CHAPTER-1

INTRODUCTION



CHAPTER-1
INTRODUCTION
Om Careers is a highly acclaimed recruitment and executive search company
providing discerning talent recruitment services to a strong and large list of
clientele in all major cities across India.
We have rich Expertise in providing qualified candidates in various verticals like
Information Technology, Financial Services & Consulting, Media, Advertising &
Communication, Retailing, Engineering, Manufacturing, Infrastructure,
Professional Support, Management Sector, Garment, Textiles, Real Estates,
FMCG's, Hospitality, Services Industry, manufacturing, Automobile and Retail
etc.
HR services
We follow a well documented 18 Step process to ensure a perfect job - talent
match.
It is as follows :

Client Consultation

Preparation of Assignment Brief
Candidate short listing Using Executive Search Method and Data Bank
Response Management
Telephonic/Face-to-Face Interviews
2nd level Short list
Set-up Interviews with Client
Brief Candidate for Interview


Client-Candidate Interview
Debrief Candidate
Reference and Vetting Checks
Closing and Negotiation
Offer and Acceptance
Prepare Candidate for Resignation
Counsel during Counter Offers
Confirmation of Joining Date
Final Invoice
Monitor success of the search
Sectors
Advertising & Communication
Automobile and Retail
Banking & Insurance
BPO
Engineering
KPO
Financial Services & Consulting
FMCG's
Garment
Infrastructure
Information Technology
Hospitality
Life Science & Health care


Management Sector
Manufacturing
Media
Real Estates
Retailing
Power & Energy
Professional Support
Services Industry
Telecommunication
Textiles














CHAPTER-2
INTRODUCTION TO
RECRUITMENT AND
SELECTION





CHAPTER-2
INTRODUCTION TO RECRUITMENT AND SELECTION

Acquiring and retaining high-quality talent is critical to an organizations success.
As the job market becomes increasingly competitive and the available skills grow
more diverse, recruiters need to be more selective in their choices, since poor
recruiting decisions can produce long-term negative effects, among them high
training and development costs to minimize the incidence of poor performance
and high turnover which, in turn, impact staff morale, the production of high
quality goods and services and the retention of organizational memory. At worst,
the organization can fail to achieve its objectives thereby losing its competitive
edge and its share of the market.
Human resource department plays a crucial role in this process. The backbone of
any successful company is the HR department, and without a talented group of
people to hire, culture, and inform employees, the company is doomed for failure.
Human resource is most valuable assets in the organization. Profitability of the
organization depends on its utilization. If there utilization is done properly will
make profit otherwise it will make loss. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. This
information is obtained through job analysis, job description and job specification.
Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants
for the company. The recruitment process should inform qualified individuals
about employment opportunities, create a positive image of the company, provide
enough information of the jobs so that applicants can make comparison with their


qualifications and interests and generate enthusiasm among the best candidates so
that they will apply for vacant positions.
What distinguishes a successful company from unsuccessful one is the quality of
manpower. The role of management is to optimize the use of resource available to
it. The role of HR is to incorporate the planning and control of manpower resource
into the corporate level plans so that all resources are used together in the best
possible combination.
Managing people at work and control of human activities in employment is a
function that must be performed in all societies. It is essential in every type of
employment for every occupation and every type of employed manpower.
Manpower management is essential in government as well as private employment
under socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the activities
that impact most critically on the performance of an organization. While it is
understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement, it is taking a long time for
public service agencies in many jurisdictions to identify and implement new,
effective hiring strategies.
Recruitment is a process which provides the organization with a pool of
potentially qualified job candidates from which judicious selection can be made to
fill vacancies. Successful recruitment begins with proper employment planning
and forecasting. In this phase of the staffing process, an organization formulates
plans to fill or eliminate future job openings based on an analysis of future needs,
the talent available within and outside of the organization, and the current and
anticipated resources that can be expended to attract and retain such talent.


Selection is a process of hiring the best among the pool of candidates available.
Right person for the right job is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally important
and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not
be possible if unsuitable persons are selected and employment in a business unit.










