Internship report on appollo ispat complex on hrm

Internship Cover; © OPA, AIUB-2012
Faculty of Business Administration
AMERICAN INTERNATIONAL UNIVERSITY–BANGLADESH
(AIUB)
INTERNSHIP AFFILIATION REPORT ON
A Study on the HR Planning, Recruitment, and
Selection Activities and Practices of
Appollo Ispat Complex Ltd.
An Internship Report Presented to the Faculty of Business Administration in
Partial Fulfillment of the Requirements for the Degree of
Bachelor of Business Administration (BBA)
Supervised By
Mr. Stanley Rodrick
Senior Assistant Professor
Submitted By
Ridwan Islam
ID# 15-29685-2
Major in Human Resource Management (HRM)
Date of Submission October 4, 2020
OPA/MANL/0114/00/0002

INTERNSHIP AFFILIATION REPORT ON
A Study on the HR Planning, Recruitment, and
Selection Activities and Practices of
Appollo Ispat Complex Ltd.

Letter of Endorsement
The Internship Affiliation Report entitled “A Study on the HR Planning,
Recruitment, and Selection Activities and Practices of Appollo Ispat Complex
Ltd”, has been submitted to the Office of Placement & Alumni, in partial
fulfillment of the requirements for the degree of Bachelor of Business
Administration (BBA), Major in Human Resource Management, Faculty of
Business Administration on October 4, 2020 By Mr. Ridwan Islam, ID# 15-
29685-2. The report has been accepted and may be presented to the
Internship Defense Committee for evaluation.
(Any opinions, suggestions made in this report are entirely that of the author
of the report. The University does not condone nor reject any of these
opinions or suggestions).
Mr. Stanley Rodrick
Internship Supervisor

October 04, 2020
Mr. R. Tareque Moudud, FCMA
Director, Office of Placement & Alumni (OPA)
American International University-Bangladesh
408/1, Kuratoli, Khilkhet, Dhaka 1229, Bangladesh.
Subject: Submission ofInternship Affiliation Report
Dear Sir,
It is a great pleasure to present the internship report “A Study on the HR Planning, Recruitment,
and Selection Activities and Practices ofAppollo Ispat Complex Ltd.” which was assigned to
me as a partial requirement for the competition of Bachelor of Business Administration degree.
It is my honor to work for a leading organization of Bangladesh and gain an in-depth knowledge on
lending process and monitoring techniques. Throughout the study, I have tried with the best of my
capacity to accommodate as much information and relevant issues as possible and tried to follow
the instructions as you have suggested. I tried my best to make this report as much informative as
possible.
I am grateful to you for your guidance and kind cooperation at every step of my endeavor on this
report. I shall remain deeply grateful if you kindly take some pen to go through the report and
evaluate my performance.
Sincerely yours,
Ridwan Islam
ID# 15-29685-2
Major in Human Resource Management, BBA Program
American International University-Bangladesh (AIUB)

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ACKNOWLEDGEMENT
All praise to God, the Almighty, and the merciful. Without His blessing and
endorsement this report would not have been accomplished.
The successful completion of this report might never be possible in time without the
help some person whose inspiration and suggestion made it happen. First of all, I would
like to thank my supervisor Mr. Md. Sumon for guiding me in Appollo Ispat Complex
Ltd during my Internship. Without his help this report would not have been
accomplished.
Then I would like to thanks to my advisor, Mr. Stanley Rodrick, Senior Assistant
Professor, Department of Marketing, Faculty of Business Administration, American
International University-Bangladesh (AIUB), for helping me completing my internship
report on the HR Planning, Recruitment, and Selection Activities and Practices followed
at “Appollo Ispat Complex Ltd”
I also, thank my colleague who helped me by providing informative instructions. I was
closely attached with them during my internship tenure. Without them this project
would have been very difficult.
I also, thanks to my parents, and some friends who keep on this long process with me,
always offer support.
And finally, I also express my sincere gratitude to all those who participated to prepare
the report.

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EXECUTIVE SUMMARY
As part of my BBA program, I have completed my three months internship program from
a well-known industry named “Appollo Ispat Complex Ltd”. During my internship period
in “Appollo Ispat Complex Ltd”, I have gained valuable knowledge and experience in the
field of Human Resource. So, based on my learning and experience from the organization
I have completed my internship report on the recruitment and selection activities of
“Appollo Ispat Complex Ltd”. In this paper I have tried to work on the HR process from
planning to placement of an employee in “Appollo Ispat Complex Ltd”. I have also
discussed what kind of activities I have done in details. I have learnt how to plan for
recruitment, later on recruitment and selection process by CV screening, job posting, assist
in interviews and see how they are placed in workplace.
In CV screening I have basically discussed about the Executive Search of candidates from
BD jobs or other relevant sources. In Appollo Ispat Complex Ltd joining process is
simple. Here I have tried to explain the different area of recruitment and selection. These
are: both internal and external recruitment, how to advertise and attract candidates,
successful planning etc. In activity undertaken I have described my work related activities
which is HR department and organization wide other departmental activity. Then I have
discussed about constrains and challenges in the organization. In recommendations how
organization can improve and also give some suggestions.
In this report I have also discussed what I learn from here as well as my learning from the
academy. From my personal view the learning aspect was fruitful and the experience there
will help me in the future. I have learnt many aspects of HR, observed other departmental
work of the company. Mainly working with recruitment and selection section of the
company was a great learning opportunity.

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TABLE OF CONTENTS
SL Contents Page No.
Acknowledgement i.
Executive Summary ii.
Chapter 1 Introduction
1.0 Introduction 1
1.1 Rationale 1
1.2 Objectives 1
1.3 Background 2
Chapter 2 Activities Undertaken
2.0 Activities Undertaken 11
2.1 Work Related Activities 11
2.2 Organization Wide 23
Chapter 3 Constraints/Challenges
3.0 Constraints/Challenges 27
3.1 Identified/Observed in the Organization 27
3.2 Mismatches & Missing Skills in Academic Preparation 29
Chapter 4 Lessons Learnt
4.0 Lessons Learnt 33
4.1 Knowledge/Skills/Competencies Acquired from the Organization 33
4.2 Knowledge/Skills/Competencies Acquired from the University 35
Chapter 5 Concluding Statements
5.0 Concluding Statements 37
5.1 Summary 37
5.2 Strategic Recommendations Addressing the Challenges 37
Chapter 5 Proposed Improvement Plan
6.0 Proposed Improvement Plan 40
References ⅰ
Appendices #1
bbbb
iii.
Appendices #2 ⅵ

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LIST OF FIGURES
Figure No. Contents Page No.
Figure 1 Product flow chart 6
Figure 2 Distribution channel 9
Figure 3 Organizational hierarchy 10
Figure 4 HR planning flowchart 11
Figure 5 Recruitment process of AICL 14
Figure 6 Recruitment and selection process of AICL 22

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1.0 Introduction
1.1 Rationale
The success of an organization depends on having the right resources. And having the right
person in an organization makes it more efficient and productive. People who are effective and
doing their jobs to achieve a target. The recruitment and selection process enables us to achieve
this goal. Top organizations focus a lot on the hiring process. It is because they are not hiring
just the talented, but they are hiring people who fit in the positions they are hired for.
Recruitment is the process of attracting qualified candidates for a job role and Selection is the
process of identifying and selecting the right candidate for that job. The right process reflects on
the company's professionalism and portrays an organization's maturity in attracting
and hiring the right talent. Before hiring someone an hr needs to plan about how they are going
to recruit people, what are the requirements they will be looking for, how many employees they
need in what position, how they will train those employees for the future ahead of the company.
As I am a Human Resource Management major student, and I am placed in an organization as
an intern to learn about a corporate life from where I will be able to learn and apply the
knowledge gained from academic courses. Here I am going to discuss Appollo Ispat Complex
Limited's HR Planning, Recruitment, and Selection Process is undertaken by the organization,
by exploring the sources of recruitment, and how effective it is, and what is the preparation
needed for resourcing employee in this organization. I will also find out the opinion of the
internal employees regarding aspects of the recruitment and selection process.
1.2 Objectives
The objectives of this study are as follows:
 To explore the recruitment sources of Appollo Ispat Complex Limited.
 To explain the recruitment and selection process of the organization
 To understand the overall recruitment and selection process’ documentation and
preparation needed for effectively conducting the HRM process in the organization
 To know about the opinions of the employees working in the organization regarding
various aspects of the requirement and selection process
 To suggest some possible strategies and actions for overcoming the challenges faced
by the organization in its recruitment and selection activities conducted

