A

Report

On

RECRUITMENT PROCESS OF TRAINING AND DEVELOPMENT

IN CEI DESIGN CONSULTANCY PVT LTD

Submitted for partial fulfillment of requirement for the award of degree

Of

Bachelor of Business Administration

Of

Netaji Subhas University

Jamshedpur (Jharkhand)

Session: 2022 – 2025

Supervised By External Guide Supervised By Internal Guide

Name: Ms. Nensi Gangwar Name: Babu Sudarshan

Designation: HR Manager Designation: Assistant Professor

Department: Human Resource Department: Management

Submitted by
Neha Kumari

Roll No: 2202189

Enrollment No: NSU2202189

BBA V SEM

2025

DEPARTMENT OF MANAGEMENT

NETAJI SUBHAS UNIVERSITY

POKHARI, JAMSHEDPUR
 DECLARATION
I the undersigned solemnly declare that the report of the Summer Training work
entitled Training and Development process, is based on my own work carried
out during the course of my study under the supervision of Mr. Babu Sudarshan.

I assert that the statements made and conclusions drawn are an outcome of the
project work. I further declare that to the best of my knowledge and belief that
the project report does not contain any part of any work which has been
submitted for the award of any other degree/diploma/certificate in this university
or any other university.

(Signature of the candidate)

Name: Neha Kumari
Roll No: 2202189
Enrollment No. NSU2202189

(i)
CERTIFICATE BY ORGANIZATION

(ii)
 CERTIFICATE BY INTERNAL GUIDE

This is to certify that the report of the project submitted is the outcome of the project work
entitled Training and Development process carried out by Neha Kumari bearing Roll No:
2202189 & Enrollment No: NSU2202189 carried out by under my guidance and supervision
for the award of Degree in Bachelor of Business Administration of Netaji Subhas University,
Jamshedpur, Jharkhand, India.

To the best of my knowledge the report the work of the candidate herself,

i. Embodies the work of the candidate herself,

ii. Has duly been completed,

iii. Fulfills the requirement of the ordinance relating to the MBA degree of the university and

iv. Is up to the desired standard for the purpose of which is submitted.

(Signature of the Guide)

Name: Babu Sudarshan

Designation: Assistant professor

The project work as mentioned above is hereby being recommended and forwarded for
examination and evaluation.

(iii)
 CERTIFICATE BY THE EXAMINERS

This is to certify that the project entitled

RECRUITMENT PROCESS OF TRAINING AND DEVELOPMENT

IN CEI DESIGN CONSULTANCY PVT LTD

Submitted By

Neha Kumari Roll No. 2202189 Enrollment No. NSU2202189 has been examined by the
undersigned as apart of the examination for the award of Bachelor of Business Administration
degree of Netaji Subhas University, Jamshedpur, Jharkhand, India.

Name & Signature of Name & Signature of

Internal Examiner Internal Examiner
Date: Date:

Forwarded By

Academic Head
Department of Management

(iv)
 ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of guidance and assistance from
many people and I am extremely privileged to have got this all along the completion of my
project. All that I have done is only due to such supervision and assistance and I would not
forget to thank them. I am extremely thankful to my mentor Ms. Nensi Gangwar, for her
constant Support and guidance.

I respect and thank CEI DESIGN CONSULTANCY PVT LTD. for providing me an
opportunity to do the desk research work as summer internship project and giving all support
and guidance which made me complete the project duly. I am extremely thankful to Mr. Babu
Sudarshan for providing such a great support and guidance.

(Signature of the student)

Name: Neha kumari

Roll No: 2202189

Sem 5th BBA

(v)
 PREFACE

Every study is incomplete without having a well concrete exposure, of the research
Management studies are not exception that scopes, of the project at this level are very wide
ranging.

Student of management are successfully processed and refined through the mean of final
report so that they may have a complete exposure to present scenario. This final report has
been taken as a part of B.B.A. Degree Course. The purpose of the study is to use and apply
our academic knowledge gained during the curriculum in getting valuable insight of
corporate culture with all its attendants completes. I have done a lot of hard work despite
of all my sincere efforts. This is possibility that there may be some areas which may
remain uncovered in study. I once again think to all those who help one directly or
indirectly in preparing my research.