RECRUITMENT
Recruitment is an important part of an organizations human resource planning
and their competitive strength. Competent human resources at the right positions
in the organization are a vital resource and can be a core competency or a strategic
advantage for it. Recruiting the top talent for a job takes time and attracting the
quality candidates who have the knowledge and skills needed to help the
companys growth.
Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate. Right person for the right job is the basic principle in recruitment
and selection. Every organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally important
and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not
be possible if unsuitable persons are selected and employment in a business unit.
Meaning of recruitment
It is the process of finding and attracting capable applicants for the employment.
The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are
selected. In this, the available vacancies are given wide publicity and suitable
candidates are encouraged to submit applications so as to have a pool of eligible
candidates for scientific selection.


Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization or firm.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.

A general recruitment process is as follows:
1) Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required

2) Preparing the job description and person specification.
3) Locating and developing the sources of required number and type of employees
(Advertising etc).
4) Short-listing and identifying the prospective employee with required
characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making







Recruitment is a continuous process because of:
a) Staff departures (e.g. retirements, resignation )
b) Changes in business requirements (e.g. new products, markets,
expended operations)
c) Changes in business location (are relocation often triggers the need
for substantial recruitment)
d) Promotions
e) Transfers
Objectives of the recruitment process
To obtain the number and quality of employees that can be selected
in order to help the organization to achieve its goals and objectives.
1. Identify vacancy
2. Prepare job description and
person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
decision making


It helps to create a pool of prospective employees for the organization
so that the management can select the right candidate for the right job
from this pool.
To induct the outsiders with new perspectives to lead the company.
To recruit people whose skill fit the company values?
To search for talent globally not just within the company.
To device methodology for assessing psychological traits.
To anticipate and find people for positions that does not exist yet.

Factors affecting Recruitment:
The size of the organization.
The employment conditions in the community where the organization
is located.
The effects of past recruiting efforts which show the organizations
ability to locate and retain the good performing people.
Working conditions, salary and benefit packages offered by the
organization.
Rate of growth of the organization.
The future expansion and production programs.
Cultural, economic and legal factors.
However these factors may be divided specifically as:
Internal factors
External factors


Internal Factors:
Recruitment policy of the organization
Human resource planning strategy of the company
Size of the organization and number of people employed
Cost involved in recruiting employees
Growth and expansion plans of the organization
Company pay package
Career planning and growth
Quality of work life
Role of trade union
External Factors:
Supply and demand of specific skills in the labor market.
Political and legal factors like reservations of jobs for specific sections of
society etc
The job seekers image perception of the company.
Information system like employment exchange/ tele recruitment like
internet.
Labor market conditions.
Recruitment checklist:
Before going to actual recruitment a checklist to be made which helps the
recruiter till the end of the process.
Whether the vacancy has been agreed by the responsible manager
Availability of the job description


What are the conditions of employment for the vacant position
Whether the candidate specification been prepared
Whether the notice of vacancy been submitted earlier
Whether the job advertisement been agreed
What arrangement have been made for drawing a shortlist of candidates
Whether the interview arrangement have been made
Whether offers letters been agreed and dispatched
Whether rejection letters sent to the unsuccessful candidates
Whether confirmation letter received from the selected candidate to whom
offer letter has been sent.
Recruitment Policy:
In todays rapidly changing business environment, a well defined recruitment
policy is necessary for organizations to respond to its human resource
requirements in time. Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed effectively to recruit the best
talent pool for the selection of the right candidate at the right place quickly.
Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment
process.
Most of the companies are having personnel policies for the organization.
Recruitment policy is a part of the perssonel policy. But before making the
recruitment policy the organization must consider the government policies,
personnel policies of other organization, social responsibility of the organization
etc.



