A

PROJECT REPORT

ON

HUMAN RESOURCE MANAGEMENT

SUBMITTED FOR PARTIAL FULFILMENT OF REQUIREMENT FOR THE AWARD OF DEGREE

Of

MASTER OF BUSINESS ADMINISTRATION UNDER

THE GUIDANCE Of

Dr. Anurag

Kushwaha

SUBMITTED BY

SHIVANI NEGI

ROLLNO: 22MBA0125

DEV BHOOMI UTTARAKHAND UNIVERSITY CHAKRATA ROAD , NAVGOAN , MANDUWALA,

DEHRADUN UTTARAKHAND
 STUDENT’S DECLARATION

I SHIVANI NEGI declare that all the work presented in my SIP

(Summer Internship Program) is my original work, and all the sources
used for reference or quotation have been duly acknowledged and
cited. I have not submitted this work for any other academic or non-
academic purpose, and it has not been previously published in any
form.

I understand that infringement of copyright and academic dishonesty

are serious offenses, and I am fully aware of the consequences of
such actions, as outlined in my institution's policies and guidelines.

I take full responsibility for the content and authenticity of this work,
and I am prepared to provide further clarification or information if
required.

[SHIVANI NEGI]
CERTIFICATE BY FACULTY / SUPERVISOR

I have the pleasure in certifying that SHIVANI NEGI is a student of Dev

Bhoomi Uttarakhand University . Her University Roll No. is 22MBA0125

She has completed her project work Title as HUMAN RESOURCE

MENAGEMENT

I certify that this is her original effort & has not been copied from any
other source. This project has also not been submitted in any other
University for the purpose of award of any Degree.

This project fulfills the requirement of the curriculum prescribed by

DBUU University, Dehradun, for the said course.

I recommend this project work for evaluation & consideration for the
award of Degree to the student.

Signature:

Name of the Guide

 ACKNOWLEDGEMENT

I would like to take this opportunity to express my gratitude to all those who
have contributed to the successful completion of my Summer Internship
Program (SIP) at TANVIR TRADERS.

I extend my deepest appreciation to MR. DEEPAK PUROHIT my mentor at

TANVIR TRADERS, for their invaluable guidance, unwavering support, and
continuous encouragement throughout my internship

I would like to thank DR. ANURAG KUSHWAHA from my educational institution,

DEV BHOOMI UTTRAKHAND UNIVERSITY, for their support and guidance during
the planning and execution of my SIP. Their insights and recommendations
were invaluable in selecting the right internship opportunity and aligning it
with my academic goals.

Lastly, I am thankful to all the individuals, professionals, and experts I had the
privilege to interact with during my SIP to gain knowledge from their feedback,
advice and experiences.

Sincerely,

SHIVANI NEGI [22MBA0125]

DEV BHOOMI UTTRAKHAND UNIVERSITY

09/09/2023
 TABLE OF CONTENT

 Executive Summary………………………………………
 Introduction…………………………………………
 Objectives…………………………………………………..
 ORGANISATION Profile……………………………………….
 Research Methodology…………………………………
 Introduction of Recruitment…………………………………………………….
 Purpose And Importance of Recruitment…………………………………..
 Procurement………………………………………………………….
 Scope and Limitation…………………………………………….
 My work on this Project…………………………………..
 Lesson learn from the internship programme……………………………..
 Findings…………………………………………………
 Suggestions…………………………………..
 Conclusion ……………………………………..
 Bibliography…………………………………..

EXECUTIVE SUMMARY

Internship at Tanvir Traders in Lucknow was a great exposure to the

industry. After a summer of training, it was first-hand experience of
industry and HR operations.

INTRODUCTION OF PROJECT

This project deals with HR policy and procurement of Tanvir Traders.

The HR policy of the organization helps each person to increase them
potential in all areas, help them to be satisfied and confident about
their present and future.

The organization needs to be more responsive to the changing

scenarios and latest trends in the recruitment and selection process.
The capacity of the organization must be improved by constantly
updating the latest technology, including the latest trends and
methods used in recruitment and selection of candidates,
recruitment policy formulation and effective HR planning, because
any failure in HR planning will limit the achievement of goals.
organization Objectives in today's highly competitive market
challenge is a continuous process that requires proper identification
of manpower needs of the organization as well as ways to hire
effective and right person at the right time. The purpose of the
project was to collect information from employees of the selected
company, analyze the meaning of the information and draw a
conclusion.
PROJECT TITLE

The name of the project is "Recruitment and Procurement". As the

name suggests, it is a study of HR policies and placement structure
prevailing in an organization.
INTRODUCTION

Authentic acquisition was conducted to understand the recruitment

process. An interview was held with the candidates, after which
potential candidates were selected for the next stage. During the
Internship, I have learned how to put applicants through different
task and went through primarily interviews.

As an HR assistant, I also learned to check submitted documents,

such as information mentioned in the CV, work experience,
achievements and some other background information.

