A

SUMMER TRAINING REPORT

ON

“STUDY THE DIVERSITY AND INCLUSION IN

RECRUITMENT AND CANDIDATE SOURCING
STRATEGIES AT AUXEIN MEDICAL PVT LTD”

SUBMITTED IN PARTIAL FULFILLMENT OF THE DEGREE OF MASTER

OF BUSINESS ADMINISTRATION
Session 2022-2024

Submitted to: Submitted by:

Dr. Suman Dahiya Piyush jhamb
Associate Professor MBA 2nd Year
(Department of Management University Roll no
Studies) 220163615

PANIPAT INSTITUTE OF ENGINEERING AND TECHNOLOGY

SAMALKHA, HARYANA(INDIA)-132101

AFFILIATED TO KURUKSHETRA UNIVERSITY, KURUKSHETRA

 DECLARATION

I, Piyush, a student in 3rd semester, Master of Business Administration, Roll

no. 220127 of Panipat Institute of Engineering and Technology under the
affiliation of Kurukshetra University, hereby declare that this Project Report
entitled “ Study the Diversity and Inclusion in Recruitment and the
candidate sourcing strategies at Auxein medical pvt ltd” has been
personally done by me under the guidance of Associate Professor Dr. Suman
Dahiya in partial fulfillment of MBA Program during academic year 2022-
2024. All the data represented in this project report is correct & true to the
best of my knowledge & belief.

I also declare that this project Is my preparation and it has not been submitted
to any other institute or university for the award of any degree,
diploma/certificate, or published at any time before.

Dr. Suman Dahiya Piyush Jhamb

(Associate Professor) MBA 2nd Year (220163615)

Signature of Project In-charge: Signature of Candidate:

-

Prof. AKHILESH KUMAR MISHRA

(Head Department of Management Studies)

 ACKNOWLEDGEMENT

As the old age salutation goes, I would like to express my wholehearted gratitude to
every individual who helped me in different ways to make this project a success
especially Panipat Institute of Engineering and Technology for allowing me to
do this project under the guidance of their faculty.
It is a matter of great honor to acknowledge the invaluable guidance rendered to me
by my esteemed and revered guide Associate Professor Dr. Suman Dahiya, she
supported me fully during my research.
A great honor to my mentor Mr. Atul Gupta member of Auxein Medical Pvt. Ltd.
Who guided me throughout my internship project.
I shall fail in my duty if I do not express my gratitude towards the respondents without
this project would not have been successful.

Finally, no words of gratitude can express my indebtedness to my parents and my

friends for encouraging me throughout my studies.

Piyush
Jhamb
22016361
 TABLE OF CONTENT

SR. NO. TOPIC PAGE NO.

1. Chapter-1
Introduction
1.1. Introduction to Industry 1-7
1.2. Introduction to Company 8-18
1.3. Introduction to Topic 19-27

2. Chapter-2
28-29
Literature Review
3. Chapter-3
Research Methodology
3.1. Conceptualization 30
3.2. Objective of Study 31
3.3. Scope of Study 32-33
3.4. Research Design 34-35
3.5. Data Collection 36-38
3.6. Sampling Technique 39
3.6.1. Sampling 39
3.6.2. Sample Size 39
3.6.3. Sample Area 39-40
3.7 Justification 41
3.8. Limitation of Study 41
4. Chapter-4
Data Analysis & Interpretation
4.1 SWOT Analysis 42-47
4.2. Data Interpretation 48-64
5. Chapter-5
5.1 Finding 65-66
5.2 Suggestion 67
5.3 Conclusion 68
5.4 Bibliography
5.5 Annexure
5.4 BIBLIOGRAPHY

BOOKS:

1. "Diversity Recruiting: Retain and Engage Diverse Talent" by Janet Crenshaw Smith 2012.

2. "Hiring for Diversity: The Guide to Building an Inclusive Organization" by Kathryn R. Heath
and Brenda J. Allen 2014.
3. "Inclusion: Diversity, The New Workplace & The Will to Change" by Jennifer Brown 2021.

4. "Inclusive Recruitment: A Practical Guide to Increasing Diversity in the Workplace" by

Stephen Frost and Danny Kalman 2020.

5. "Inclusive Talent Management: How Business Can Thrive in an Age of Diversity" by

Stephen Frost and Danny Kalman2019.
6. "Qualitative Research: A Guide to Design and Implementation" by Sharan B. Merriam 2022.
7. "Research Design: Qualitative, Quantitative, and Mixed Methods Approaches" by John
W. Creswell 2018.

8. "Research Methodology: Methods and Techniques" by C.R. Kothari 2015.

9. "The Coding Manual for Qualitative Researchers" by Johnny Saldana 2017.

10. "The Diversity Advantage: Fixing Gender Inequality in The Workplace" by Ruchika
Tulshyan 2018.

