, thus decreasing your need for expensive manned guarding or 'STOP AND
SEARCH' checks.

Even the simple physical presence of CCTV cameras serves to generate a feeling of safety with
your customers, visitors and employees. In situations where cameras have been placed in
prominent locations, unscrupulous insurance claims and assaults on members of staff dealing
with the public have been vastly reduced.

 History: -

Thomas B. Jeffery automobile factory in Kenosha, Wisconsin, around 1916

Fiat assembly line in 1961

The vehicle & automotive industry began in the 1860s with hundreds of manufacturers that
pioneered the horseless carriage. For many decades, the United States led the world in total
automobile production. In 1929, before the Great Depression, the world had 32,028,500
automobiles in use, and the U.S. automobile industry produced over 90% of them. At that
time, the U.S. had one car per 4.87 persons.

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After 1945, the U.S. produced about 75 percent of world's auto production. In 1980, the U.S.
was overtaken by Japan and then became a world leader again in 1994. In 2006, Japan
narrowly passed the U.S. in production and held this rank until 2009, when China took the
top spot with 13.8 million units. With 19.3 million units manufactured in 2012, China almost
doubled the U.S. production of 10.3 million units, while Japan was in third place with 9.9
million units. From 1970 (140 models) over 1998 (260 models) to 2012 (684 models), the
number of automobile models in the U.S. has grown exponentially.

Early car manufacturing involved manual assembly by a human worker. The process evolved
from engineers working on a stationary car, to a conveyor belt system where the car passed
through multiple stations of more specialized engineers. Starting in the 1960s, robotic
equipment was introduced to the process, and today most cars are produced largely with
automated machinery.

A pre-Independence car showroom in Secunderabad, showing Fiat Topolino and Fiat 1100

Kolkata street traffic in 1945

In 1897, the first car ran on an Indian road. Through the 1930s, cars were imports only, and
in small numbers.

An embryonic automotive industry emerged in India in the 1940s. Hindustan Motors was
launched in 1942 building Morris products, long-time competitor Premier in 1944,
building Chrysler Corporation products such as Dodge and Plymouth, and beginning in the
1960s, Fiat products.[10] Mahindra & Mahindra was established by two brothers in 1945 and
began assembly of Jeep CJ-3A utility vehicles. In the same years, J. R. D. Tata, the
chairman of Tata Group founded TATA Engineering and Locomotive Company (now Tata
Motors) in Jamshedpur. Following independence in 1947, the Government of India and the
private sector launched efforts to create an automotive-component manufacturing industry
to supply to the automobile industry. In 1953, an import substitution programme was
launched, and the import of fully built-up cars began to be restricted.

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 1947–1970

The Hindustan Ambassador dominated India's automotive market from the 1960s until the
mid 1980s and was manufactured until 2014. Fiat 1100D, built under license by Premier
Automobiles later re-christened 'Premier Padmini' was the Ambassador's only true
competitor.

The 1952 Tariff Commission

In 1952, the Indian government appointed the first Tariff Commission, whose purpose was to
come out with a feasibility plan for the indigenization of the Indian automobile industry. In
1953, the commission submitted its report, which recommended categorizing existing Indian car
companies according to their manufacturing infrastructure, under a licensed capacity to
manufacture a certain number of vehicles, with capacity increases allowable, as per demands, in
the future.

The Tariff Commission recommendations were implemented with new policies that would
eventually exclude companies that only imported parts for assembly, as well as those with no
Indian partner. In 1954, following the Tariff Commission implementation, General
Motors, Ford, and Rootes Group, which had assembly-only plants in Mumbai, decided to move
out of India.

The Tariff commission policies, including similar restrictions that applied to other industries,
came to be known as the Licence Raj, which proved to be the greatest undoing of the Indian
automotive industry, where bureaucratic red tape ended up causing demand to outstrip supply,
with month-long waiting periods for cars, scooters, and motorcycles.

Page | 3
 Passenger cars

 Hindustan Motors was established in Kolkata in technical collaboration with Morris

Motors to manufacture Morris Oxford models that would later become HM Ambassador.
 Addisons, Madras – An Amalgamations Group company, was the agent
for Nuffield's Morris, Wolseley, and Riley cars, and Chrysler's Plymouth, Dodge, and De
Soto cars and trucks. The first Morris Minor assembled in India and the first car assembled
in Madras was driven out from Addison's twin-plants on Smith Road by Anantharama
krishnan on 15 November 1950.[12]
 Premier Automobiles, Mumbai – entered into technical collaboration with Chrysler to
manufacture Dodge, Plymouth and Desoto models and with Fiat to manufacture the 1100D
models which would later become Premier Padmini range.
 Standard Motor Products of India, Madras – entered into technical collaboration
from Standard-Triumph to manufacture Standard Vanguard, Standard 8, 10 and
later Standard Herald.

Utility and light commercial vehicles

 Vehicle Factory Jabalpur – started manufacturing Jonga Light Utility Vehicles and Vahan 1
Ton (Nissan 4W73 Carriers) in India, under license from Nissan of Japan. They were the
main troop carriers of the Indian Armed Forces and much more powerful than any other
vehicle of their class.Also, Nissan Power Wagon was added to their line.
 Mahindra & Mahindra plant established in Mumbai – technical collaboration with Willys to
manufacture CJ Series Jeep.
 Bajaj Tempo, Pune, now Force Motors – entered into technical collaboration with Tempo to
manufacture Tempo Hanseat, a three-wheeler and Tempo Viking and Hanomag, later known
as Tempo Matador in India.
 Standard Motor Products of India – entered into technical collaboration from Standard and
had licence to manufacture the Standard Atlas passenger van with panel van and one-tonne
pickup variants.