The whole recruitment process is very exhausting. It is detailed in

nature. The reason that every employee is motivated to work comes
from the knowledge that at that moment the recruiter in question
was responsible for giving those candidates a job. Creating jobs is
one thing, but recruiting the right workforce for the job is another.
This not only requires a basic understanding of the client company's
need to complete the task at a certain time, but also requires the
recruiter to be sensitive to the needs of the candidate in order to
find the right job for them. All this requires a great depth of intellect.
During SIP, I learned how to work like a professional. One thing that
became abundantly clear is that textbooks are no help in the real
world of business. Every employee must follow unwritten policies
and procedures.
Responsibility of HR department in large organization
Duties of the position:

The Human Resources (HR) department in a large organization plays

a crucial role in managing the organization's most valuable asset—its
employees. The responsibilities and duties of the HR department in a
large organization can be extensive and diverse, encompassing
various functions.

The HR department in a large organization acts as a strategic partner

to senior management, helping to align HR practices with the
organization's overall goals and objectives. These responsibilities and
duties may vary depending on the organization's size, industry, and
specific needs, but they provide a comprehensive overview of the
key functions typically associated with HR in large organizations.
 OBJECTIVES OF THE STUDY

 To understand and study the tasks required in companies.

 To identify the role and responsibility of each subfield in
companies.
 And also find out the disadvantages of business development..

Recruitment Objectives:

1. Improve fill time: Reduce the time it takes to fill vacancies in

the organization and ensure that important jobs are filled
quickly.

2. Improve quality of hiring: Improve the quality of candidates

recruited by implementing better screening, evaluation and selection
processes.

3. Reduce recruitment costs: Identify cost-effective talent

acquisition methods such as optimizing jobs, reducing agency fees
and minimizing turnover.
4. Improve the candidate experience: Create a positive and seamless
experience for job seekers and improve the employer's profile of the
organization.

5. Increase diversity and inclusion: Develop strategies to attract

more diverse candidates and ensure fair and equitable hiring
practices.

Procurement Objectives:

1. Cost reduction: Identify opportunities to reduce procurement

costs, obtain better contracts with suppliers and optimize the
procurement process to avoid waste.

2. Supplier Relationship Management: Strengthen relationships with

key suppliers to ensure reliability, quality and cost effectiveness.

3. Streamline Procurement Processes: Simplify and automate

procurement workflows to reduce overhead and improve efficiency.
4. Compliance and Risk Mitigation: Ensure procurement processes
comply with laws and regulations and implement risk management
strategies.

5. Inventory Management: Optimize inventory levels to avoid

overstocking or understocking of critical supplies and materials.

6. Sustainability and Social Responsibility: Align procurement with

corporate social responsibility (CSR) and sustainability goals, such as
providing environmentally friendly products or supporting ethical
suppliers.

7. Supplier Diversity: Promote supplier diversity and consider

socio-economic factors in supplier selection.

8. Cost-benefit analysis: Perform cost-benefit analyzes on

purchasing decisions to make informed choices that meet
organizational goals.

Project objectives must be tailored to the organization's specific

needs and challenges. By achieving these goals, it can contribute to
the overall efficiency, cost-effectiveness and competitiveness of an
organization's recruitment and procurement processes..
 ORGANISATION PROFILE

Company Name: TANVIR TRDERS

Year of Establishment: 2010

Location: Opp. 2/24, Vijay Khand, Gomti Nagar, Lucknow, India

MSME Registration: Yes

Profile Review

Tanvir Traders is a well-established company that has been serving

the civil works and agriculture sectors since its inception in 2010.
With a strong commitment to quality, innovation, and sustainability,
we have become a trusted name in both industries.

SERVICES AND EXPERTISE

1. CIVIL WORKS: We specialize in a wide range of civil

works, including construction, infrastructure
development, road and bridge construction, and
architectural design. Our experienced team of engineers
and construction professionals ensures that every project
is executed with precision and meets the highest industry
standards.
 2. CROP PRODUCTION:

In the field of agriculture, we are dedicated to sustainable and

efficient crop production. Our agricultural experts utilize
modern farming techniques, cutting-edge technology, and
environmentally friendly practices to maximize crop yields
while minimizing environmental impact. We cultivate a variety
of crops and provide consultancy services to farmers.

KEY STRENGTHS:

 Experience: With over a decade of experience, we bring a

wealth of knowledge to every project we undertake.

 Quality Assurance: Company is committed to delivering better

quality results that exceed the clients' expectations.

 Innovation: Company is more on the following trends and stays

updated with the latest industry trends and technologies to
offer innovative solutions.

 Sustainability: Our approach to both civil works and crop

production is environmentally responsible and sustainable.
CLIENTELE:

Tanvir Traders has had the privilege of serving a diverse clientele,

including government agencies, private enterprises, farmers, and
individual landowners. Our reputation for reliability and excellence
has helped us build long-lasting relationships with our clients.