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1.3 Background
 ABOUT APPOLLO ISPAT COMPLEX LIMITED
Appollo Ispat Complex Limited is situated in Shimrail, Siddhirganj, Narayanganj, only 14km.
away from Dhaka. The project area is comprised of 17 acres of land. Appollo is pioneering the
CI sheet business in Bangladesh since 1997. Previously the promoters of Appollo Ispat started
the C.I. Sheet business with the trading and then importing finished CI sheets during the sixties.
In 1987 Appollo began its manufacturing facility with a sheet-to-sheet CGI line in the name of
Appollo Steel Mills Ltd. In 1993 Appollo expanded the facilities into the second line. In 1997
the company established the most modern and sophisticated Continuous Galvanizing Line
(CGL) which was the first of its kind in Bangladesh. The new manufacturing plant with
completely modern technology was incepted and the new name of the journey was Appollo
Ispat Complex Limited. And today Appollo is much ahead by producing its raw materials at its
own art-of-the-state Cold Rolling Mill. Appollo Ispat Complex Limited is now one of the
largest CI sheet manufacturers of the country.
The first manufacturing line established in 1997 is a continuous galvanized process. This entire
facility was imported from the world reputed Nippon Denro of Japan. In early 2002, the second
line of manufacturing facility went into operation. This installation was done by the Japanese
technicians and at the same time, the first line was also re-flourished and upgraded. The entire
production facility is highly sophisticated, well operated by a group of skilled technicians, and
managed by a resourceful management team. With the best precession Japanese technology,
sincere and skilled human resources, the company is proudly producing the best quality CI
sheets for the country. The reputed trading base and the quality product help the company to
achieve a large marketing network around the country.
In the year 2004, Appollo vertically expanded its operation and went into the backward linkage
industry by establishing a Cold Rolled Coil Manufacturing plant. Eventually, this capacity will
be increased to double in the second phase. Since 90% of the required infrastructural facilities
have been made parallel ready with the present Cold Rolled Manufacturing line, the installation
& commissioning of the second phase can be completed in the minimal possible time.
In the year 2005, Appollo incorporated an acid regeneration project which facilitates
reclamation of 90% of the used acid and thus ensures an environmentally friendly production.
In 2013, Appollo has taken the initiative to put one Radiant Tube Furnace (RTF) technology-

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driven Non-Oxidized Furnace based Galvanizing Plant at the existing industrial complex of the
company. Current consumer preference is towards CI sheets manufactured using a Non-
Oxidizing Furnace (NOF). NOFs are rapid heating furnaces that cut out hydrochloric acid and
lead usage during the galvanizing process, producing a durable CI sheet with a lifespan of over
5 years. Eliminating lead and acid usage during the final stages of production also makes the
process cost-effective and environmentally friendly. Furthermore, these products tend to be
shinier than ordinary CI sheets – therefore can command a premium price over regular CI
sheets. Required machinery has already been imported; the civil and other project works are in
progress. This new project is expected to go into commercial production in August 2015.
Appollo Ispat became a listed Public Limited Company on Dhaka Stock Exchange and
Chittagong Stock Exchange in December 2013.
The Corporate Head Office at 407 Tejgaon Industrial Area, Dhaka operates the central
management. The company directors are eminent in the business domain of Bangladesh. Every
director is reputed by their own social and business activities. The prudent foresight ness of the
board of directors is considered as the landmark in industrial growth. (Ref: 1)
1.3.1 Important Dates about the Company
Date of incorporation 31.12.1994
Date of Commercial Operation 1st CGL-July 1997
2nd CGL early 2002, CRM- June 2005
Authorized Capital Increased 30.03.2010
Split the Face value-form Tk.100/-to
Tk.10/-
30.03.2010
Converted into Public Limited Company 30.03.2010
Listed with Dhaka Stock Exchange Ltd. 15.11.2013
Listed with Chittagong Stock Exchange
Ltd.
17.12.2013
Share Trading Start 24.12.2013
Certified ISO 9001-2008 07.03.2011

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(Ref: 2)
1.3.2 Vision
To become the market leader by providing customer satisfaction in terms of product, quality
economic price, and services. (Ref: 2)
1.3.3 Mission
To escalate the standard of living by providing shelter for all in the country with innovative
business. (Ref: 2)
1.3.4 Nature of the Business
The company is engaged in manufacturing and selling CI (Corrugated Iron) sheets of
different thicknesses, ranging from0.120 mm to 0.420 mm, which is marketed mainly in
rural and semi-urban areas of Bangladesh under its well-established brand “Rani Marka”.
(Ref: 2)
THICKNESS 0.095 mm to 0.450 mm
0.110mm to 0.500 mm
WIDTH 762 mm to 900 mm
650 mm to 850 mm
PRODUCT Cold rolled full hard coil (C.R. Coil) Galvanized Plain Sheet and Corrugated
Iron Sheet (G.P. & G.C.I. Sheet)
GRADE JIS G3141 SPCC- 1B/1D for base metal for uses of Galvanizing plant to
produce GP/CI Sheet. JIS G3302 SGCH Full Hard, Zinc-Coated Z-180GSM
with regular Spangle, Chromate, and bright finish for uses in roofing, fencing
doors, etc.

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1.3.5 Corporate Information
Audit Committee
Mr. Md. Abu Kaiser, FCA
Chairman
Mr. Mohammed Shoeb
Member
Mr. Abdur Rahman
Member
Mr. Md. Mahamudul Hasan
Secretary
Auditor
Malek Siddiqui Wali Chartered
Accountants 9-G,
Motijheel, C/A (2nd Floor)
Dhaka-1000.
Tel : +880-2-9560919
+880-2-7172025,
+880-2-7172026
Fax: +880-2-7175704
E-mail:
info@msw-bd.com
wali@msw-bd.com
saha@msw-bd.com
Website: www.msw-bd.com
Chief Financial Officer (CFO) Mr. Md. Kamal Hassan
Asst. General Manager, Plant-In charge
Banks
IFIC Bank Ltd., Jamuna Bank Ltd., Southeast
Bank Ltd., Mutual Trust Bank Ltd.
Company Secretary
Md. Mahamudul Hasan, Asst. Company
Secretary-Current Charge
Corporate Governance Auditor
HowladerYunus& Co. Chartered
Accountants House -14, Road No 16/A
Gulshan 1, Dhaka
Management Committee
Mr. Sk. Abul Hassan Chief Executive Officer (CEO) Mr.
Hasan S. Hannan
Sr. General Manager (Commercial & General Affairs)
Mr. Md. Razib Hossain FCA
Sr. General Manager &
Legal advisor
Hasan Ur Rashid Tutul, LLB P & H Associates,
Property Plaza Suite # 5, 66, New Circular Road
Mouchak, Ramna, Dhaka-1217

