A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS IN WIPRO TECHNOLOGIES PVT. LTD.

CHENNAI
BY
JACKULIN.M

(Reg No: 40509631013)

OF

DHANALAKSHMI COLLEGE OF ENGINEERING

A PROJECT REPORT
Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements
for the award of the degree
OF

MASTER OF BUSINESS ADMINISTRATION

AUGUST, 2010

DHANALAKSHMI COLLEGE OF ENGINEERING

Manimangalam, Chennai 601 301
DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

Certified that this project report titled, A STUDY ON EFFECTIVENESS OF

RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES
PVT. Ltd., CHENNAI, is the bonafide work of Miss. M. JACKULIN (Register
Number: 40509631013) who carried out the research under my supervision. Certified
further, that to the best of my knowledge the work reported herein does not form part of
any other project report or dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

Internal Guide

Head of the Department

DECLARATION

I, JACKULIN.M of

M.B.A.,

final

year, DEPARTMENT OF

MANAGEMENT STUDIES DHANALAKSHMI COLLEGE OF ENGINEERING,

Manimangalam, Chennai 601 301, hereby declare that this project work titled, A
STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION
PROCESS IN WIPRO TECHNOLOGIES PVT. LTD., CHENNAI, is submitted for
the partial fulfillment in M.B.A Program of DHANALAKSHMI COLLEGE OF
ENGINEERING.

Date:

(JACKULIN.M)

ABSTRACT

Wipro Technologies is one of the largest global information technology services.

Wipro makes an ideal partner for organizations looking at transformational IT solutions
because of its core capabilities, great human resources, commitment to quality and the
global infrastructure to deliver a wide range of technology and business consulting
solutions and services,. Wipro enables business results by being a transformation
catalyst. It offers integrated portfolio of services to its clients in the areas of Consulting,
System

Integration

and

Outsourcing

for

key-industry

verticals.

Wipro provides comprehensive IT solutions and services, including systems

integration, Information Systems outsourcing, package implementation, software
application development and maintenance, and research and development services to
corporations globally. Wipro has various departments in that the Human Resource
Department plays a vital role comparatively than other departments.
The study has been taken on the topic A Study on effectiveness of
Recruitment and Selection Process at Wipro Technologies Private Limited,
Chennai, to analyze the effectiveness and various sources of recruitment and selection
process.
Human resources are a term used to describe the individuals who comprise the
workforce of an organization. The use of the term 'human resources' by organizations to
describe the workforce capacity available to devote to the achievement of its strategies
has drawn upon concepts developed in Organizational Psychology.
Recruitment forms a major part of an organization's overall resourcing strategies,
which identify and secure people needed for the organization to survive and succeed in
the short to medium-term.

Selection is the process in which candidates for employment are divided into two
classes, those who are offered employment and those who are not to be.
The data has been collected by the researcher using questionnaire and it has been
analyzed. Analysis of data in a general way involves a number of closely related
operation that are performed with the purpose of summarizing the collected data and
organizing them in such a manner that answer the research questions.
The whole chapter of analysis and interpretation is based on the responses of
150 respondents who were administered with a questionnaire which contain the personal
data their views about the recruitment and selection process and procedure.
By analyzing the data the researcher came to the findings that 100 per cent of
the respondents are aware of the recruitment and selection process and 70.67 per cent of
the respondents says that HR policies is a major factor influencing the recruitment and
selection process.
As recruitment and selection process is a major issue in any organization, the
researcher recommends the following measures such as the company can go for
interview campus for recruitment and intelligence tests can be conducted in the selection
test process.
The excellent pattern of interview is followed in case of selection process.
Candidate eligibility verification program is a greatest merit to the organization to avoid
unfaithful candidates in the organization. The systematic procedure is followed in
recruitment and selection process.
The main objective of the study is to understand and analyze the various sources
and the factors influencing the recruitment and selection process of the organization.

TABLE OF CONTENTS

CHAPTER
No.

TITLE

PAGE No.

INTRODUCTION

01

OBJECTIVES OF THE STUDY

02

NEED AND SCOPE OF THE STUDY

03-04

COMPANY PROFILE

05-07

II

REVIEW OF LITERATURE

09-13

III

RESEARCH METHODOLOGY

15-16

IV

ANALYSIS AND INTERPRETATION

18-51

SUMMARY AND CONCLUSION

52-56

ANNEXURE

QUESTIONNAIRE

BIBLIOGRAPHY

LIST OF TABLES

TABLE
No.

TITLE OF THE TABLE

4.1

Gender of the respondents

4.2

Qualification of the respondents

4.3

Age of the respondents

4.4

Experience of the respondents

4.5

Awareness of recruitment process

4.6

Vacancy of the organization

4.7

Preference of recruitment

4.8

Sources of recruitment

4.9

Internal Sources of recruitment

4.10

External Sources of recruitment

4.11

Role of consultants

4.12

Factor influencing recruitment

4.13

Knowledge and experienced recruiter

4.14

Satisfaction of recruitment& selection process

4.15

Challenging task of recruitment& selection process

4.16

Screening of the candidate

4.17

Selection Process of the candidate

4.18

Preference of interview in selection process

4.19

Factor Influencing selection process

4.20

Satisfaction of candidate eligibility verification

4.21

Kind of verification followed

PAGE No.

4.22

Selection process adherence to Hr Policies

4.23

Preference of female candidates

4.24

Selection tests on the basis of job requirements

4.25

Manpower requirements

4.26

Satisfaction of selection procedure

4.27

Rate of recruitment& selection process

4.29

Rank the recruitment& selection process

LIST OF FIGURES
TABLE
No.

TITLE OF THE FIGURES

4.1

Gender of the respondents

4.2

Qualification of the respondents

4.3

Age of the respondents

4.4

Experience of the respondents

4.5

Awareness of recruitment process

4.6

Vacancy of the organization

4.7

Preference of recruitment

4.8

Sources of recruitment

4.9

Internal Sources of recruitment

4.10

External Sources of recruitment

4.11

Role of consultants

4.12

Factor influencing recruitment

4.13

Knowledge and experienced recruiter

4.14

Satisfaction of recruitment& selection process

4.15

Challenging task of recruitment& selection process

4.16

Screening of the candidate

4.17

Selection Process of the candidate

4.18

Preference of interview in selection process

4.19

Factor Influencing selection process

4.20

Satisfaction of candidate eligibility verification

4.21

Kind of verification followed

PAGE No.

