traiing

1. z
SUMMER TRAINING
PRESENTATION
ON
HUMAN RESOURCE
MANAGEMENT
 INSTITUE OF MANAGEMENT STUDIES
KURUKSHETRA UNIVERSITY
KURUKSHETRA
SUBMITTED BY:
VINAY BBA 4TH SEMESTER
4080058 [62}
SUBMITTED TO:
MS. DISHA KAKKAR

2. z
Acknowledgement
 It is indeed a great pleasure and privilege to present
a report on training at International Learning
Planners.
 I am extremely grateful to ILP that organizing an
online course.
 I would like to express my gratitude to MR. AYAZ
ARAB for his invaluable suggestion, motivation, and
support throughout training.
 Thanks to all members of ILP which help me during
the summer training.

3. z
Certificate

4. z INDEX
 Introduction
 Objective
 About International Learning Planners
 About Human Resource
 Recruitment
 Selection
 Challenges
 Analysis
 Conclusion

5. z
INTRODUCTION
 Name of Organization: INTERNATIONAL
LEARNING PLANNERS.
 Project: Recruitment and selection at ILP
 Period of internship: 2 months
 Designation : HR Intern

6. z
OBJECTIVE
 The Presentation is prepared , reflecting my two
month internship at ILP overseas.
 It describes my learning and responsibilities
undertaken.
 My tasks mainly included recruitment and selection.
 This presentation display’s progress of m task.
 It solely reports activities to viewer from an
unbiased viewpoint.
 Based on the presentation of tasks, the viewer can
analyses key points and suggests improvements.

7. z
INTERNATIONAL LEARNING PLANNERS

8. z
ABOUT ILP
 International Learning Planners play a vital role in
providing quality education to students who are
interested to study in foreign universities.
ILP guides each and every student through
the entire ielts exam syllabus. Moreover, they also
provide them the ielts exam sample paper to make
sure that they are confident enough before
appearing for an actual examination. Their unique
teaching methodology makes one of the best ielts
coaching institute in entire surat.

9. z
ACHIEVEMENTS
 Successfully placed more than 10,000+ students
abroad in the last 14 years
 100% Admission success rate
 100% Visa success rate
 High IELTS and TOEFL exam scores for students.
 Independent Recognition from various industry
bodies
 Organized a host of education fairs which have
resulted in catering to thousands of students being
placed at top class universities around the world.

10. z RECOGNITION
 Member of AAERI (Association of Australian
Representatives in India)
 Member of NAFSA: Association of International
Educators.
 Member of AFECI (Association of Foreign Educational
Consultants in India).
 Gold Member of Canadian India Education Counsil
(CIEC)
 Member of QISAN (The International Study Abroad
Network)
 IELTS Registration Center for British Counsil

11. z STATISTICS IN 2017

12. z
INTERNSHIP DOMAINS
 HUMAN RESOURCE DOMAIN
 DIGITAL MARKETING DOMAIN
 TECHNICAL DOMAIN
 SALES AND MARKETING DOMAIN

13. z
HIGHLIGHTS
 100% success rate with admission of students
to colleges/universities in USA, UK, Canada,
Australia, New Zealand, Singapore, France,
Switzerland and Italy.
 100% success rate with expert Visa Guidance
through personalized tailor made consulting
services.
 Focus on Scholarships, bursaries and
application fee waiver to help reduce your
financial burden.
 Assistance with university/college application
forms, scholarship procurement forms,
document preparation and editing of documents

14. z
CONTINUED
 Constant follow-up with the university admission
officers for admission offer letters, scholarships etc
 Meeting with University delegates from over 200+
universities for direct interviews, application fee
waivers, spot admission offers and scholarships.
 Free services for admissions and visa guidance
processing to all the 200+ universities/colleges we
represent in over 10 countries.
 Help with education loans, airline ticketing with
extra luggage, insurance, housing
accommodation, airport pick up services, foreign
exchange etc. to ensure you have a smooth
landing at your destination.

15. z
HUMAN RESOURCE

16. z
HUMAN RESOURCE
 Human resource management (HRM) is the
practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is
often referred to simply as human resources (HR). A
company or organization's HR department is
usually responsible for creating, putting into effect
and overseeing policies governing workers and the
relationship of the organization with its employees.
The term human resources was first used in the
early 1900s, and then more widely in the 1960s, to
describe the people who work for the organization,
in aggregate.

