siuabrol (1).pdf

RAYMOTOS PRIVATE LIMITED
Plot No. 85, Phase-1, Saha Industrial Area, Ambala, Haryana,133004
(Delivering Excellence. Since (2020)
A
Training Report
Submitted
in fulfillment of the requirements of the degree of
Master of Business Administration
By
SIYA
University Roll No: 21110105038
Supervised by
Dr. BALBIR MANGTA
Assistant Professor
Department of Management Studies
March, 2023
Sardar Patel University
(A State Government University)
Mandi, Himachal Pradesh -175001, India

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ACKNOWLEDGEMENT
“It is not possible to prepare a internship report without the assistance and guidance of
some people and this project. This one is not an exception”.
On the very outset of this project, I would like to express my sincere thanks and heartfelt
obligations towards all the personages who’ve helped me in this endeavor.
I am ineffably indebted to Mr. RAJEEV THAKUR, HR Head of RAYMOTOSS, for
conscientious guidance and encouragement to accomplish this assignment.
I am extremely thankful and pay my gratitude to my faculty Dr. Balbir mangta, for his
valuable guidance, motivation and support on completion of this project.
Last but not least, I would like to pay high regards to my teacher, my parents, brother, my
friends and the omnipresent God for giving me strength in all the critical situations and
supporting me spiritually throughout my life.

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DECLARATION BY THE STUDENT
I Siya student of MBA Final year, University Roll. No 21110105038, Department of
Management Studies, Sardar Patel University, Mandi, Himachal Pradesh hereby certify that
the work which is being presented in the training report submitted to the Department of
Management Studies, Sardar Patel University, Mandi, Himachal Pradesh for the fulfillment of
the requirement for the award of Degree of Master in Business Administration is an authentic
record of my own work carried out under the supervision of Dr. Balbir mangta, Assistant
Professor, Department of Management Studies, Sardar Patel University, Mandi, Himachal
Pradesh.
The work has not formed the basis for the award of any other degree or diploma in any other
University. In following the ethical practice in reporting scientific information, due
acknowledgments have been made wherever the findings of others have been cited.
(Signature)
Name of the Student: Siya
MBA (Final Year)
University Roll No.: 21110105038
Sardar Patel University, Mandi
Himachal Pradesh-175001, India.

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CERTIFICATE BY THE SUPERVISOR
This is to certify that Siya, a student in MBA Final year, University Roll. No. 21110105038 is
a regular student in the Department of Management Studies, MBA program at Sardar Patel
University, Mandi, Himachal Pradesh in the academic years 2022 to 2023. He has prepared the
training report under my supervision to fulfill the degree of Master in Business Administration
award. The content of this report has not been submitted to any other university to award any
other degree or diploma.
(Signature)
Dr. Balbir mangta
Assistant Professor
Sardar Patel University, Mandi
Himachal Pradesh-175001, India.

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CETRIFICATE BY THE INDUSTRY

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Contents
Title Page.............................................................................. Error! Bookmark not defined.
ACKNOWLEDGEMENT..................................................... Error! Bookmark not defined.
DECLARATION BY THE STUDENT................................. Error! Bookmark not defined.
CERTIFICATE BY THE SUPERVISOR.............................. Error! Bookmark not defined.
Chapter-1.............................................................................. Error! Bookmark not defined.
Industry Profile ..................................................................... Error! Bookmark not defined.
1.1 Organization Background................................................ Error! Bookmark not defined.
1.2 Company details.............................................................. Error! Bookmark not defined.
1.3 Organization Vision ....................................................... Error! Bookmark not defined.
1.4 Organization Mission ...................................................... Error! Bookmark not defined.
1.5 VALUES......................................................................... Error! Bookmark not defined.
1.6 Various department and their function…………………………………………………… 5
Training Schedule ................................................................. Error! Bookmark not defined.
Method Of Training .............................................................. Error! Bookmark not defined.
WEEK 1 and 2...................................................................... Error! Bookmark not defined.
WEEK 7............................................................................... Error! Bookmark not defined.
WEEK 8............................................................................... Error! Bookmark not defined.
REFRENCES........................................................................ Error! Bookmark not defined.
.