MSME REGISTRATION:

We are registered as an MSME (Micro, Small, and Medium

Enterprises) company, which highlights our commitment to
promoting small-scale industries and contributing to India's
economic growth.

Policy/Motto/Vision and Mission

QUALITY POLICY
“TANVIR TRADERS” ensures to match customer quality standard and
deliver best values to the customers.
 MOTTO
“CUSTOMER satisfaction is the main Motto of the company which
gives an edge in market and makes a brand”

VISSION
“Building the Future by creating infrastructure, buildings and spaces
that improve lives and communities”

MISSION
 To deliver high-quality, sustainable construction solutions
while prioritizing safety, client satisfaction and community
impact.
 Understanding and serving the needs of customers.
 Creating the good work environment for its employees.

RECRUITMENT
Recruitment is the process of identifying, attracting, and hiring
qualified individuals to fill job vacancies within an organization. It is a
crucial function of human resource management and plays a
significant role in building a skilled and motivated workforce.

Simply put, recruiting can be defined as a "compulsory

activity" that connects jobs and job seekers. PURPOSE AND
MEANING.

Here are some purpose and Importance of the Recruitment

PURPOSE OF RECRUITMENT:

 Identifying Talent: Recruitment helps organizations identify

and tap into external talent pools to find individuals with the
skills, knowledge, and experience required to fill specific job
positions.

 Meeting Organizational Goals: The recruitment process ensures

that an organization has the right people in the right positions
to meet its strategic objectives and business goals.

 Replacing Departing Employees: Recruitment is necessary when

employees leave due to retirement, resignation, or other
reasons. It ensures a continuous flow of talent to replace
outgoing staff.
  Growth and Expansion: Organizations looking to expand,
diversify, or open new branches or departments need
recruitment to build a capable workforce to support these
initiatives.

 Innovation and Fresh Perspective: New hires often bring fresh

ideas, diverse perspectives, and innovative thinking to the
organization, which can be essential for staying competitive.

IMPORTANCE OF RECRUITMENT:

 Quality Workforce: Effective recruitment ensures that an

organization hires the most qualified and suitable candidates
for the job, leading to better job performance and productivity.

 Cost Savings: Proper recruitment can save an organization

money by reducing turnover rates. Hiring the right people from
the start reduces the need for constant replacements and
training.

 Competitive Advantage: A well-staffed organization can gain a

competitive advantage in the marketplace. Skilled and
motivated employees can help the company outperform its
rivals.
 Adaptability: Recruitment helps organizations adapt to
changing market conditions and business needs by bringing in
people with the necessary skills and expertise.

 Employee Engagement: Hiring the right candidates who are a

good fit for the organization's culture and values can lead to
higher levels of employee engagement, job satisfaction, and
retention.

 Innovation: A diverse and talented workforce, recruited

through effective strategies, can drive innovation and creativity
within the organization.

 Succession Planning: Recruitment plays a crucial role in

succession planning, ensuring that there are qualified
individuals ready to take on leadership roles when needed.

 Enhanced Reputation: A well-executed recruitment process can

enhance an organization's reputation as an employer of choice,
making it easier to attract top talent.

 Legal Compliance: Recruitment processes must adhere to legal

requirements, ensuring fairness and preventing discrimination,
which is essential to avoid legal issues and reputation damage.
  Long-Term Growth: Recruitment is not just about filling
immediate vacancies; it also supports an organization's long-
term growth and sustainability by building a strong and capable
workforce.

In conclusion, recruitment is a fundamental HR function that serves

the purpose of identifying and acquiring the right talent to meet
organizational needs. Its importance lies in its ability to contribute to
an organization's success, competitiveness, and sustainability by
ensuring that it has the right people in the right positions.

FACTORS THAT AFFECT RECRUITMENT

Recruitment is a critical HR process that involves attracting and

selecting qualified candidates to fill job vacancies within an
organization. Various internal and external factors can influence the
recruitment process. Here's a breakdown of these factors:

1. INTERNAL FACTORS

 Organizational Culture: The culture and values of the

organization can impact recruitment. Candidates may be
attracted to or deterred by the culture, and the organization
may seek candidates who align with its values.
 HR Policies: Internal HR policies and practices, such as the
organization's recruitment strategy, hiring policies, and
diversity and inclusion initiatives, can influence recruitment
outcomes.

 Budget: The availability of financial resources can affect the

recruitment process. A limited budget may restrict the
organization's ability to use certain recruitment methods or
offer competitive salaries.

 Current Workforce: The existing workforce's skills,

qualifications, and diversity can impact recruitment needs.
Organizations may need to hire to complement existing skills
or increase diversity.

 Job Design: How a job is structured and designed can affect

recruitment. Well-defined job roles and responsibilities can
attract suitable candidates.