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Mr. Muhammad Abid Hossain FCMA
Asst. General Manager & Head of Internal Audit
1.3.6Company’s Logo and Slogan
1.3.7Product Flowchart
Figure 1: Product flow chart of Appollo Ispat Complex Ltd.
1
Uncoiling the
HR Coil
2
Pickling
(Cleaning)
3
Rolling in 6HI
Mill
Get Various and
Reduced
Thicknesses)
4
Rewinding
(Side Trimming)
5
Galvanizing &
Recoiling
6
Shearing
7
Corrugation
8
Finished
Goods

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1.3.8 Product Offerings
Galvanizing is the process of applying a
protective zinc coating to steel or iron to prevent
rusting. The most common method in sheet
metal fabrication shops is hot-dip galvanizing.
This is the process of submerging metal parts in
a bath of molten zinc to protect the metal.
This protection occurs in three different ways:
 The zinc coating, when intact, prevents corrosive substances from reaching the
underlying steel or iron.
 It acts as a sacrificial anode, which is the main component of a galvanic cathodic
protection (CP) system used to protect buried or submerged metal from corrosion. This
means that if the coating is scratched, the exposed steel or iron will be protected by
the remaining zinc.
 The zinc protects its base metal from corroding or rusting.
The manufacturing processes of such sheets start from lifting Iron or deform the mine and
processing it to slab through a series of processes and treatments and then pressed to converting
to H.R. Coil (Hot Rolled Coil). HR coils are then ‘cold rolled’ into C.R. Coils before it is hot-
dipped, galvanized, and corrugated at a Continuous Galvanizing Line – CGL or Radiant Tube
Furnace–RTF into what we know was Corrugated Iron Sheet (C.I. Sheets) (Ref: 2)

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1.3.9 Features of a Product
Attractive look Can be fabricated and erected with
immense ease
Excellent insulation
No cold bridging No tear-off or wear-off Anti-corrosion
Easy to install, and it
requires less time
Provides proper ventilation The sheets have a standard
thickness that allows no
leakage
Extremely
weatherproof and
hence doesn't allow
sunray
Owing to the galvanized surface, these
are good finish and shining
Low heat conductivity
Available at
reasonable cost
1.3.10 Uses of the Product
 New and old industries for roofing
 Shop rural people for roofing of their house through wholesalers or retailer
 Urban people for roofing of their house through wholesalers or retailer
 Owners/trading centers for roofing
 NGO, international agencies, embassies/ foreign mission for development program/
distribution
(Ref: 2)

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1.3.11 Distribution Channel
Figure 2: Distribution channel of Appollo Ispat Complex Ltd. (Ref: 2)
The company sells its product to an agent/dealer on an ex-factory basis. The dealer/ agent
through their nominated lift the C. I sheet from the factory in their warehouse in their respective
areas for onward distribution. The wholesaler/ retailer collect the C. I sheet from their agent/
dealer on an ex-warehouses basis and bring those sheets to their shop outlet wherefrom they sell
it to customers the institutional customers buy this product directly from the company's sales
office. Besides this Appollo is exporting outside of our country and growing well as well.

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1.3.12 Organizational structure of Appollo Ispat Complex Ltd

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Figure 3: Organizational Hierarchy of Appollo Ispat Complex Ltd. (Ref: 2)
2.0 Activities Undertaken

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2.1 Work-Related Activities
 HR Planning Flow Chart
Human Resource Planning is a process through which the right candidate for the right job is
ensured. For conducting any process, the foremost essential task is to develop the organizational
objective to be achieved through conducting the process. Human resource planning is the
continuous process of systematic planning ahead to achieve optimum use of an organization's
most valuable asset—quality employees. HR planning ensures the best fit between employees
and jobs while avoiding manpower shortages or surpluses. This is the process of human
resources planning flow chart
Figure 4: HR Planning Flow Chart
2.1.1 Analyzing Organizational Objectives

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The objective to be achieved in the future in various fields such as production, marketing,
finance, expansion, and sales gives the idea about the work to be done in the organization. In
Appollo Ispat Complex Ltd (AICL) we start from scratch making the plan of what we will be
looking for in an employee who can benefit us in the future for the organization.
2.1.2 Present Human Resources
From the updated human resource information storage system, the current number of
employees, their capacity, performance, and potential can be analyzed.
To fill the various job requirements/for expanding the market, AICL looks for internal sources
such as employees from within the organization by promoting him/her into vacant positions or
from the external sources like candidates from various agencies. Now AICL has 447 employees
from both corporate and factory work.
2.1.3 Forecasting Demand and Supply of Human Resources
The second step requires the company to outline the future of its workforce. Here, the HR
department can consider certain issues like promotions, retirements, layoffs, and transfers
anything that factor into the future needs of a company.
AICL recently going through a new project of the market expanding, and as per the need of
opening or creating a market in a new place requires a new hand of an employee who can do the
job to full fill the organization's objective. And as per the plan, AICL is forecasting the demand
of 4//5 employees in both marketing and distribution channels. A few vacant were also created
by the arrival of the COVID-19 pandemic.
2.1.4Estimating Manpower Gaps
In every organization, there is employee turnover. In this step during this turnover, the company
starts to estimate which position needs to be filled immediately or how many employees they
need to hire to run smoothly. During the COVID-19 pandemic in AICL for a different reason,
few employees have gone and created vacant. And for that in a corporate position, one has to do
two employees work at a time. And to full fill, this vacant and reducing workload based on
Step 1 and Step 2, determine the organization's current and future human resources needs by,

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 Identify possible skills shortages in specific occupational groups or potential need for
new skills
 Identify the possible need for succession planning and management
 Ensure that you have met your obligations related to diversity and employment equity;
official languages; training, learning, and development; and values and ethics
2.1.5 Formulating Action Plan
After determining the company's staffing needs by assessing current HR capacity and
forecasting supply and demand, it's time to begin the process of developing and adding talent.
Talent development is a crucial part of the strategic human resources management process
containing
 Recruitment
 Selection
 Hiring
 Training and development
 Performance management
 Employee Relation
As estimation when the company will hire employees in blank places, AICL has to think about
the preparation of those new employees by orientation or training on the job or off the job about
their future working areas.
2.1.6 Monitoring, Control, and Feedback
It mainly involves the implementation of the human resource action plan. Human resources are
allocated according to the requirements, and inventories are updated over a period. The plan is
monitored strictly to identify the deficiencies and remove it. A comparison between the human
resource plan and its actual implementation is done to ensure the appropriate action and the
availability of the required number of employees for various jobs.
After all of this process, AICL will finally run completely, but they also need to monitor those
employees whether they need another session, or if they are capable enough to execute the work
and objectives for which they were hired in. and by using a feedback program from all

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employees about themselves and also about management, if they find any lacking that needs to
develop, can be possible to run even smoother.
2.1.7 Recruitment Process
Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources candidates with the abilities and attitudes, which
are required for achieving the objectives of an organization. The recruitment process is a
process of identifying the job vacancy, analyzing the job requirements, reviewing applications,
screening, shortlisting, and selecting the right candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. These practices also ensure consistency and
compliance in the recruitment process. The recruitment process is the first step in creating a
powerful resource base. The process undergoes a systematic procedure starting from sourcing
the resources to arranging and conducting interviews and finally selecting the right candidates.
Figure 5: Recruitment Process of Appollo Ispat Complex Ltd.
Recruitment planning
Identify vacancy
Required qualification and
experience
Job analysis
Job description
Job Specification
Job Evaluation

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2.1.7.1 Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications,
and skills required for the job, etc. A structured recruitment plan is mandatory to attract
potential candidates from a pool of candidates. The potential candidates should be qualified,
experienced with the capability to take the responsibilities required to achieve the objectives of
the organization.
2.1.7.2 Identifying Vacancy
The first and foremost process of the recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −
 Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed
2.1.7.3 Qualification and Experience Required
When a vacancy is identified it the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment. Proper identifying,
planning, and evaluating leads to hiring the right resources for the team and the organization.
2.1.7.4 Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what a
job demands and what an employee must possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job-relatedness of employment procedures such as
selection, training, compensation, and performance appraisal.

