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INTRODUCTION The purpose of the study of recruitment and Selection in Hotel Lemon Tree Premier is to experience the quality

& quantity required by the company and now the requirement is met. It is done to save the time of the company by supplying the desired manpower which is required by them. It is done to bridge the gap between desired manpower & actual manpower i.e. Human Resource. The job profile of the personnel who is selected by the Hr department is for the front office executive.

In order to fulfill the project requirements I personally did recruitment for the Hotel Lemon Tree Premier which helped me to understand a practical face of the study. Apart from the recruitment and selection.

LEMON TREE PREMIER, GURGAON

Thus, we found recruitment and selection are the paramount in the whole Human Resource management chain. The recruitment process is one of the ways that an organization can cope up with shortcomings in its human resource

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needs. Recruitment refers to organizational activities that influence the number and type of applicants who apply for a job and whether the applicants accept jobs that are offered. Selection is a term by which an organization chooses the right candidate for the right job at the right time, at the right place. In fact the organization shortlists candidate as a person who best meets the selection criteria for the position available, considering current environment conditions. This report is an experience based and does not involve any survey. However on the basis of my findings, certain recommendations and suggestions have been provided that can help to increase the efficiency of HR functions that are carried at Hotel Lemon Tree Premier.

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OBJECTIVES OF THE STUDY The objective behind the study of this project report is: To know about the concept of recruitment. To know about the concept of selection. To know about the difference between recruitment & selection. To know in detail about the recruitment & selection process in Hotel Lemon Tree Premier. To have an idea about the growth rate and attrition rate in this company.

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SCOPE OF THE STUDY This study has a wide scope as it explores the entire recruitment and selection process of the Hotel Lemon Tree Premier Company along with formats and explanations.

Primary data which was collected from employees was depending upon the responsiveness, attitude, aptitude, and ethical values and constraints on account of internal rules, regulations, norms, and perception level and understanding level, leadership, experience, expectations and generally prevailing market trends. Hence dependent assumptions were to be made through the analysis.

Many a time things could not get opened because of limited transparency and openness, as a trainee is semi outsider for an organization. The scope of the research is very vast; however the total time period available was very limited for the purpose of study, observations, analysis, and conclusion. Second important thing is on account of ethical and moral obligations, analysis and manager disclosure of all pertinent and particular policies has got limitations because of his positional accountability and responsibility.

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COMPANY PROFILE

Lemon Tree Hotel Logo

Lemon Tree Hotels is a hotel chain company based in India. Incorporated in 2002, the company owns and operates approximately 1,900 rooms across 18 mid-scale hotels across India. The first Lemon Tree Hotel opened in Gurgaon in June 2004. It is in Udyog Vihar with 49 rooms.

While 5 Star hotels in India are at par with global competitors, there is a near absence of internationally acceptable mid-market hotels. This gap is now being proficiently filled by the Lemon Tree Hotels chain which operates in the upscale and upscale 'plus' (through Lemon Tree Premier) segment in India.

Youthful, spirited, efficient and growing at an incredible pace, Lemon Tree Hotels are India's first, largest and finest chain of upscale hotels and resorts. Not surprisingly, they say that being at a Lemon Tree hotel is like being offered a tall glass of icy cold lemonade after hours of traipsing through the hot and dry desert!

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Lemon Tree Employees

Lemon Tree Premier, our new upscale 'plus' brand that retains the essence of the upscale Lemon Tree by continuing to provide the fresh, fun and spirited experience the group is so well known for. Lemon Tree Premier provides an enhanced product-service offering and superior amenities. At Lemon Tree Premier - it's everything that our customers love about the 'refreshingly different' Lemon Tree Hotels... 'plus' more.

A Brand New Vision At the Lemon Tree Hotel Company we plan to be India's largest and finest chain of upscale hotels and resorts.

A Bright Mission At Lemon Tree Hotels, we not only see the big picture, we make sure that it remains bright and clear. That's why we are committed to:

The well-being of our colleagues, whose happiness and self-worth is of utmost importance to us.

The delight of our customers, whose safety, security and sense of well-being and care is our main reason for being.

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The expectations of our shareowners, whose confidence and trust propel us to excel further.

The needs of society, so that we may give back a part of what we receive, to contribute to a greater goal.