(vi)
 TABLE OF CONTENT

a) Declaration I
b) Certificate by Organisation II
c) Certificate by Internal Guide III
d) Certificate by Examiners IV
e) Acknowledgement V
f) Preface VI
g) Table of Contents VII

CHAPTER TITLE PAGE NO.

Chapter I Introduction
Chapter II Company Profile
Chapter III Research Methodology
Chapter IV Analysis of the Study
Chapter V Findings, Suggestions, and
Conclusions.
Bibliography
Appendix

(vii)
 CHAPTER – I
INTRODUCTION

1
 INTRODUCTION

Recruitment
Recruitment is the process of finding, attracting, and selecting qualified candidates to fill job
openings within an organization.

# Types of Recruitment
1. Internal Recruitment: Filling job openings with existing employees.

2. External Recruitment: Filling job openings with candidates from outside the
organization.

3. Mass Recruitment: Filling multiple job openings at once, often used for seasonal or
temporary work.

4. Targeted Recruitment: Focusing recruitment efforts on specific groups, such as diversity

candidates.

# Channels of Recruitment
1. Job Boards: Online platforms listing job openings, such as Indeed or LinkedIn.

2. Social-Media: Using platforms like Facebook, Twitter, or Instagram to advertise job

openings.

3. Employee Referrals: Encouraging current employees to refer friends or acquaintances.

4. Recruitment Agencies: Partnering with external agencies specializing in recruitment.

5. Company Website: Advertising job openings on the organization's website.

6. Job Fairs: Participating in events where candidates can learn about job openings.

.
7. Internships: Offering internships to attract potential future employees

Training and Development

# Definition
Training and Development refer to the process of improving the performance, skills, and
knowledge of employees to achieve organizational goals.

# Training and Development Methods

2
1. On-the-Job Training: Training employees while they work.

2. Classroom Training: Instructor-led training in a classroom setting.

3. Online Training: Self-paced training through online modules or courses.

4. Mentorship: Pairing employees with experienced mentors.

5. Coaching: One-on-one guidance from a coach or manager.

# Advantages of Training
1. Improved Job Performance: Training helps employees acquire new skills and
knowledge, leading to improved job performance and increased productivity.

2. Increased Efficiency: Training enables employees to work more efficiently, reducing

errors and improving overall quality of work.

3. Enhanced Employee Confidence: Training boosts employee confidence, enabling

them to take on new challenges and responsibilities.

4. Better Decision Making: Training provides employees with the knowledge and skills
necessary to make informed decisions.
5. Improved Communication: Training helps employees develop effective
communication skills, leading to better collaboration and teamwork.

# Disadvantages of Training

1. High Costs: Training programs can be expensive to develop and implement.

2. Time-Consuming: Training requires significant time and effort from both trainers and
trainees.

3. Limited Retention: Employees may not retain all the information and skills learned
during training.

4. Resistance to Change: Some employees may resist changes implemented through

training.
5. Inadequate Trainers: Poorly trained or inexperienced trainers can lead to ineffective
training.

# Needs For Training & Development

Training & Development is not only important for the organization but also for the
employees. Training is valuable to the employees because it will give them greater job

3
security and an opportunity for advancement and skills acquired through training is an asset
for the organization and the employee.

The need for training arises because of the following reasons:

a) Changing Technology: Technology is changing at its fast pace. The workers must
learn new techniques to make use of advance technology. Thus training must be treated as
continuous process to update the employee with new methods and procedures.

b) Quality Conscious Customer: The customers have become quality conscious and
their requirements keep on changing. To satisfy the customers quality of products it must be
improved through training of workers.

c) Greater productivity: It is essential to increase productivity and reduce cost of

production for meeting completion in the market. Effective training can help increase
productivity of the workers.
d) Stable Workforce: Training creates a confidence among the workforce. It gives them
a security in the work place. As a result labor turnover and absenteeism rates are reduced.

e) Better Management: Training can be used as an effective tool of planning and

control. It develops skills among workers for the future and also prepare them for promotion.