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The following steps are important in analyzing a job −
 Recording and collecting job information
 Accuracy in checking the job information
 Generating a job description based on the information
 Determining the skills, knowledge, and skills, which are required for the job
 The immediate products of job analysis are job descriptions and job specifications.
2.1.7.5 Job Description
The job description is an important document, which is descriptive and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process.
The job description provides information about the scope of job roles, responsibilities, and the
positioning of the job in the organization. And this data gives the employer and the organization
a clear idea of what an employee must do to meet the requirement of his job responsibilities.
The job description is generated for fulfilling the following processes −
 Classification and ranking of jobs
 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
A job description provides information on the following elements −
 Job Title / Job Identification / Organization Position
 Job Location
 Summary of Job
 Job Duties
 Machines, Materials, and Equipment

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 Process of Supervision
 Working Conditions
 Health Hazards
2.1.7.6 Job Specification
Job Specification focuses on the specifications of the candidate, whom the HR team is going to
hire. The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate information for each job.
This information about each job in an organization is as follows −
 Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioral specifications
A job specification document provides information on the following elements −
 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career
2.1.7.7 Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job about the other jobs in an organization. The main objective of job
evaluation is to analyze and determine which job commands how much pay. There are several

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methods such as job grading, job classifications, job ranking, etc., which are involved in job
evaluation. Job evaluation forms the basis for salary and wage negotiations.
2.1.8 Sources Recruitment
There are two sources of recruitment that are
 Internal Recruitment
 External Recruitment
Vacancies in upper-level management can be filled either by hiring people from outside the
organization or by promoting lower-level managers.
2.1.8.1 Internal Sources
Internal recruitment seeks applicants for positions from within the company. The Internal
sources of recruitment refer to hiring employees within the organization through:
 Promotions
Promotions refer to shifting of persons to positions carrying better prestige, higher
responsibilities, and more pay. The higher positions falling vacant may be filled up from
within the organization. Promotion does not increase the number of persons in the
organization. A person going to get a higher position will vacate his present position.
The promotion will motivate employees to improve their performance so that they can
also get a promotion.
 Transfers
The transferring involves shifting of persons from present jobs to other similar jobs.
These do not involve any change in rank, responsibility, or prestige. The numbers of
persons do not increase with transfers.

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 Internal advertisement
Sometimes, management issues an internal notification for the benefit of existing
employees. Most employees know from their own experience about the requirement of
the job and what sort of person the company is looking for. Often employees have
friends or acquaintances who meet these requirements. Suitable persons are appointed at
the vacant posts.
 Retirements
At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide
to call retired managers with new extensions.
 Recalls from long leave
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may de be decided to recall that persons after the problem is
solved, his leave may be extended.
2.1.8.2 External Sources
External recruitment seeks applicants for positions from sources outside the company. They
have outnumbered the internal methods. The various external sources include:
 Advertisements
It is a popular method of seeking recruits, as many recruiters prefer advertisements
because of their wide reach. Want ads to describe the job benefits, identify the
employer, and tell those interested how to apply. Newspaper is the most common
medium but for highly specialized recruits, advertisements may be placed in
professional or business journals. Advertisements must contain proper information
like the job content, working conditions, location of the job, compensation including
fringe benefits, job specifications, growth aspects, etc.

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 Employee Referrals
Employees can develop good prospects for their families and friends by acquainting
them with the advantages of a job with the company, furnishing them with an
introduction, and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company. The other
advantages are that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience.
 Public Employment Agencies
Most public agencies tend to attract and list individuals who are unskilled or have
had minimum training this, of course, does not reflect on the agency’s competence.
Rather, it reflects the image of public agencies. Such agencies are perceived by
prospective applicants as having few high skilled jobs, and employers also tend to
see such agencies as having few high skilled applicants.
 Private Employment Agencies
How does a private agency, which has to charge for its services, compete with state
agencies that give their services almost free. They must do something different from
what the public agencies do or at least give that impressing.
 Campus Recruitment
Colleges, universities, research laboratories, sports fields, and institutes are fertile
ground for recruiters, particularly the institutes. In fact, in some companies,
recruiters are bound to recruit a given number of candidate’s from prestigious
institutes every year. The campus recruitments are an important source for
recruiting management trainees.
 Write-ins and Talk-ins

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Walk-ins are job seekers who arrive at the HR department in search of a job. Both
groups normally are asked to complete an application blank to determine their
interests and abilities.
 Head Hunting Organizations
They are useful in specialized and skilled candidate working in a particular company.
An agent is sent to represent the recruiting company and an offer is made to the
candidate. This is a useful source when both the companies involved are in the same
field, and the employee is reluctant to take the offer since he fears, that his
company is testing his loyalty.
2.1.9 Recruitment Process
A recruitment process is an organization-specific model of how the sourcing of new
employees is undertaken. Typically, the ownership of the recruitment process resides within
the human resources function, although again he/she may differ depending on the specific
organizational structure. A recruitment process can be broken down into the respective parts.
Whilst the naming and the exact process steps are unique to an organization, a typical
recruiting process may commence with the planning of recruitment and ends with joining
employees, and as a cycle, this process kept ongoing as long as vacancies are created.
As an intern, I had a chance to see the process of recruitment closely, and how AICL's HR
department deal with the recruiting process and got to learn live on hand.
2.1.10 Selection Process
Selection is the process of choosing the most suitable candidate for the vacant position in the
organization. In other words, the selection means weeding out unsuitable applicants and
selecting those individuals with pre-requisite qualifications and capabilities to fill the jobs in
the organization.

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2.1.11 Recruitment Selection Process in AICL given below
Recruitment Planning
(Planning for a vacant position)
Stage- 1
Preparing job description
(Giving idea to potential employees about the job)
Stage- 2
Stage- 3 Searching candidates
(From both external and internal)
Stage- 4 Screening
(Shorting out candidates by comparing appellation)
Stage- 6 Interview
(Selected candidate after screening)
Stage- 5 Selecting
(Shorting out candidates by comparing appellation)
Recruitment
Selectio

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Figure 6: Recruitment and Selection Process of Appollo Ispat Complex Ltd.
 Recruitment Planning
During COVID-19 in AICL, there was an employee turnover, and for that for different
reasons, 3 employees from marketing, accounts, billing sections were gone. But as things
are getting normal again and as workload got increased, it is sometimes difficult for
employees of these departments to manage the workload of 2 employees. AICL has
decided to recruit new employees for those vacant. And as per department, HR made
plans and requirements which they will be looking for in those employees.
 Preparing Job Description
As AICL is looking for 3 different employees from 3 different departments, AICL will post
job news in different job portals for employees. In job news there will be a part of the job
requirement for an employee from a departmental perspective, which will give ideas to
those potential employees about the job, and about his/her capability of doing that job.
 Searching Candidates
AICL has posted an advertisement for vacant in the job portal for external recruitment.
Also, they are looking inside their organization for internal employees by promoting and
Stage- 7
Background and reference check
(Checking employees score and previous record)
Stage- 8 Appointment letter
(Providing selected candidate joining letter)