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Chapter- 1
Company Profile
1.1 Organization Background
An electric two-wheeler manufacturing company, Raymotoss Private Limited, India, believes
in building a cleaner and greener future for generations to come with the urgent ‘NEED FOR
CHANGE’, we foresee E-Bikes ass the future of human mobility.
THE MANUFACTURING FACILITY
Our first manufacturing facility is setup in Haryana (India) with an initial capacity of 48,000
units per annum in the first phase. In this process, we ensure that every step from design to
production, to assembly, follows the highest standards of quality. As a zesty and ambitious
player in this evolving competitive market, by FY 2023, we will become the most coveted
Indian electric auto brand with the most affordable, eco-friendly technology.
THE TEAM AND SERVICES
Our main focus is on R&D, sales & services of electric Bikes with Lithium-based battery. The
company implements on integrated operation model of sales and service, relying on regional
marketing centers. These centers will realize a nationwide marketing-network, service and
logistics system, providing users with high-quality products while also providing meticulous
services.
THE CHANGE THAT WE ARE
We are committed to an environmentally safe and economical travel, providing the public with
a more convenient, travel-lifestyle and improved social values. Through this, we commit to
participate in the ‘Green Environment’ revolution of the day.
We vow to contribute all our resources towards sustainable development and provide our
customers with a product that will serve their purpose.

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1.2 COMPANY DETAILS
CIN U74999HR2020PTC085598
Company name RAYMOTOS PRIVATE LIMITED
Roc Roc-Delhi
Registration number 85598
Company Category Company limited by shares
Company sub category Non-govt company
Class of company Private
Date of incorporation 26 february 2020
Age of company 3years
Address Plot no. 85 phase 1, industrial area saha
ambala HR 133104
Director details Shalan arora
Mukesh kumar
Vibha arora

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1.3 Organization Mission
• Our mission is to make E-bikes a household product. We are committed to
innovate high-quality products and provide the best after-sales services at the most
affordable prices. This will not only enhance the quality of life of our customers
but also lead to a pollution-free environment.
1.4 Organization Vision
 By FY-2023 to be established as one of the top E-bikes manufacturing companies
in India and provides innovative and quality products to our customers.

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1.5 VALUES
1. Commitment
2. Customer delight
3. Integrity
4. Continuous improvement
5. Think beyond
6. Team work

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1.6 VARIOUS DEPARTMENT AND THEIR FUNCTIONS
HUMAN RESOURCE DEPARTMENT
A company's human resource department is tasked with the training and development of
its workers, who are considered some of the company's most important resources.
Also known as human resources (HR), the human resource department's mission is to make
sure the company's employees are adequately managed, appropriately compensated, and
effectively trained. The department is also responsible for recruiting, hiring, firing, and
administering benefits.
HR functions can vary depending on industry, businesses size and the types of
workers employed. In most cases, the primary objectives are to acquire and
cultivate talent and improve communication and cooperation among workforce
members. Other key human resource management functions include:
 Recruitment, Staffing and Employment
Prospective new employees‟ initial exposure to a company is usually through interaction
with an HR recruiter. This area of the HR department is responsible for calculating
workforce projections, determining availability of applicants and assessing the suitability
of candidates for placement throughout the organization. HR professionals in this area are
likely to establish relationships with outside entities such as colleges and universities for
recruiting purposes. Recruiters also contact newspapers and other media outlets to
advertise vacancies.
 Benefits and Compensation
Benefits and compensation specialists handle matters concerning the financial aspects of
employment. Salary administration, compensation structure, payroll distribution and
coordination of benefits such as group health insurance and retirement savings are core
duties. Benefits and compensation specialists work to create a company-wide
compensation program that is satisfactory to employees yet enhances the firm's
profitability.
 Employee Relations and Labour Relations

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The employee relations and labour relations areas of HR are jointly responsible for
strengthening the employer-employee relationship. Employee relations representatives
resolve employee conflicts, design performance management systems, create employee
recognition programs and assess levels of employee satisfaction. Labour relations
specialists are concerned with employment issues that involve the unionized workforce.
They process grievances, participate in bargaining sessions for union contracts and
represent the employer during arbitration, mediation and other dispute resolution
processes.
 HR Training and Development
HR training and development is the area responsible for encouraging professional and
personal development in the workplace through the delivery of organized learning
opportunities. Training and development professionals are well-versed in matters
pertaining to needs assessment, curriculum design and developmental strategy. They
work to counteract attrition and accompanying declines in workplace skills. 25
 Workplace Issues
Workplace issues range from employee complaints about working conditions to
allegations of discriminatory employment practices. The employee relations area of HR
must be capable of handling all types of workplace concerns. Investigating, resolving
and mediating employee complaints are functions of the employee relations discipline.
In companies where employees are represented by a labour union, the employee
relations or labour relations specialist is responsible for handling labour management
issues, collective bargaining agreement interpretations and employee grievances.
 Employee Satisfaction
Measuring employee satisfaction is another important function of employee relations.
Employee satisfaction, morale and engagement are intangible references to how well
employees enjoy working for the company. It's the responsibility of the employee
relations area to determine if employee morale is high or low, and if it's low, why.
Conducting employee opinion surveys is a common method that employers use to
measure the workplace climate. Administering the survey and analysing survey results
are within the purview of employee relations. Employee relations specialists understand