JOURNAL REVIEW
Pinto, J., Borrego, M., & Cardoso, R. (2023, June). Artificial Intelligence as a booster of a Business
Intelligence System to help the recruitment process: Business Intelligence, Human Resources and
Talent. In 2023 18th Iberian Conference on Information Systems and Technologies.

IEEE.Susanto, P. C., Parmenas, N. H., Suryawan, R. F., & Apriyani, I. (2023). Determinant
Attitude and Employee Recruitment: Analysis Psikotest, Assessment, Behavioral Event Interview
and Experience (Study Literature). International Journal of Psychology and Health Science, 1(1), 1-
8.
Pandey, S., & Bahu Khandi, M. (2022, February). Applicants' Perception Towards the Application
of AI in the Recruitment Process. In 2022 Interdisciplinary Research in Technology and
Management (IRTM) (pp. 1-6). IEEE.

Sołek-Borowska, C., & Wilczewska, M. (2018). New technologies in the recruitment

process. Economics and Culture, 15(2), 25-33.

Archean Ruban et al (2019). Effectiveness of different recruitment strategies in an RCT of a

surgical device: experience from the End barrier trial. BritishMedicalJournal.
http://dx.doi.org/10.1136/bmjopen-2019-032439

Priyanto, H., Syah, T. Y. R., Indradewa, R., & Fajarwati, D. (2021). Study on the Effectiveness of
Recruitment Processes at PT. Kelola Lingkungan Kita. Journal of Multidisciplinary Academic, 4(6),
431-434.

Oswal, N., Khaleeli, M., & Alarmoti, A. (2020). Recruitment in the Era of Industry 4.0: use of
Artificial Intelligence in Recruitment and its impact. PalArch's Journal of Archaeology of
Egypt/Egyptology, 17(8), 39-47

Amitabh Kodwani (2017). Human Resource Outsourcing: Issues and Challenges. Journal
ofNepaleseBusinessStudies.Vol4No1(2017). https://www.nepjol.info/index.php/JNBS/article/vi
we/1028

Sugandha Agarwal, Khalid Mohammed Saif Qouyatahi (2017). HRM Challenges in the Age of
Globalization. International Research Journal of Business Studies. Vol 10, No 2 (2017).
http://www.irjbs.com/index.php/jurnalirjbs/articl e/view/1295

Dr. Aruna Deshpande (2018). Talent Acquisition through Technology. IOSR Journal of Business
and Management (IOSR-JBM). e-ISSN: 2278- 487X, p-ISSN: 2319-7668 PP 72-79
www.iosrjournals.org.http://www.iosrjournals.org/iosr- jam/papers/Conf.ADMIFMS1808-
2018/Volume-2/10.%2072-79.pdf

WEBSITES:
www.googlescholar.com
https://www.auxein.com/
5.5 Annexure

PANIPAT INSTITUTE OF ENGINEERING AND

TECHNOLOGY
( (Approved by AICTE, New Delhi & Affiliated to
Kurukshetra University, Kurukshetra)
Respected participants: -
I Piyush Jhamb, a student in MBA 3 rd Semester conducting a study on “the study Diversity and Inclusion
in Recruitment and Candidate Sourcing strategies At Auxein Medical Pvt. Ltd.” I request you to fill out
this form. This information you provided will be used for academic purposes and shall not be used for
any organization or business purpose.
Thank you for your response and time.

Name of employee -
Age of employee -
Designation -
Gender -

Q1. Are you familiar with the concept of diversity and inclusion in the workplace?
1. Yes
2. No
Q.2 Does your organization have a formal diversity and inclusion policy in recruitment?
1. Yes
2. No
Q3. Is there any quota in candidate sourcing for hiring purposes in terms of diversity and inclusion in
the organization?
1. Yes
2. No
Q4. Are there any plans to enhance diversity and inclusion efforts in the hiring process?
1. Yes
2. No
Q5. Does your candidate sourcing strategy aim to promote diversity?
1. Yes
2. No

Q6 Have, you faced challenges while implementing diversity and inclusion in recruitment?
1. Yes
2. No

Q7 How does your organization define diversity and inclusion?

Q8 What are the key diversity metrics your organization tracks?

Q9 What is the current representation of diverse candidates in your organization?

Q 10 What steps does your organization take to ensure diverse representation in candidate sourcing?

Q11 How are job descriptions and requirements crafted?

Q12. Are there unconscious biases in the candidate sourcing process?

1. Yes
2. No

Q13. Does your organization use diverse sourcing channels?

1. Yes
2. No
Q14. How are employee resource groups (ERGs) or affinity groups involved in sourcing?
1. Yes
2. No
Q15. Does your organization track the source of candidates?
1. Yes
2. No

Q16. What efforts are made to ensure accessibility for candidates with disabilities?