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Synopsis
Synopsis
SYNOPSIS
SUBMITTED BY
JOINT GUIDE
MR. M. UPENDRA
MBA
Lecturer
Synopsis
INTRODUCTION
SUMMARY
FINDINGS
SUGGETIONS
INTRODUCTION
Human resource management means employing people,
developing their resources, utilizing, maintaining and compensating
their services in tune with the job and organizational requirements
with a view to contribute to the goals of the organization, individual
and the society.
Features of HRM:
1
HRM covers all levels (low, middle, and top) and categories (unskilled,
skilled, technical, professional, clerical and managerial) of employees. It
covers both organized and unorganized employees.
Functions of HRM:
These are broadly classified in to two categories
1. Managerial functions
2. Operative functions
Managerial Functions
Managerial functions of personnel management involve
a. Planning: It is a predetermined course of action.
b. Organizing: An organization is a means to an end. It is essential to carry
out the determined course of action.
Operative Functions:
The operative functions of HRM are related to specific activities of personnel
management viz., employment, development, compensation and relations. All
these functions are interacted with managerial functions.
Employment: It is concerned with securing and employing the people
possessing the required kind and level of human resources necessary to achieve
the organizational
Objectives: - It covers functions such as job analysis, human resource
planning, recruitment, selection, placement, induction and internal mobility.
1. Job Analysis: It is a process of study and collection of information
relating to the operations and responsibilities of a specific job.
2. Human Resource Planning: It is a process for determination and
assuring that the organization will have an adequate number of qualified
persons, available at proper times, performing jobs which would meet the
needs of the organization and which provide satisfaction for the
individuals involved.
3. Recruitment: It is the process of searching for prospective employees
and stimulating them to apply for jobs in an organization.
4. Selection:
It
is
the
process
of
ascertaining
the
qualifications,
GOALS OF SELECTION
Observation method
Interview method
Through questionnaires
Through Schedules
Secondary data: - It means data that are already available i.e., they refer to the
data, which have already been collected and analyzed by someone else. There
are some important methods:
Reports prepared by
Internet
Sample Size:
In population of 300 I took 92 as sample size.
SCOPE OF THE STUDY
It makes to understand about the complete Recruitment and selection process in
INDIA INFOLINE Ltd. Whether right kind of Recruitment and selection process in
all levels? It defines deliverables, functionality data, and technical structures.
Data collection is for understanding the Recruitment and selection process.
Personal interaction is to understand the efficiency of the Performance Appraisal.
To help the company to determine how they make their Performance Appraisal
more effective. To determine various parameters to collect information through
questionnaire of employees.
LIMITATIONS OF THE STUDY
The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization and analysis
of several issues.
Following are the limiting factors: Collecting information from people during the working hours was
difficult.
Due to work shifts it was difficult to approach the employees.
Most of the employees were hesitant in giving frank opinions and
answer during personal interview.
Summary: Recruitment and selection process is a key role of Human Resource Department
of any organization. Recruitment is the process concerned with the identification
of sources from where the personnel can be employed and motivating them to
offer themselves for employment. Selection can be conceptualized in terms of
either choosing the fit candidates, or rejecting the unfit candidates, or a
combination of both. At this stage, it is worthwhile to understand difference
between recruitment and selection as both these terms are often used together
or sometimes interchangeably. This process used To attract highly qualified
individuals, provide an equal opportunity for potential candidates to apply for
vacancies, systematically collect information about to meet the requirements of
the advertised position, select a candidate that will be successful in performing
the tasks and meeting the responsibilities of the position, To engage in hiring
activities that will result in eliminating the under utilization of women and
minorities in particular departments.
Findings
Most of the employees are satisfied with the recruitment and
selection process initiated by the company.
Most of the employees are satisfied with the Induction process they
receive in the company.
Most of the employees think that their training needs are well aligned
with their job profile.
Employees feel that the Induction programs are carefully designed
and appropriately match with the expectation of the new joinee.
Employees are happy with the Recruitment evaluation rounds
adopted by the company.
Recommendations
INDIA INFOLINE Ltd. should recruit more technical and qualified
candidates for their required job.
More emphasis should be laid on the practical aspects of
recruitment and selection.
Recruitment and selection process should be fair without any
personal biases.
Employee reference scheme can be effectively used as a means in
recruitment and selection.
Psycho metric test and competency mapping can be effectively
used.