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transferring employees is a deserving candidate for it. Doing internal recruitment is way
less costly than external recruitment, and AICL usually looks for it.
 Screening
After posting job details, lots of employees will drop their CV to the given address via E-
mails, and postcard, HR department started to check those CV's to find out a qualified
candidate from all those CVs for the next stage. The rest of the CVs are declined.
 Selecting
Selecting involves evaluating shortlisted candidates post-screening. Those who are
selected are called for an interview session with the departmental manager, HR manager,
and supervisor.
 Interview
Selected employees are called by HR for letting them know about the date and time of the
interview and told them to bring the required paper works, certificates, and CV with 4
copies of photos for the future if they got selected later after this interview. During this
session, candidates can also ask anything regarding a job or any kind of queries. To this
stage, the candidate goes through screening, and the final candidate list is created.
 Background and Reference Check
Once the final selection for a position is done, it is time to check the candidate's
professional references and verify all the employment details. If everything is in order, it is
time to draft an employment contract and make the offer. If any candidate provides the
wrong information while checking, then they are left out of the list.
 Appointment Letter
This is the final stage of recruitment. Here potential final candidates from the list received
a joining letter. The offer letter should include everything from the start date and the
conditions of employment to the work hours and the compensation while ensuring that
every detail is clear. (Ref: 3)
2.2 Organization-Wide

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 Production (Manufacturing) Department
This is the largest department because it has hundreds of factory workers and dozens
of team leaders. They do and oversee the work that happens on the factory floor. They
keep the machines running and fix them when they break (unless it’s a problem for an
engineer). However, both the workers on the floor and the top production managers,
and everyone in between, get direction from TL.
 Distribution and Logistics Department
The role of the Logistics and Distribution Manager is to organize the storage
and distribution of goods. They ensure that the right products are delivered to the right
location on time and at a good cost. They are also involved in transportation, stock
control, warehousing, and monitoring the flow of goods.
Figure 7: Distribution Channel
 Quality Control (Testing) Department

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It is the job to make sure that what comes out of Production works. In a company that
manufactures stuff, they run tests, so that every product (or a sample from a
production batch) has to pass before it is shipped.
 Shipping Department
AICL deals with big or huge numbers of product that will be shipped to the customers
or other companies. So here AICL has a separate dept devoted to packaging and
shipping the stuff quickly and efficiently cheaply and quickly o the customers.
 Customer Support/CRM Department
Once the product is in the customer's hands, they contact Customers if they have
questions or anything goes wrong. AICL wants to spend as little on CS as possible, so
they should invest a lot of time in building reliable and easy to understand products.
But they can also cut costs by outsourcing CS and putting up online support forums so
customers can help each other.
 Marketing Department
It is a job to understand what customers need and will pay for. This can be a challenge
because sometimes the customers themselves do not know. Here they try to Listen
and understand what people want by figuring out what their problems are and finding
out what solutions will work and show them how the company can solve them.
 Sales Department
The Sales dept is the connection to the outside world. The job of Sales is to find people
who have problems that the company's products can solve at a price they can afford.
They are evaluating customer needs and demonstrating the product as a solution. Here
emotions and personalities can play a large part in Sales and good salespeople know
when to use an argument and when to use emotion. They are competitive,
compassionate, and each lost sale makes them try harder on the next one.
 Accounting Department
Here employee counts up all the money spent anywhere in the company, and how much
money they have. They give the OK or the red light if any department wants to spend

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more than its budget for the month. They calculate how much each piece costs to make,
and at what prices we must sell them for. They read the tax code every year and make
sure that when they do their taxes, they do so per the law. If there is any of that reading
or counting up, they cannot do, they send the work to large accounting firms.
 Finance Department
This part of an organization manages its money. The financial manager must decide
how much money is needed and when, how best to use the available funds, and how
to get the required financing. The business functions of a finance department typically
include planning, organizing, auditing, accounting for, and controlling its company's
finances. The finance department also usually produces the company's financial
statements.
 Technical Planning (Engineering) Department
This department works with the customers to develop test parts, which they then send
to the customers. Based on the customer's response, they will then either redesign it
or send the specifications to Production. Also, they are responsible for buying all of the
equipment, ensuring that it can run to our specifications, and training representative
staff from Production.
 IT Department
If any computer has any sort of issue, they are the concerned department who will
come and fix it.
 Customs and Vat
Direct and supervise all Customs related activities of the company. They perform
customs auditing, import and export, bond licensing, and capacity planning. By

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communicating directly with the customs office if necessary, by maintaining a strong
relation with all customs members and customs bond commission officials.
(Ref: 2)
3.0 Constraints/Challenges
3.1 Identified/Observed in the Organization
Some of the observations identified during the work duration are mentioned below:
 Insufficient Logistic Supplies
Sometimes an employee faces a shortage of paper, staple pin, and other necessary
equipment, as all the files are paper-based. So, while doing printing they face a
shortage of paper and spend a lot of time on work.
 Less Communication with Top Management
This is another major problem where employees are not frequently discussed about
their matters or problems with top-level management. Instead, they discuss among
themselves. As a result, the problem increases also chaos. If they keep a smooth

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communication with top-level management, problems got solved before it makes a
headache for everyone.
 No HRIS Applications and Implications
Another major problem in AICL is there are no Human Resource Information System
(HRIS) software applications policies and implementations. Data about employee's
bonus, salary, leave of absence, working days, and monitoring employee’s movement
are all paper-based. As a result
 Excessive time spent on manual entry and double entry
 Increased employee complaints
 Too much time spent verifying information
 Slow down system
 Information difficult to access
 Difficulties switching between various automated systems
 Payroll Problems
Due to Corona Pandemic, some employees are facing payroll problems. This makes
them less enthusiastic about doing work. Employees always feel down for it.
 No frequent training programs
In AICL last training was conducted 2017. So, it is obvious that some employees do
need some updated training programs which can modify them towards work and they
can work even more efficiently onwards. And by the training, they can be introduced to
new technologies as well as get updated.
 Less Openness to the new ideas and concepts
Management in AICL is not too open to new ideas and concepts. Their product pricing,
product distribution is the same as it was before when the company starts to produce.
But as times are changing with the era, they should start changing these small matters,
to be parallel with the age and other companies' products also.
 Less Initiative
Whenever a problem arises, someone should take the initiative to voice that problem,
so that those who are not known about that problem can also join and try to take an

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initiative of about solving that problem, or taking a proposal of an initiative to the top
level so that they can also help and support on it which is missing in AICL.
 All paper works related
One of the main problems in AICL is paperwork documents. All the information about
inside and outside is in papers. Even factory related information's are paper-based. For
which if any employee needs information, they need to look for those papers for a long
time and its time consuming also.
 Use skills testing
By testing employee's skills frequently, management got to know about the weakness
of any employee. And as per that weakness management can arrange a training
program to develop those missing skills. The last training program was placed in 2017.
 Develop a skills training program missing
With the help of HR and management, when a company identifies the missing skills in
an employee, a suitable strategy for conducting a training program should help them in
the future.
 Less co-ordination
As teamwork is absent in AICL whenever workload increases upon a person, it becomes
hard for him to focus. But if there was a team-leading, dividing workload to everyone
with proper planning and coordination, it would be easier to take that workload and
meet the company's goal.
 Not using New Hand
Some employees in AICL are elderly people; as a result, if a company uses a backdated
employee, then the company will be also backdated by work efficiency. So, the
company should use new people to run even smoother.
 Keeping things not in order
Everyday company’s additional technician should check all the computers while turning it
on or off so that if any problem pops out, it cannot go to an employee. And fix it before
that. (Ref: 4)
3.2 Mismatch and Missing Skills in Academic Preparation