# Significance of Training and Development

A well planned and well executed training program can provide the following advantages.

a) Better Quality of Work: In formal training the best method working are standardized and
taught to the employees. Work method and procedures helps to improve the quality of
product or service, trained employees are likely to make operational mistakes.

b) Less Learning Period: A systematic training program helps to reduce the time and cost
involved in learning. They need not waste their time and efforts in learning through trial
and error

c) Reduced Supervision: Well-trained employees tend to be self -

reliant and motivated They need less guidance and control therefore, supervisory burden is
reduced and the span of supervision can be onlarged.
d) High Moral: Proper training can develop positive attitudes among employees. Job
satisfaction and moral gets improved due to rise in earning and job security of employees.
Training reduced employees grievances because opportunities for internal promotion are
available to well trained personnel.

e) Personal Growth: Training enhances the knowledge and skills of the employees. Well
trained employees can grow faster in their career, trained employees are more valuables

4
 assets to any organization. Training helps to develop people for promotion to higher posts
and to develop future managers.

Benefits of Training to Employees:

Training helps the employees or workers in the following days.

a) Confidence: Training creates a feeling of confidence in the minds of workers. It gives a

feeling of safety and security to them at the work place.

b) New Skills: Training develops skills which serves as a valuable personal asset of a
workers. It remains permanently with the worker himself.

c) Promotion: Training provides opportunity for quick promotion and self-confidence.

d) Higher Earning: Training helps in earning higher remuneration and other monetary
benefits to the workers as their productivity is increased.

e) Adaptability: Training develops adaptability among workers, they don't worry when work
procedures and methods are changed.

Objectives of Training:
The training policies are formulated by the HR managers at the request of line managers
Objective of training are laid down keeping in view the company's goal and objectives But
the general objective of any training program are:

1. To impart the basic knowledge and skill to the new entrants and enable them to perforin
their jobs well

2. To equip the employees to meet the changing requirement of the jobs and the organization.

3. To teach the employees the new techniques and ways of performing the jobs or operations

4. To prepare employees for higher level tasks and build up a second line of competent
managers.

5. To reinforce existing skills and competencies so that employees become more productive.

Types of Training:
A wide range of training programs are used by different organization, depending on their
manpower and size of their manpower. Some of the commonly used program are listed
below-
a. Induction Training: Induction is concerned with introducing or orienting a new
employee to the organization and its procedures, rules and regulation. When a new employee
reports for work, they must be helped to get acquainted with the work environment and

5
fellow employees, its nothing but introduction of the organization to the newly employed
person. It is short informative training given immediately after recruitment. It creates a
feeling of involvement in the minds of newly appointed employees.

b. Job Training: Job training relates to specific job which the workers has to handle. Job
training is the most common type of formal in-plant training program. It is necessary for the
new employees to get acquaint themselves with the jobs they are expected to perform. It
helps in creating interest of the employees in their jobs.

c. Apprenticeship Training: Apprenticeship training program tends to be more towards

educating man merely by the vocational training, both knowledge and skills in doing a job or
a series of related jobs are involved. The usual apprenticeship training program combine the
job training and work experience with class room instructions. The trainees receive wages
while learning and they acquire valuable skills.
d. Internship Training: Under this, the educational institute enters into arrangement
with an industrial enterprise for providing practical knowledge to its student. Internship
training meant where advanced theoretical knowledge is to be backed up by practical
experience on the job.

e. Promotional Training: The talented employees are to be given adequate training to

make them eligible for promotion to higher jobs in the organization, promotion of an
employee's means a significant changes in his responsibilities and duties. There-fore it is
essential that he is provided sufficient training to learn new skills to perform his new duties
more efficiently. The purpose of promotional training is to develop the existing employees to
make them fit for undertaking higher job responsibility, this serves as the motivating force to
the employees.