SOURCES OF RECRUITMENT
INTERNAL SOURCES: The most common internal sources of internal
recruitment are
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda
1) Personal References
The existing employees will probably know their friends or relatives or
colleagues who could successfully fill the vacancy. Approaching them may be
highly efficient method of recruitment but will almost certainly offend other
workers who would have wished to have been considered for the job. To keep
employees satisfied make sure that potentially suitable employees are informed
of the vacancy so that they can apply. Also anyone else who is likely to be
interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to
the existing staff. A job advertisement pinned to a notice board will probably
be seen and read by a sufficient number of appropriate employees at little or no
cost. However many of the staff will probably not learn of the vacancy in this
way either because the notice board poorly located or is full of out dated
notices that they dont bother to look at it, as they assume there is nothing new
to find out. A notice board must be ensured that it is well sited. Wherever it is
been placed it should be certain that it is seen by every one. It means there


must be equal opportunity to see to it and this happens when they know that
just important topical notices are on display. Attention must be paid to the
design and contents of the notice if it is to catch the eye and make the
employee read on and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or
journals for their staff to read. It is hoped that latest company news sheet is
read avidly by all staff thus ensuring that everyone is aware of the job
opportunity advertised in it. Unfortunately this is not always so, because it is
sometimes not circulated widely enough and employees may find it boring and
choose not to read it. Newsletter can be utilized as the source of recruitment if
it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as to in
which way the memorandum is phrased out so that the job appeals to likely
applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside
the company.
1. Word of mouth


2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for
this job. Recruiting in this way appears to be simple, inexpensive and
convenient. Never use word of mouth as a sole or initial source of recruitment
if the work force is wholly or predominantly of one sex or racial group. Also
employing friends and relatives of present employees may be imprudent
because it is not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often
overlooked method of advertising a job vacancy. They should be seen by a
large number of passerby, some actively looking for work. It can also be
inexpensive with a notice varying from a carefully hand written post card up to
a professionally produced poster. Pay attention to the appearance and contents
of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note


information about a post and the types of person sought and then advertise the
vacancy o notice boards within their premises. Job center employees can
further help if requested to do so by issuing and assessing application forms
and thus weeding out those applicants who are obviously unsuitable for the
position. Short listed candidates are then sent out for the employer to interview
on his business premises.

4) Private Agencies and Consultants
There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and
cities. Some handle all general vacancies from junior unto supervisory level
while others specialize in various occupations such as accountancy, clerical or
computer personnel and marketing or sales. Since they maintain a register of
job seekers, they initially attempt to find applicants from this list. A short list
will be drawn up by reading through applications and conducting interviews on
client organizations behalf. Although fees vary, it is expected to pay around 10
to 15% of the annual salary offered if a suitable person is found for the job.
This will be partly refundable if he leaves within a certain period of time. For
temporary staff, it is normally charged on hourly, daily or weekly rate by the
agency. They will then pay the employee. Recruitment agencies are similar to
employment agencies in the services that they offer. The main difference is that
recruitment agencies tend to operate at a higher level, concentrating on
technical, managerial and executive appointment. Accordingly, increased time,
effort and expertise are needed to compile a quality short list. This will be
reflected in the fees charged, often between 18 and 22% of the annual salary of


the staff recruited. Again a proportion of this may be refundable if the
employees proves to be unsatisfactory and subsequently departs.
Search consultants, also known as Headhunters, specialize in finding
candidates for senior positions. They normally head hunt people currently at
work in similar posts, possibly at rival companies. Discrete approaches, by
telephone, are made direct to the persons involved. Such a process is time
consuming and requires considerable tact and diplomacy if it is to be
successful. Charges may be in excess of 30% of the annual salary. Before
opting for this source attention must be paid about those agencies who brashly
promise to give a lengthy list of candidates very quickly. It may sound
impressive but suggests that they are simply pulling names from a register
perhaps of dubious quality and are not actively searching for and screening
applicants properly. A good shortlist will take time to compile. It must be
ensured that the agency with which the organizations contracting must follow a
good refund system in case the new recruit resigns or needs to be dismissed
shortly after joining. Also a free replacement warranty up to six months must
be provided by the recruiting agency. When employing an agency or
consultant, make sure that they know exactly what they are expected to do. A
clear job description and employee specification, must be provided so that they
could screen by referring to the employee specification and so on. Full up to
date information about the job and person required. Supply all details and all
instructions in writing to avoid subsequent misunderstandings and
disagreements.
The recruiting agency or consultant must be in touch with the client company
throughout the recruitment process to ensure that the agency is following the
instructions and doing its job well. Also it must be ensured that they are


maintaining equality of opportunity and avoiding unlawful discrimination
against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job.