 Employee Referrals: Employee referrals can be an internal

factor influencing recruitment. Organizations may have referral
programs that encourage employees to recommend
candidates.
 Promotion and Career Development: Internal promotions and
career development opportunities can influence the need for
external recruitment to fill higher-level vacancies.

2. EXTERNAL FACTORS

 Labor Market: The availability of qualified candidates in the

labor market is a significant external factor. A tight labor
market with low unemployment may make it harder to find
suitable candidates.

 Economic Conditions: The overall economic climate can impact

recruitment. In a recession, for example, organizations may
reduce hiring, while in a booming economy, there may be
more competition for talent.

 Legal and Regulatory Environment: Employment laws and

regulations can affect recruitment practices, such as equal
employment opportunity laws, visa regulations for
international candidates, and minimum wage laws.

 Technology and Industry Trends: Technological advancements

and industry-specific trends can influence the skills and
 qualifications required for certain positions, affecting
recruitment strategies.

 Competitors: What competitors are offering in terms of

compensation, benefits, and work culture can influence an
organization's ability to attract and retain talent.

 Demographics: Demographic factors like population growth,

age distribution, and workforce diversity can impact the
availability and characteristics of potential candidates.

 Social and Cultural Factors: Socio-cultural factors, such as

changing career preferences and work-life balance
expectations, can shape candidate motivations and
preferences.

 Geographic Location: The location of the organization can

affect recruitment. Some locations may be more attractive to
candidates due to factors like cost of living, quality of life, and
proximity to family.

“Recruitment strategies need to consider both internal and external

factors to ensure the organization can attract and retain the right
talent to meet its goals and objectives effectively. Adaptability in
response to changing conditions is also crucial for successful
recruitment.”

STEPS OF THE RECRUITMENT PROCESS:

 Identifying the Need: The recruitment process begins with

identifying the need for a new employee or a replacement. This
could result from expansion, turnover, or a change in
organizational structure.

 Job Analysis: A thorough analysis of the job vacancy is

conducted to determine the specific skills, qualifications, and
responsibilities required for the position.

 Creating Job Description: A detailed job description is created,

outlining the job's responsibilities, qualifications, and any other
relevant details.

 Job Posting: The job vacancy is advertised through various

channels such as the company's website, job boards, social
media, and in some cases, print media.
 Application Screening: Received applications and resumes are
screened to shortlist candidates who meet the basic
qualifications and requirements.

 Interviewing: Candidates who pass the initial screening are

invited for interviews. This may include one or more rounds of
interviews, including phone interviews, video interviews, and
in-person interviews.

 Assessment: Depending on the position, candidates may be

required to undergo assessments, tests, or skills evaluations to
gauge their suitability for the role.

 Background Checks and References: Candidates who are being

seriously considered are subjected to background checks and
their references are contacted to verify their qualifications and
work history.

 Offering the Position: A formal job offer is extended to the

selected candidate, including details of compensation, benefits,
and other terms of employment.

 Acceptance and Onboarding: Once the candidate accepts the

offer, the onboarding process begins, which includes
paperwork, orientation, and training.
Methods/Techniques of Recruitment:

 Direct Recruitment: This involves hiring candidates directly

through job postings, company websites, and referrals without
the involvement of external agencies.

 Indirect Recruitment: In this method, organizations use third-

party platforms or intermediaries like job agencies, recruiters,
or headhunters to source and screen potential candidates.

 Third-Party Recruitment: This method involves outsourcing the

entire recruitment process to a third-party recruitment agency
or consulting firm. They handle everything from job posting to
candidate selection.

Handling Rejected Candidates:

 Prompt Communication: Inform rejected candidates as soon as

a decision is made. Delaying communication can create
frustration and negative impressions.

 Constructive Feedback: Offer constructive feedback to

candidates if they request it or if you believe it can help them
improve. Be honest but tactful in providing feedback.
  Maintain Professionalism: Maintain a professional and
respectful tone in all interactions with rejected candidates.
They might be future candidates or customers.

 Keep Their Information: Retain the candidate's information for

future reference. They may be a good fit for other positions
that open up later.

 Offer to Stay Connected: Let candidates know that you would

like to keep their information for potential future opportunities
and ask for their consent to do so.

 Continuous Improvement: Use feedback from the recruitment

process to continuously improve your hiring methods and
ensure a positive candidate experience for all applicants,
whether they are accepted or rejected.

PREPARATION IN RECRUITMENT:
Preparation is a crucial aspect of the recruitment process, as it
ensures that you are well-equipped to identify, attract, and select the
best candidates for your organization. Here are key areas of
preparation in recruitment:

 Define Job Requirements: Start by clearly defining the job

requirements and expectations. Conduct a thorough job
 analysis to understand the skills, qualifications, and experience
needed for the position.

 Create a Job Description: Develop a comprehensive job

description that outlines the job responsibilities, qualifications,
and any specific requirements. Ensure that it accurately
represents the role and its importance within the organization.