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the types of questions necessary to elicit information about employee satisfaction. They
also know how to design action plans that bring about results and changes in working
conditions.
 Performance Management
Employee performance has a significant impact on the employer-employee relationship.
Therefore, employee relations play an integral role in developing and implementing
performance management systems. This includes constructing a performance appraisal
program that meets the needs of the work force, as well as training supervisors and
managers in how to provide constructive feedback to employees. The employee
relations area is usually responsible for monitoring performance issues and ensuring
that supervisors, managers and employees understand the purpose of performance
management in the overall scheme of the organization.
 Legal Responsibilities
The human resources department is responsible for interpreting and enforcing
employment and labour laws such as equal employment opportunity, fair labour
standards, benefits and wages, and work hour requirements. The department also
investigates harassment and discrimination complaints and ensures company officials
remain compliant with United States Department of Labour regulations.

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FINANCE DEPARTMENT
A finance department is the unit of a business responsible for obtaining and handling
any monies on behalf of the organization. The department controls the income and
expenditure in addition to ensuring effective business running with minimum
disruptions. Besides the traditional roles of handling the payroll, income and expenses,
finance department responsibilities also include economic analysis to improve key
business strategies.
FUNCTIONS OF FINANCE DEPARTMENT
 Develop an Accurate Budget
Financial departments strive to develop a realistic budget that clearly indicates what the
organization will spend. In doing so, they help all branches of the organization to plan
their activities. The budget must clearly show how much departments can spend on each
particular activity or necessity, such as new equipment. To create an accurate budget,
the finance department must communicate effectively with the heads of other
departments to determine what they need and modify unrealistic objectives.
 Coordinate With Other Departments

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A finance department must also strive to coordinate the flow of funds with the
organization’s activities, using long-range planning while preparing for short-term
needs. This involves timing, making sure the organization has sufficient funds for its
activities when needed. In other words, if an organization will be receiving a large grant
in November but needs funds for a new project in July, the finance department and other
departments should discuss whether they can gain sufficient funds or should initiate the
project later.
 Procure Funds from Appropriate Sources
The finance department must decide how much debt the organization should have,
keeping in mind its ability to pay back that debt. The department must then decide which
sources of funding – such as loans, stocks and grants – would best meet the
organization’s needs and purpose. Then it must research the available opportunities and
interest rates, if applicable, and apply for these opportunities. Likewise, the finance
department should invest the funds it receives wisely in order to make them grow.
 Inventories
To be comprehensive, financial management should not just focus on the tangible
annual income and expenditure, but should include the organization’s assets as well.
Consequently, one financial management objective should be to keep accurate and up-
to-date records of all items of value, such as furniture and vehicles. It should also be
made clear who has ownership and responsibility for these assets; for example, an
organization might not have ownership of its office building but it might be responsible
for its upkeep for the duration of the lease. Allowances for the maintenance of assets
should be included in the budget.
 Fund Accounting
Fund accounting relies on knowing the purpose of the money received and reporting the
organization’s finances based on the purpose. These agencies often collect money for a
variety of purposes, such as a building fund or a mission fund. Some donors contribute
funds for a specific purpose; others contribute funds for the agency to use for any reason.
28 Fund accounting allows the organization to manage the funds according to each