17. z
HUMAN RESOURCE
 The role of HRM practices are to manage the people
within a workplace to achieve the organization's
mission and reinforce the culture. When done
effectively, HR managers can help recruit new
professionals who have skills necessary to further the
company's goals as well as aid with the training and
development of current employees to meet objectives.
 A company is only as good as its employees, making
HRM a crucial part of maintaining or improving the
health of the business. Additionally, HR managers can
monitor the state of the job market to help the
organization stay competitive.

18. z
HUMAN RESOURCE
 Human resources management works through
dedicated HR professionals, who are responsible
for the day-to-day execution of HR-related
functions. Typically, human resources will comprise
an entire department within each organization.
 HR departments across different organizations can
vary in size, structure and nature of their individual
positions.

19. z

20. z
HR OBJECTIVES
 Societal objectives: Measures put into place that responds to the
ethical and social needs or challenges of the company and its
employees. This includes legal issues such as equal opportunity
and equal pay for equal work.
 Organizational objectives: Actions taken that help to ensure the
efficiency of the organization. This includes providing training, hiring
the right number of employees for a given task or maintaining high
employee retention rates.

21. z
CONTINUED
 Functional objectives: Guidelines used to keep
HR functioning properly within the organization as a
whole. This includes making sure that all of HR's
resources are being allocated to their full potential.
 Personal objectives: Resources used to support
the personal goals of each employee. This includes
offering the opportunity for education or career
development as well as maintaining employee
satisfaction.

22. z
RECRUITMENT

23. z
RECRUITMENT
 Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and on
boarding employees. In other words, it involves
everything from the identification of a staffing need
to filling it.
 Recruitment is the first step in building an
organization's human capital. At a high level, the
goals are to locate and hire the best candidates, on
time, and on budget.

24. z
RECRUITMENT
 RECRUITMENT process can be defined as “it is a
way to attract and find potential manpower to fill up
the vacant post in the company”. The HR
Recruitment Process helps to hire candidates
based on their ability to work and attitude which is
essential for accomplishment of organizational
goals.

25. z
PROCESS

26. z
RECRUITMENT AT “ILP”
 ILP is equal opportunity employer and does not
distinguish between potential candidates based on
age, gender, disability, nationality, ethnic, origin,
sexual orientation, religion, race, color, and family
status.
 All requests for a new position must be sent to HR
in a Manpower Requisition Form after approval from
the HOD .
 Human Resource will then manage the process of
recruitment an selection with inputs from the line
function .

27. z
SELECTION

28. z
SELECTION
 Selection is the process of identifying an individual
from a pool of job applicants with the requisite
qualifications and competencies to fill jobs in the
organization. This is an HR process that helps
differentiate between qualified and unqualified
applicants by applying various techniques. It is
comprised of different stages of interview a candidate
undergoes before being selected or hired by the
company.
 The stages of selection process vary from company to
company and depend on the nature of job. The basic
stages involved in a standard selection process are:

29. z
PROCESS

30. z
SELECTION AT “ILP”
 NEXT is selection , scrutinized applicants are then
sent a message informing the further process.
They are asked for conducting their telephonic
interview.
 Interview is conducted.
 Some of these questions were asked:
 Tell me something about yourself?
 Any experience?
 Strengths and weaknesses?
 What are their hobbies?

31. z
TRAINING AND DEVELOPMENT
 Training and development is one of the main
functions of the human resource management
department. Training refers to a systematic setup
where employees are instructed and taught matters
of technical knowledge related to their jobs. It
focuses on teaching employees how to use
particular machines / software's or how to do
specific tasks to increase efficiency.

32. z
SKILLS ACQUIRED
 Social Skill
 Emotional Intelligence
 Active Listening
 Confidentiality
 Recruitment

33. z
CHALLENGES
 Fake documents.
 Most of selected candidates didn’t join at the time of
joining.
 Internship charges.
 Fill the position within a budget allocated b the
company .

34. z
ANALYSIS
 ILP uses internal and external source for
recruitment.
 Internally the organization discloses the position of
the job within the organization with the job
description an all the relevant details.
 Job portals are used are LinkedIn and company
portal.
 Another way to find applicants through employee
referrals.

35. z
CONCLUSION
 Through 8 weeks of internship, I have grown
tremendously in a professional way .
 I went extra mile to discover my talents in talent
acquisition side of HR by being responsible for all
internship vacancies, guaranteeing a smooth
circulation of interns in the company and also by
taking over a few more tasks to get out of my
comfort zone.