6
 CHAPTER – II
COMPANY PROFILE

7
 COMPANY PROFILE

CEI Design Consultancy Pvt Ltd leading digital marketing and Building Construction &
Designs/ Real estate companies of low-rent housing that does not compromise quality.
Providing all modern luxury facilities and vibrant surroundings at very affordable prices has
popularized us among the masses of the Himachal Pradesh. CEI Design Consultancy Pvt Ltd.
specializes in offering comprehensive solutions in design and engineering for various sectors,
including real estate, infrastructure, and urban planning. The company is known for blending
innovative design with functional efficiency to meet client requirements. CEI Design
Consultancy Pvt Ltd. might have been established with a focus on providing design and
consulting services for infrastructure and construction projects. The company likely started
by catering to a niche market or a specific sector. The company's reputation likely grew
through successful.
completion of high-profile projects. These projects could range from commercial buildings
and residential complexes to infrastructure developments. Like many firms in the design and
consultancy space, CEI would have adopted advanced tools such as BIM (Building
Information Modeling) to stay competitive and deliver cutting-edge solutions.

CEI Design Consultancy Pvt. Ltd. is an architecture, engineering, and design firm that
specializes in delivering creative and functional solutions for various industries. The
company focuses on offering comprehensive design services, including architectural
planning, interior design, structural engineering, and project management.

Their expertise spans a variety of sectors, such as commercial, residential, industrial, and
institutional projects. CEI Design Consultancy emphasizes innovation, sustainability, and
client-centric designs, ensuring their projects meet aesthetic, functional, and environmental
standards.

Services Offered:

Architectural Design: Providing comprehensive architectural designs tailored to clients'

needs.

Interior and Exterior Design: Offering innovative interior and exterior design solutions to
enhance aesthetic appeal and functionality.

8
Building Construction: Delivering end-to-end building construction services, ensuring quality
and adherence to timelines.

Real Estate Services: Engaging in real estate development, focusing on providing affordable
housing with modern amenities.

Industrial Training: Conducting various training programs for students and job seekers,
including 45-day, 6-week, 3-month, and 6-month courses, aimed at skill development in
fields like B.Tech, M.Tech, Polytechnic Diploma, MBA, and BBA.
Placement Agency Services: Assisting individuals in securing employment by providing
placement support and career guidance.

Vision, Mission and Quality Policy:

Vision

● To become a globally recognized design and consultancy firm known for innovative ,
sustainable and customer centric solution that shape the future of architecture and
infrastructure.

● To promote value based training, design matching the choice of customer.

● To give best placement and faculties to the new aspirations. Mission

● To be the most admired brand in the corporate sector and helping the student to excel

in their career opportunities.

● Helping young aspirants, students and professional to make their dream come true.

● Deliver creative and functional designs that align with client aspirations and
contemporary standards.

● Integrate environmentally sustainable practices into all projects to promote green

building principles and resource efficiency.

● Provide exceptional service and build lasting relationships by consistently exceeding

client expectations.

● Technological Excellence: Leverage cutting-edge tools and methodologies like BIM,

AI, and VR for enhanced precision and collaboration.

● Empowered Team: Foster a culture of learning and growth, ensuring a skilled

workforce committed to excellence.

9
 Quality Policy :
● Commitment to Excellence: Ensure the highest standards of quality in design,
engineering, and project management services.

● Client-Centric Approach: Prioritize client needs through tailored solutions, timely

delivery, and effective communication.

● Compliance and Standards: Adhere to national and international building codes,

safety standards, and industry best practices.

● Continuous Improvement: Regularly update processes, tools, and skills to stay ahead
in the competitive market.

● Sustainability and Responsibility: Promote environmentally friendly practices,

ensuring all projects minimize their ecological footprint.

Structure of the organization

1. Leadership/Executive Management

Managing Director (MD)/CEO: Oversees the overall strategy, operations, and business
development of the company. Sets long-term goals and ensures alignment with client
expectations and industry standards.

Board of Directors: Provides strategic direction and governance for the company.

2. Core Departments
Each department is headed by a director or senior manager, ensuring specialization and
efficiency:

A. Design Department

Head of Architecture: Leads architectural teams in conceptualizing and delivering design

solutions.