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purpose, assuring contributors that their money will serve the purpose for which it was
intended.
MARKETING DEPARTMENT
Marketing departments perform a variety of functions internally or externally for
companies. Regardless of the industry, these teams can help provide measurable
benefits to many businesses. Effective marketing departments can help companies grow
and expand to reach their highest potential and return on investment. In this article, we
define what a marketing department is and does, explain the potential benefits of having
a marketing department and provide a list of 11 common tools marketing teams may
use.
DUTIES OF MARKETING DEPARTMENT IN COMPANY
 Marketing Research
Marketing departments perform the research companies use to identify target markets
and how to promote items to them. Market-cantered research includes the use of tools
such as surveys, focus groups and questionnaires to become familiar with the needs,
preferences and motives of primary target markets.
This research is also used to develop or enhance company offerings. The marketing
department also conducts competitive analysis to compare the company’s solutions to
those of other providers. Along with market research, competitive analysis helps form
the basis of the company’s benefits messages.
 Communication and Promotion

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One of the most recognized roles of a company’s marketing department is brand or
product promotion. Marketing staff develop advertising and public relations plans to
achieve communication goals, which may include increased brand awareness. These
goals, along 29 with strategies and specific promotional tactics, are laid out in a plan
the marketing team develops everyone one to three years.
After plans are set, an in-house creative team or contracted firm prepares the ad
campaign, including graphic designs and promotional messages. The marketing staff is
also responsible for the follow-up duties for a campaign. They produce data to show
what worked and how to move forward in future plans.
 Customer Retention
Especially important for a marketing department is customer retention. Companies
typically use customer relationship management programs, or CRM programs, which
are a systematic approach involving collecting data, analysing it, targeting customers
with specific messages, and coordinating sales and service activities.
 Marketing Research and Strategy
This department conducts research to define the target audience in terms of buying
behaviours, interests, opinions and attitudes. Data and findings are used by the account
services team to develop the strategy and by the creative team to develop and design the
communications that effectively resonate with the target audience. Research methods
include focus groups, surveys and questionnaires. Ads are often tested on prospective
consumers prior to production.
 Media Planning and Buying
Media planners make recommendations on the best media to use to reach the target for
the advertising. For example, they might recommend outdoor billboards to reach
working moms to advertise frozen pizza. The media buyers would then negotiate with
companies to get the best rates and locations for billboards to place the ads for the pizza.
Planners and buyers collaborate and work closely with the account services and
marketing research teams.
 Achieving Company Goals

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Marketing is one of the distinguishing functions of a business; it's an organizational
function that creates, communicates and delivers value to customers. To achieve
specific marketing goals, marketing personnel focus on strategic planning, design,
management, team leadership, supervision, organization and excellent communication
skills. Their duties include evaluating customer research and market scenarios,
researching competitor data, preparing marketing plans, supervising and analysing
marketing behaviour for effective promotion campaigns, and developing marketing
budget plans.

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Chapter-2
Training Schedule
Training Schedule Training Schedule is a plan that you compose in order to support your staff
or project team with a necessary amount of trainings. A training schedule embraces subjects
such as:
Calendar of trainings to be introduced to the staff.
Course details and training agendas.
Attendants and trainers.
The main objective while composing a training schedule is to rotate employees properly, so
their on-the-job trainings cannot harm effectiveness of major business activities: while some
workers are involved into classes to improve their skills or knowledge, someone else should
take their duties for that time.
Training schedules can be composed with a help of special software that can help managers to
balance educational loads per every employee so he can receive enough of training hours
without uncompensated separation from working processes (somebody else will cover his
functions under conditions of shift-work). Another point is to define training needs of every
individual to prevent wasting resources on unreasonable trainings – you should be accurate
when composing a schedule of trainings to avoid involving people whom these new skills are
mostly irrelevant to.
Employees are one of the most important aspects of any business. By providing them with the
right tools, you can help your business succeed. A good training plan is an essential part of
ensuring that every employee understands their job and what's expected of them. This article
discusses what a training plan is and provides training plan examples to help you create your
own.
The training Schedule of Raymotoss was scheduled Six days in week from 10:00 am to 2:00
pm. Various lectures are organised in the organisation for our training program. Once director
of the company Mr. Mukesh kumar also give us lecture which inspire us a lot. In Raymotoss
organisation a Calendar was made for trainee and make a list what program is done on what
day. Everything was planned in the organisation which can help us to understand the schedule
of organisation.