The efficiency of our processes, so that we can be the most cost-effective quality service provider and thereby offer the greatest value, which our customers have every right to expect.
Management Team - Humans

Patanjali (Patu) Keswani


Chairman & Managing Director

Patu is a B.Tech in Electrical Engineering from IIT Delhi (he was presented the Distinguished Alumni Award by IIT Delhi during the Institute's Golden Jubilee celebrations in 2011) and an MBA from IIM Kolkata. Patu worked for over 15 years in the Tata Administrative Services, where his last role was as Senior Vice President & Chief Operating Officer of Taj Business Hotels. Subsequently Patu has also worked briefly with A.T. Kearney Inc., as Director in their India Office Patu promoted Lemon Tree Hotels in 2002 and Red Fox Hotels (a mid scale hotel chain) in 2006.

Rahul Pandit
President & Director on the Board

Rahul is a graduate of the Institute of Hotel Management, Pusa, New Delhi and is a former member of the Indian Karate team. He has also studied brand management,

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HR management and innovation at IIM Ahmedabad, IIM Bangalore and Cornell-Nanyang. Rahul previously worked across India, USA and Singapore with Choice Hotels, Taj Hotels, Spectramind and Intercontinental Hotels.
Jagdish Kumar Chawla
Executive Vice President-Projects & Engineering Services

Jagdish is an engineer from Pusa Polytechnic, Delhi and has 20 years of experience with The Taj Group of Hotels-including as Chief Engineer of Taj Palace Hotel, Delhi and as a senior member of the team that built Jai Mahal Palace Hotel, Jaipur and Taj Residency Hotel, Lucknow.
Davander Singh Tomar
Executive Vice President-Corporate Affairs

Davander is an M.A. and an L.L.B. from Delhi University and has 18 years of experience with The Taj Group of Hotels -including as Area Security Manager, Taj Group, Delhi.
Saurabh Nandi
Chief Marketing Officer

Saurabh is a B.Tech in Electronics from M.S. University, Baroda and an MBA from IIM Kolkata. Saurabh previously worked for over 14 years with Procter & Gamble (P&G), across Sales & Marketing, in many countries. In his last role at P&G, Saurabh led marketing at ASEAN Modern Trade, based out of Thailand.

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Major Rajesh Chauhan


Chief People Officer

Rajesh graduated from the National Defence Academy, Pune. He holds a masters degree in Public Administration and a PGD in Personnel Management. Rajesh was associated with The Oberoi Group, prior to his last assignment with IHHR Hospitality (Ananda and Ista Hotels) where he was working as Vice President - Human Resources.

Kapil Sharma
Chief Financial Officer Kapil is a Chartered Accountant. His last assignment was as Head-Finance and Accounts, Leroy Somer (Emerson Group). Kapil has over a decade of experience in the finance and commercial function, and has also worked with DHL Worldwide Express and Onida Finance.

Murlidhar Rao
Chief Operating Officer-Lemon Tree Premier

Murli is a graduate of the Institute of Hotel Management, Catering Technology and applied Nutrition, Mumbai and brings with him over 25 years of hotel operations experience at various levels in both lifestyle and luxury hotels. His last assignment was with Alila Hotels and Resorts, Singapore as Vice President-Operations. Murli has worked with Four Seasons, Point Grace Resorts, The Oriental and The Leela Kempinski.

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Sumant Jaidka
Chief Operating Officer-Lemon Tree Hotels

Sumant is a graduate from the Salzburger School of Hotel Management, Austria. His last assignment was as Executive Assistant Manager, Crowne Plaza, New Delhi. He has worked with the The Taj Group of Hotels, Hilton, Maurya Sheraton and Hyatt Regency.
Aradhana Lal
Vice President-Corporate Communications & Sustainability Initiative Aradhana is an MBA from IIM Ahmedabad and currently handles Corporate Communications and Sustainability Initiatives as well as supports the Development & Feasibility effort. She was earlier Vice President-Sales & Marketing at Lemon Tree Hotels. Aradhana has previously worked with Hindustan Unilever and the Taj Group of Hotels.

Cyrus Madan
Assistant Vice President-Development and Feasibility

Cyrus is a graduate from the Welcomegroup Graduate School of Hotel Administration, Manipal and currently works with Patu in the Strategy, Growth and business development areas. He was earlier head of operations at Red Fox Hotels. Cyrus has previously worked with GE Capital and the Taj Group of Hotels.

Rajiv Tyagi
Assistant Vice President-Finance

Rajiv is a commerce graduate from Delhi University.

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He has worked for over 25 years with ITC Maurya Sheraton and the Taj Group of Hotels (Delhi), where he was last the Area Credit Manager, Taj Group, Delhi.

Naresh Chander Malhotra


Assistant Vice President- Projects & Engineering Services

Naresh is a mechanical engineer, a graduate (Delhi University) and holds part A' AMIE certification. His last assignment was as Chief Engineer, Batra Hospital. His experience also encompasses the Taj Group of Hotels, Clarks Hotels, Santa Cruz International Airport and Indraprastha Power Station.