Lead Architects/Urban Designers: Supervise project designs, handle client requirements, and
ensure compliance with standards.
Junior Architects/Draftsmen: Assist with detailed drawings, renderings, and project
documentation.

B. Engineering Department

Structural Engineering Lead: Manages structural design, analysis, and safety standards for
buildings and infrastructure projects.

10
MEP (Mechanical, Electrical, Plumbing) Head: Coordinates building services design to
ensure functionality and sustainability.

Civil Engineers: Handle project execution, site planning, and compliance with civil codes.

C. Project Management Office (PMO)

Project Directors/Managers: Oversee project timelines, budgets, and client communications.

Site Supervisors/Coordinators: Ensure on-ground implementation aligns with design

specifications.

D. Business Development and Marketing

Business Development Head: Identifies opportunities for growth, develops client

relationships, and oversees proposal submissions.

Marketing Team: Focuses on branding, digital presence, and showcasing the firm's portfolio.

E. Quality Assurance & Compliance

QA/QC Manager: Ensures all designs and deliverables meet quality standards and regulatory
compliance.

3. Support Functions

a. Human Resources (HR): Handles recruitment, employee engagement, and

organizational policies.

b. Finance and Accounts: Manages budgets, invoicing, and financial reporting.

c. IT and Administration: Ensures the seamless functioning of design software,

communication tools, and office operations
This structure helps in dividing responsibilities across specialized teams while fostering
collaboration for complex multidisciplinary projects. The exact hierarchy may vary
depending on the company's size and scope of services.

Products/Service of the organization:

1. Design and Engineering Services:

Civil and Structural Design: Design and analysis of buildings, bridges, and infrastructure
projects. Earthquake-resistant and sustainable structure solutions. Retrofitting and
rehabilitation of structures.

Mechanical Design: HVAC, plumbing, and fire protection systems. Industrial equipment and
process design.

Electrical and Electronics Design: Power supply and distribution systems. Energy-efficient
and renewable energy system design.

11
2. Project Management Consultancy (PMC): Comprehensive project management from
inception to completion. Cost estimation, budget allocation, and resource planning. Risk
assessment and mitigation strategies.

3. Building Information Modeling (BIM): Integration of 3D modeling for project

visualization. Clash detection and resolution for optimized designs. Digital project
management using BIM tools.

4. Product Design and Prototyping: Designing and prototyping customized products for
industrial applications. Use of advanced technologies like 3D printing for rapid
prototyping.

5. Environmental and Sustainable Solutions: Green building designs following LEED or

GRIHA guidelines. Environmental impact assessments (EIA). Renewable energy systems,
including solar and wind power.

6. Urban Planning and Infrastructure Development: Urban master planning and smart city
designs. Transportation infrastructure planning (roads, railways).

Utility and service network design (water, electricity, waste management).

7. Training and Capacity Building: Technical training in CAD, BIM, and other engineering
software. Workshops on sustainable and innovative engineering practices.

8. Architectural Design: Providing comprehensive architectural designs tailored to clients'

needs.

9. Interior and Exterior Design: Offering creative and functional interior and exterior design
solutions.

10. Building Construction: Specializing in constructing quality buildings with modern

amenities at affordable prices.

11.Real Estate Services: Engaging in real estate development, focusing on low-rent housing
without compromising on quality.

12.Industrial Training Programs: Conducting various training programs for students and job
seekers, including 45-day, 6-week, 3-month, and 6-month courses, aimed at skill
development in fields like B.Tech, M.Tech, Polytechnic Diploma, MBA, and BBA.
13.Placement Support: Assisting trainees and job seekers with placement opportunities to
enhance their career prospects.
The company is recognized as a leader in building construction and design, as well as real
estate development. Additionally, their training institute, established in 2019, is HPTCP
certified and registered with MSME, underscoring their commitment to quality education and
professional development.