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Chapter-3
Method Of Training
Training Training typically focuses on providing employees with specific skills or helping
those correct deficiencies in their performance. It is a short-term learning process that involves
acquiring knowledge, sharpening skills, concepts, and rules, or changing attitudes and
behaviors to enhance the performance of employees.
After an employee is selected, placed, and introduced to an organization, he must be
provided with training facilities to perform his job efficiently and effectively.
Types of Training Methods Most training methods target more than one learning style, whereas
some focus on one particular style. And that’s okay! Because if you offer training using
different types of methods, you’ll satisfy the styles of different employees. And unless the topic
calls for a particular training method, you might even offer a variety of methods for a single
topic. You can also give your staff options to learn in different ways depending on the
circumstances. For instance, they might wish to learn by listening on one day and by watching
on another.
Mainly Two Types of Training:
1. On The Job Training
2. Off The Job Training
1. On The Job Training is a practical approach to acquiring new competencies and skills
needed for a job in a real, or close to real, working environment. It is often used to
learn how to use particular tools or equipment in a live-work practice, simulated, or
training environment. New employees that undergo on-the-job training get a firsthand
look at all the work procedures they can expect to encounter. They learn workplace
expectations, equipment operation, and any other skill they need to complete their job
successfully.
On-the-job training may take anywhere from days to weeks or longer, depending on the tasks
the job requires. Often, new employees start by shadowing other employees and then move
onto completing these tasks with supervision.

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2. Off The Job Training Off-the-job training refers to an education method where
employees learn more about their job or the latest advancements in their field at a
location away from their workplace. This type of training essentially helps
employees perform their job more efficiently. Unlike on-the-job training, off-the-
job training can take place near the workplace or somewhere further away, such as
at a resort or at a training center. When employers hold training away from the
workplace, it helps minimize distractions so employees can fully focus on the
material they're learning.
Both type of training method is performed in Raymotoss Organisation.

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Chapter-4
WEEK 1 and 2
During the first week of training, I was exposed and aware about the company and its
origin, I was assisted by the trainer who give a comprehensive overview about the company
and its starting and its expansion and the branches as well, the training week also include
the visiting the various department of company. The main departments were as follows:
 Human resource department
 Finance department
 Marketing department
The first week also had some induction rounds with various seniors of the company and
it was in two stages
 Group induction
 One on one induction
This week was very interesting as I was made aware with seniors of the company and
there were many questioning rounds that involved numerous statement and knowledge
shared which would be beneficial for entire life and career as well.
Second week was also more interesting as there was scheduled tasks and timings were
shared and proper id cards were assigned with proper timings mentioned like employees
and also include lunch in the cafeteria where we could get the exposure to the existing
staff and employees.

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WEEK 3 and 4
In third week, I was briefed about recruitment process followed in the company. This
process includes following steps
 Identify the Recruitment Needs through Job analysis
 Recruitment or Manpower Planning
 Writing or Creating a Right Job Description
 Advertisement for Open Job Vacancies
 Screening of Job Applications
 Initial Short- Listing of the Candidates
 Conducting Interviews
 Assessment of the Applicant
 Reference / Background Check
 Issuance of Job Offer Letter
 Joining & On-boarding
WEEK 5 and 6
FORMULATING JOB DISCRIPTION
Job Description Components
A job description contains the following components: job title, job purpose, job duties and
responsibilities, required qualifications, preferred qualifications, and working conditions.
Job Title
The Job Title is a brief description (1-4 words) of the job which reflects the content,
purpose, and scope of the job and is consistent with other job titles of similar roles within
Wright State University (University).

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Job Purpose
The Job Purpose provides a high-level overview of the role, level, and scope of
responsibility consisting of three or four sentences providing a basic understanding, the
“bird’s eye view” of the role. A concise summary of “why the job exists?”
Job Duties and Responsibilities
This section contains a description of the duties and responsibilities assigned to the job;
also referred to as the essential functions. They describe the fundamental nature of the
job which occupies a large proportion of the employee’s time. Some items to consider:
 Include explanatory phrases which tell why, how, where, or how often the tasks
and duties are performed.
 Focus on the outcome of tasks.
 Reference areas of decision-making, where one will influence or impact.
 Identify areas of direct or indirect accountabilities.
 Describe the level and type of budgetary or financial responsibilities.
 Describe the nature of contact, the people contacted, and the extent to which the
incumbent will interact with others within and outside of the University.
 List job duties that reflect the position requirements and ensure they are not based
upon the capabilities of any one individual.
EDUCATION
Identify the educational qualifications that an employee must possess to satisfactorily
perform the job duties and responsibilities. State the educational qualifications in terms
of areas of study and/or type of degree or concentration that would provide the
knowledge required for entry into this position.
EXPERIENCE
Identify the minimum number of full-time experiences required in terms of years and
the type of work experience that an employee needs to be qualified for the job. Should
internships, undergraduate work experience, and graduate assistantships be accepted
levels of experience; this will need to be specifically stated.