4.22

Selection process adherence to Hr Policies

4.23

Preference of female candidates

4.24

Selection tests on the basis of job requirements

4.25

Manpower requirements

4.26

Satisfaction of selection procedure

4.27

Rate of recruitment& selection process

4.29

Rank the recruitment& selection process

LIST OF ABBREVATIONS

S. No.

ABBREVATIONS

01.

ERP- Enterprise Resource Planning

02.

CRM-Customer Relationship Management

03.

E- Electronic

04.

SCM-Supply Chain Management

05.

TIS-Technology Infrastructure Services

CHAPTER I

INTRODUCTION
Human resources are a term used to describe the individuals who comprise the
workforce of an organization. The use of the term 'human resources' by organizations to
describe the workforce capacity available to devote to the achievement of its strategies
has drawn upon concepts developed in Organizational Psychology.
Human Resources may set strategies and develop policies, standards, systems, and
processes that implement these strategies in a whole range of areas. The following are
typical of a wide range of organizations:
Recruitment,

selection, and outsourcing

Organizational
Business

transformation and change management

Performance,
Industrial
Human

design and development

conduct and behavior management

and employee relations

resources workforce analysis

Compensation,
Training

rewards, and benefits management

and development.

Recruitment forms a major part of an organization's overall resourcing strategies,

which identify and secure people needed for the organization to survive and succeed in
the short to medium-term.
Recruitment activities need to be responsive to the ever-increasingly competitive
market to secure suitably qualified and capable recruits at all levels. To be effective these
initiatives need to include how and when to source the best recruits internally or
externally.
Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization.

Selection may be defined as the process by which the organization chooses from
among the applicants, those people whom they feel would best meet the job
requirement, considering current environmental condition.
The data has been collected by the researcher using questionnaire and it has been
analyzed. Analysis of data in a general way involves a number of closely related
operation that are performed with the purpose of summarizing the collected data and
organizing them in such a manner that answer the research questions.
The research design taken by the researcher is descriptive design. The
respondents chosen by the researcher is 150. The non probability sampling technique is
followed by the researcher. The researcher is highly dependent on the source of Primary
data.

OBJECTIVES OF THE STUDY

Primary objective:
To study the effectiveness of recruitment and selection process in Wipro
Technologies Private Limited.

Secondary objectives:

To study the various sources of recruitment.

To study the factors influencing the recruitment and selection procedure.

To study the present and future manpower requirements of the organization.

NEED FOR THE STUDY

To Increase the effectiveness of different recruiting techniques and sources for

all types of job applicants in the organization.

To identify the various sources of recruitment.

To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives

SCOPE OF THE STUDY

To understand the various sources of recruitment provided in the organization.

It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting techniques and

sources for all types of job applicants in the organization.

COMPANY PROFILE
Wipro Technologies is a global services provider delivering technology-driven
business solutions. Wipro is the No.1 provider of integrated business, technology and

process solutions on a global delivery platform. Azim Premji is the Chairman of Wipro
Technologies. It was founded in the year 1945.It has 108 071 employee.
He took over the mantle of leadership of Wipro at the age of 21 in 1966. Under
his leadership, the fledgling US$ 2 million hydrogenated cooking fat company has
grown to a US$1.76 billion IT Services organization serving customers across the
globe. Wipro is presently ranked among the top 100 Technology companies in the
world.

Wipro Technologies deals in following businesses:

IT Services: Wipro provides complete range of IT Services to the organization. The
range of services extends from Enterprise Application Services (CRM, ERP, eProcurement and SCM) to e-Business solutions. Wipro's enterprise solutions serve a
host of industries such as Energy and Utilities, Finance, Telecom, and Media and
Entertainment.
Product Engineering Solutions: Wipro is the largest independent provider of R&D
services in the world. Using business model for l R&D investment and accessing new
knowledge and experience across the globe, people and technical infrastructure, Wipro
enables firms to introduce new products rapidly.
Technology Infrastructure Service: Wipro's Technology Infrastructure Services (TIS)
is the largest Indian IT infrastructure service provider in terms of revenue, people and
customers with more than 200 customers in US, Europe, Japan and over 650 customers
in India.

KEY PEOPLE OF WIPRO:

Azim Premji (Chairman)

Girish Paranipe(Joint CEO)
Suresh Vaswani (Joint CEO for BPO).

HR POLICIES OF WIPRO

ANNUAL LEAVES
Every employee will get an annual leave of 30days and if more than thirty days is
taken than leave will be deducted from the next year.

ANNUAL SICK DAYS

In a year 5 days are given as leave for sick days, if more than five days are taken
a certain amount will be deducted from the salary.

It provide (PGSM) Post Graduate Software Management program.

It also provides distance learning.

Medical assistance program.

Interest free loan is also provided.

It provides credit cards for the employee as per the policy.

Human Resource Planning (HRP)

Process of human resource planning at Wipro is done by the top management
executives of HRD. They formulate the different polices in reference to the
requirements of the company
Round 1: Written test
1.

Verbal: This section will have 15 questions related to synonyms, Antonyms,

Analogies, SC, Prepositions and reading comprehension.

2.

Aptitude: These sections will have 15 questions related to aptitude topics like

Time

& Work, Time & Distance, Blood Relations, Series Completion, Puzzles,

Calendars, Clocks, Percentages, and Ratio proportions, Ages, Pipes and Cisterns.
3.

Technical: This section will have 20 questions related to basic technical concepts

from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals,

Hardware, Software Engineering, and Microprocessors etc. Candidates are informed to
brush up their technical skills which were covered in their regular academic
curriculum.

Round 2: Technical interview

This is elimination round candidates should be through with that basic technical
skills to clear this round. Candidates are here by informed to be prepared with their core
subjects.
Round 3: HR interview
Candidates can expect basic HR interview questions like tell me about yourself,
why should I hire you, why only Wipro, what is six sigma level. Candidates will be
tested in their communication and vocabulary during technical and HR interview.
Round 4: Placement
Upon Joining, the candidate shall be given an employee code number by
Manager(HR) and he shall fill up the joining forms and shall submit the same to the
Manager(HR) for further course of action.
Candidates are selected from campus recruitment. Another popular source for Wipros
Recruitment is the Online Placement through NSR (National Skill Registry).