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Some of the mismatches and missing skills in Academic Preparation are mentioned below:
 Problem Solving
Being able to solve a problem in the workplace, no matter if it is big or small is essential
for an employee. Whenever a problem arises, companies always expect employees will
be able to find out a solution and it should be fast. During academic session, teachers
need to focus on this skill, so that when that person will enter in corporate life, being
able to think out a solution fast from his/her previous academic practice will help to be
ahead of others in professional life.
 Interpersonal Skills
Interpersonal skill is making up positive professional relationships. When students are
doing presentations, or group work, it is important to make a good relationship with
other team members. As a result, communication in between will be always helpful
and positive. If someone is unable to do this or if it is not in practice during academic
life one will struggle a lot during professional life while doing work with other
employees.
 Conflict Resolution
This skill requires resolving disagreement in a positive way. In the future an employee
especially an HR specialization must go through a lot of disagreements. But being able
to have these skills will help him to resolve it in a positive way as well as satisfying
employees who were disagreed before.
 Critical Thinking
60 percent of hiring managers believe candidates are lack in critical thinking and
problem-solving skills. Problem-solving skills show employers that an employee can
work independently and think critically to find solutions to everyday obstacles. Such
things the students do not formally learn how to develop our critical thinking skills
during the academic session.
 Innovation and Creativity

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Being innovative and creative will open lots of opportunities ahead of an employee in a
career. If management is facing a problem of expending business or develop more of
an idea to be work full more and by an innovative idea if an employee solves it,
management will always keep a good eye on that employee. This can also open a lot of
way head of career.
 Teamwork
It is the most important skill in all. No matter what kind of organization an employee is
working, someday he needs to face work, where he will need a team. If a student has
never done teamwork, or has no practice on it, in professional life for him the full team
will be affected, as well as meeting the company's goal won't be achieved. So students
need to have more and more practice of doing teamwork and sharpen this skill for the
future.
 Leadership Skills
Leadership is also necessary for running any organization. And leading a team is also a
part of a successful employee. There should be a leader in every department, who can
lead the whole team while doing work. And those leaders will report back to the top-
level leaders about the working progress. While the study in the academy, teachers
should be focusing on this skill very closely by giving situations with other members to
see the skills improvement.
 Attention to Detail
Attention to detail came in as the second most lacking soft skills. If one pays attention
to detail, his work is always thorough and accurate in concern to all the areas involved.
If this skill is absent, there are behavioral indicators hiring managers can pay attention
to see if you have them. Also, in the future, it will help an employee to think ahead and
to propose any strategy or solution in work life. This is not done academically all the
time with importance.
 Communication
This is a problem because every relationship in life is impacted by the ability or inability
to communicate well. Good communication is so vital because it encourages better

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understanding, helps to resolve conflicts, inspires trust and respect, and allows creative
ideas to do so.
 Responsibility
It is not like only team leaders need to take responsibility for doing work. Inside an
organization, all the employees should have a responsibility towards his work as well as
towards the company. Doing something on own responsibility is always adding a
positive point for work. Students should learn how to take responsibility and doing
something by own. This will also build confidence inside.
 Ethics
Every person has his ethics. Ethics of doing the right thing no matter what situation
comes in. In professional life also there is ethics. This may not be mentioned by
anyone, but one should follow those ethics. Being loyal to an organization is also a part
of ethics. And students need to follow this ethical awareness and build up their positive
ethics for good.
 Technology Use
As days are getting modern, technologies are taking over the manual working process
by making life easier. And one needs to sharpen these skills so that in the future he
does not need to worry about using technology.
 Writing Skills
During professional life an employee always needs to do report, presentation,
sometimes writing formal letters and formal communication with other companies.
This skill's absenteeism will make a breakdown for an employee's career. During the
academic time, this skill does not get too much important for a student, which will
hamper the profession in the long run.
 Public Speaking
As well as writing, speaking is also essential for an employee. Being able to
communicate politely with the public or with employees in professional life is

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necessary. Being clear and confident about what an employee is saying always makes a
good impression and adding a positive point for it.
 Building Confidence
During professional life, one must face a lot of difficulties. And being in problem if that
person is scared to do something or having less confident not being able to
communicate with others thinking what if he is wrong, will always put him behind of
every other employee. During the academic life, it is a great opportunity to build up
this skill.
 Forward Planning Skills
This skill is mainly about thinking ahead. Managers always need to be looking at the
bigger picture. By reviewing the organization's current policies and plans, one needs to
contemplate what plans are necessary to achieve its long-term vision and goals. This
will unlock career opportunities for an employee in the future. In academic sessions,
this needs to be practiced for professional life.
 Analytical Skills
Analytical skills enable us to work with different kinds of information, seeing patterns
and trends and draw meaningful conclusions. Analytical skills are often assessed using
aptitude or psychometric tests. During the educational period teachers and students
needs to focus on this skill development for sudden problem solving and finding out a
possible right solution for any problem.

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4.0 Lesson learned
4.1Knowledge/Skills/Competencies Acquired from the Organization
During my internship program, I have learned a lot of things, and some of those important skills
I have developed are given bellow
 Corporate Behavior
This being my first position in an office atmosphere as an intern, I did not know exactly
what to expect. The environment here at Experience is quite relaxed, yet it taught me
how to behave in the workplace. Simply working in the office and getting used to
everything here has prepared me for whatever my next position may be.
 Enrich Resume
Being an intern has improved my skills a ton, both off the paper and on paper. As I had
an experience in monitoring of the recruitment process, I know what kind of resume
attracts management to hire. This position served not only as a positive learning
experience but a resume builder as well. I came into this with a naked resume, now
when I will be done, I will have lots of updating to do.
 Be on time
Employers are generally impressed by punctuality. Being on time doesn’t only relate to
what time I get to work, but also how I meet my deadlines and being on time for other
obligations, like meetings. It's a really difficult reputation to shake off. Personally,
punctuality is not one of my strong points, but I've developed a system that I use daily to
ensure that I am punctual for everything.

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 Restructure my 24-hour day
As obvious as it sounds, it helps to be the person who has control over my day. Sticking
to a daily schedule can help with that because knowing what I am going to do
throughout my day gives stability and holds me accountable for what I need to get done.
 Find a mentor
On my first day, I was feeling stuck no matter how much I prepare, having a mentor will
be a great support. Find someone to guide me and show me how things work in this
industry. It will not only make life easier, but that kind of advice is rarely something one
can get.
 Fully utilize working hours
As I was working from 9 to 5 as an intern, I made up a working routine, where I have
fixed up a time of work and break time to make my brain calm and prepared for the next
upcoming work. By making this routine, I can stay focused on my job and utilize full
time without a problem.
 No limit to learning at work
Keeping myself up to date with the new trends in the industry means I will be able to
have a variety of skills on my way out of my internship and into my first job. Go deeper
than my tasks at work, investigate, read the news on what is happening in my industry,
and consume as much knowledge as I can.
As important as this is, it is very hard to find time for it. If I become good at scheduling,
this will be much easier to manage. I can also find someone at work who wants to do
this with me so that I have a reason to keep it up.
 Be good at handling difficult people

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There are all kinds of personalities everywhere I go, mostly, I can't avoid them. So, the
only thing that I have control over is learning how to deal with them skillfully. This is
important because of how I handle difficult people speaks to my self-confidence, self-
esteem, and my professionalism.
It is hard to be good at this because I am only human after all, and I can’t be friends with
everyone. I will sometimes find that some individuals are not willing to work through
conflict with me, but it’s important to remember that everyone at work goes through
issues in their personal lives.
 Keep in touch
Once I have completed my internship, put the effort into maintaining the relationships I
built during my time there. Connect with people in the office and drop them a line from
time to time to remind them that I am there.
 LoveLearning
Ask lots of questions and take plenty of notes. An internship is a learning opportunity,
so I make the most of it by getting involved in projects where I can by learning a bit
about how the business runs, practicing using new tools, etc.
 Professional communications
Working in a professional setting for the first time can be difficult to get used to. But it
is the best way to learn how to navigate the working world through real-life, hands-on
experience.
One of the most valuable skills I gain from an internship is the ability to speak with
people in a professional setting. Discussions with bosses or coworkers are different from
discussions with lecturers or fellow students,
After my internship, I will have a better idea of the appropriate way to behave as a
professional. This will help me a lot when I will start interviewing for jobs because I
will be more confident and will sound more mature and experienced in a business
setting.
 Taking constructive criticism well