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KNOWLEDGE, SKILLS, AND ABILITIES
In stating the required knowledge, include the level or depth of knowledge required for
entry into the position. The following definitions should be helpful:
 Working knowledge: sufficient familiarity with the subject to know basic
principles and terminology and to understand and solve simple problems.
 General knowledge: sufficient knowledge of a field to perform most work in
normal situations. The work calls for comprehension of standard situations and
includes knowledge of most of the significant aspects of the subject.
 Thorough knowledge: advanced knowledge of the subject matter. The work calls
for sufficient comprehension of the subject area to solve unusual as well as common
work problems, to be able to advise on technical matters and to serve as a resource
on the subject for others in the organization.
 Comprehensive knowledge: requires complete mastery and understanding of the
subject. This term should be used sparingly and only for unusually exacting or
responsible positions required to originate hypotheses, concepts, or approaches.
Hints for Writing Job Descriptions
Job descriptions should be prepared in a manner that all components are accurately
stated to create a clear understanding of the role. Here are some hints to assist you in
the process:
 Write in a concise, direct style.
 Always use the simpler word rather than the complicated one; keeping sentence
structure as simple as possible. It will cut verbiage, shorten your description, and
enhance understanding.
 Use descriptive action verbs in the present tense (for example: writes, operates, or
performs).
 Avoid abbreviations and acronyms. Other people reading the position description
may not be familiar with them. If abbreviations and acronyms are necessary, define
them the first time you use them.
 Don't use ambiguous terms. If you use terms such as “assists, handles, and
performs,” describe “how” the position assists, handles, or performs. Using the

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word “by” and then detailing the processes, tasks, or operations performed will
usually clarify the ambiguity.
 Avoid gender-specific language, such as, “He manages,” “She is responsible for.”
 Focus on essential activities; omit trivial duties and occasional tasks.
 Avoid references to other employee’s names, instead, refer to the job title or
department.
 Only include assigned duties today. Do not include potential future duties and
eliminate any duties no longer required
SCREENING THE JOB APPLICATIONS Screening job applicants is a great way
to find individuals who meet the requirements to work for your company. You can
screen candidates to learn more about their skills, education, experience and other
credentials before you begin the process of hiring them. If you're recruiting for a
position, you can use a variety of screening methods to find the right candidates. In this
article, we explain how to screen job applicants and why it's important, offer 14 best
practices for screening and provide tips to help you in the process.
METHODS OF SCREENING JOB APPLICANTS:
 REVIEWING RESUME
 READING COVER LETTER
 CONDUCTING PHONE SCREENING
 INTERVIEWING
 CONDUCTING SKILL ASSESMENT
 USING APPTITUDE TEST
 VERIFYING KNOWLEDGE

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WEEK 7
CONDUCTING INTERVIEW The interview is used in practically every business and
profession. Some activities call for a high degree of proficiency in interviewing; such
as appointment of engineers, lawyers, managers, salesmen and supervisors. The
interview is also widely used in securing credit information, making loans, selling, and
adjusting complaints as well as in personnel administration and management.
 The interviewer should be competent, trained and experienced and understand the
nature and requirements of the job under consideration.
 Adequate information about the interviewee must be obtained before the interview.
 Privacy and sufficient time must be provided to each interviewee.
 Interviewee must be made to feel at ease so that he does not hesitate in giving
relevant facts about himself.
 Questions to be asked in the interview must related to the requirements of the job,
and they must be prepared well in advance.
 Interviewers must be straight forward and frank instead of being shrewd and clever.
 Arguments and personal remarks should be avoided by the interviewers.
 The feelings of the candidate should not be hurt.
 Personal prejudices about the candidates must not be allowed to affect the selection
of the right kind of person.
 Proper record of interview must be kept after the candidate has left the interview
room.
JOB OFFER LETTER A job offer letter or employment offer letter is designed to
formally offer a job to a candidate. It provides an introduction of the position, the
company, and other relevant job details, including the start date, compensation, benefits,
and work hours, that will help the candidate decide whether or not to accept the job
offer.
Guidelines on Writing a Job Offer Letter
Here are the different elements that should be included in your job offer letter. There is
no standard format, so you can choose to reorder the details depending on the company
and the position:

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 Company logo – Make sure to use the official letterhead with your company logo.
It makes your letter professional and legitimate, encouraging the candidate to read
it thoroughly.
 Date and contact details – Include the date, as well as the full name and complete
address of the candidate.
 Opening line – You can make the greeting or opening line formal or casual,
depending on the company culture. Start with “Dear [Candidate’s name]” then offer
him/her a job on a positive note such as “We are pleased to offer you a position at
[Company name]!”
 Specific details about the job – The part includes the job title, expected start date,
employment status (full-time or part-time), office address, name of the supervisor
or manager, and duties and responsibilities.
 Salary – Explain how much the candidate will make per year, month or hour, how
often will he/she get paid, and mode of payment. If applicable, you can also share
bonus or commission structures.
 Benefits – Provide a summary of key company benefits, such as insurance, paid
time off, flexible work hours, and remote or work from home options.
 At-will status – It means that the company and its employees can terminate
employment for whatever reason and at any given time. You may want to seek legal
guidance when discussing the at-will status to avoid problems later on.
 Expiry date – It’s up to you if you want to include an expiry date or not. If you
prefer to give the candidate a deadline when considering your job offer, make it at
least one week. Providing a time limit enables you to find other prospects right
away in case your preferred candidate turned down your offer.
 Closing line – Include details on how the candidate can reach you in case he/she
has questions about the job offer.

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WEEK 8
JOINING AND ON-BOARDING Joining and Onboarding When an employee joins
an organization, it is imperative to provide the employee with a positive joining
experience. Hence it is essential that prior to their joining, the induction / onboarding
plan is prepared.
INDUCTION: The induction is an essential function in human resource management
that systematically and formally welcomes fresh employees to the organization. This
chapter briefly describes several terms about this function including, the meaning of
induction, importance, objectives, types of induction, and the process of induction.
IMPORTANCE OF INDUCTION
 Helps to build confidence about self
An induction program helps to build employee’s confidence, and eventually, new
employees become productive employees.
 Reduces some costs
Most of the time, some employees resign from the organization during their first
month. In this case, the orientation programs will help to reduce some costs such
as the cost of extra supervision, cost of error correction, and cost of employees pay
and benefits.
 To overcome nervousness
New employees can overcome their nervousness and shyness because of the
orientation program.
 Increase commitment.
A committed employee means an employee who recognizes organizational needs
and prepares himself to work hard to accomplish them. An induction program plays
a significant role in enhancing employee commitment.

24
 Maintain a good communication
The employees and management/employers can maintain good communication
with the orientation program.
SUGGESTIONS
With regards to company worker responds at different rates depending upon staff
behavior. Hence company should try to bring more attention towards the workers care
and welfare.
 Due to more work load in production department had to suffer with stress and
anxiety.
 The recruitment process must have some points to check the potential of stress for
employees.
.
OBSESRVATION
On the basis of various techniques applied for the company recruitment and hiring
process of company we can arrive at observation that the recruitment and hiring
techniques of the Raymotoss are satisfactory.
Effective recruitment and selection can contribute towards an organization’s success.
During the recruitment process, both internal and external sources of employees should
be considered. This will increase the probability of organizations attracting a wide range
of candidates. In addition, a comprehensive recruitment and selection process should be
followed.
To enhance the effectiveness of recruitment and selection, human resource managers
should consider the following.
 The process should not include any form of discrimination. This will ensure that
the organization provides equal employment opportunity.
 In order to reach a wide range of potential applicants, various and valid mediums
of communication should be used.

25
REFRENCES
WEBSITES
www.google.com
www.raymotos.com
https://books.google.co.in/books?id=937PxbuNcecC&lpg=PA1&ots=8zxKwu4Q5S&dq
=recruitment%20and%20selection&lr&pg=PA4#v=onepage&q=recruitment%20and%20
selection&f=false
https://books.google.co.in/books?id=AruODwAAQBAJ&lpg=PA123&ots=YPbnx60sBt
&dq=recruitment%20and%20selection&lr&pg=PA124#v=onepage&q=recruitment%20a
nd%20selection&f=false
BOOKS
 Ashwatthama (1997) Human Resource and personnel Management, Tata McGraw
Hill 131-176.
 C.B Gupta (1996) Human Resource Management Sultan Chan & Sons.
 Dr. C.R. Kothari (2008) Research Methodology.

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