RECRUITMENT PROCESS OF WIPRO:

STEPS IN SELECTION PROCESS OF WIPRO:

Receiving application
Preliminary interview
Application blank
Tests
Final interview
Back ground verification
Final selection
Physical examination

CHAPTER II

REVIEW OF LITERATURE
RECRUITMENT:
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

DEFINITIONS:
Recruitment is defined as, the process of discovering potential candidates for actual
and anticipated organizational vacancies .
- Yodel.

Recruitment is defined as, the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.
-Edwin B.Flippo

FACTORS INFLUENCING RECRUITMENT

Strategic plans:
The steps most commonly used in developing an HR strategy:

Setting the strategic direction

Designing the Human Resource Management System

Planning the total workforce

Generating the required human resources

Investing in human resource development and performance

Assessing and sustaining organizational competence and performance.

Organizational policies:
o Basic Overviews of Human Resource Management
o Getting the Best Employees
o Paying Employees (and Providing Benefits)
o Training Employees
o Ensuring Compliance to Regulations
o Ensuring Safe Work Environments
o Sustaining High-Performing Employees.

Recruitment Criteria:
o Technical criteria, i.e. know-how, professional skills, and experience in
your field.
o The candidates personality and charisma are the most influential criteria
in the process of recruitment in France.
o Communication skills and the knowledge of foreign languages are also
very important, to ensure the smooth flow of communication between
the company and its subsidiary.

SOURCES OF RECRUITMENT
INTERNAL SOURCES

Promotions:
The process of elevating a person to higher level job is what is known as
promotion.

Transfers:
Transfer of an employee may be either from one section to another or from
one department to another.

Job rotation:
Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of recruitment
in which employees can be invited and appointed to fill vacancies in the
concern. There are situations when ex-employees provide unsolicited
applications also.

EXTERNAL SOURCES
External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves lot of
time and money. The external sources of recruitment include Employment at
factory gate, advertisements, employment exchanges, employment agencies,
educational institutes, labor contractors, recommendations etc.
o Employment at Factory Level This a source of external recruitment in
which the applications for vacancies are presented on bulletin boards
outside the Factory or at the Gate. This kind of recruitment is applicable
generally where factory workers are to be appointed. There are people
who keep on soliciting jobs from one place to another. These applicants
are called as unsolicited applicants. These types of workers apply on their

own for their job. For this kind of recruitment workers have a tendency to
shift from one factory to another and therefore they are called as badli
workers.
o Advertisement It is an external source which has got an important
place in recruitment procedure. The biggest advantage of advertisement is
that it covers a wide area of market and scattered applicants can get
information from advertisements. Medium used is Newspapers and
Television.
o Employment Exchanges There are certain Employment exchanges
which are run by government. Most of the government undertakings and
concerns

employ

people

through

such

exchanges.

Now-a-days

recruitment in government agencies has become compulsory through

employment exchange.

o Employment Agencies There are certain professional organizations

which look towards recruitment and employment of people, i.e. these
private agencies run by private individuals supply required manpower to
needy concerns.

PERSONN
PERSONN
EL
EL
HUMAN
HUMAN
RESOURC
RESOURC
EE
PLANNING
PLANNING

DEVELOPI
DEVELOPI
NG
NG
SOURCES
SOURCES
OF
OF
POTENTIA
POTENTIA
LL
EMPLOYEE
EMPLOYEE
SS

RECRUITI
RECRUITI
NG
NG
NEEDED
NEEDED
PERSONN
PERSONN
EL
EL

SEARCH
SEARCH
FOR
FOR
POTENTIA
POTENTIA
LL
EMPLOYEE
EMPLOYEE
SS

PERSONNEL
PERSONNEL
RESEARCH
RESEARCH

JOB
JOB
POSITING
POSITING

EMPLOYEE
EMPLOYEE
REFERRALS
REFERRALS

ADVERTISIN
ADVERTISIN
G
G

SCOUTING
SCOUTING

PLACING
PLACING
NEW
NEW
EMPLOYEE
EMPLOYEE
SS ON
ON JOB
JOB

EVELUATE
EVELUATE
RECRUITI
RECRUITI
NG
NG
EFFECTIVE
EFFECTIVE
NES
NES

STEPS IN RECRUITMENT PROCESS

INTERNAL
INTERNAL
SOURCES
SOURCES

EXTERNAL
EXTERNAL
SOURCES
SOURCES

SELECTIN
SELECTIN
G
G
QUALIFIE
QUALIFIE
DD
PERSONN
PERSONN
EL
EL

UPGRADING
UPGRADING
IN
IN SAME
SAME
POSITION
POSITION
TRANSFERR
TRANSFERR
ING
ING TO
TO
NEW
NEW JOB
JOB
PROMOTIN
PROMOTIN
G
G HIGHER
HIGHER
RESPONSIBI
RESPONSIBI
LITIES
LITIES

EVALUATIN
EVALUATIN
G
G FOR
FOR
SELECTION
SELECTION

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies.
2. It should be flexible enough to meet the changing needs of an organization.
3. It should be so designed as to ensure employment opportunities for its employees
on a long term basis.
4. It should match the qualities of employees with the requirements of the work for
which they are employed.
5. It should highlight the necessity of establishing job analysis.

SELECTION PROCESS
Definition of selection:
According to Dale, selection may be defined as the process by which the
organization chooses from among the applicants, those people whom they feel would
best meet the job requirement, considering current environmental condition.

Factors influencing selection process:

1.
2.
3.
4.
5.
6.

Nature of the organization

Nature of the labor market
Union requirements
Government requirements
Composition of the labor force
Location of the organization.

Steps in selection procedure:

Receiving application
The candidates mar be asked to submit their applications together with
their bio data on a plain paper.
Preliminary interview
The object of this interview is to see the candidate personally to ensure
whether he is physically and mentally suitable for job.

Application blank
The printed applications contain the details desired by the employer from

the candidate with sufficient space for the candidate to furnish the particulars.

Tests
A test is a sample measurement of a candidates ability and interest for
the job.

Final interview
An interview is a face to face oral examination of a candidate by an
employer.

Back ground verification

The background verification is done to check the honesty and integrity of
the candidate.

Final selection
If the employer is satisfied with the candidate, then the selection will be
made.

Physical examination
It is important that a person selected for the job must also be medically
fit to perform it.

Placement
If the employer is satisfied with the medical report of the candidate, he
may place in the concern.