Nikhil Sharma
Assistant Vice President-Operations

Nikhil is a graduate of the Institute of Hotel Management, Pusa, Delhi. His last stint was as a senior Front Office team member at Grand Intercontinental Hotel, Delhi. His experience includes Taj Hotels in Delhi and Udaipur, Marriot in Mumbai and Intercontinental in Srinagar and Delhi.

Vikramjit Singh
Assistant Vice President & National Director of Sales

Vikramjit is a graduate of the Shri Ram College of Commerce, Delhi and a post graduate in Hospitality Management and Administration from the Taj Group of Hotels. He was last an entrepreneur in Assam where he ran his own hotel. Vikram is currently the national sales leader of Lemon Tree Hotels.
Sareena Kochar
General Manager-Housekeeping

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Sareena is a B. Sc. from Kurukshetra University with professional diplomas in Hotel Management. Her last assignment was as Corporate Executive Housekeeper, VLCC Health Care. Prior to this she was with Howard International and Jaypee Residency Manor in Mussorie, Vasant Continental, Delhi and Intercontinental in Delhi, Goa and Srinagar.
Ajai Kumar
Chief Information Officer

Ajai is an MCA from Madan Mohan Malaviya Engineering College, Gorakhpur, U.P. He has 19 years of experience in the management of IT, including solution design, enterprise wide implementation, data centers, networks, process re-engineering and managing change. Prior to joining Lemon Tree Hotels, Ajai worked with blue chip corporates- Anand Automotive Systems, Blue Dart, Central Cottage Industries, Gati & BAX Global India.

Rajiv Srivastava
General Manager & Group Corporate Chef

Rajiv is a graduate of the Institute of the Hotel Management, Lucknow. He is a specialist in French, Japanese, Oriental, Mediterranean, Indian and Italian cuisine. He was last the Executive Chef of Soaltee Crowne Plaza, Kathmandu, Nepal. Rajiv has previously worked in Greece, Malaysia, Philippines and India with various IHG hotels and Hyatt Regency, New Delhi.

Rajesh Kumar
General Manager-Human Resources

Rajesh is a post graduate in Personnel Management and Industrial Relations. His last assignment was as

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Senior Manager-Human Resources, Mahindra Holidays & Resorts. Over a career spanning 11 years, he has worked with Select Holiday Resorts, Gurgaon, Oberoi Hotels & Resorts and Oberoi McAlpine India Limited, Shimla.
Rahool Macarius
General Manager & National Head - Regional Sales Offices

Rahool is a graduate in hotel management from M.S Ramiah College, Bangalore and a diploma holder from the American Hotel & Motel Association. Rahool has previously worked with the Intercontinental Hotels Group and was a Regional Sales Manager with ITC Fortune Hotels.
R. Hari
General Manager-Human Resources

Hari is a post graduate in Personnel Management and Industrial Relations and a post graduate in Arts with a professional degree in Law. His last assignment was as General ManagerHuman Resources, VLCC. Over a career spanning 24 years, Hari has worked with Sun n Sand, Pune; Holiday Inn, Ooty; Ahmedabad and Vadodara and with ITDC.

Jai Raj Singh


General Manager-Materials Management

Jai Raj is an arts graduate, with a professional diploma in materials management. His last assignment was with S. J. P. India Associates as General ManagerCommercial. His 28-year experience includes Nirulas Corner House, Intercontinental, Times of India, Fedders Lloyd Corporation and Delhi Cloth Mills.

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Saket Puri
General Manager-Finance

Saket is a CA with over 18 years of experience. His last assignment was as a Finance Consultant with Spraylite Industries, Dubai. Prior to this, Saket has worked across the manufacturing, construction, shipping and hospitality industries in India and Dubai.

Lt. Colonel Narendar Chowdhry (Retd.)


General Manager-Security & Administration

Narendar is a commerce graduate from Delhi University. He was an Indian Army officer for 20 years and handled security, intelligence, administration and logistics in both combat and peace time. Narendar was part of the Indian Peace Keeping Force in Sri Lanka and Kargil.

Rakesh Kumar
General Manager-Projects & Engineering Services

Rakesh is an engineer from Bangalore University, Karnataka and has 23 years of experience in India and abroad. His last assignment was as Head-Installation, DCM Shriram Consolidated prior to which he worked with A.P.I.L. (Ansals), T.C.I.L. and KSA.
Inder Pal Batra
General Manager-Finance

Inder is a Chartered Accountant. His last assignment was as Manager Accounts with Ajanta Offset & Packaging Limited. With over a decade of experience in the finance function, he has also worked with Frontier Biscuit Factory, New Delhi, Arti Foods and Fats, New Delhi and P. S. Kohli & Company, New Delhi.