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Naturally, no one likes to be criticized and performance evaluations can be quite scary. I
will probably make a few mistakes and receive constructive criticism about my work
from both my colleagues and my boss. By reminding myself that it's not personal. It is
for my good and growth and it will improve the quality of my work.
 Making connections
In addition to the people who will be my references in the future, try to leave my
internship with new connections: senior employees, clients, fellow interns, etc.
These people can provide guidance, advice, and help me in future job searches. Keep
them in the loop on where I am in my career and offer to help them whenever I can.
 Adaptability Skills
Not everyone is adaptable from the beginning. I can refuse to be so even during my
internship experiences, but the loss is mine. Being adaptive to my surroundings easily is
one of the most useful soft skills not only desirable to employers but also important to
my self-growth. So, make the most of my internship experiences and learn some
adaptability skills while I am there.
4.2Knowledge/Skills/Competencies Acquired from the University
Before the internship program by doing an academic task, teachers used to give an idea about
the corporate sector practicing several tasks, and from those tasks, these are some skills were
focused particularly,
 Public Speaking and Behavior Preparation
During the academic session, I have to go through a lot of courses. Through those
courses with the help of the teachers, I have learned about communication skills
improvement, and how to speak and what should and what should not speak when I
am in corporate life with different people by maintaining professionalism. Also, way to
behave and way to handle employees while talking by good behavior.
 Working as a Team
Throughout the different presentations, report making, as well as participating in
different functional programs in university, I have worked in a team. By working with

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different peers and teammates I have learned and understood the importance of
teamwork, team building, and keeping up proper communication with them, which
helps me a lot during the internship program.
 Being a Leader
As I had worked on a team in different aspects, sometimes I had to lead my team,
which makes me understand how team working does work, and what are the gaps in
between teamwork which can put a negative impact on the work, as well as by leading
them got to know how I should lead a team where different kind of people are involved
in the same work to finish positively and properly. The main slogan of our university is
"AIUB, WHERE LEADERS ARE CREATED" and for that faculty always focuses on this skill
to develop in students.
 Learn to Write Internship Report and its Formatting
There are different types of report format and throughout my educational period, I
have worked on the research paper, different topic-related reports, by which I learn
how to write the report and what is the format to write. For example, front size,
heading size, line gaps, front theme.
 Prepared for the Corporate Sector
These were the point I had gone through during the academic session, but during the
internship program, my internship instructor gave me an overview of how the
corporate sector works, what are the things I will face during this program, and
prepared me for the corporate sector.

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5.0 Concluding Statements
5.1Summary
Due to the COVID-19 pandemic, it took time to get an internship. I was given this opportunity
to work in AICL for the rest of my time as an intern, from August 15 to September 25, 2020; it
was part of my academic program. As my major were in Human Resource Management, I
worked in the Human resource department as an intern where I had learned several Human
Resource practices of AICL. During these 6 weeks, I have come across different tasks that are
conduct by the HR department. I was introduced to the jobs of HR personnel, there were
different types of jobs I was made acquainted with some was regular others was periodical.
Before I joined they had a circular for the vacant position and I was assigned to the jobs of
collecting resume, screening, setting interview, calling for interview, setting up a date for

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training new employees, also being able to part of this employee recruitment planning and
strategy of AICL. I have also found out some major issues and lacking regarding HR and other
related sites, which should be modified for better performance and fluency with better
employee engagement with satisfaction.
5.2 Strategic Recommendations
During an internship in AICL I have identified some problems which should be fixed and given
some strategic recommendation addressing those challenges and why these problems should
be fixed is below:
 Installing HRIS Applications and Implications
HRIS means the Human Resource Information System, which is defined as a software
or online solution that is used for data entry, data tracking, and data management of all
human resources operations of an organization. In AICL these data records are all in a
paper-based. As a result, whenever someone needs to see those records or file a new
record it took a while to find out. But one company using HRIS need a second to look
for employee's data. It is time-consuming too. By using this software it's going to save
the company's money and reduce maintaining effort.
 Conduct Frequent Training
Training employees means developing employee's skills by reducing the skill gap and
increasing confidence in doing work. Every half-yearly, or yearly a company should
conduct a training program, and for that management should find out the lacking and
employee's need for training, and by those need HR will conduct a strategy of placing
training program as well as who will conduct that program at what hour for how long. It
is a continuous process and whenever training will be needed this process will go on like
this.
 Motivation System

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Employee motivation is very important to run an organization. If the people working
inside the office are not motivated or not feel interested to do work, then it is a
disaster for any organization. Employee always wants that whatever work he does for
the organization got recognized to all. When the company will start this process, other
employees will also get motivated by seeing this, and they will also want to be
recognized for their work. An employee can be motivated by recognized work,
monetary benefit, allowance benefit, promotional benefit, rewarding, etc. so if one
employee gets this benefit by doing work for the organization goal, others will be
encouraged and will do work to get it.
 Using Data-keeping Software
Data management is an administrative process that includes acquiring, validating,
storing, protecting, and processing required data to ensure the accessibility, reliability,
and timeliness of the data for its users. As I have already mentioned in the report that
everything related to the data or information is paper-based. For which, it took a while
to find the right data or information in time, sometimes it got a chaotic situation while
someone needs it in urgent. By using software separately to manage those paper-
based data into software-based data. This step will help the organization in:
 Reduce the amount of time you spend managing data.
 Analyze data in a variety of ways.
 Promote a disciplined approach to data management.
 Turn disparate information into a valuable resource.
 Improve the quality and consistency of information.
 Proper Skills Monitoring
When a team works on a project or any work inside the office, by monitoring their
activity and analytical skills to find out solution or strategy to implement will help
management to find out which employees are strong and which one is weak. Sorting
out this weak employee and finding out the sectors they are weak in will help to set up
a training program and which employee needed to be focused or developed for the

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organization's long-run objectives. And by doing that monitoring will be benefited for
both organization, and employee career learning.
 Continuous Appraisal System/Evaluation Systems
Feedback is a mirror that shows our strengths and weaknesses. It helps us identify our
blind spots. Most of the time, we look-over our mistakes and missed to see it on our
own. Feedback from the person we trust and admire most helps us understand the
blind spots, work on them, and grow personally and professionally. This increases the
trust between the employee and their managers/colleagues. It boosts team
engagement and collaboration. Instantaneous and collaboration are buzzwords of the
agile workforce.
 Proper Logistic Supplies
If the company cannot manage HRIS software to keep data records and information
then the company should make sure proper logistic supply like papers, printing ink,
workable machines, and all those needed to hold the flow of management. They
should use links of logistic supply and make a contact for having regular supply in the
office.

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6.0 Proposed improvement plans
Existing
Problem/Weak Areas
of the Organization as
identified in the AR
Actions to be
Taken/Proposed
Solution to the
Problem
Strategy (Mode of
implementation or
ways of addressing the
problem)
Office/Personnel
Involved (Who will
implement and who
will benefit/affected
by the
Action/Solution)
Resource
Requirements
(Manpower and
Financial)
Expected Concrete
Result/Outcome
1. No HRIS Software
Application
Conduct training for
learning HRIS
software to reduce the
timing of data entry,
easily accessible.
Identify personnel with
a lack of skills and
installing HRIS
software.
HR Department to
design the training
program with the IT
support as the
Trainer. The
Management, The HR
Department, and all
the employees will be
benefitted from the
application of this
software.
The requirement for
Expert Trainers, and
Logistic Support like
Projectors, Computers
will be required. For
arranging such
components, Financial
Resources will be
required to procure the
needed software and its
implementation
Trained and Qualified
Employees for using
HRIS and fewer paper
works.