SELECTION PROCESS
RECEPTIONS
RECEPTIONS OF
OF APPLICATIONS
APPLICATIONS

PRELIMINARY
PRELIMINARY INTERVIEW
INTERVIEW

APPLICATION
APPLICATION BANK
BANK

PSYCHOLOGICAL
PSYCHOLOGICAL TESTS
TESTS

INTERVIEW
INTERVIEW

BACKGROUND
BACKGROUND INVESTIGATION
INVESTIGATION

LIST
LIST OF
OF
DESIRABLE
DESIRABLE
APLLICANTS
APLLICANTS

FINAL
FINAL SELECTION
SELECTION
BY
INTERVIEWERS
BY INTERVIEWERS
PHYSICAL
PHYSICAL EXAMINATION
EXAMINATION

NEGATIVE
NEGATIVE DECISION
DECISION

WAITING
WAITING

PLACEMENT
PLACEMENT

CHAPTER III

RESEARCH METHODOLOGY
Introduction:
Research methodology is a systematic process of identifying and formulating by
setting objective and method for collecting, editing and tabulating to find solution.

Research design:
The problem that follows the task of defining the research problem is the
preparation of the design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design.
This research design concerned with the research studies with a focus on the portrayal
of the characteristics of a group of individual or a situation.

Sampling technique:
The non- probability sampling procedure has been used by the researcher because
it does not give a representative sample of population.

Sampling method:
Convenience sampling method has been used by the researcher.

Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 per
cent of the total employees in the organization.
The targeted respondents are both middle level and lower level employees.

SOURCES OF DATA COLLECTION:

Primary data
Secondary data

PRIMARY DATA:
The Primary data used by the researcher is questionnaire.

SECONDARY DATA:
The secondary data used in this research are
Books referred and
websites

RESEARCH INSTRUMENT:

The instrument used for this study by the researcher is questionnaire.

STATISTICAL TOOLS:
In order to come out with the findings of the study, the following statistical tools
are used by the researcher
Percentage analysis method
Chi- square method
Weighted average method

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

The data collected has to be processed and analyzed for the purpose of
developing the research plan. This is essential for a scientific study and for ensuring that
we have all the relevant data. Processing implies editing, coding, classification, and
tabulation of collected data and so that they acquiescent to analyzes.
The term analysis refers to the computation of certain measures along with
searching for patterns of relationship that exists among data groups. Thus, In the
process of analysis, relationships with original or new hypothesis should be subjected to

statistical tests of significance to determine with that validity data can say as to indicate
any conclusions.
Analysis of data in a general way involves a number of closely related operation
that are performed with the purpose of summarizing the collected data and organizing
them in such a manner that answer the research questions.
The whole chapter of analysis and interpretation is based on the responses of
150 respondents who were administered with a questionnaire which contain the personal
data their views about the recruitment and selection process and procedure.

DATA ANALYSIS AND INTERPRETATION

TABLE NO 4.1
TABLE SHOWING THE GENDER OF THE RESPONDENTS
S.No.
1.
2.
TOTAL

PARTICULARS

No. Of

PERCENTAGE

MALE
FEMALE

RESPONDENTS
57
93
150

(%)
38
62
100

Source: Primary data

CHART 4.1
CHART SHOWING THE GENDER OF THE RESPONDENTS

INTERPRETATION:
Among 150 respondents 62 per cent of respondents come under female category
and rest of them belongs to male.

TABLE NO 4. 2
TABLE SHOWING QUALIFICATION OF RESPONDENTS

S.No.

PARTICULARS

1
2
3

IT/DIPLOMA
DEGREE
POST GRADUATE
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
0
0
150
150

(%)
0
0
100
100

Source: Primary data

CHART 4.2
CHART SHOWING QUALIFICATION OF RESPONDENTS

No. Of
S.No.

PARTICULARS

RESPONDENTS

PERCENTAGE (%)

BELOW 30YRS

142

94.67

BELOW 40 YRS

5.33

BELOW 50 YRS

TOTAL

150

100

INTERPRETATION:
From the table it is vivid that 150 per cent of respondents are having post
Graduate qualification.

TABLE NO 4. 3
TABLE SHOWING AGE OF RESPONDENTS

Source: Primary data

CHART 4.3
CHART SHOWING AGE OF RESPONDENTS

INTERPRETATION:
From the table it is understood that 94.67 per cent of respondents are having age
between below 30 years and followed by 5.33 per cent of respondents are having age
between below 40 years.

TABLE NO 4. 4
TABLE SHOWING EXPERIENCE OF RESPONDENTS

S.No.
1
2
3
4

PARTICULARS
BELOW 5 YRS
BELOW 10 YRS
BELOW 15 YRS
ABOVE 15 YRS
TOTAL

Source: Primary data

No. Of

PERCENTAGE

RESPONDENTS
120
20
10
0
150

(%)
80
13.33
6.67
0
100

CHART 4.4
CHART SHOWING EXPERIENCE OF RESPONDENTS

INTERPRETATION:
From the table it is vivid that 80 per cent of respondents are having experience
less than 5 years and 13.33 per cent of respondents are having experience less than
10years and 6.67 per cent of respondents are having experience less than 15 years.

TABLE NO 4.5
TABLE SHOWING AWARENESS OF RECRUITMENT PROCESS

S.No.
1
2

PARTICULARS
YES
NO
TOTAL

No. Of

PERCENTAGE

RESPONDENTS

(%)

150
0
150

100
0
100

Source: Primary data

CHART 4.5
CHART SHOWING AWARENESS OF RECRUITMENT PROCESS

INTERPRETATION:
From the table it is analyzed that 100 per cent of respondents are aware of
recruitment and selection process of the organization.

TABLE NO 4.6
TABLE SHOWING VACCANCY OF ORGANIZATION

S.No.
1
2
3
4

PARTICULARS
INTERNAL
ANNOUNCEMENTS
ADVERTISEMENTS
CONSULTANTS
ACAMPUS INTERVIEW
TOTAL

No. Of

PERCENTAGE

RESPONDENTS

(%)

108

72

42
0
0
150

28
0
0
100

Source: Primary data

CHART 4.6
CHART SHOWING VACCANCY OF ORGANIZATION

INTERPRETATION:
From the table it is analyzed that 72 per cent of respondents came to know about
the vacancy due to the internal announcements and 28 per cent of respondents through
advertisements.

TABLE NO 4.7
TABLE SHOWING SOURCES OF RECRUITMENT PROCESS

S.No.