12
 CHAPTER – III
RESEARCH METHODOLOGY

13
 RESEARCH METHODOLOGY

Research may be very broadly defined as systematic gathering of data and information and Its
analysis for advancement of knowledge in any subject. Research attempts to finder intellectual
and practical question through application of systematic methods Some people consider
research as a movement, a movement from the known to the unknown

in short, the search for knowledge through objective and systematic method of finding
solution to a problem is research. An original contribution to the existing stock of knowledge
making for its advancement

Research is the systematic method consisting of enunciating the problem, formulating a

hypothesis, collecting the facts of data, analysing the facts and reaching certain conclusions
either in the form of solutions towards the concerned problem or in certain generalization for
some theoretical formulation,

A questionnaire was prepared to systematically collect data. Survey has been done by asking
question from employees.

The question was asked in each department with some of the respondents. Responses of the
concerned department had been thoroughly analysed.

Conclusions had been arrived by using the response of the concerned department.

Objectives of Research

To gain familiarity with a phenomenon or to achieve new insights im to iTo test a hypothesis
of a causal relationship between variables (such studies are known as hypothesis - testing
research studies)
To portray accurately the characteristics of a particular individual, situation or a group

14
Research Design:

Research design means a specified framework for controlling the data collection. The
research is of descriptive in nature, which could provide an accurate picture of induction
procedure conducted in the organization. Descriptive research includes surveys and
factfinding inquiries of different kinds.

Types of Research Design:

On the basis of the objectives of the marketing research can be classified into:
Exploratory Research Design
Descriptive Research Design
Causal Research Design

Descriptive. Research Design

Descriptive research studies are those studies which are concerned with describes the
characteristics of particular individual, in descriptive studies the researcher must be ableto
define clearly, what he wants to measure and must find adequate methods for measuring it
along with a clear cut definition of population he want to study
Since the aim is to obtain complete and accurate information in the studies. The procedure to
be used must be carefully planned. The research design must make enough provision for
protection against bias and must maximize reliability, with due concern for the economical
completion of the research study.

SAMPLE DESIGN:
A Sample Design is a definite plan for obtaining a sample from a given population. It refers to
the technique and to the procedure adopted in selecting items for the sampling designs.

SAMPLE SIZE:
The sample size was 50. Conclusions had been derived by using the response of the
questionnaire.

15
Collection of Data:
Data sources. Having defined and formulated a research problem and having determined the
objectives of research, a researcher has to face the problem of data collection The information
collected should be both accurate and relevant, as per the requirement of the researcher, who
has to work out a suitable data collection method.
Data collection methods can be broadly classified into
• Primary methods

• Secondary methods

Data collected from Primary methods is known as Primary data and data collected from
Secondary methods is known as Secondary data.

Primary Data: Primary data means data that are collected by different techniques like
questionnaire, Depth interview, Survey, Schedules, etc. In this project primary data has been
collected by the means of questionnaire

16
CHAPTER – IV
DATA ANALYSIS

17
Graphical Representation:

1. What is your gender?

Options No. of respondent Percentage

Male 25 50%

Female 25 50%

Prefer not to say 0 0%

Total 50 100%

Interpretation: From the chart that Equal representation of males and females (50% each).

2. What is your age group?

Options No. of Respondent Percentage

20-25 21 41.7%

26-30 17 33.3%

31-35 2 8.3%

36- Above 10 16.7%

Total 50 100%

18
Interpretation: From the chart 75%fall within the 20-30 age range 33.3% are between 2025,
while 41.7% are in the 26-30 age range.

3. How long you are working in the organization ?

Options No. of respondent Percentage

0 - 1years 25 50%

1 - 2 years 17 33.3%

2 - 3 years 4 8.3%

More than 3 years 4 8.3%

Total 50 100%

Interpretation: From the chart 50% have been working in the organization for less than a
year. Only 16.6% have more than 3 years of experience.

19
4. How would you rate the working environment?
Options No. of respondent Percentage

Excellent 33 66.7%

Good 17 33.3%

Fair 0 0%

Bad 0 0%

Total 50 100%

Interpretation: Majority (66.7%) rate the working environment as "Good", while the
remaining 33.3% consider it "Excellent". There are no reports of a "Fair" or "Bad" working
environment.