5) Educational Institutions Or Campus Recruitment
Those companies which require a steady intake of young persons for new
Youth Training to trainee management positions ought establish and maintain
close contact with colleges and universities. The advantage of campus
recruitment is, it is known that who the audience to be addressed are.
Promotional literature in the form of posters, broachers, catalogues; press
releases and so on can be issued to the audience so that the companys name
remains prominent and their students minds all the time.

6) The Press
Advertising for the new staff through the press has proved successful for many
companies. Choose between local newspapers, national newspapers and the
magazines. All will put in touch with different audience. Local newspapers,
read by a large cross-section of the immediate population, may be most
suitable if there is sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to
news coverage appealing to various tastes, could be better when looking out to
fill the senior position.
Trade Magazines often under estimated as useful source of recruitment might
be worth considering if looking out to recruit someone for a specialized job
which possibly requires previous experience of the particular industry.


Naturally there are some drawbacks to newspaper advertising. It is expensive
in relation to other, often equally good source such as job and careers centers,
which advertise free. Other drawbacks of newspaper advertising include a high
level of wastage (the vast majority of readers will not be job hunting) and a
short life span. The daily or evening newspaper is invariably discarded at the
end of the day. A short series of advertisement incurring extra expenses may
sometimes be required and multiplying one advert by three or four starts to
make this source prohibitively costly. Trade magazines could be a better way
of recruiting staff depending upon the circumstances. Most will include
employment advertisements within a classified section which will be read by a
small but select and interested number of people. There some disadvantages,
however the financial outlay is still considerable. If the magazine is published
bi-monthly or quarterly, may have to wait sometime before the advertisement
is seen. It may be intended to fill the vacancy as soon as possible.

7) Radio
Many radio stations broadcast special job finders advertisements throughout
the day for companies looking for new recruits. Advertising through the radio
has got many advantages as it will be transmitted to over a wide geographical
area to potentially large audience. Variety of age groups listens thus making it
a suitable medium for different types and levels of jobs. Advertisements can be
broadcast very quickly sometimes within hours. Nevertheless there are some
disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they
may start station hopping to find more music. The radio is also transient
medium. An advertisement lasts for perhaps 30 seconds, which is a very short


period in which to put across all the important points, and is then finished. It is
usually difficult to remember (What was the companys name? what was its
phone number?) most listeners will not have a pen and pad handy to make
notes.

8) Television
You can advertise on a regional or national basis. Recruiting staff through the
Television is still widely regarded as a new and innovative approach.
Companies which use this medium may therefore be seen as go-ahead and
dynamic. Thus, this medium may not be an immediate choice if there is only
just one vacancy to be filled, although shorter and expensive one month
contracts could be negotiable and worth considering.







SELECTION
The selection procedure is concerned with securing relevant information about the
applicant. This information is secured in number of steps. The objective of
selection process is to determine whether an applicant meets the qualifications for
a specific job and to choose the applicant who is most likely to perform well in
that job.
The hiring procedure is not a single act but it is essentially a series of methods by
which additional information is secured about the applicant. At each stage facts,
which came to light, make the acceptance or rejections of the candidate clear.
Some selection processes are quite easy and some with many hurdles this
increases with the level and responsibility of the positions to be filled.

Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from
the employment requisition as developed by an analysis of the work-load
and work force.
2. There must be some standard of personnel with which a prospective
employee may be compared i.e., a comprehensive job description and job
specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required
number of employees may be selected.