PARTICULARS

1
2
3

INTERNAL SOURCES
EXTERNALSOURCES
BOTH
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
0
15
135
150

(%)
0
10
90
100

Source: Primary data

CHART NO 4.7
CHART SHOWING SOURCES OF RECRUITMENT PROCESS

INTERPRETATION:
From the table it is analyzed that 90 per cent of respondents are aware of the both
sources of recruitments and 10 per cent of respondents

are aware about the external

sources of recruitment.

TABLE NO 4.8
TABLE SHOWING INTERNAL SOURCES OF RECRUITMENT
S.No.

PARTICULARS

1
2
3
4

TRANSFER & PROMOTION

EMPLOYEE REFERENCE
FORMER EMPLOYEE
PREVIOUS APPLICANTS
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
0
150
0
0
150

(%)
0
100
0
0
100

Source: Primary data

CHART NO 4.8
CHART SHOWING INTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:
From the table it is understood that100 per cent of respondents preferred only
employee referral.

TABLE NO 4.9
TABLE SHOWING EXTERNAL SOURCES OF RECRUITMENT

No. Of

PERCENTAGE

S.No.

PARTICULARS
EMPLOYMENT

RESPONDENTS

(%)

1
2
3
4
5
6

EXCHANGES
CONSULTANTS
ADVERTISEMENTS
CAMPUS INTERVIEW
RIVAL FIRMS
ALL THE ABOVE
TOTAL

0
84
12
10
0
44
150

0
56
8
6.67
0
29.33
100

Source: Primary data

CHART NO 4.9
CHART SHOWING EXTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:
From the table it is understood that 56 percent of respondent preferred
consultants and 6.67 per cent of respondent said campus interview and 29.33 per cent of
respondent told all the five mentioned above.

TABLE NO 4.10
TABLE SHOWING ROLE OF CONSULTANTS
S.No.
1
2
3

PARTICULARS
YES
TO SOME EXTENT
NO
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
107
43
0
150

(%)
71.33
28.67
0
100

Source: Primary data

CHART NO 4.10
CHART SHOWING ROLE OF CONSULTANTS

INTERPRETATION:
From the table it is vivid that71.33 per cent of respondent said that role of
consultants are more and 28.66 per cent of respondent said that role is to some extent.

TABLE NO 4.11
TABLE SHOWING FACTORS INFLUENCING RECRUITMENT
No. Of

PERCENTAGE

S.No.

PARTICULARS
UNSKILLED JOB

RESPONDENTS

(%)

APPLICANTS
AVAILABILITY OF

JOB SEEKERS
HR PLOICIES OF THE

36

24

3
4

ORGANIZATION
ALL THE ABOVE
TOTAL

103
8
150

70.67
5.33
100

Source: Primary data

CHART NO 4.11
CHART SHOWING FACTORS INFLUENCING RECRUITMENT

INTERPRETATION:
From the table it is understood that 70.67 per cent of respondent said that HR
policies influences badly and 24 per cent of respondent said that availability of job
seekers and 5.33 per cent of respondent has mentioned all the above.

TABLE NO 4.12
TABLE

SHOWING

RECRUITER

KNOWLEDGE

AND

EXPERIENCED PERSONNEL
No. Of

PERCENTAGE

S.No.
1
2
3
4

PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY

RESPONDENTS
116
34
0
0

(%)
77.33
22.67
0
0

DISAGREE
TOTAL

0
150

0
100

Source: Primary data

CHART NO 4.12
CHART

SHOWING

RECRUITER

EXPERIENCED PERSONNEL

KNOWLEDGE

AND

INTERPRETATION:
From the table it is analyzed that 77.33 per cent of respondent strongly
agree for the recruiter knowledge and 22 per cent of respondent agreed for the recruiter
knowledge.

TABLE NO 4.13
TABLE SHOWING FACTORS INFLUENCING RECRUITMENT
No. Of

PERCENTAGE

S.No.

PARTICULARS
HIGHLY

RESPONDENTS

(%)

1
2
3
4

SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY

64
65
21
0

42.67
43.33
14
0

DISSATISFIED
TOTAL

0
150

0
100

Source: Primary data

CHART NO 4.13
CHART SHOWING FACTORS INFLUENCING RECRUITMENT

INTERPRETATION:

From the table it is understood that 42.67 per cent of respondent are highly
satisfied with the recruitment and selection process and 43.33 said that they are satisfied
and 14 per cent of respondents are in neutral.

TABLE NO 4.14
TABLE SHOWING CHALLENGING TASK OF RECRUITER
S.No.
1
2
3
4
5

PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
57
72
13
8

(%)
38
48
8. 67
5. 33

0
150

0
100

Source: Primary data

CHART NO 4.14
CHART SHOWING CHALLENGING TASK OF RECRUITER

INTERPRETATION:

From the table it is vivid that 38 per cent of respondent strongly agree that
recruiting is a challenging task and 48 per cent of respondents agreed that recruiting is
challenging task to some extent and 5.33 per cent of respondents have disagreed.

TABLE NO 4.15
TABLE SHOWING SCREENING FACTORS OF CANDIDATES
No. Of

PERCENTAGE

S.No.
1
2

PARTICULARS
QUALIFICATION
EXPERIENCE
COMMUNICATION

RESPONDENTS
10
11

(%)
6. 67
7. 33

3
4
5

SKILL
ATTITUDE
ALL THE ABOVE
TOTAL

8
7
114
150

5. 33
4. 67
76
100

Source: Primary data

CHART NO 4.15
CHART SHOWING SCREENING FACTORS OF CANDIDATES

INTERPRETATION:
From the table it is understood that 6.67 per cent of respondent said that
qualification is a major screening factor and 4.33 per cent of respondents says
experience and 5.33 per cent of respondents says communication skills and 4.67 per cent

of respondents says attitude and 76 per cent of respondents says that is mentioned in
above.

TABLE NO 4.16
TABLE SHOWING SCREENING TESTS
No. Of

PERCENTAGE

S.No.
1

PARTICULARS
APTITUDE TEST
INTELLIGENCE

RESPONDENTS
50

(%)
33.33

TEST
PERSONALITY

3
4
5

TEST
ABILITY TEST
ALL THE ABOVE
TOTAL

8
7
85
150

5.33
4.67
56.67
100

Source: Primary data

CHART NO 4.16
CHART SHOWING SCREENING TESTS

INTERPRETATION:
From the table it is analyzed that 33.33 per cent of respondent said that the aptitude
test and5.33 per cent said personality test and 4.67 per cent preferred ability test and
56.67 per cent preferred all the above.