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Joginder Singh
General Manager-Projects & Engineering Services

Joginder is a Mechanical Engineer. His last assignment was as Manager-Engineering Services with Indian Tourism Development Corporation. Over a career spanning 24 years, he has also worked with the Taj Group of Hotels.

Tarun Lakhanpal
Associate General Manager-Revenue Management & Distribution

Tarun is a graduate of the Institute of Hotel Management, Catering Technology and Applied Nutrition, Bangalore. He has previously worked with Jaypee Residency Manor, Mussoorie and Hotel Nikko New Delhi. Tarun leads the Revenue Management and Distribution function at Lemon Tree Hotels.
Prashant Mehrotra
Deputy General Manager-Sales

Prashant is a graduate from the Institute of Hotel Management, Gwalior. He has previously worked with Oberoi, Trident and Radisson Hotels. Prashant was earlier the General Manager of Lemon Tree Hotels in Gurgaon, Indore and Ahmedabad.
Davender Kapoor
Manager-Projects & Engineering Services

Davender is an engineer from Government Polytechnic, Chandigarh. His last role was as Chief Engineer, New Age Hotels and Resorts. Prior to that Davender worked with ECE Elevators and The Taj Group of Hotels.

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Winner of the National Award 2011, by the Government of India for BEST EMPLOYER for the empowerment of persons with disabilities

Lemon Tree Hotels Ahmadabad, Gujarat, Chennai, Tamil Nadu, Hyderabad, Andhra Pradesh Aurangabad, Maharashtra, Delhi, Indore, Madhya Pradesh Bangalore, Karnataka, Goa, IndiaMuhamma, West of Kumarakom, Kerala Chandigarh, Gurgaon, Haryana, Pune, Maharashtra.

Upcoming Hotels

Lemon Tree Hotel, Chandigarh (Already Opened in March'12) Lemon Tree Hotel, Delhi International Airport Lemon Tree Hotel, East Gurgaon Lemon Tree Hotel, Mumbai Lemon Tree Hotel, City Center, Pune Lemon Tree Mountain View Resort, Shimla

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LITERATURE REVIEW

1)

RECRUITMENT

&

SELECTION

PROCESS

OF

MAN

POWERCOMPYAN' What is Recruitment?

Finding and Attracting Applicants Recruitment is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the first part of the process of filling a vacancy, it includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with those candidates and attracting applications from them.

The need for recruitment may arise due to the following situation:

1. Vacancies due to transfer, promotion, retirement, termination, permanent disability or death of worker. 2. Creation of vacancies due to expansion, diversification, growth etc.

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MEANING OF RECRUITMENT Recruitment is understood as a process of searching for and obtaining applicants for job, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.

Recruitment Process:The recruitment process can be divided into seven stages:

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy
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4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making

RECRUITMENT PROCESS: RECRUITMENT PLANING Number of contacts Types of contacts

RECRUITMENT STRATEGY DEVELOPMENT Make or buy employees Technological sophistication Where to look How to look Competitors Evaluation of external recruitment

Sources of Recruitment: There are two sources of recruitment:1. Internal Source:-These sources lie within the organization.

2. External Source:-These sources lie outside the organization Both the sources are shown in the figure given below

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INTERNAL SOURCES
1. TRANSFERS
The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others

are Upgrading

and

Demotion of

present

employees

according to their performance.

4. Retired and Retrenched employees may also be recruited once


again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the

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organisations as the people are already aware of the organisational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

EXTERNAL SOURCES
1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

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6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

SEARCHINGS Source activation Selling Screening of applications EVAUATION AND COST CONTROL Salary cost Management and professional time spent
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Advertisement cost Recruitment overheads and expenses Cost of overtime and outsourcing

EVALUATION OF RECRUITMENT PROCESS Return rate of applications send out Suitable candidates for selection Retention and performance of selected candidates Recruitment cost Image projection

Factors affecting recruitment: The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:

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Recent Trends in Recruitment:The following trends are being seen in recruitment: 1) Outsourcing In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. Advantages of outsourcing are: 1. Company need not plan for human, resources much in advance. 2. Value creation, operational flexibility and competitive advantage. 3. Turning the management's focus to strategic level processes of HRM. 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time 2) Poaching/Raiding "Buying talent" (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages
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and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. 3) E-recruitment Many big organizations use Internet as a source of recruitment. E-Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV's in worldwide web, which can be drawn by prospective employees depending upon their requirements. The two kinds of e- recruitment that an organization can use is Job portals - i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through predefined criteria's and requirements (skills, qualifications, experience, payroll etc.) of the job.