 Budget Allocation: Determine the budget for the recruitment

process, including costs for advertising, assessments,
background checks, and any fees associated with external
recruitment agencies.

 Recruitment Strategy: Develop a recruitment strategy that

includes a plan for where and how you will advertise the job
vacancy. Consider using multiple channels, such as your
company's website, job boards, social media, and industry-
specific platforms.

 Application and Screening Process: Design the application

process, including the application form or portal, and establish
screening criteria to filter out unqualified candidates. Decide on
the tools and software you'll use for applicant tracking.

 Interview and Assessment Methods: Define the interview

format (e.g., one-on-one, panel, video), questions, and
 assessments (e.g., skills tests, personality assessments) that will
be used to evaluate candidates.

 Selection Criteria: Establish clear criteria for candidate

selection, considering not only technical skills but also cultural
fit, values alignment, and potential for growth within the
organization.

 Training for Interviewers: Ensure that interviewers and

assessors are trained in effective interview techniques,
including avoiding bias and discrimination. This helps in
conducting fair and consistent interviews.

 Legal Compliance: Familiarize yourself with relevant

employment laws and regulations in your region to ensure that
the recruitment process adheres to legal requirements.

 Candidate Experience: Plan for a positive candidate experience

throughout the recruitment process. This includes timely
communication, a respectful and transparent approach, and
feedback for candidates.

 Technology and Tools: Evaluate and select the necessary

recruitment tools and technology, such as applicant tracking
systems (ATS), video conferencing software, and assessment
platforms.
  Internal Coordination: Ensure that all internal stakeholders are
aligned and informed about the recruitment process, including
HR, hiring managers, and interviewers.

 Diversity and Inclusion: Consider strategies for promoting

diversity and inclusion in your recruitment efforts. Ensure that
your job postings and processes are inclusive and accessible to
a wide range of candidates.

 Contingency Planning: Have a plan in place for handling

unexpected situations, such as a sudden increase in
applications or the need to expedite the hiring process.

 Documentation and Record-Keeping: Establish a system for

documenting each step of the recruitment process, including
interview notes, assessment results, and communication with
candidates.

 Feedback and Continuous Improvement: After each

recruitment cycle, gather feedback from all involved parties to
identify areas for improvement and refine your recruitment
strategies and processes accordingly.

“Effective preparation in recruitment can lead to better hiring

decisions, a more efficient process, and a positive candidate
experience, ultimately contributing to the success of your
organization.”

PROCUREMENT
Procurement is the process of obtaining goods, services, or works
from external sources, typically for an organization or business. This
process involves a series of steps and activities aimed at obtaining
the necessary resources, ensuring value for money and adherence to
quality, legal and ethical standards. Procurement plays a key role in
the overall functioning and success of the organization, as it directly
affects costs, efficiency and the achievement of strategic goals.

KEY ELEMENTS AND STEPS INVOLVED IN

PROCESS OF PROCUREMENT:

• Identifying Needs: The first step in procurement is identifying

what goods or services are required. This involves understanding the
organization's needs, creating specifications, and determining
quantities.

• Supplier Selection: Organizations must choose suppliers or

vendors who can provide the required goods or services. This often
involves evaluating potential suppliers based on factors like price,
quality, reliability, and reputation.

• Sourcing: Sourcing involves reaching out to selected suppliers,

requesting quotes or proposals, and negotiating terms and
conditions. This phase is critical for securing favorable pricing and
contractual agreements.

• Contracting: Once a supplier is selected, a contract is typically

created. Contracts outline the terms and conditions of the
procurement, including pricing, delivery schedules, quality standards,
and legal responsibilities.

• Order Placement: After the contract is finalized, purchase

orders are issued to the chosen supplier(s). This formalizes the
agreement and initiates the delivery process.

• Receiving and Inspection: When the goods or services are

delivered, they are inspected to ensure they meet the specified
quality standards and match the order. Any discrepancies or issues
are addressed.

• Payment: Invoices are submitted by the supplier, and payments

are made based on the agreed-upon terms. Timely and accurate
payment is essential for maintaining good supplier relationships.

• Supplier Performance Evaluation: Continuous monitoring and

evaluation of supplier performance are essential to ensure that
suppliers meet their obligations in terms of quality, delivery, and
pricing. This feedback can be used to improve future procurement
decisions.
• Risk Management: Procurement involves various risks,
including supply chain disruptions, quality issues, and legal
compliance. Effective risk management strategies are important to
mitigate these risks.

• Compliance: Procurement activities must adhere to legal and

ethical standards, including regulations related to environmental
sustainability, labor practices, and anti-corruption measures.

• Supplier Relationship Management: Developing and

maintaining positive relationships with key suppliers is crucial for
long-term success. This includes communication, collaboration, and
addressing any issues that may arise.