5. How would you describe your recruitment experience?

Options No. of respondent Percentage

Smooth and professional 29 58.3%

Clear but could be faster 17 33.3%

Complicated and confusing 0 0%

Need significant improvement 4 8.3%

Total 50 100%

20
Interpretation: From the chart 58.3% found the recruitment experience "Smooth and
professional".33.3% felt it was "Clear but could be faster".Only 8.3% suggested a need for
significant improvement.

6. What motivates you most about working here?

Options No. of respondent Percentage

Opportunities for growth 21 41.7%

Positive team dynamics 29 58.3%

Competitive compensation 0 0%

Sense of purpose in the project 0 0%

Total 50 100%

Interpretation: Positive team dynamics (58.3%). Opportunities for growth (41.7%).

Competitive compensation and project sense of purpose were not highlighted as motivators.

21
7. Are you getting regular training in your company?
Options No. of respondent Percentage

Yes 33 66.7%

No 17 33.3%

Total 50 100%

Interpretation: From the chart66.7% employees report receiving regular training. 33.3% do
not receive regular training.

8. What do you think CEI Design Consultancy does exceptionally well?

Options No. of respondent Percentage

Employee support and development 17 33.3%

Innovation in projects 4 8.3%

Work culture and environment 17 33.3%

Client relationship 12 25%

Total 50 100%

22
Interpretation: From the chart Innovation in projects (33.3%). Work culture and
environment (33.3%). Client relationships (25%). Employee support and development (8.3%)

9. What would improve communication between teams and Management?

Options No. of respondent Percentage

Regular team meeting 21 41.7%

Open door policies 0 0%

Better use of collaboration tools 8 16.7%

More transparency in decision making 21 41.7%

Total 50 100%

Interpretation: From the chart majority of Regular team meetings (41.7%). More
transparency in decision-making (41.7%). Better use of collaboration tools (16.7%).

23
10. How would you rate the company’s commitment to diversity and inclusion?

Options No. of respondent Percentage

Yes 33 66.7%

No 17 33.3%

Total 50 100%

Interpretation: From the chart 66.7% rate the company's commitment to diversity and
inclusion as "Good". 16.7% consider it "Excellent", while another 16.7% rate it as
"Satisfactory".

24
CHAPTER – V
FINDINGS

25
FINDINGS:

The findings during the work carried out by me can be categorized into two

A) Positive findings:-
1. A majority of employees feel that recruitment process carried out in their companies are
satisfactory. Management is also satisfied with the process of recruitment to some extent.

2. Most of the employees feel that the HR department is good. About 58% of the managers
say that they prefer both internal as well as external source for recruitment and selection.

3. Almost all the employees are satisfied with the training activities conducted in the
organization. 68% of the employees have achieved their training objectives.

4. Superiors are very supportive and helps their sub-ordinates in achieving their objectives.

5. The management has understood the importance of systematic appraisal system & they are
taking every effort to implement it properly.

6. The training programs arranged for performance appraisal is good. The trainer is also very
effective to make the employees understand the concept.

7. The performance appraisal training programs is by the employees & they are really
benefited by it.

B) Negative findings:-
1. Some employees were moderately or not much satisfied with the process of recruitment.

2. Since rules and regulations are very dynamic, so most of the employees face difficulty to
adjust with them.

3. Most of the candidates do not turn up when they are called up for the interview.

4. Regional behavior and language influence is higher during training and even after
delivering their language; the desired effects are not seen.

5. Most of the employees slowly understand the importance of performance appraisal.

26
SUGGESTIONS:

1. The HR Department should look into the matter of consuming more time in the
process of calling the applicants after their responses very seriously. The organization could
control the size of applicants pool by using more clear and specific statements in the ad in
terms of the minimum educational degree, preferred institutions and other necessary criteria
based on which the initial screening of the applications was conducted.

In the job advertisement specially for bottom line employees, The HR department should
mention the pay structure.