Page | 4
 Medium and heavy commercial vehicles

 Tata Motors established a new plant in Pune with technical collaboration with Mercedes
Benz to manufacture medium to heavy commercial vehicles both Bus and Trucks.
 Vehicle Factory Jabalpur started manufacturing Shaktiman trucks with technical assistance
from MAN SE of Germany. The trucks were the main logistics vehicle of the Indian
Army with several specialist variants. VFJ still is the sole supplier of B vehicles to the Indian
Armed Forces.
 Heavy Vehicles Factory was established in 1965 in Avadi near Chennai to produce tanks in
India. Since its inception, HVF has produced all the tanks of India,
including Vijayanta, Arjun, Ajeya, Bhishma and their variants for the Indian Army. HVF is
the only tank manufacturing facility of India.
 Ashok Leyland was founded in Chennai with Leyland Motors to manufacture medium to
heavy commercial vehicles both Bus and Trucks. Ashok Motors also discontinued
its Austin venture formed in 1948 to sell Austin A40 and retooled the factory to make trucks
and buses.
 Hindustan Motors – had technical collaboration with General Motors to manufacture
the Bedford range of medium lorry and bus chassis.
 Premier Automobiles – entered into technical collaboration with Chrysler to manufacture
the Dodge, Fargo range of medium lorry, panel vans, mini-bus, and bus chassis.
 Simpsons & Co, Madras – part of Amalgamations Group (TAFE Tractors) – had technical
collaboration with Ford to manufacture medium lorry and bus chassis, but did not utilise that
option until the 1980s.

Scooters, mopeds and motorcycles

Many of the two-wheelers manufacturers were granted licenses in the early 1960s, well after
the tariff commission was enabled.

 Royal Enfield (India), Madras – had technical collaboration with Royal Enfield, UK to
manufacture the Enfield Bullet range of motorcycles.
 Bajaj Auto, Poona – had technical collaboration with Piaggio, Italy to manufacture their best-
selling Vespa range of scooters and three-wheelers with commercial options as well.
 TVS Motors, Madurai/Chennai - started individually and later had technical collaboration
with Suzuki Motors, before finally buying them out of the JV.
Page | 5
 Automobile Products of India, Bombay (Better known for API Lambretta) – had a technical
collaboration with Innocent of Milan, Italy to manufacture their Lambretta range of mopeds,
scooters and three-wheelers. This company was actually the Rootes Group car plant that was
bought over by M. A. Chidambaram family.
 Mopeds India Limited, Tirupathi – had technical collaboration with Motobécane, France to
manufacture their best selling Mobylette mopeds.
 Escorts Group, New Delhi – had technical collaboration with CEKOP of Poland to
manufacture the Rajdoot 175 motorcycle whose origin was DKW RT 125.
 Ideal Jawa, Mysore – entered into technical collaboration with CZ - Jawa of Czechoslovakia
for its Jawa and Yezdi range of motorcycles.

However, growth was relatively slow in the 1950s and 1960s, due to nationalisation and
the license raj, which hampered the growth of the Indian private sector.

1970 to 1983

The beginning of the 1970s didn't see growth potential; and most of the collaboration license
agreements came to an end, but with the option to continue manufacturing with renewed
branding. Cars were still meant for the elite and Jeeps, now owned by American Motors
Corporation, were largely used by government organizations and in some rural regions. By
the end of the decade, some developments were made in commercial vehicle segments to
facilitate the movement of goods. The two-wheeler segment remained unchanged except for
increased sales to the middle class in urban areas.

There was an emphasis on having more farm tractors, as India was embarking on a
new Green Revolution; and Russian and Eastern bloc imports were brought in to meet the
demand.

But after 1970, with restrictions on the import of vehicles set, the automotive industry started
to grow; but the growth was mainly driven by tractors, commercial vehicles, and scooters.
Cars still remained a major luxury item.

Page | 6
In the 1970s, price controls were finally lifted, inserting a competitive element into the
automobile market. However, by the 1980s, the automobile market was still dominated
by Hindustan and Premier, who sold superannuated products in fairly limited numbers. The
rate of car ownership in 1981 was about one in every thousand citizens – understandable when
the annual road tax alone cost about half the average income of an Indian at the time.

+During the eighties, a few competitors began to arrive on the scene. Of the 30,487 cars built
in India in 1980, all but six came from the two main players Hindustan and
Premier: Standard had led a shadow existence in the latter half of the 1970s, producing only
a handful of cars to keep their license active. A new contender was tiny Sipani, which had
tried building locally developed three-wheeled vehicles since 1975 but introduced the Reliant
Kitten-based Dolphin in 1982. Nonetheless, all eyes were on Maruti, which caused a major
upheaval to the Indian automobile industry.

The OPEC oil crisis saw increase need to installing or redesign some vehicle to fit diesel
engines on medium commercial vehicle. Until the early 1970s Mahindra Jeeps were
on Petrol and Premier commercial vehicles had Petrol model options. The Defence sector too
had most trucks on Petrol engines.

1984 to 1992

Chemical Biological Radiological and Nuclear Reconnaissance Vehicle (CBRN-RV)

manufactured by the AVANI

From the end of the 1970s to the beginning of the 1980s India saw no new models, the country
continuing to depend on two decades-old designs. The Sipani Dolphin, which arrived in 1982,
was not a serious contender, with its plastic body and without rear doors - essential to Indian
car buyers. This situation forced the government to encourage and let more manufacturers
into fray.

In 1984 AVANI was established in Medak near Hyderabad. It started manufacturing Infantry
Combat Vehicles christened as Sarath, the backbone of India's mechanised
infantry. AVANI is still the only manufacturing facility of ICVs in India. To manufacture the
high-power engines used in ICVs and main battle tanks, the Engine Factory was set up in
1987 in Avadi, near Chennai. In 1986, to promote the auto industry, the government
established the Delhi Auto Expo. The 1986 Expo was a showcase for how the Indian

Page | 7
automotive industry was absorbing new technologies, promoting indigenous research and
development, and adapting these technologies for the rugged conditions of India.