• Cost Control: Procurement plays a significant role in managing

costs. Organizations often seek cost-effective solutions through
negotiations, bulk purchasing, and supplier performance
improvements.

“Effective procurement practices can result in cost savings, improved

operational efficiency, and enhanced product or service quality. It is
an essential function for organizations in both the public and private
sectors, and it requires careful planning, strategic decision-making,
and ongoing management to achieve successful outcomes”.
SCOPE AND LIMITATION OF PROCUREMENT:

SCOPE of Procurement:

• Sourcing Goods and Services: Procurement encompasses the

acquisition of a wide range of goods, services, and works, including
raw materials, office supplies, equipment, professional services, and
construction projects.

• Supplier Selection: Procurement involves identifying and

selecting suppliers or vendors based on criteria such as price, quality,
reliability, and other relevant factors.

• Contract Negotiation: Procurement professionals engage in

contract negotiations to secure favorable terms and conditions for
the organization. This may include price negotiations, delivery
schedules, and quality standards.

• Cost Management: Procurement plays a significant role in

managing costs through strategies like bulk purchasing, cost analysis,
and supplier performance improvement.
• Risk Management: Procurement teams assess and manage risks
associated with suppliers, supply chains, and market fluctuations to
minimize disruptions and ensure continuity of operations.

• Quality Assurance: Ensuring the quality and compliance of

purchased goods and services is a fundamental aspect of
procurement. This includes inspection and quality control processes.

• Legal and Ethical Compliance: Procurement must adhere to

various legal and ethical standards, including anti-corruption laws,
labor practices, environmental regulations, and industry-specific
regulations.

• Supplier Relationship Management: Building and maintaining

positive relationships with suppliers is essential for long-term
success. Effective communication, collaboration, and issue resolution
are part of this scope.

• Strategic Planning: Procurement is often involved in strategic

planning by providing insights and data on market trends, supplier
capabilities, and cost-saving opportunities.

• Market Research: Procurement teams conduct market research

to identify potential suppliers, assess market conditions, and stay
informed about industry developments.
  Limitations of Procurement:

• Budget Constraints: Procurement is limited by the

organization's budgetary constraints. It must operate within
allocated funds, which can impact the ability to secure certain
resources or services.

• Resource Constraints: Limited resources such as personnel,

technology and time can limit the procurement function's ability to
effectively manage large acquisitions.

• Supplier Dependence: Over-reliance on a single supplier or a

small pool of suppliers can limit options and expose the organization
to risks if the supplier encounters issues.

• Market Volatility: Economic, geopolitical, and market-related

factors can affect the availability and pricing of goods and services,
impacting procurement decisions.

• Regulatory Compliance: Strict regulations and compliance

requirements in certain industries can limit the flexibility of
procurement processes and decision-making.

• Internal Policies: Organizational policies, procedures, and

hierarchies can sometimes create bureaucratic obstacles that slow
down the procurement process.
• Complexity of Goods or Services: Some goods or services may
be highly specialized or complex, making it challenging to find
suitable suppliers or negotiate favorable terms.

• Geographic Limitations: Geographic constraints can limit the

choice of suppliers, particularly for organizations that require
localized goods or services.

• Technology Constraints: Outdated or insufficient procurement

technology tools can limit the efficiency and effectiveness of
procurement processes.

• Market Competition: In highly competitive markets, securing

advantageous terms may be more challenging, and profit margins
may be narrower.

“Understanding the scope and limitations of procurement is essential

for procurement professionals and organizations to make informed
decisions, optimize processes, and effectively manage the acquisition
of goods and services while operating within constraints and
achieving organizational goals”.
 SWOT ANALYSIS

STRENGTHS:
 Experienced Management: TANVIR TRADERS is
managed by a group of veterans in the construction
industry with decades of experience .

 Skilled workforce: The company has a highly skilled

and motivated workforce that includes engineers,
architects and construction specialists.

 Strong Local Presence: TANVIR TRADERS has an

established presence in local markets and a solid
reputation for timely delivery of quality projects.

 Strong supplier relationships: The company has

long-term relationships with reliable suppliers,
which ensures a continuous supply of construction
materials.

 Safety Information: TANVIR TRADERS prioritize

safety in construction sites, resulting in strong safety
information and compliance with industry
regulations.
WEAKNESSES:

 Limited geographic reach: The company operates mainly

in a specific area, limiting its exposure to potential
customers and markets.

 Adoption of Technology: TANVIR DEALERS may lag behind

competitors in adopting modern construction techniques,
affecting efficiency and competitiveness.

 Dependence on key customers: The Company is highly

dependent on a few important customers for a significant
portion of its revenue, making it vulnerable to changes in
its project requirements.

 Cash Flow Challenges: Irregular cash flow due to delayed

projects and delayed payments from clients can strain a
company's finances.

 Talent Retention: Attracting and retaining qualified

employees in a competitive labor market can be a
challenge that can affect project quality and schedule.