TABLE NO 4.17
TABLE SHOWING INTERVIEW PREFERRED
S.No.
1
2
3
4
5

PARTICULARS
STRESS INTERVIEW
TECHNICAL INTERVIEW
HR INTERVIEW
DEPTH INTERVIEW
ALL THE ABOVE
TOTAL

No. Of

PERCENTAGE

RESPONDENTS
0
47
46
0
57
150

(%)
0
31.33
30.67
0
38
100

Source: Primary data

CHART NO 4.17
CHART SHOWING INTERVIEW PREFERRED

INTERPRETATION:
From the table it is understood that 31.33 per cent of respondents prefer technical
interview and 30.67 33percent of respondents prefer HR interview and 38 33percent of
respondents prefer all types of interview.

TABLE NO 4.18

TABLE SHOWING FATORS INFLUENCING SELECTION

PROCESS
No. Of

PERCENTAG

S.No.
1

PARTICULARS
TECHNICAL KNOWLEDGE
DISCREPANCY IN

RESPONDENTS
29

E (%)
19. 33

2
3
4

DOCUMENTS
SALARY ISSUES
ALL THE ABOVE
TOTAL

8
14
99
150

5. 33
9. 33
66
100

Source: Primary data

CHART NO 4.18
CHART SHOWING FATORS INFLUENCING SELECTION
PROCESS

INTERPRETATION:
From the table it is vivid that 19.33 percent of respondents said that technical
knowledge is a high factor and 5.33 percent of respondents said discrepancy and 9.33
said salary issues and 66 per cent said all the above.

TABLE NO 4.19
TABLE SHOWING SATISFACTION OF RESPONDENTS

No. Of

PERCENTAGE

S.No.

PARTICULARS
HIGHLY

RESPONDENTS

(%)

1
2
3
4

SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY

78
51
21
0

52
34
14
0

DISSATISFIED
TOTAL

0
150

0
100

Source: Primary data

CHART NO 4.19
CHART SHOWING SATISFACTION OF RESPONDENTS

INTERPRETATION:
From the table it is understood that 52 per cent of respondents are highly
satisfied and 34 per cent of respondents are satisfied and 14 per cent of respondents are
in neutral stage.

TABLE NO 4.20
TABLE SHOWING VERIFICATION OF RESPONDENTS
No. Of

PERCENTAGE

S.No.

PARTICULARS
EDUCATIONAL

RESPONDENTS

(%)

QUALIFICATION

36

24

LEGAL
2
3

BACKGROUND
REFERENCE CHECK
FAMILY

21
0

14
0

4
5

BACKGROUND
ALL THE ABOVE
TOTAL

0
93
150

0
62
100

Source: Primary data

CHART NO 4.20
CHART SHOWING VERIFICATION OF RESPONDENTS

INTERPRETATION:
From the table it is analyzed that 24 per cent of respondents said that education is a
common factor to be verified and 14 per cent of respondents for legal background and
62 per cent of respondents said all the above.

TABLE NO 4.21
TABLE SHOWING ADHERENCE TO HR POLICIES
S.No.

ADHERENCE OF

No. Of

PERCENTAGE

SELECTION

RESPONDENTS

(%)

PROCESS TO HR
POLICIES

1
2
3

YES
TO SOME EXTENT
NO
TOTAL

142
8
0
150

94.67
5.33
0
100

Source: Primary data

CHART NO 4.21
CHART SHOWING ADHERENCE TO HR POLICIES

INTERPRETATION:
From the table it is vivid that 94.67 per cent of respondents are accepting that
selection is based on HR policies and 5.33 per cent of respondents are not accepting

TABLE NO 4.22
TABLE SHOWING PREFERENCE OF FEMALE CANDIDATES
S.No.

1
2
3

PREFERNCE OF

No. Of

PERCENTAGE

FEMALE

RESPONDENTS

(%)

CANDIDATES
YES
TO SOME EXTENT
NO
TOTAL

8
36
106
150

5. 33
24
70. 67
100

Source: Primary data

CHART NO 4.22
CHART SHOWING PREFERENCE OF FEMALE CANDIDATES

INTERPRETATION:
From the table it is understood that 5.33 per cent of respondents said no preference
is given to female candidates and 24 per cent says to some extent is given and 70.67 per
cent says it is not given.

TABLE NO 4.23
TABLE SHOWING JOB REQUIREMENTS
S.No.

JOB REQIREMENTS

1
2
3
4

STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY

DISAGREE
TOTAL
Source: Primary data

No. Of

PERCENTAGE

RESPONDENTS
99
36
15
0

(%)
66
24
10
0

0
150

0
100

CHART NO 4.23
CHART SHOWING JOB REQUIREMENTS

INTERPRETATION:
From the table it is analyzed that 66 per cent of respondents strongly agree that
recruitment is done based on job requirements and 24 per cent agree and 10 per cent are
in neutral.

TABLE NO 4.24
TABLE SHOWING MANPOWER REQUIREMENTS
S.No.

MANPOWER

No. Of

PERCENTAGE

1
2
3
4

REQUIREMENTS
ANNUALY
HALF YEARLY
QUARTERLY
NEED BASED
TOTAL

RESPONDENTS
0
0
86
64
150

(%)
0
0
57.33
42.67
100

Source: Primary data

CHART NO 4.24
CHART SHOWING MANPOWER REQUIREMENTS

INTERPRETATION:
From the table it is understood that 57.33 per cent of respondents says manpower
requirements are fulfilled in half yearly and 42.67 33per cent of respondents says it is
fulfilled in need based.

TABLE NO 4.25
TABLE SHOWING SATISFACTION OF SELECTION
PROCEDURE
S.No.

1
2
3
4
5

SATISFACTION OF

No. Of

PERCENTAGE

SELECTION

RESPONDENTS

(%)

PROCEDURE
HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED
TOTAL

57
65
28
0
0
150

38
43.33
18.67
0
0
100

Source: Primary data

CHART NO 4.25

CHART SHOWING SATISFACTION OF SELECTION

PROCEDURE

INTERPRETATION:
From the table it is understood that 38 per cent of respondents are highly satisfied
with the selection procedure and 43.33 per cent of respondents are satisfied with the
selection procedure and 18.67 per cent are in neutral.

TABLE NO 4.26
TABLE SHOWING RATING OF RECRUITMENT SELECTION
PROCESS
S.No.