Post-1992 Liberalization

Tata Indica, launched in 1998

Eventually multinational automakers such as Suzuki and Toyota of Japan and Hyundai of
South Korea were allowed to invest in the Indian market, furthering the establishment of an
automotive industry in India. Maruti Suzuki was the first and the most successful of these
new entries, in part the result of government policies to promote the automotive industry
beginning in the 1980s. As India began to liberalize its automobile market in 1991, a number
of foreign firms also initiated joint ventures with existing Indian companies.

The variety of options available to the consumer began to multiply in the nineties, whereas
before there had usually only been one option in each price class. By 2000, there were 12
large automotive companies in the Indian market, most of them offshoots of global
companies.

Slow export growth

Exports were slow to grow. Sales of small numbers of vehicles to tertiary markets and
neighboring countries began early, and in 1987 Maruti Suzuki shipped 480 cars to Europe
(Hungary). After some growth in the mid-nineties, exports once again began to drop as the
outmoded platforms provided to Indian manufacturers by multinationals were not
competitive. This was not to last, and today India manufactures low-priced cars for markets
across the globe. As of 18 March 2013, global brands such as Proton Holdings, PSA
Group, Kia, Mazda, Chrysler, Dodge and Geely Holding Group were shelving plans for
India due to the competitiveness of the market, as well as the global economic crisis.

Emission norms

In 2000, in line with international standards to reduce vehicular pollution, the central
government unveiled standards titled "India 2000", with later, upgraded guidelines to be
known as Bharat Stage emission standards. These standards are quite similar to the
stringent European emission standards and have been implemented in a phased manner.

Page | 8
Bharat Stage IV (BS-IV) was first implemented in 13 cities — Agra, Ahmedabad, Bengaluru,
Chennai, Delhi (NCR), Kanpur, Kolkata, Lucknow, Hyderabad, Mumbai, Pune, Surat,
Solapur — in April 2010, and then in the rest of the nation in April 2017.

In 2019, in line with international standards to reduce vehicular pollution, the central
government of India announced the introduction of BS-VI norms to control air pollution,
taking effect from 1 April 2020.

Local manufacture encouraged

Auto Expo 2014, Noida

India levies an import tax of 125% on foreign imported cars, while the import tax on
components such as gearboxes, airbags, drive axles is 10%. The taxes are intended to
encourage cars to be assembled in India rather than be imported as completely built units.

Sub-4-metre rule

In 2006, the government of India imposed a new tax structure, which massively impacted the
segment. It enables vehicles shorter than 4.0 metres (157.5 in) to qualify for a significantly
lower excise duty, which is 8 percent as opposed to 20 percent for longer vehicles. Tata
Motors was the first to exploit the new tax structure, which redesigned the rear portion of
the Indigo sedan, dropping its length to 3,988 mm (157.0 in) and renamed it as the Indigo
CS. The model became significantly cheaper, becoming one of the largest selling three-box
cars in the country. Other manufacturers quickly adapted, which led to the release of the
shorter Suzuki Swift Dzire, the new Honda Brio Amaze, and others.

As the world becomes less safe, businesses, institutions with valuable assets need to take
precautions to protect themselves and their property. In many instances, CCTV system is the
best answer to crime detection and prevention. CCTV cameras are springing up all over the
place. One of the reasons for the increased implementation of CCTV is its deterrent ability.
It has been observed that over two-thirds of burglars would probably or definitely not burgle
premises that had CCTV installed.

By setting a network of CCTV cameras on your premises, many locations can be viewed from
a single monitor, thus decreasing your need for expensive manned guarding or 'STOP AND
SEARCH' checks.

Page | 9
  Introduction of company: -

Smart Track Solutions Pvt. Ltd.

Smart track has been an established and popular company with an excellent track record for
the best customer satisfaction. We have never compromised on the quality and the services
provided to the customer. We believe in keeping the customers happy and providing them with
products at a very competent price. We have an excellent pool of software engineer, can deliver
your customized requirements with quality and promised time duration.

The experts at Smart track Ites Pvt Ltd have developed comprehensive solutions for Vehicles
and schools Safety which include Smart Vehicle tracking system software and School
management solutions Digital ID Cards for students, Indoor Tracking of Students, Teachers
and Staff, Access Control in restricted areas, RFID Cards, Smart Vehicle tracking, Geo Fencing
and now the manufacturer of AIS 140 Device.
Smart Track Solutions Private Limited” Incorporated on 6th Dec 2012 is the prominent
importer, trader and supplier of Vehicle Tracking System, GPS Tracking System, School
Management solutions, Personal Tracker, Automatic Attendance Management solution.

Smart Track has been an established and popular company with an excellent track record for
the best customer satisfaction. We have never compromised on the quality and the services
provided to the customer.

Page | 10
We believe in keeping the customers happy and providing them with products at a very
competent price. We have an excellent pool of software engineer, can deliver your customized
requirements with quality and promised time duration.

The experts at Smart Track Pvt Ltd have developed comprehensive solutions for Vehicles and
schools Safety which include Smart Vehicle tracking system software and School management
solutions Digital ID Cards for students, Indoor Tracking of Students, Teachers and Staff,
Access Control in restricted areas, RFID Cards, Smart Vehicle tracking, Geo Fencing and now
the manufacturer of AIS 140 Device.