OPPORTUNITIES:
 Market expansion: Growth can be accelerated by exploring
new geographic markets or expanding services into
 related industries such as remodeling or real estate
development.

 Green Building Trends: Responding to the growing

demand for sustainable and environmentally friendly
construction can open up new markets and contracts.

 Government infrastructure projects: Using government

initiatives to develop infrastructure can lead to lucrative
contracts.

 Partnerships and Alliances: Creating strategic

partnerships or alliances with other construction
companies can lead to joint ventures and new
opportunities.

THREATS:

 Economic Uncertainty: An economic downturn can lead to

reduced construction activity, project delays and client
budget reductions.
 Regulatory Changes: Changes in building codes, safety
regulations or environmental laws may require costly
changes and efforts to ensure compliance.
  Fierce Competition: The construction industry is highly
competitive and multi-player, which makes it difficult to
win contracts and maintain profit margins.

 Material Price Fluctuation: Price fluctuation of

construction materials such as steel and concrete can
affect project budget and profitability.

 Natural Disasters: Construction sites are prone to natural

disasters such as hurricanes, earthquakes and floods,
which can disrupt projects and cause damage.

"TANVIR TRADERS can use this SWOT analysis as a basis for its
strategic planning, helping the company to identify areas for
improvement, seize opportunities and mitigate potential
threats."
 My work on this Project

I had this opportunity to do my summer Internship in Tanvir Traders

for 45 Days. It was part of my master (Educational) program where I
had the opportunity to get experience and knowledge. As my major
in Human Resource Management, I have studied about Human
Resource Management. I have gathered information about various
tasks that were conducted by the recruitment and Procurement
management under Human resource division. I have studied about
the following rolls-

As I was an assistant HR so, I have to follow each actions made by the

supervisor. In the guidance of seniors I was given the opportunity to
do following jobs-

 Posting job role on linkedin

 Collecting Resumes
 Screening Resumes
 Preparing Call List
 Re-verify the documentation
 Calling the candidates from the list and briefing them about the
job profile
  Scheduling the interview for the interested candidates
 Interview Round
 Fill the details of selected candidates on Excel sheet.
 Forward the excel sheet to the supervisor.

I have also learnt about the some of the Procurement Process of the
company, such as the safety, Quality of the Raw material, dealing
with the dealers and etc.
 Lessons that can be learned from
Internship in HR

Certainly, there are valuable lessons that can be learned from an

internship in Human Resources (HR). An HR internship provides a
unique opportunity to gain practical experience and insights into the
field. Here are some key lessons you can learn from such an
internship:

 Understanding HR Functions: An HR internship allows you to

see the various functions within HR, such as recruitment,
employee onboarding, training and development, performance
management, employee relations, and more. You'll gain a
comprehensive view of how HR contributes to an organization's
success.

 Recruitment and Selection: You'll learn the intricacies of

sourcing, interviewing, and selecting candidates for job
openings. This includes understanding how to write job
descriptions, conduct interviews, and assess candidates'
qualifications and fit for the organization.

 Compliance and Legal Knowledge: HR is heavily regulated, and

an internship will teach you about labor laws, employment
regulations, and compliance requirements. Understanding
 these laws is crucial for protecting the rights of employees and
the organization.

 Employee Relations: You'll learn how HR professionals handle

employee concerns, disputes, and grievances. This involves
effective communication, conflict resolution, and maintaining a
positive work environment.

 Benefits and Compensation: Internships often involve exposure

to benefits administration, including health insurance,
retirement plans, and compensation structures. You'll learn
how HR professionals ensure employees are fairly
compensated and have access to necessary benefits.

 HR Technology: HR departments rely on various software and

tools for tasks like payroll, applicant tracking, and HR analytics.
Interning in HR will familiarize you with these technologies and
their role in streamlining HR processes.

 Professional Communication: Effective communication is crucial

in HR. Interns learn how to communicate professionally with
employees, management, and external partners, as well as how
to maintain confidentiality when handling sensitive
information.
 Problem-Solving Skills: HR professionals often deal with
complex problems and challenges. During your internship,
you'll develop problem-solving skills by addressing issues
related to employees, policies, and processes.

 Networking: An HR internship provides opportunities to

network with HR professionals and other employees in the
organization. Building a professional network can be invaluable
for your future career.

 Adaptability: HR is dynamic, and circumstances can change

rapidly. An internship teaches you how to adapt to evolving
situations and stay current with HR trends and best practices.

 Project Management: Many HR departments work on special

projects, such as implementing new HRIS systems, designing
training programs, or conducting surveys. Interns may get
involved in project management and gain experience in
planning and executing initiatives.

 Ethical Conduct: HR professionals often deal with ethical

dilemmas. An internship can help you understand the
importance of ethical conduct in HR, including fairness,
honesty, and integrity.
  Documentation and Record Keeping: You'll learn the
importance of maintaining accurate HR records, such as
personnel files, benefits records, and compliance
documentation.