PROCESS OF SELECTION



Preliminary screening interview


Completion of application or form if not done previously


Employment tests


Comprehensive interview


Back ground investigation


Final employment decision

Selection


Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer a high caliber
receptionist in the employment office. These interviews are short and are known
as stand-up interviews. The main objective of such interviews is to screen out
undesirable/unqualified candidates at very outset. Such interviews conducted by
someone who inspires confidence, who genuinely interested in people, and whose
judgment in the sizing up of the applicant is fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration.
If these criteria are not met, there is no obligation on the employer to consider
such applications. The screening process therefore seeks to identify those
applications that meet the basic entry-level requirements applications that are
therefore incomplete or do not meet the basic appointment criteria are considered
unsuccessful applications. In order to be fair and objective in the screening of
candidates, it is essential that a fixed set of valid criteria be applied in terms of
each and every candidate that applies for a position.
Certain conditions should be met in relation to the format and content of -
a) Application forms
b) Curricula Vitae (CVs) and
c) All other relevant documentation.
What is the purpose of short-listing?
After having completed the screening process and eliminated those applicants that
do not meet the basic requirements, the next objective should be to identify a
manageable size (pool) of applicants (a short-list) who are best suited to fill the
position successfully and from whose ranks the most suitable candidate(s) is/are to
be selected. It is about identifying a manageable pool of best suited candidates for


a specific position, in the interest of the State, taking into account Affirmative
Action and Employment Equity objectives.
May short-listing be used to reduce a vast number of applications to a manageable
size. As stated, the primary objective of the short-listing process is to reduce the
number of qualifying applicants to a manageable size for purposes of selecting the
most suitable candidate. A further objective with short-listing is to rank candidates,
and to determine a cut-off point below which candidates will not be interviewed.
The criteria utilized for short-listing purposes should therefore be in sufficient
detail to allow for this and should be applied consistently.
Application Form
Application form is also known as application blank. The technique of application
blank is traditional and widely accepted for securing information from the
prospective candidates. It can also be used as a device to screen the candidate at
the preliminary level. Many companies formulate their own style of application
forms depending upon the requirement of information based on the size of the
company, nature of business activities, type and level of job etc. they also
formulate different application forms for different jobs, at different levels, so as to
solicit the required information for each job. But few companies in our companies
in our country do not have prescribed application forms.
Psychological Testing
Test is defined as a systematic procedure for sampling human behavior
Tests are used in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of
paramount importance for each of these purposes.


Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test
Such tests are widely used to measure the latent ability of a candidate to
learn new jobs or skills. They will enable us to know whether a candidate if
selected, would be suitable for a job, which may be clerical or mechanical.
These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or
she has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a
particular type of mechanical wok. This could help in knowing a persons
capability for spatial visualization, perceptual speed manual dexterity, visual
motor coordination or integration, visual insights etc.
c) Psychometric tests these tests measures a persons ability to do a specific
job

B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they
determine the admission feasibility of a candidate and measure what he/she
is capable of doing.
a) Tests for measuring job knowledge this type of test may be oral or written.
These tests are administered to determine proficiency in shorthand and in
operating calculators adding machines dictating and transcribing machines
and simple mechanical equipment.


b) Work sample tests demand the administration of the actual job as a test. A
typing test provides the material to be typed and notes the time taken and
mistakes committed.

C. Personality tests
These tests aim at measuring those basic make up or characteristics of an
individual which are non-intellectual in their nature. In other words they
probe deeply to discover clues to an individuals value system, his
emotional reactions and maturity and motivation interest his ability to adjust
himself to the illness of the everyday life and his capacity for interpersonal
relations and self image.

a) Objective tests it measures neurotic tendencies self-sufficiency
dominance submission and self-confidence. These are scored objectively.
They are paper and pencil tests or personality inventors.
b) Projective tests it is a test in which a candidate is asked to project his own
interpretation into certain standard stimulus situation. The way in which
he/she responds to these stimuli depends on his own values, motives and
personality.
c) Situation tests these tests measures an applicants reaction when he is
placed in a peculiar situation his ability to undergo stress and his
demonstration of ingenuinity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group and
its members are asked to reach some conclusion without the help of a leader.
d) Interest tests these tests aim at finding out the types of work in which a
candidate is interested. They are inventories of the likes and dislikes of the