Smart Track is a municipal proposal to enhance GO Transit rail service within Toronto,
Ontario, Canada. It takes advantage of the province’s existing GO Transit Regional Express
Rail plans. Smart Track has evolved since it was originally proposed by Toronto mayor John
Tory as the center piece of his 2014 mayoral election campaign

It is a logistics application that performs and monitors end-to-end first and last-mile delivery
operations. It allows users to get the list of all the tasks assigned to a particular rider including
pickups in optimal order, get alert messages whenever the delivery is marked other than the
expected location, perform completely as well as partial delivery, mark Non-Delivery Reason
(NDR) in case of any different, and sync in real-time which removes the completed task from
the main task list

Smart Track is an app available on Google Play that allows users to share their car’s real-time
location with anyone, regardless of their location. Simultaneously, users can conveniently track
their movements in real-time

Smart Track is a fleet tracking system available in Ireland that allows fleet managers to
measure, track and understand the performance of their commercial vehicles

We Build Smarter Work for Clients!

Smart Track Solutions Private Limited” Incorporated on 6th Dec 2012 is the prominent
importer, trader and supplier of Vehicle Tracking System, GPS Tracking System, School
Management solutions, Personal Tracker, Automatic Attendance Management solution.

Page | 11
Smart Track has been an established and popular company with an excellent track record for
the best customer satisfaction. We have never compromised on the quality and the services
provided to the customer. We believe in keeping the customers happy and providing them with
products at a very competent price. We have an excellent pool of software engineer, can deliver
your customized requirements with quality and promised time duration.

The experts at Smart Track Pvt Ltd have developed comprehensive solutions for Vehicles and
schools Safety which include Smart Vehicle tracking system software and School management
solutions Digital ID Cards for students, Indoor Tracking of Students, Teachers and Staff,
Access Control in restricted areas, RFID Cards , Smart Vehicle tracking, Geo Fencing and now
the manufacturer of AIS 140 Device.

Smart Track Solutions Private Limited is an unlisted private company incorporated on 06

December, 2012. It is classified as a private limited company and is located in Gurgaon,
Haryana. It's authorized share capital is INR 1.00 lac and the total paid-up capital is INR 1.00
lac.

The current status of Smart Track Solutions Private Limited is - Active.

The last reported AGM (Annual General Meeting) of Smart Track Solutions Private Limited,
per our records, was held on 30 September, 2022.

Smart Track Solutions Private Limited has two directors - Neha & Sumit Gupta.

The Corporate Identification Number (CIN) of Smart Track Solutions Private Limited is
U35990HR2012PTC047834. The registered office of Smart Track Solutions Private Limited
is at H. No.-397A/24, 4 Marla near Gurudwara, Gurgaon, Haryana.

Page | 12
 About Management

Sumit Gupta
A post graduate with an experience of 20 years in the field of Marketing and sales. He is the
founder of Smart Track solutions Pvt Ltd.

Neha Gupta
A Graduate with experience of 12 years in the field of E-surveillance system and all type of
Tracking solutions. She is the Director of Smart Track solutions Pvt Ltd

Shanu Grover
An engineer, He is having a 10 years of any type of surveillance security system experience
with an exposure to hardware and software designing. He is the operational head of the
company.

Rohit Gupta
A commerce and a Management post graduate, with an experience of 5 years in the field of
accounting.

Page | 13
 Major Competitors:-

Maribus Solar
Pvt. Ltd.
Link Utsav
J.V. Gears HSRP Pvt.
India Pvt. Ltd. Ltd.

Super
Transystem
Pvt. Ltd.

River
Nautics
Pvt. Ltd.

Page | 14
 Company Vision, Mission And Objectives

 Vision
 Providing technology beyond your Imagination
 Heart our growth potential and sustain profitable growth.
 Achieve excellence in enterprise management.

 Mission
 To enable people and business throughout the world to realize the power of Tracking and
security
 The Company embraces certain core values in order to function ethically, effectively and
prosper further:-
 Dynamic Thinking
 Creativity & Innovation

 Objectives
 To achieve the most profitability, competitiveness, and sustainability of our clients business
through optimal scheduling and sizing of all their resources. Our exclusive dedication to
optimization and the trust of our clients in our company and in our solutions.
 Increase more customers’ satisfaction.
 Achieve higher levels of customer’s satisfaction than competitors.
 Be recognized as an excellent business organization by 2020-21.
 Increase his sales as compare to 2020-2021.

Page | 15
 Logo: -

 Owner: -

Page | 16
 Products & Services: -

Page | 17
Page | 18
  Introduction On topic: -

Recruitment

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific vacancies
do not exist. Usually, the recruitment process starts when a manager initiates an employee
requisition for a specific vacancy or an anticipated vacancy.

 Recruitment needs are of three types:-

1. Planned.
2. Anticipated
3. Unexpected

Definitions

According to DALE S. BEACH, “Recruitment is the development and maintenance of

adequate manpower resources. It involves the creation of a pool of available labour upon whom
the organization can depend upon when it needs additional employees.

 Meaning of Recruitment: -

According to Edwin B.Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization.´ Recruitment is the
activity that links the employees and the jobseekers. A few definitions of recruitment are:

It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.

Page | 19
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective for the organization so that the management can select the right candidate for the
right job from this pool.

The main objective of the recruitment process is to expedite the selection process. Recruitment
is a continuous process whereby the firm attempts to develop a pool of qualified applicants for
the future human resources needs even though specific vacancies do not exist.

Usually, the recruitment process starts when a manager initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

 Purposes and Importance:-

 Attract and encourage more and more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of best candidates for the
organization.

 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

 Recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the composition of its
workforce.

Page | 20
  Begin identifying and preparing potential job applicants who will be appropriate
candidates.

 Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

 Increase organizational and individual effectiveness in the short term and long term.

 Increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.

 Objectives of Recruitment:-

 To induce fresh blood at all levels of the organization.

 To develop an organizational culture that attracts competent people to the company.
 To search or head hunt people whose skills fit the company’s values.
 To seek out non-conventional development grounds of talent.
 To search for talent globally and no just within the company.
 To design entry pay that competent on quality but not quantum.

 Sub-systems of Recruitment:-
The recruitment consists of the following sub-functions
1. Finding out and developing the sources where the required number and kind of employees
will be available.
2. Developing suitable technique to attract the desirable candidates employing the techniques
to attract candidates.
3. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of
number of candidates required.