Some of the advantages and the disadvantages of e- recruitment are as follows:


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Advantages of E-Recruitment are: Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24X7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way.

Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc

Disadvantages of E-recruitment are: Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:

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Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations. There is low Internet penetration and no access and lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the online recruitment methods. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

ROI (Return of Investment) on Recruitment:An organization makes a tremendous amount of investment in its recruitment processes. A lot of resources like time and money are spent on recruitment processes of an organization. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organization. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organization without anyone ever realizing its worth or measuring its impact on the organization's business. A recruitment professional or manager can calculate and maximize the return on investments on its organization's recruitment by Clear definition of the results to be achieved from recruitment. Developing methods and ways measuring the results like the time -to hire, cost-Per- Hire and effectiveness of the recruitment source etc.
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Estimating the costs associated with the recruitment project Estimating the tangible and intangible benefits to the organization including the payback period f the recruitments. Providing and ensuring proper training and development of the recruitment professionals.

Assessing the ROI on recruitments can assist an organization to strengthen its HR processes, improving its recruitment function and 'to build a strategic human resource advantage for the organization.

RECRUITMENT STRATEGIES The level of performance of the organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in every organization: it is almost a never- ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
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2. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate's experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the Same industry, different industry, unemployed, top performers of the industry etc. 3. Sources of recruitment The strategy should define various sources (external and internal)

of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment. 4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

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How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the HR of organizations. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are explained below: Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.
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Recruitment management system maintains an automated active at a base of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

FORMS OF RECRUITMENT:Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below:

1) Centralized:When the HR / recruitment department at the head office performs all functions of recruitment, the recruitment practices of an organization are centralized. Recruitment decisions for all the departments of an organization are carried out

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by the one central HR or recruitment department. Centralized form of recruitment is mainly practiced in government organizations.

Benefits of the centralized form of recruitment are: Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office 2) Decentralized: Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. Since the business areas and offices are diverse and geographically spread, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. Lower level staffs as well as top level executives are recruited in a decentralized manner.

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HEADHUNTING Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves convincing the person to join your organization.

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SELECTION Process of differentiating (Meaning) Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.

DEFINATION "Selection is a process of differentiating between applicants in order to identify and hires those with a greater likelihood of success in a job."

SELECTION PROCESS 1. PRELIMINARY INTERVIEW: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits.

2. SELECTION TESTS : Jobseekers that pass the preliminary interviews are called for tests. These tests may be Aptitude tests, Ability tests etc to judge how well an individual can perform tasks related to the job. 3. EMPLOYMENT INTERVIEWS: At this step interview is a formal and in-depth conversation between applicants acceptability. It is considered to be an excellent selection device. 4. REFERENCE AND BACKGROUND CHECKS:

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These checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations etc. 5. SELECTION DECISIONS: After obtaining all the information the most critical step is the selection decision to be made. The views of the line managers are considered generally because it is the line manager who is responsible for the performance of the new employee. 6. PHYSICAL EXAMINATION: After the selection decision is made the candidate is required to undergo a physical fitness test.

7. JOB OFFER: The next step in the selection process is the job offer to those applicants who have crossed all the previous hurdles. It is made by away of letter of appointment.

8. CONTRACT OF EMPLOYEE: Once the job offer is accepted certain documents need to be executed by the employer and the candidate. Here a formal contract of employment is prepared and agreed upon.

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DIFFERENCE BETWEEN RECRUITMENT &SELECTION: RECRUITMENT SELECTION

Refers to the process of identifying It is concerned with picking up the and encouraging prospective right candidates from a pool

employees to apply for jobs.

of applicants.

Recruitment is said to be Positive in its Selection on the other hand is different approach as it seeks to attract as many in its application as it seeks to candidates as possible. eliminate as many unqualified & unfit applicants as possible in order to identify the right candidate. For the right task, at the right time.

COMPANY REQUIREMENT FLOW CHART EXPLAINATIQN MAIL FROM BM ABOUT THE VACANCY (NEW / REPLACEMENT) This is the starting point of the recruitment process. The BM (Business Manager) may feel the need for candidates (employees) with various job qualifications in accordance to the fulfillment of vacant posts within the organization. The candidates may be appointed for a NEW segment or post or maybe appointed to REPLACE an existing employee's job due to various reasons such as transfers, promotions, terminations etc.

A job requisition format is to be followed for requirement of candidates.