people of some occupation hobbies and recreational activities. They are
useful in vocational guidance and are assessed in the form of answers to a
well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most organizations.
Their purpose is to give the selector a chance to assess the candidate and to
demonstrate their abilities and personality. Its also an opportunity for an
employer to assess them and to make sure the organization and position are right
for the candidate. An interview is an attempt to secure maximum amount of
information from candidate concerning his suitability for the job under
consideration.
The recruitment process for most organizations follows a common theme:
Applications/CVs are received, either online or by post; and candidates are short-
listed and invited for interview. The interview format can vary considerably and
may include an assessment centre and/or tests. The number of interviews also
varies. Some companies are satisfied after one interview, whereas others will want
to recall a further shortlist of candidates for more. If successful at the final
interview stage, an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various standard
formats.
Chronological Interviews -These work chronologically through the candidates
life to date and are usually based on the CV or a completed application form.
Competency-Based Interviews -These are structured to reflect the competencies
that an employer is seeking for a particular job (often detailed in the recruitment


information). This is the most common type of interview for graduate positions
today.
Technical Interviews - If a candidate has applied for a job or course that requires
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage
in the selection process, that the candidate will be asked technical questions or
have a separate technical interview to test his/her knowledge. Questions may focus
on the final year project and his/her choice of approach to it or on
real/hypothetical technical problems. It seen that the candidate proves
himself/herself but also they admit to what they dont know.
Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one
candidate alone.
2. Informal interview: in this type there are discussions between the candidate
and two or more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging overall
aspects of the job are asked. They focus directly on elements of person
specification.
4. Direct planned interview: this interview is straight forward, face to face,
question and answer situation intended to measure the candidates
knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer
refrains from asking direct and specific questions but creates an atmosphere
in which the interviewee feels free to talk and go into any subject he
considers important. The object of the interview is to determine what
individual himself considers of immediate concern, what he thinks about
these problems, and how he conceives of his job and his organization.


6. Patterned interview: in this interview a series of questions which
illuminates validated against the record of employees who have succeeded
or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates
stress to see how an applicant operates in stress situation. To induce stress,
the interviewer responds to the applicants answers with anger, silence and
criticism. This interview aims attesting the candidates job behavior and
level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be
examined extensively in core areas of knowledge and skills of the job.
Background Checks and Enquiries
Offers of appointment are subject to references and security checks. The
references given in the candidates application will be taken up and a security
check will be conducted. Security checks can take a while if the candidate has
lived abroad for any period of time.
Final Selection Decision
Those individuals who perform successfully on the employment tests and the
interviews, and are not eliminated by development of negative information on
either the background investigation or physical examination are now considered to
be eligible to receive an offer of employment. Who makes that employment offer?
For administrative purposes the personnel department should make the offer. But
their role should be only administrative. The actual hiring decision should be
made by the manager in the department that had the position open.



CHAPTER-3
RECRUITMENT AND SELECTION IN OM CAREERS
RECRUITMENT:
We will provide adds in the newspaper regarding the details of paper as per
requirement of company then we receive the bio datas of the applicants. Then sort
the deserving candidates from all the applicants. At the end, we will call them for
personal interview for selection.
SELECTION:
The selection process starts immediately, after recruitment. Selection
procedure consists of series of methods or steps or stapes by which additional
information is secured about an applicant. If includes reception of applicants,
scrutiny of applications, preliminary interview application blank employment
tests, interviews, checking references, approval of supervisor, physical
examination selection, placement and orientation and last is induction.
TRAINING:
Training is provided to improve performance of employees on specific job.
Practical training for 3 months is provided like on the job training, off the job-
training, apprenticeship training, vestibule training are provided.
DEVELOPMENT:
After providing the training for improving the performance next step is the
development of an employee. As per their performance of their progress they got
promotion.



ORGANISATIONAL CHART
Chart 3:

Headquarters
Strategy Department
Finance Department
IT Department
Administration
Marketing Department
Public Relations Department
Legal Department
Personnel Department
Sales Department
Research Department
Logistics Department
Production
Security Department