2. The Company could participate in the job fairs in their recruitment. A considerable
volume of applications is dropped in the organizations as a result of the exposure created in
the job fairs. The organization can promote its image as a potential recruiter through its
successful participation in the job fairs.

3. The company can recruited also for campus recruiting that could bring a yield of
highly educated fresh-starters for the entry-level the organization could arrange seminars in
the top business schools.

4. The company should facilitate online CV-posting system that is a very popular and
effective practice used by top private organizations.

5. In the case of non-management recruitment like Sales Representative, interview board

should follow the same selection criteria. I observed that some boards were not with the same
selection criteria. One board was really tough to get through on the other hand another board
was easy to get passed.

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 CONCLUSION

At last I want to say that while recruitment and selection identify acceptable candidate, the
process still continue with induction program for the new employee, we can further fine tune
the fit between the candidate’s qualities and the organization’s desire. Then to make the
employees more skilled behavioural training may be provided.

It makes the positive impact of any organization, but it needs a lot of money, time, attention
and guidance. It is just like only taking, not giving or taking the starting benefits and when
the time comes for returning back you just quit the job. So it is not always fruitful.

The employee motivation is needed to be built up through constant attempts of the

organization.

The organization may adopt various methods for motivating the employees. It may be by
providing recreational activities such as tours, picnics, family outings, annual days, sport
days, functions, and parties. The organization must consider its employees as its family
members and must provide some profit sharing policy such as ESOPs, bonus, and shares. the
organization may provide fringe benefits.

Welfare activities to be undertaken by the organization may include various facilities such as
uniform for the employees for whom HR department is responsible for its maintenance and
providing it.

Last but not the least rewards are the main motivational activity, which may be monetary and
non-monetary rewards.

At last to conclude, I would like to say that with enthusiasm that it was a great experience
working with many experienced people working at senior positions. Interacting and spending
time with the people rich in learning experience. The people were very cooperative and
helpful and encouraging. It is an experience to be cherished for a long time.

It was great of learning so much about HR practices and implementing them. I’m really
thankful for all the senior members who explain me the working strategies and methodologies
of organizations.

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 BIBLOGRAPHY

● https://corporatefinanceinstitute.com/resources/commercial-real-estate/r
https://www.sciencedirect.com/topics/computer-science/real-estate-industryeal-estate/

● https://www.sciencedirect.com/topics/computer-science/real-estate-industry

● https://en.wikipedia.org/wiki/Real_estate

● https://www.academia.edu/40794886/A_PROJECT_REPORT_ON_HUMAN_RESO
URCE_MANAGEMENT_SUBMITTED_BY_FULL_NAME_IN_CAPITAL_LETE
RS

● https://docs.google.com/forms/d/1dOLVXQjF2Gt_cOXXrvHa2JhFgaLxpGsQSQA8
U80Ru9c/edit?no_redirect=true&pli=1#responses

● https://www.ibef.org/industry/real-estate-india

● https://ceidesignconsultancy.com

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 ANNEXURE

Questionnaire:

1. What is your gender?

● Male
● Female
● Prefer not to say
2. What is your age group?
● 20-25
● 26-30
● 31-35
● 36- Above
3. How long you are working in the organization?
● 0 - 1years
● 1 - 2 years
● 2 - 3 years
● More than 3 years
4. How would you rate the working environment?
● Excellent
● Good
● Fair
● Bad
5. How would you describe your recruitment experience?
● Smooth and professional
● Clear but could be faster
● Complicated and confusing
● Need significant improvement
6. What motivates you most about working here?
● Opportunities for growth

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 ● Positive team dynamics
● Competitive compensation
● Sense of purpose in the project
7. Are you getting regular training in your company?
● Yes
● No
8. What do you think CEI Design Consultancy does exceptionally well?
● Employee support and development
● Innovation in projects
● Work culture and environment
● Client relationships
9. What would improve communication between teams and Management
● Regular team meeting
● Open door policies
● Better use of collaboration tools
● More transparency in decision making
10. How would you rate the company’s commitment to diversity and inclusion?
● Excellent
● Good
● Satisfactory
● Need improvement.

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