RESOURCING TEAM SOURCES PROFILES This mail order from the BM is sent to the resourcing team who search for the specific qualified candidate profiles as required by the BM by going through the CV's (Curriculum Vitae) of various candidates by sourcing them at various Job
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Sites(Active Search),Competition Mapping (raiding i.e. attracting employees from other organizations to our organization), Internal References or through Networking & Head hunting i.e. picking up the individuals out of the pool of job applicants with requisite qualifications & competence to fill up the job in organization. SCREENING OF SOURCED PROFILES Once the candidates profile with requisite qualification as per BM's mail are obtained, a proper screening of those profiles is carried out and a list of such candidate profiles is made which need to be further processed. TELEPHONIC INTEREST CHECK & UPDATING OFSHORT LISTED PROFILES Selected candidates from the list made are then interviewed on telephone about their profiles and their interest, whether they would like to join our company as we have an opening. A Telephonic interview questionnaire format is followed and on the basis of the telephonic interview interested candidates are short listed and their profiles are carried forward to the next step of recruitment and the uninterested candidate profiles are kept in the HIRING TRACKER(i.e. the date of contacting the person as a database of the company)for any future reference. SHARING OF THE INTERESTED PROFILES WITH THEBM s The interested profiles which are carried forward are shared with the BM's . The approved profiles amongst them by the BM's are called for the interview and the rejected ones are kept in the hiring tracker as database for future reference. The selection process starts from this stage. CANDIDATE IS CALLED FOR FIRST ROUND OFINTERVIEW(FILLS THE JOB APPLICATION FORM i.e. JAF)

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The first round of interview is conducted with the approved profiles and the JAF is filled by them. In Job Application Form the candidate need to fill his/her details such as

Personal details Educational qualification Work experience.

HR ROUND OF INTERVIEW This round of interview may be conducted by well experienced HR heads or their assistants with the help of Interview Question Bank &Interview Scorecard where job related questions are asked and the skill of the interviewee is tested. On the basis of this interview the selected profiles are carried forward and the rejected ones are kept at hiring tracker and at rejected hard copy files for future reference. SHARING OF HR FINDINGS & SCORECARDS WITH BM's After conducting the HR round interview the HR opinions and interview scorecards regarding selected profiles are shared with the BM's as to know the BM's opinion about the profiles. The rejected profiles by the BM's are then sent to the hiring tracker and the selected ones are carried forward. PERSONAL INTERVIEW WITH BM / REPRESENTATIVE The selected profiles at this stage are called for a personal interview with the BM / Representative and once again the profile selected by the BM by personally meeting the candidates are carried forward and the rejected profiles are kept in hiring tracker / rejected hardcopy files for future reference. PERSONALITY ASSESSMENT (SHL / THOMAS)
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After passing the personal interview with BM the selected applicants have to give an online personality assessment test such as SHL / THOMAS. At this test the attitude, the personality, the SWOT Analysis of the applicant is judged. If the personality assessment is positive the applicant profile is carried forward and if it is negative then it is rejected and kept at the hiring tracker / rejected hard copy file for future reference. FINAL ROUND INTERVIEW The positive applicants profile is finally called for the final round interview to test his IQ, his intelligence and his suitability to the vacant job. After this interview the rejected applicant profiles are kept at hiring tracker / rejected hard copy files for future reference and the selected applicant profiles are carried forward for final verdict.

REFERENCE CHECK TO BE CARRIED OUT BY HR The candidate who is finally selected or who is getting the job is asked for a reference check. This reference check is conducted to know more about the candidate, his background, his behavior and to check whether the information provided by him is correct or wrong. This reference check is carried out by following the Reference check format. If the reference check is negative the profile is kept at the hiring tracker/ rejected hard copy files and if it is positive his profile is carried forward. MAKING OFFER & NEGOTIATION Profiles having positive reference checks are called up for making final offer and negotiation with them regarding their job, Organizational Structure & his / her position in the organizational structure, his / her Current Salary Structure in the organization, explaining about the company goals and objectives, rules and

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regulations of the company, allowances given by the company etc. He is also given his final approval mail from the BM. If the applicant rejects or does not agree to the terms & conditions of the company his profile is kept at hiring tracker / rejected hard copy files and if he accepts the terms & conditions he is given the job and his profile is updated and he is updated in the organizational structure.

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RESEACRH METHODOLOGY

This project report is based on primary as well as secondary data. PRIMARY DATA: "The primary data is the data collected afresh & first time and happens to be the first hand information."OR" The primary data is data which is collected by researcher directly from the respondents"

There are various methods of primary data collection, such as: 1. Observation method 2. Interview method 3. Questionnaire 4. Schedules etc.