Management has to attract more candidates in order to increase selection ratio in order to select
the most suitable candidates out of the total candidates. Recruitment is positive as it aims

Page | 21
increasing the number of applicants and selection is somewhat negative as it selects the suitable
candidates in which process the unsuitable are automatically eliminated. Though, the function
of recruitment seems to be easy, a number of factors make performance of recruitment a
complex one.

Page | 22
  Recruitment Process:-

Recruitment Planning
 Estimated no. of Contacts
need
 Job specifications
Recruitment Philosophy
 Internal V/s External job filling
 Job V/s Career orientation
 St-term V/s long-term
Recruitment Strategy Development orientation
 Choosing required applicant
qualifications
 Choosing recruitment sources
and communication channels
 Choosing inducements

Recruitment Activities
 Job posting
 Ads
 Other Recruitment Sources
 Follow up actions
 Record keeping Screening/ Selecting
Employees

Recruitment Evaluation
 No. of jobs filled?
 Jobs filled in timely
fashion?
 Cost per job filled?
Page | 23
 Sources of Recruitment:-

Internal
Sources External
Sources

 Internal Sources
 Present Employees
 Employees Referrals
 Former Employees

 External Sources
 Advertisements
 Employment Exchange
 Campus Recruitment
 Walk ins and Write ins

Page | 24
 Factors Affecting Recruitment:-

 Internal Factors
 Recruitment Policy
 Human Resource Planning
 Size of the firm
 Cost of recruitment
 Growth and Expansion

 External Factors
 Supply and demand
 Labour Market
 Image/ Goodwill
 Political-Legal-Social Environment
 Unemployment Rate
 Competitors

Internal Factors
External Factors

Page | 25
 SIGNIFICANCE OF THE STUDY:-

Meeting the demands of to days changing business environment requires building an

efficient staff. For high growth organizations, attracting, hiring and retaining the right talent
is critical. By adding the right players to the team it will have a source of competitive
advantage. Attract the wrong talent and it will have difficulty in meeting the strategic goals
and objectives.

 Re duces Co st of Selectio n:
By adopting a good recruitment and selection process the company can reduce the
cost in selecting the prospective candidates.

 Motivated emplo yees:

Motivated employed can be brought in by the effective recruitment strategies.

 Emp l o y e e t u r n o v er :
Employee turnover can be reduced when the right candidates is selected and placed in
the right position. There will be job satisfaction which in turn reduces the employee
turnover and enhances the productivity. More work can be done at less cost.

Page | 26
 Review
Literature
 Review Literature: -

N. Leavitt (2011), suggested that there are two primary attack vectors for mobile phones.
The first is when a mobile phone connects the internet; the second is when a mobile phone
connects to a network. Because to much individual and financial data is being stored on
a phone, this is making the mobile phone environment more and more appealing to
hackers. 2010 saw a 46% boost in mobile phone security, according to McAfee Labs, and
every day, more than fifty five thousands (55,000) new mobile malware variants are
discovered there. While PCs are increasingly being used to establish mobile botnets, the
main goal of mobile malware is to steal money and personal information. Similar to the
emergence of android botnets, this issue has been a topic of discussion for the past year .
Due to the mobile nature of smart-phones, the aforementioned blogger, Marko, properly
compares the concept of an Android botnet to a salesman who is on the road and infected
with tuberculosis.
Mario Ballano (2011), a Symantec researcher, claimed to have discovered a new attack
method for Android that is comparable to Windows DLL hijacking . This is more of a
vulnerability in some apps that dynamically load code utilizing the Android classes Public
Constructors and DexClassLoader than it is an OS flaw. Ballano claimed that the few
apps that he found to be susceptible to this technique have been reported to Google. As
of November 2012, Google's response to the issue is unknown, and a patch has not yet
been released. Another attack method for Android phones is fake online "Google Play"
stores. Tim Wyatt, a software engineer at Lookout, informs us that GG tracker Trojan-
infected software distributed through fake online shops has the ability to sign up users for
premium SMS services without their consent or even informing them that a transaction
has taken place.
Khan et al. (2015) researched several security-related difficulties, risks, and
vulnerabilities for mobile users . Their analysis includes a number of different mobile
dangers, including physical threats, application-based threats, network-based threats, and
web-based threats. One issue involving earnest money and mobile weaknesses is a botnet.
They claim that biometric authentication is a key security defense mechanism for mobile
security and data privacy. Every phase of developing a mobile application must include
security mechanisms.
Page | 27
Cifuentes et al.(2015) conducted an analysis of the flaws discovered in health-related
mobile applications . In order to identify vulnerabilities, they divided mobile health apps
into six groups depending on the functionalities of the apps and downloaded 10 Android
apps from the Google Play store for each group. 60 m-Health apps have 157
vulnerabilities in total. According to their findings, the majority of vulnerabilities and
high-risk levels are present in apps with remote monitoring capabilities. Their findings
indicate that 64% of the flaws in m-Health apps linked to unreliable input.
Chatzikonstantinouet al.(2016), revealed cryptographic vulnerabilities in mobile
applications and categorized as fragile cryptographic algorithms, weak cryptographic
keys, and feeble implementation of cryptographic methods, and weak parameters . They
manually conducted static and dynamic analyses on 49 arbitrary Android apps that they
downloaded from the Google Play store. According to their findings, 12.2% of Android
apps have no cryptographic methods at all, while nearly 87.8% of Android apps use weak
cryptographic algorithms.
Shukla et al. (2015) A new key concord and authentication procedure for Electronic
Health Record systems was put into place. Since the EHR system has a variety of users,
including doctors, lab workers, patients, and insurance agencies, adequate key
agreements and authentication are essential. The suggested protocol operates on a
commitment system and will halt communication if authentication is unsuccessful. They
claimed that the binding/hiding aspect of the protocol makes Man in the Middle attacks
particularly difficult to execute in wireless communications.
According to Choo (2014), advancements in new technology and advancements in
security measures must happen simultaneously . According to the routine activity idea,
criminal activity happens when there is a motivated attacker, a targeted gadget, and a
weak guardianship. The ability of cloud storage applications like DropBox, Google
Drive, One Drive, etc. to hold a sizable amount of user data makes them popular targets
for attackers. They looked at celebrity iCloud accounts that had been compromised and
found that the majority of hacks target specific security questions, usernames, and
passwords.
According to Agasi (2015), there isn't a perfect way to prevent issues with mobile
security. Implementing appropriate security rules, incorporating current security, and
protecting data on mobile devices are the key concerns with mobile security [9].
Page | 28
Corporates must build a secure environment for mobile devices, threat management, and
security rules that are independent of the devices and operating systems used in them in
order to secure company documents and data.