RATING OF

No. Of

RECRUITMENT

RESPONDENTS

PERCENTAGE (%)

&SELECTION
1
2
3
4
5

PROCESS
EXCELLENT
VERY GOOD
NEUTRAL
POOR
VERY POOR
TOTAL

57
50
43
0
0
150

Source: Primary data

CHART NO 4.26

38
33.33
28.67
0
0
100

CHART SHOWING RATING OF RECRUITMENT SELECTION

PROCESS

INTERPRETATION:
From the table it is vivid that 38 per cent of respondents said that recruitment and
selection process are excellent and 33.33 per cent of respondents said that recruitment
and selection process are very good and28.67 per cent of respondents said that
recruitment and selection process are good.

WEIGHTED AVERAGE METHOD

Aim:
To test the preference among respondents towards selection process, selection test,
selection policy, human resource planning, interview method by using ranking method.

TABLE.No.4.27
OPINION
Selection process
Selection Test
Selection Policy
HR Planning
Interview Method

1
65
54
21
10
0

2
76
53
21
0
0

3
87
52
9
2
0

4
82
59
0
9
0

5
79
61
8
2
0

Source: Primary data

WEIGHT
5
4

X1
65
54

WX1
325
216

X2
76
53

WX2
380
212

X3
87
52

WX3
435
208

X4
82
59

WX4
410
236

X5
79
61

WX5
395
244

3
2
1
TOTAL

21
10
0
150

63
20
0
624

W1

= Selection process

W2

= Selection Test

W3

= Selection Policy

W4

= HR Planning

W5

= Interview Method

21
0
0
150

63
0
0
655

9
2
0
150

27
4
0
674

XW = XW/ XW
W1

= 624/15=41.6

W2

=655/15=43.67

W3

=674/15=44.93

W4

=664/15=44.27

W5

=667/15=44.47

RANKING THE ATTRIBUTE

ATTRIBUTE
Selection process
Selection Test
Selection Policy
HR Planning
Interview Method

CHART .No.4.27

RANKING
5
4
1
3
2

0
9
0
150

0
18
0
664

8
2
0
150

24
4
0
667

INTERPRETATION:
From the ranking method it is observed that most of the employee ranked selection policy
among all the above said factors.

RESULT
RANK1: Selection Policy
RANK 2: Interview Method
RANK 3: Human Resource Planning
RANK 4: Selection Test
RANK 5: Selection Process

CHI-SQUARE TEST
Aim:
To test the significant difference between the GENDER and OPINION ON
RECRUITMENT AND SELECTION PROCESS.
H0: There is no significant difference between the GENDER and OPINION ON
RECRUITMENT AND SELECTION PROCESS.
H1: There is a significant difference between the GENDER and OPINION ON
RECRUITMENT AND SELECTION PROCESS.
Observed Frequency

Table .No.4.28

Factors

Excellent

Very

Neutral

Poor

Very

Total

22
28
50

0
0
0

Poor
0
0
0

53
97
150

Good
Male
14
21
Female
36
29
Total
50
50
Source: Primary data

Tabular Column
Observed

Expected

Frequency

Frequency

(Oi)
14
21
22
36
29
28
TOTAL

(Ej)
19
19
19
31
31
31

(OI Ej)

-5
2
3
5
-2
-3

r = no. of rows
c = no. of columns
=

(2-1) (3-1)

(1) (2)

Degrees of freedom at 5% level of significance is 5.99

Calculated value

3.226

Therefore, Table value <calculated value

So, Alternate hypothesis H1 is accepted.

Chart No.4.28

(OI Ej)2/
(Ej)

Degrees of Freedom:

(r-1) (c-1)

(OI Ej)2

25
4
9
25
4
9

1.316
0.211
0.474
0.806
0.129
0.290
3.226

INTERPRETATION:
From the chart it is observed that there is a significance difference between gender and
recruitment and selection process.

CHI-SQUARE TEST
Aim:
To test the significant difference between the AGE and FACTORS
INFLUENCING THE SELECTION PROCEDURE
H0.: There is no significant difference between the AGE and FACTORS
INFLUENCING THE SELECTION PROCEDURE
H1 : There is a significant difference between the AGE and FACTORS INFLUENCING
THE SELECTION PROCEDURE

Observed Frequency
Table No. 4.29
AGE

TECHNICAL

DISCREPANCY

SALARY

ALL THE

KNOWLEDGE

IN

ISSUSE

ABOVE

20 30 29
30 40 0
TOTAL 29
Source: Primary data

DOCUMENTS
0
0
0

0
0
0

TOTAL

99
22
121

128
22
150

Tabular Column
Observed

Expected

Frequency

Frequency

(Oi)
29
99
0
22
TOTAL

(Ej)
25
103
4
18

(OI Ej)

4
-4
-4
4

r = no. of rows
c = no. of columns
=

(2-1) (2-1)

(1) (1)

Degrees of freedom at 5% level of significance is 3.84

Calculated value

= 5.685

Therefore, Table value >calculated value

So, Alternate hypothesis H1 is rejected.

Chart No. 4.29

(OI Ej)2/
(Ej)

Degrees of Freedom:

(r-1) (c-1)

(OI Ej)2

16
16
16
16

0.64
0.156
4.00
0.889
5.685

INTERPRETATION:
From the chart it is observed that there is no significance difference between age
and factors influencing selection procedure.

CHAPTER V

SUMMARY AND CONCLUSION

FINDINGS
By the way of collecting survey through Primary data and by applying statistical tools,
the researcher analyzed some of the findings are:
100 per cent of respondents are having awareness of recruitment and selection
process of the organization.
90 per cent of respondents preferred both sources of recruitment.
100 per cent of respondents said that employee referral is the main source of
internal recruitment.
56 per cent of respondents came to know about vacancy through consultants.
71.333 per cent of respondents feel that consultants play a vital role in
recruitment process.

 70.67 per cent of respondents agreed that HR policies are the factor influences
recruitment process.
77.33 per cent of respondents believe that recruiter should be knowledgeable and
experienced personnel.
43.33 per cent of respondents are satisfied with the recruitment and selection
process of the organization.
5.33 per cent of respondents are disagreeing in saying that recruitment is a
challenging task for the recruiter.
30.67 per cent of respondents prefer technical interview in case of selection
process.
31.33 per cent of respondents prefer HR interview in case of selection process.
52 per cent of respondents are highly satisfied with the candidate eligibility
verification followed in the organization.
94.67 per cent of respondents agreed that selection of candidates is strictly
adherence to the HR policies of the organization.
70.67 per cent of respondents said that no preference is given to female
candidates.