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2. Communication Gap Prepare detailed
training programs,
establishing base
communication
standards, identifying
the gap avoiding
assumption. On-the-
job training if needed.
Identify those who need
training, using
brainstorming and idea
generation making
process, finding out the
barriers of
communication gap,
and focusing on work
agenda rather than a
personal agenda.
Creating mentorship
opportunities in the
organization.
Design a training
program by HR with
mid-level employees
and getting an
instructor for training
from a firm or
organization. Mid-
level employees will
be getting the upper
hand communicating
with top-level
management as well
as internal employees
will be benefited.
Managing rooms,
Projectors, and
Computers will be
required, therefore
incurring certain
expenditure, and also
there will be a
requirement for expert
trainers to conduct such
activities
The communication gap
will be reduced between
employees and better
coordination will take
place between the
employees
3. Less Recruitment Hiring fresh
employees by a new
structured recruitment
and selection process
Identify the sector
where more employees
and how many
recruitments procedures
should be conducted,
posting recruitment
advertise using social
media and job portal
HR will give
requisition to
Management, and
they will decide how
many employees are
needed, and HR will
post job vacancies
with job descriptions
Budgeting for
advertisement, finding
out potential
employees, selecting
interviewer's
department wise, and
setting up a date for
interview. Financial
Hiring new employees,
giving them training, and
do placement in relevant
positions in the
organization

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like BD jobs with
requirements and
qualification of
candidates with the job
description.
and qualifications for
jobs. Existing
employees will be
benefited by getting
fresh employees with
fresh ideas to do
work.
Resources will be
required to conduct
further the entire
Recruitment and
Selection Process more
effectively.
4. Lack of Skills Monitoring each
employee’s work
pattern and evaluating
their performance
Finding out the
employees who need
the re-training on weak
skills, analyzing gaps,
prioritize training
categories, making up a
plan to deliver, and
having on-the-job skill
testing program.
HR will give
requisition to top
management for the
re-training program.
Both employees and
management will be
benefited. The
organizational goal
will be achieved
effectively also.
Giving training with
real work-based if
necessary, by reducing
the budget. Or giving
on a desk training
program to each weak
employee and having
feedback.
Testing employees if the
training worked for them
and the outcome will be
fully efficient if the
employees have properly
adapted the concepts in
their work activities.

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5. Employees are less
motivated
Motivating consistent
performers and others
will be motivated by
seeing that.
Introducing
motivational offers like
increment, allowance,
recognition for work,
giving prizes or
organizing program to
refreshing motivation
reducing
demotivational issue
Proposing to
CEO/MD for the
motivational offer by
the HR department,
HR will implement it,
employees will be
benefited also
organization.
When HR needs to
motivate employee, by
e-mailing them and
letting them know what
benefit he/she got for
his/her performance.
And giving proper
recognition in front of
everyone.
Every employee will be
motivated and will try to
improve their day-to-day
work as per the
company's objective.
6. Less Training
Programs
Identify and schedule
training programs for
the employees
Find out the gaps in the
necessary training of
employees and setting a
training program
according to that.
Department Manager,
Department Head,
and CEO/MD will be
involved in it.
Department Heads
and Departmental
Employees will be
benefited as well as
the entire
organization.
Managing Rooms, PCs,
and projectors for
technical trainings, on-
the-job trainings for the
employees’
improvement. Giving
proper trainings to those
identified areas of
employees and taking
feedback. This will
incur financial
resources, labor
resources and logistic
Employees will be well
trained about the job
prospects and will be
able to function to their
optimum level in
different day-to-day
operations

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support to conduct these
trainings.

lviii
References
1. Appollo Ispat Complex Limited (AICL) [Company’s Website]
Retrieved from: http://www.appollo-ispat.com/
2. Appollo Ispat Complex Limited (AICL) [Prospectus]
Retrieved from:
https://www.sec.gov.bd/ipoprospectus/Appollo_Ispat_Complex_Ltd.pdf
3. Recruitment Process - Steps of Recruitment and Issues for HR to encounter
Documents from the Organization.
Appendix # 1

lix
Corrugated iron sheet
Galvanized Coil Sheets and its Sizes
Thickness Sizes in feet
0.160mm 6X3 7X3 8X3 9X3 10X3
0.180mm 6X3 7X3 8X3 9X3 10X3
0.200mm 6X3 7X3 8X3 9X3 10X3
0.220mm 6X3 7X3 8X3 9X3 10X3
0.250mm 6X3 7X3 8X3 9X3 10X3
0.280mm 6X3 7X3 8X3 9X3 10X3
0.350mm 6X3 7X3 8X3 9X3 10X3
0.400mm 6X3 7X3 8X3 9X3 10X3
0.450mm 6X3 7X3 8X3 9X3 10X3

lx
Spinning Machine for Side Treming
Factory of Appollo Ispat Complex Ltd at Shimrail, Siddhirganj,
Narayanganj with Automatic Galvanizing Line

lxi
Appollo Ispat’s Recruitment Post for Vacancy

lxiii
Appendix # 2
Ridwan Islam
House # 11, Road # 04, Block # A,
Mirpur, Dhaka 1216
CELL: +8801679595618
E-mail : ridwanmahi96@gmail.com
CAREER OBJECTIVE
To be an efficient and successful executive in the corporate field in reputed organization to
demonstrate confidence, to apply theoretical knowledge, and to work in an environment
where creativity and sense of commitment get priority
EDUCATIONAL QUALIFICATIONS
Degree : Bachelor of Business Administration (BBA)
Name of Institution : American International University-Bangladesh
Graduation Year : 2020 (Dhaka)
Education Status : Enrolled
CGPA : 2.76
Major : HRM
Degree : Higher Secondary Certificate (HSC)
Year of Passing : 2014 (Dhaka Board)
Name of Institution : Dhaka Commerce College
Area of Concentration : Business Studies
GPA Obtained : 4.20 out of Scale 5.00
Degree : School Secondary Certificate (SSC)
Year of Passing : 2012 (Dhaka Board)
Name of Institution : Mirpur Bangla High School
Area of Concentration : Science
GPA Obtained : 4.38 out of Scale 5.00 (A+ Grade)
WORK EXPERIENCE
i. I have worked in different report writing with both team and single
ii. Participated in HR related presentation contest.
iii. Also done some research during BBA.
iv. New products launch idea.
v. Extracurricular activity like giving stall and poster presentation
COMMUNICATION SKILLS
 Fluent in English & Bengali both in verbal and written
 Proficient in multimedia presentation like prezi

lxiv
 Capable of all sorts of official and business correspondence
PROFICIENCY
- Computer Skills:
 Operating System : Windows 2000, XP Professional
 Software: MS Word, MS Excel, MS Access and MS PowerPoint, Internet
Browsing, Prezi
- Communication & Team Building: Having good power of networking,
Convincing, information handling. Power to develop strong and smooth
relationship in between the team. And love to play a role of team leader as
well as team member.
ACHIVEMENT
 Received bazaar bonanza certificate of HR Today and Tomorrow
 Certificate of poster presentation
 Certificate of best present
PERSONAL DETAILS
Name : Ridwan Islam
Father’s Name : Md. Aminul Islam
Mother’s Name : Roushan ara Islam
Present Address : House # 11, Road # 04, Block # A, Mirpur, Dhaka 1216
Permanent Address : Kisshorgonj, Nurvilla
Date of Birth : February 07, 1997
Marital Status : Single
Religion : Islam
Nationality : Bangladeshi by birth
Blood group : O+
INTERESTS AND ACTIVITIES
 Travelling.
 Watching movies.
 Photography
 Cooking
……………….…....
Ridwan Islam

Internship report on appollo ispat complex on hrm

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Internship report on appollo ispat complex on hrm