Sample size: It means the number, of persons or items selected from the universe to constitute a sample.

The sample size of this project is 10-12 executive employees of Hotel Lemon Tree Premier, Gurgaon Sampling technique: It refers to the method to be applied / the technique to be used in Selecting the Sample. The technique used may be deliberate or purposive sampling, random sampling, systematic sampling, stratified sampling, area sampling, and extensive sampling.

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The sampling technique applied for this project report is Simple random technique Study period Study period refers to the time and duration required for the researcher to complete his research.

Study period for this research report is: 60 days in total. Tools for data collection: The tools / methods used to collect primary data for this research report are through:

1. Telephonic interviews.

2. Personal face-to-face interview.

3. Oral questionnaire method.

SECONDARY DATA: "The data which is collected by someone and gone through the statistical process is called secondary data. Tools for secondary data collection: The tool / methods used for collecting secondary data for this project report are different websites of manpower, Google , HR reports of the company, company profile magazines etc.

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ANALYSIS & INTERPRETATION To Recruiters of the organization 1) Are you satisfied with the recruitment process in Hotel Lemon Tree Premier? a) Not at all b) Satisfied c) totally satisfied d) Good e) Excellent Options Response Percentage b 3 30 d 3 30 e 4 40 Total 10 100

Interpretation: From the above response it is seen that management of Hotel Lemon Tree Premier meets the standards of recruitment process.

2) Whether the recruitment process is documented? a) Yes b) No OPTIONS a b


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Total

Responses Percentage

7 70

3 30

10 100

Interpretation: From the above responses it is seen that majority of employees feel that recruitment process is documented in the company. However, they can access whenever they want. 30% of the people don't have knowledge about it.

3) Is the recruitment process uniform at all level? a) Yes b) No c) Varies as per department Options a b Responses 1 7 Percentages 30 70

total 8 100

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Interpretation: From the above responses it is seen that recruitmentprocess varies many time department heads to select the right person forthe from department to department, so it helps the job as per hisrequirement and needs. 4) Whether the response from the client after giving the requirement in all the process is satisfactory? a)Not slow b)Slow c)Quick d)Very responsive e)Excellent Options b c e Total Responses 2 5 3 10 percentage 20 50 30 100

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Interpretation: From the above responses it is seen more than 50% of recruiters feel that the response is quite quick

5) Whether the management are satisfied with the recruitment process carried out by company? a) No b) Not much c) To some extent d) Very much Options b c d Total Responses 2 5 3 10 Percentage 20 50 30 100

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Interpretation: From the above responses it is seen that management are satisfied to some extent. 6) Whether the candidates are satisfied with the recruitment process carried out? a) No b) Not much c) To some extent d) Very much Options a b c d Total Responses 1 2 5 2 10 Percentage 10 20 50 20 100

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Interpretation: From the above responses it is seen that most of the candidates are satisfiedwith the process of recruitment but still almost 30% were not so satisfied.

Analysis Of Procedures & Methodology Adopted In The Process Of Recruitment & Selection1. 1) What are the Sources used for talent acquisition ( Hunting the Heads)? Personal contacts Referrals' from the candidates. Job portals where candidates have posted their resumes Direct walk-ins. From consultancy 2) From the Above different sources which is the source you getmore response?

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Referrals' from the candidates. Job portals where candidates have posted their resumes

3) What are the stages used for conducting the interview ? First stage call up the potential candidates First round is the HR round where candidate's communications skills & academic records are checked Second round is the aptitude round where candidate's IQ level is checked The last round is the operations round where the operations manager takes the interview of the potential candidate he checks if the candidate is fit for his process.

4) How do you co- relate the job fit and culturally fit manning ? Earlier it was a problem where the job of Hotel & the culture of thepeople was clashing now everybody is aware that they have work inshifts & they would be dealing with people from residing in India anabroad. Also at the beginning candidates been asked by theconsultants & HR if they comfortable in working shifts. 5) Which are the preferential areas in selecting a candidate The preferential areas in selecting the candidate is his fluency inEnglish. The other things which come in the later part which are : Education Qualification