SUGGESTIONS
The study proved that Wipro has an effective Human Resource Department
which meets all the manpower requirements of the company.

The company can go for campus interview in order to get talented candidates
to improve the organization effectiveness.

Some changes can be implemented in recruitment policies as it stands as an

obstacle of recruiting talented candidates.

Intelligence test should be implemented in selection process to test the

knowledge of the candidates.

The organization can minimize the candidate eligibility verification process.

LIMITATIONS OF THE STUDY

The duration of the study was limited and hence elaborate and comprehensive
project survey was not undertaken.

The personal biases of the respondents might have entered into their
response.

Because of a small period of time only small sample had to be considered

which doesnt actually reflect and accurate picture

CONCLUSION
The process of recruitment and selection in Wipro is awesome. The company
sources of recruitment are very effective. The main source of internal recruitment is
employee referral as rewards are provided to employee to encourage this kind of
recruitment. Recruitment is a never ending process in the organization. Selecting the
qualified and skilled candidate is the main motto of the organization.
The excellent pattern of interview is followed in case of selection process. Candidate
eligibility verification program is a greatest merit to the organization to avoid unfaithful
candidates in the organization. The systematic procedure is followed in recruitment and
selection process.

ANNEXURES

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS OF WIPRO TECHNOLOGY PVT
LTD., CHENNAI.
QUESTIONNARIE
Personal Details:
Name (optional):
Department:
Gender:

[ ] Male

[ ] Female

Qualification:

[ ] IT/Diploma [ ] Degree [ ] Post Graduate

Age Group:

[ ] Below 20yrs [ ] 20-30yrs [ ] 30-40yrs

[ ] 40-50yrs

Experience:

[ ] Below 5yrs [ ] 5-10yrs

[ ] 10-15yrs

[ ] Above 15yrs

Income Level:

[ ] Below 20k [ ] 20-30k

[ ] 30-40k

[ ] Above 40K

1.

Are you aware of recruitment and selection process of your organization?

[ ] Yes
[ ] To Some Extent [ ] No

2.

How do you come to know about the Vacancies in your organization?

[ ] Internal Announcements
[ ] Advertisements
[ ] Consultant
[ ] Campus Interview

3.

Type of recruitment preferred in your organization

[ ] Internal Source
[ ] External Source
[ ] Both

4.

If internal, what is the main source of recruitment on your organization?

[ ] Transfer & Promotion
[ ] Employee Reference
[ ] Former Employee
[ ] Previous Applicants

5.

If external, what is the main source of recruitment on your organization?

[ ] Employment Exchanges
[ ] Consultants
[ ] Advertisements
[ ] Campus Interview
[ ] Rival Firms
[ ] All the Above

6.

Is consultant plays a vital role in the process of recruitment and selection of the
candidate in the organization?
[ ] Yes
[ ] To Some Extent [ ] No

7.

Which factor is influencing the recruitment process of the candidate in your

organization?
[ ] Unskilled Job Applicants
[ ] Availability of Job Seekers
[ ] HR policies of the organization
[ ] All the Above

8.

Does the recruiter should be a knowledgeable and experienced personnel

[ ] Strongly Agree
[ ] Agree
[ ] Neutral
[ ] Disagree
[ ] Strongly disagree

9.

Are you satisfied with the recruitment and selection process of your
organization?
[ ] Highly Satisfied
[ ] Satisfied
[ ] Neutral
[ ] Dissatisfied
[ ] Highly Dissatisfied

10.

Does the recruitment and selection process a challenging task for the recruiter?
[ ] Strongly Agree
[ ] Agree
[ ] Neutral
[ ] Disagree
[ ] Strongly Disagree

11.

What is the important factor that they consider while screening the candidate?
[ ] Qualification
[ ] Experience
[ ] Communication Skill
[ ] Attitude
[ ] All the Above

12.

Which type of test is followed in the selection process of the candidate in your
organization?
[ ] Aptitude Test
[ ] Intelligence Test
[ ] Personality Test
[ ] Ability Test
[ ] All the Above

13.

Which type of interview is preferred in the selection process of the candidate in

your organization?
[ ] Stress Interview
[ ] Technical Interview
[ ] HR Interview
[ ] Depth Interview
[ ] All the Above

14.

Which factor influences the selection process of the candidate in your

organization?
[ ] Technical Knowledge
[ ] Discrepancy in the Documents
[ ] Salary Issues
[ ] All the Above

15.

Are you satisfied with the candidate eligibility verification made in your
organization?
[ ] Highly Satisfied
[ ] Satisfied
[ ] Neutral
[ ] Dissatisfied

[ ] Highly Dissatisfied
16.

What kind of verification is followed in your organization?

[ ] Educational Qualification
[ ] Legal Background
[ ] Reference Check
[ ] Family Background
[ ] All the Above

17.

Whether selection process is strictly adherence to the HR policies of your

organization?
[ ] Yes
[ ] To Some Extent
[ ] No

18.

19.

20.

Is any preference given for the female candidates in the selection process?
[ ] Yes
[ ] To Some Extent
[ ] No
Does selection tests are conducted on the basis of the job requirements?
[ ] Strongly Agree
[ ] Agree
[ ] Neutral
[ ] Disagree
[ ] Strongly Disagree
In your company the manpower requirement of each department are identified

well in advance.
[ ] Annually
[ ] Half Yearly
[ ] Quarterly
[ ] Need Based
21.

Are you satisfied with the selection procedure of your organization?

[ ] Highly Satisfied
[ ] Satisfied
[ ] Neutral
[ ] Dissatisfied
[ ] Highly Dissatisfied

22.

Rate the recruitment and selection process followed in your organization?

[ ] Excellent
[ ] Very Good

[ ] Neutral
[ ] Poor
[ ] Very Poor
23. Please rate it on the basis of your preference
[ ] Selection Process
[ ] Selection Test
[ ] Selection Policy
[ ] Human Resource Planning
[ ] Interview Method

BIBILIOGRAPHY
Books:

 Memoria.C.B Gankar.S.V Personnel Management-Himalaya publishing

House -21st Revised Edition.
Aswathappa.K-Human Resource Personnel Management-The McGraw Hill
companies- 6th Edition.
Kothari.C.R-Reseach Methodology- Methods & Techniques- Vikas Publishing2nd Edition.

Websites:
www.scribd.com
www.indianmba.com
www.wiprotechnologies.com