Cheng et al. (2007) proposed a virus detection and alert system for smart-phones. by. It
identifies viruses by gathering activity data from the smart phones and doing joint
analysis to identify odd behaviors on both a single device and the entire system. When a
potential infection is identified, they employ a proxy to offload the processing load from
resource-constrained smart-phones, and the proxy delivers targeted alerts to infected
devices and a fraction of the uninfected devices to stop the spread. The scientists asserted
that the approach can successfully stop widespread viral outbreaks while requiring
minimal overhead. In order to improve security perception, this study offers a useful
mobile technology-based learning approach that puts the needs of the students first. The
strategy outlines the creation of a modular mobile security software that addresses both
established and new security concerns and threats. This strategy offers students a practical
and efficient way to improve the security of their devices as using smart devices is
increasingly becoming a part of their daily routines.
Ruitenbeek et al. (2007) conducted a research on the spread of smart-phone viruses,
focusing in particular on the consequences of multimedia messaging system (MMS)
viruses that proliferate by sending infected messages to other devices, and they put forth
a number of response mechanisms to gauge the efficacy of virus mitigation techniques.
In their paper, the authors present a virus model that "parameterized and represented a
wide range of potential MMS virus behaviors and identified four MMS virus scenarios."
In each scenario, the residing virus on the phone manages to send MMS messages with
an attachment file of infecting capacity to other phones that are chosen from its contact
list as well as dialing a random phone number.

Page | 29
 Research
Methodology
INTRODUCTION:

Research is a systematic study or investigation to collect & interpret facts for providing information to
the management to get products & services more efficiently.

o Meaning of Research

Research is a common parlance refers to search for knowledge. Research is defined as a “scientific &
systematic search for pertinent information on a specific topic”. Research is an art of scientific
investigation. Research is a careful investigation. Research is a careful investigation or inquiry
especially through search for new facts in any branch of knowledge. Research is a systematized effort
to gain new knowledge. Research comprises defining & redefining problems, formulating hypothesis
or suggested solutions, collecting, organizing & evaluating data making deductions & reaching
conclusion & at last carefully testing the conclusions to determine whether they fit the formulating
hypothesis. The search for knowledge through objective & systematic method of finding to a problem
is research. Research is an original contribution to the existing stock of knowledge making for its
advancement. It is the pursuit of truth with the help of study, observation, comparison & experiment.
Research is an academic activity & this term should be use in technical sense.

 RESEARCH PROBLEM

In research process, the first & foremost step is that of selecting and defining a research problem. A
researcher must find the problem and formulate it so that it becomes susceptible to research.

 RESEARCH DESIGN

“A research design is purely & simply the framework or plan for a study that guides the
collection & analysis of data”

Page | 30
A research design is the arrangement of condition for collection & analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. Research design can be
of following types: -

1. Exploratory research

It generally emphasis on discovery of ideas & insights. It helps the breaking the border. I have
used the exploratory research design in this project.

2. Descriptive research

It is concerned with determining the frequency with which something occurs or extent
relationship between two variables.

3. Diagnostic research

It is concerned with determining the cause & effect relationship.

 METHODOLOGY:-

A study is conducted on Recruitment and Selection process of STSPL. Detailed report is

made on the basis of records available in the company on the recruitment and selection of the
employees.

 Scope:-

 Number of employees working in STSPL.

 Location considered – Sector 11, 4/8 marla model town (Gurugram ,Haryana )
 Sample Size 90.

Page | 31
 Data collection methods:-

 Primary Data:
The primary data is collected through the personal interview with the HR manager
and the other employees of the HR circle. Observation is also made atthe recruitments
which were conducted at the time of the study.

 Secondary Data:
The secondary data is collected through the reference of the magazines, journals and
books on the topic. The files of the company are also checked for further information.

 Sampling technique:
The sampling technique used for the collection of information through the
questionnaires is the simple random sampling.

Page | 32
 Objectives
of the Study
 O BJ EC T I VE S O F T HE S T UD Y : -

 To study the recruitment process.

 To know about different strategies those are implementing in recruitment process.

 To know how the company attracts with multi-dimensional and experiences that suit.
The present and future organizational strategies.

Page | 33
Data Analysis
And
Interpretation
 Data Analysis and Interpretation:-

An Analysis of the manpower requirements is prepared periodically based on the Following

factor:
 Source of recruitment
 Resumes received and short-listed

Demographic Details of the Respondents.

1)– Age of the Respondents

Age of Respondents Respondents Percentage

1 18 to 25 years 57 63.33%
2 26 to 30 years 18 20.00%
3 31 years to Above 15 16.67%
Total 90 100.00%

Respondents
57
60

50

40

30
18 Respondents
20 15

10

0
18 to 25 years 26 to 30 years 31 years to Above
1 2 3

Interpretation:-

The graph represents the ages of the respondents. The majority of the respondents, i.e. 57 were
of the age 18 to 25 years and 18 respondents of age 26 to 30 years and 15 respondents of age
31 to Above years .