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Personality Knowledge about subject matter 6) What is generally the lead time to join the organization expected by the employer and generally taken by the candidates? According to the company the candidate should join as soon as possible, If the candidate is currently working somewhere then in that case he might take one month to join as he need to serve the notice period in his existing company which is the requirement for leaving the present job & based on that the employees are given the experience letter. . 7) Which parameters do you consider for selection even if the employee possessing the resignation? If the on the resume of the candidate if it is shown that the candidate is a job hopper & frequently shifting from one company to another generally these kind of candidates are not selected if it is found that they hopping jobs because of like in the salary. If there is other reason such as too growth Or else the entire company got shut down then based on the circumstances the candidates are considered. 8) What is the ratio in between the requisition of the vacancies and the candidates interview? As this is a volume hiring always the candidates interview should be higher than the requisition of the vacancies as few of the
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candidates do not turn up at the time of joining. Generally the ratio is 20%higher the requisition of vacancies. 9) Do you have the data and information bank related with unsolicited application And the candidates who have been rejected ? Yes we have to maintain the data of all the candidates whether they are selected or not also at the same time we need to maintain a separate data for the unsolicited application as at times they are not allowed to apply in future. 10) Are these candidates are called for the subsequent interview for Reconsideration? Yes the candidates who have been rejected on the basis of communication skills or Education background etc.. they are reconsidered. For the same position they can apply after 3 months

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FINDINGS QF STUDY The findings during the work carried out by me can be categorized into two categories as it is said that every coin has two sides:A) Positive findings:1) A majority of employees feel that recruitment process carried out in the company is satisfactory.

2) Some employees feel that each recruiter gets an opportunity to do the whole process right from the recruitment to client co-ordination.

3) The new joiners are very much satisfied with the process of training given to them regarding recruitment.

4) Since the recruitment is a volume based recruitment it can be easily achieved with the help of the consultants & placements service.

5) Consultants make sure that the right candidate is placed in the right company for e.g. if the candidate demands for the higher wages then he can pro actively ask the consultancies that which is the company paying the highest wages in the market based on the information he can directly join that company instead of him going through different companies & checking the package. B) Negative findings:1) Some employees were moderately or not much satisfied with the process.

2) Since there is a gap in between their expected pay scales & actual in hand compensation.

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3) Since rules and regulations are very dynamic, so most of the employees face difficulty to adjust with them. 4) Most of the candidates do not turn up when they are called up for the interview.

5) Many a time the interview calls are spontaneous the result yielded is the prospective candidate does not have time to prepare for interview. C) Special Findings: Since the process involves continuous sitting at one place so refreshment was provided to the candidates who had come for the interview. This being as unique exp by candidates it helps to build the goodwill of the company

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SUGGESTIONS Following are the suggestions to improve the recruitment process: The process should be future oriented, which can be done by keeping attitude and knowledge in consideration instead of just emphasizing on qualification and experience. While following the process the time and economy factor should betaken into consideration. The recruiter should also take the references of his friends or any one he knows who looking for a job from the candidate who has come for the interview.

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CONCLUSION Recruitment is the first step in the process of acquiring and retaining human resources for an organization. In today's rapidly changing business environment organizations have to respond quickly to requirement for people. The purpose of recruitment is to carry out effective recruitment of strong candidates as in to retain them in the organization and achieve the required goals of it. Improper recruitment can prove very costly for the organization and can lead to loss to company.

But Hotel Lemon Tree Premier takes into consideration the time allotted for fulfilling the requirements and fulfills them in an appropriate manner within the stipulated time. It believes in quality not quantity. It realizes the value of manpower and tries the best not to waste the manpower. Hence each and every employee is guided to follow the process taking this into consideration. Ensuring the quality of the persons to be recruited is a very difficult task because there are several diff influential factors impacting on the system, in context to the recruitment, so the base of selection is considerably broad.

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LIMITATIONS Each and every research carried out has some limitations due to various reasons. Since the research is a never-ending process so some limitations arise, because some expectations are not fulfilled. The major limitations are as follows: Due to the stipulated time frame, the headhunting process was difficult to carry out, and was unable to work on hard-core requirements of IT Convenient sampling is used as a mode of conducting research. Since most of the candidates were never use to turn up so the drive for the interview was not possible. Most of the recruitment was done on the executive/advisor level so couldn't study much as compare to middle level or higher management level recruitment. The study was carried out within 2 months time period

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BIBLIOGRAPHY

a) Books: Mamoria C. B, S.V Gankar(2006); Personnel Management;Himalaya Publishing House Pvt. Ltd; Mumbai; pp. 186-190. Ashwathappa K.(2006); Human Resource Management; Tata McGraw Hill; Noida; Pp. 137-140

b) Internet Sites :<http://recruitment.naukrihub.conVmeaning-of-recruitment.html> <http://recruitment.naukrihub.com/importance-of-recruitment.html> <http://recruitment.naukrihub.com/recruitment-process.html> <http://recruitment.naukrihub.com/e-recruitment.html> <http://www.citehr.com/14439-difference-between-recruitment-selection.html>

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