Overall, an HR internship provides a well-rounded education in the

field of Human Resources and equips you with practical skills and
knowledge that can be applied in a wide range of industries and
organizations. It's an excellent way to prepare for a career in HR or
related fields.
 FINDINGS

"Findings" typically refer to observations, data, and conclusions

made during various aspects of projects, business operations, or
audits.”

From the 45 days project, the topic of recruitment and procurement

process of Tanvir Traders brought me some observations which are
given below:

 Project Progress Observations: These findings pertain to the

status and progress of ongoing construction projects. They
include information on project milestones, completion rates,
delays, and any issues impacting project timelines.

 Quality Assurance Findings: These findings relate to the quality

of workmanship, materials, and construction processes. They
may include reports on construction defects, deviations from
specifications, or areas where quality improvements are
needed.

 Safety Findings: Observations related to safety practices on

construction sites. This can encompass identifying safety
hazards, compliance with safety regulations, and
recommendations for improving safety measures.
 Cost and Budget Findings: These findings are related to the
financial aspects of construction projects. They include budget
compliance, cost overruns, cost-saving opportunities, and
financial risks associated with ongoing projects.

 Environmental Impact Findings: Observations regarding the

environmental impact of construction activities, such as soil
erosion, pollution control measures, and efforts to minimize
the ecological footprint of projects.

 Vendor and Supplier Findings: Assessment of relationships with

suppliers and vendors, including their performance, reliability,
and cost-effectiveness. This can help in optimizing the supply
chain.

 Client Satisfaction Findings: Feedback and satisfaction levels of

clients and stakeholders involved in construction projects. This
information can be valuable for improving customer
relationships and project outcomes.

 Employee and Workforce Findings: Observations about the

company's workforce, including labor efficiency, training needs,
and workplace safety concerns.

 Market Research Findings: Information gathered from market

research and competitive analysis, which can help Tanvir
Traders make informed decisions about market trends,
customer preferences, and business expansion.
“Tanvir Traders knows the importance like any construction
company, to regularly review and analyze these findings to make
informed decisions, improve operational efficiency, ensure project
success, and maintain compliance with industry standards and
regulations. Effective documentation and reporting of findings play a
crucial role in the company's growth and sustainability.”

Suggestions

● Every individual should learn about the time management as it

is very important factor and should not be neglected at any
level of process.
● The recruitment and selection process is very lengthy and it
should be reduced.
● They should adopt modern techniques of Recruitment and
Selection.
● Recruitment process must be wide and run through multiple
channels.
● In Procurement process trust of each and every client is must
appreciated as well as the focus of the profit.
Conclusions

 Understanding the Recruitment Process: Through the

internship, we can gained a comprehensive
understanding of the recruitment process, from job
requisition to candidate onboarding. we have had the
opportunity to participate in or observe various stages,
including job posting, resume screening, interviewing, and
reference checks.

 Effective Sourcing Strategies: I have learned that effective

candidate sourcing is crucial for successful recruitment.
I've explored different sourcing methods, such as job
boards, social media, and employee referrals, and have
experienced firsthand how these strategies can yield
diverse pools of qualified candidates.

 Candidate Evaluation: My internship has provided me

with valuable insights into assessing candidates' skills,
qualifications, and cultural fit. I've had the opportunity to
use various assessment tools and interview techniques to
make informed hiring decisions.

 Procurement Insights: While my primary focus was on

recruitment, I have also gained exposure to procurement
processes within the HR department. I've learned how to
manage vendor relationships, negotiate contracts, and
 ensure that procurement practices align with
organizational goals and budget constraints.

 Compliance and Diversity: I have recognized the

importance of compliance with labor laws and regulations
in both recruitment and procurement. Additionally, I've
seen how promoting diversity and inclusion is not just a
moral imperative but also a strategic advantage for the
organization.

 Team Collaboration: Throughout my internship, I have

collaborated with colleagues from various departments,
such as hiring managers, finance, and legal, to ensure a
seamless recruitment and procurement process. Effective
communication and teamwork have been crucial to your
success.

 Technology and Automation: I have witnessed the role of

technology in modern HR practices, from Applicant
Tracking Systems (ATS) in recruitment to procurement
software for vendor management. Automation can
significantly improve efficiency and reduce manual tasks.

 Continuous Improvement: My internship has highlighted

the importance of continuous improvement in HR
processes. I have seen how data analysis and feedback
mechanisms can be used to refine recruitment and
procurement strategies over time.

 Adaptability: The dynamic nature of HR and the ever-

changing job market have taught me the importance of
 adaptability. Flexibility and the ability to adjust strategies
in response to shifting circumstances are critical skills in
HR.

 Personal and Professional Growth: Finally, this internship

has been a valuable opportunity for personal and
professional growth. I've honed my interpersonal,
organizational, and analytical skills, which I believe will
serve me well in your future HR career.