Page | 34
2)-Gender of the Respondents

Gender of Respondents Percentage

Respondents
Male 37 41%
Female 53 59%
Total 90 100

Respondents
60

50

40

30
Respondents
53

20
37

10

0
Male Female

Interpretatrion

The graph represents the gender of the respondents. The majority of the
respondents, i.e. 37 are of Male and 53 respondents of Females.

Page | 35
3)-Marital Status of the Respondents

Sr. No. Marital Status of Respondents Respondents Percentage

1 Married 57 63.33%
2 Unmarried 33 36.67%
Total 90 100.00%

Respondents
60 57

50

40
33

30
Respondents

20

10

0
Married Unmarried

Interpretation

The graph represents the respondents of marital status. The majority of the respondents, i.e. 57
are of the Married and 33 respondents of Unmarried
Page | 36
4)-Education:

Sr. No. Qualification Responses Respondents Percentage

1 10th 5 5.56%
2 12th 12 13.33%
3 UG 35 38.89%
4 PG 38 42.22%
Total 90 100.00%

Respondents

12

38

35

10th 12th UG PG

Interpretation

The graph represents the education of the respondents. The majority of the respondents, i.e. 5
are of 10th Class, 12 respondents of 12th Class and 35 respondents of UG and 38 respondents
from PG.

Page | 37
5) Nature Of Job: - -Temporary - Permanent -Part-Time

Sr. No. Nature of Job Respondents Percentage

1 Temporary 23 25.56%
2 Permanent 67 74.44%
Total 90 100.00%

Respondents

23

Temporary
Permanent

67

Interpretation
The graph represents that the respondents job nature. The respondents are 23 of
temporary nature and 67 are of permanent nature.

Page | 38
6)-Designation

Sr. No. Designation Respondents Percentage

1 Manager 50 55.56%
2 Assistant 17 18.89%
3 Accountant 10 11.11%
4 Clerk 13 14.44%
Total 90 100.00%

Respondents
60

50
50

40

30
Respondents

20 17
13
10
10

0
0 1 2 3 4 5

Interpretation

The graph represents the designation of the respondents. The majority of the respondents, i.e.
50 are of Manager are of 17 respondents of Assistant. There are 10 respondents of Accountant
and 13 respondents from Clerk.

Page | 39
7)-Experience

Sr. No. Experience Respondents Percentage

1 Fresher 30 33.33%

2 01 to 05 Years 27 30.00%

3 05 to above 33 36.67%

Total 90 63.33%

Respondents
35

30

25

20

33 Respondents
15 30
27

10

0
Fresher 01 to 05 05 to above

Interpretation

The graph represents the experience of the respondents. The majority of the respondents, i.e.
30 are of the Fresher are 27 respondents of 01 to 05 years. There are 33 respondents of 05 to
Above years.

Page | 40
8)-Which Channel do you Prefer to post your Resume?

Sr. No. Responses Respondents Percentage

1 Job Sites 52 57.78%

2 Company Websites 15 16.67%

3 Referrals 23 25.56%

Total 90 100.00%

Respondents

23

Job Sites
Company Websites
Referrals
52

15

Interpretation

The graph represents the ages of the respondents. The majority of the respondents, i.e. 52 were
of the Job sites, followed by 15 respondents of Company Websites. There are 23 respondents
of Referrals.

Page | 41
 9)-What type of question they asked you in the Interview?

Sr. No. Responses Respondents Percentage

1 Relaxing Ques. 53 58.89%

2 Tough ques. 18 20.00%

3 Icebreaking Ques. 19 21.11%

Total 90 100.00%

Respondents
100
90
90

80

70

60 53
50

40 Respondents

30
18 19
20

10

0
Relaxing Ques. Tough ques. Icebreaking Ques. Total
1 2 3

Interpretation

The graph represents the which types of questions they asked from respondents The majority
of the respondents, i.e. 53 are of Relaxing Ques. And 18 respondents of Tough ques.. There are
19 respondents of Icebreaking Ques.

Page | 42
 10)-Behaviour of H.R. Manager?

Sr. No. Responses Respondents Percentage

1 very good 38 42.22%
2 good 27 30.00%
3 average 18 20.00%
4 Bad 7 7.78%
Total 90 100.00%

Respondents
40 38

35

30
27

25

20 18
Respondents

15

10
7

0
very good good average Bad

Interpretation

The graph represents the ages of the respondents. The majority of the respondents, i.e. 15 were
of Good, followed by 18 respondents of Very Good. There are 38 respondents of Excellent and
19 respondents from Bad.

Page | 43
11)-Opinion About Smart Track Solution Pvt. Ltd.?
Sr. No. Responses Respondents Percentage
1 very good 18 20.00%
2 good 50 55.56%
3 average 15 16.67%
4 Bad 7 7.78%
Total 90 100.00%

Respondents
60

50
50

40

30
Respondents

18
20 15

10 7

0
very good good average Bad

Interpretation

The graph represents the respondents opinion. The majority of the respondents, i.e. 50are of
Good, followed by 18 respondents of Very Good. There are 15 respondents of Excellent and
07 respondents from Bad.

Page | 44
- 12) Does the medical examination is the necessary for selecting an employee’s ?

Sr. No. Responses Medical Respondents Percentage

1 YES 55 61.11%

2 NO 35 38.89%

Total 90 100.00%

Respondents
60
55

50

40
35

30
Respondents

20

10

0
YES NO

Interpretation

The graph represents the respondents opinion about medical examinition. The majority of the
respondents, i.e. 55 are of yes and 35 are of no.

Page | 45
13)-Do you follow different recruitment process for different types of employess?
Sr. No. Responses Respondents Percentage

1 YES 53 58.89%

2 NO 18 20.00%

3 CAN NOT SAY 19 21.11%

Total 90 100.00%

Respondents
60
53
50

40

30
Respondents
18 19
20

10

0
YES NO CAN NOT SAY

Interpretation

The graph represents the majority of the respondents, i.e. 53 are of yes and 18 respondents of
no There are 19 respondents of can not say.

Page | 46
14)-Are the important guidelines and technical support is available in your
organisation?

Sr. No. guidelines and technical support Respondent Percentag

s e
1 YES 57 63.33%
2 NO 24 26.67%
3 CAN NOT SAY 9 10.00%
Total 90 100.00%

Respondents
60 57

50

40

30
Respondents
24

20

9
10

0
YES NO CAN NOT SAY

Page | 47
Interpretation

The graph represents the important guideline and technical support is available in organistion.
The majority of the respondents, i.e.57 are of yes and 24 respondents of no. There are 9
respondents of can not say.

Page | 48
Findings
 Findings:-

1. According to my analysis there are mainly younger age people 18 to

25 years oil they approx 57 and later on.
2. My analysis shows that there are mainly females and less of women.
3. My respondents mostly are of married people this clearly show that
married people are more aware about their family and their
securities.
4. My survey shows that there are mostly PG and UG people are known
about it.
5. My respondents are both temporary as well as permanent.
6. My analysis show that mostly manager are most aware and these
tools.
7. My mostly respondents have good experience like above 5 years.
8. Respondents are prefer to post their resume on job sites mainly
approx.(58%) prefer.
9. My respondents tells that company are friendly with employees or
new internes they ask relaxing questions with them so that they do no
get nerves.
10.the nature of hr manager are good according to respondents he is
helpful and supportive to their employees.

Page | 49
Limitation
 Limitations:-

 Time C o nstr aint:

Since the project is for a limited duration more information could not
becollected from the company.

 Secondary Data:
Since the data that has been considered for analysis and evaluation is
secondary data, all the limitations that pertain to secondary data will be
present. There is a possibility of biased information.

Page | 50
Conclusion
  Conclusion:-

Smart Track Solutions Private Limited” Incorporated on 6th Dec 2012 is the prominent
importer, trader and supplier of Vehicle Tracking System, GPS Tracking System, School
Management solutions, Personal Tracker, Automatic Attendance Management solution.

Smart Track has been an established and popular company with an excellent track record for
the best customer satisfaction. We have never compromised on the quality and the services
provided to the customer. We believe in keeping the customers happy and providing them
with products at a very competent price. We have an excellent pool of software engineer, can
deliver your customized requirements with quality and promised time duration.

The experts at Smart Track Pvt Ltd have developed comprehensive solutions for Vehicles
and schools Safety which include Smart Vehicle tracking system software and School
management solutions Digital ID Cards for students, Indoor Tracking of Students, Teachers
and Staff, Access Control in restricted areas, RFID Cards , Smart Vehicle tracking, Geo
Fencing and now the manufacturer of AIS 140 Device.

Smart Track Solutions Private Limited is an unlisted private company incorporated on 06

December, 2012. It is classified as a private limited company and is located in Gurgaon,
Haryana. It's authorized share capital is INR 1.00 lac and the total paid-up capital is INR 1.00
lac.

The current status of Smart Track Solutions Private Limited is - Active.

The last reported AGM (Annual General Meeting) of Smart Track Solutions Private Limited,
per our records, was held on 30 September, 2022.

Smart Track Solutions Private Limited has two directors - Neha & Sumit Gupta.

The Corporate Identification Number (CIN) of Smart Track Solutions Private Limited is
U35990HR2012PTC047834. The registered office of Smart Track Solutions Private Limited
is at H. No.-397A/24, 4 Marla near Gurudwara, Gurgaon, Haryana.

Page | 51
Bibliography
  Bibliography:-

 Principles and practice of Management by C .B. Gupta.

 Human Resource Management by Gary Dessler
 STSPL manual
 Principles and Practices of Management L. M. Pra sad
 Bu siness Stu dies b y R.K.Si ngla

Web sites:-

 www.g oogl e.co m

 www. mahalibrary.com
 www. h r m g u i d e . c o m
 www. smarttrack info.co m
 https://www.scribd.com/doc/60073145/Summer-Training-Report#
 https://www.smarttrack.in/profile.html
 https://www.smarttrack.in/
 https://www.smarttrack.in/profile.html
 https://www.thecompanycheck.com/company/smart-track indiaprivate-
limited/U27109HR1974PTC007126
 https://www.jshlstainless.com/wp-content/uploads/2020/10/Memorandum-Articles-
of-Association.pdf

 https://en.wikipedia.org/wiki/

Page | 52
ANNEXURE
  Annexure:-

COMPANY: - Smart Track Solutions Pvt. Ltd.

INDUSTRY: - Vehicles & Automobile

1. Name: - ………………………………………………
2. Mobile No.: - ………………………………………………ss
3. Email Id: - ……………………………………………....
4. Gender: - - Male - Female
5. Age: - - 18y to 25y - 26y to 30y - 31y to Above
6. Marital Status: - - Married - Unmarried

7. Qualification: - - 10th - 12th - Under Graduate

- Post Graduate
8. Nature Of Job: - - Temporary - Permanent

9. Designation: - - Manager - Ass. Manager - Accountant

- Clerk
10. Experience: - - Fresher - 01y to 05y - 06y to 10y
11. Response given by the staff about the Query?
- Agree - Disagree
12. Which Channel do you prefer easy to post your resume?
- Job Sites - Company Websites - Referrals
13. What type question they asked you in the interview?
- Relaxing Questions - Tough Questions - Icebreaking Questions
14. Behavior / Attitude of H.R. Managers: -
- Good - Very Good - Excellent - Bad
15. Opinion about Smart Track Solutions Pvt. Ltd.: -
- Good - Very Good - Excellent

Page | 53