OM CAREER PHILOSOPHY
Om Career believe that leadership is not merely a matter of size. With
leadership, comes the responsibility to drive growth in all its possible dimensions.
Leadership demands transformation. And to that extent, leadership shapes the very
quality of growth.
At Om Career, it is this ceaseless quest for holistic growth that has shaped
its operations in the present as well as influenced their investments in the future
in world-class technologies for enhancing customer experience, besides enabling
to fulfill social responsibilities.
At Om Career, technology up-gradation has meant more than just better
business sense. Om Career have moved beyond enhanced productivity, wider
product range and better value, to investing in and nurturing a future ready
organization that is driven by its two core growth engines Customers and
Environment.
Om Career firmly believe that much more than the technology, its how
well equipped we are to harness it that determines the road to transformation. And
therefore, Om Career investments are focused on continuous and consistent up-
gradation of processes, people and nature. Be it converting wastelands into
productive plantations to produce world-class pulp, or scouting for and mentoring
professionals who can drive the technology movement at Om Career.
VISION
To be a dynamic benchmark and leader in the Indian Steel industry




MISSION
To achieve growth and leadership through the Om brand equity, customer
obsession, technological innovation and cost leadership, with a clear focus on
environment, while continuously enhancing shareholder value.
QUALITY POLICY
To provide customer delight both internal and external through our
products and services at lowest cost by continuous improvement in processes,
productivity, quality and management systems.
LEADERSHIP IN BRANDS
The secret of success of the Om Career is attributed to its policy for
sustained efforts for quality, new product development and continuous offering of
value added products to customers.
Om Career has been consistently consolidating its leadership position in the
Indian Paper Industry by continuously focusing on quality upgradation and
productivity increase. Beyond this, Om Career has been investing continuously
in Branding of its products, resulting in almost half of its revenues coming from
branded products. Not only has the Company retained its dominant leadership in
the branded fiber market but has been introducing premium new brands.
OM CAREER & SOCIETY
Om Career has always been a front runner in taking initiatives for
improving the quality of life of the community, especially in the vicinity of its
manufacturing plants. Some of the initiatives taken in the last few years towards
Community Development and enhancing Community Relations include:



HEALTH
Om Career has its own dispensary, which, in addition to the employees, also
attend to residents of the communities in the vicinity.
Health awareness programme, doctors and renowned experts are invited to
organize camps for awareness and also for cardiology, gynecology, dental, eye
and family planning programmes in collaboration with Government hospitals,
local clubs etc.

ENVIRONMENT
Om Career ensures that not only are its effluents well within the notified
parameters but it also takes proactive measures to continuously improve
them further.
The Company has signed a voluntary Charter on Corporate Responsibility
for Environment Protection (CREP) with Ministry of Environment &
Forests and is investing in the required facilities for environment protection.
Projects for conservation of energy and water are regularly taken up at both
Mills.
Treated effluent water is being used for irrigation purpose.

THE SPIRIT OF PEOPLE
Om Career today continues to be the Industrys Change Agent and
benchmark, thanks to the indomitable spirit of its people. Leadership, at all levels
in the organization has enabled Om Career to scale new heights in various facets
of the Business. Be it brands, quality of products and services, technology and


innovative strategies, people management practices, Om Career stands out as an
undisputed leader.
The common perception that with increasing mechanization and
automation, the value of the human touch reduces could not be farther from the
truth. In todays world, human decisions have a far greater impact over a larger
interlinked process, making it even more critical to deploy the right talent at the
right place to manage the operations. To address this challenge, Om Career have
invested substantially in continuous improvement of processes and human skills.
This effort involves identifying the grooming individuals, who can drive the
technology movement at Om Career, through time-tested practices such as
Quality Circles a dynamic shop floor level participative management system. On
the process front, the Company has adopted an ERP (Enterprise Resource
Planning) system to ensure seamless flow of information and enhance managerial
efficiency. This also aids Om Career personnel in ultimately enhancing Customer
Satisfaction.
Clearly, Om Career has gone well beyond just strategic investments in
technology, by implementing a series of dynamic HR practices so that Team
Om career is more empowered than its peers in making the most of technology.








THE POLICIES RELATED TO RECRUITMENT AND
SELECTION PROCESS FOLLOWED AT OM CAREER.

Recruitment and selection at Om Career.
At Om Career the recruitment and selection policy has been named Talent
Engagement Policy and the company will recruit the required human resources
through policy.
Talent Engagement Policy:
The company is having a talent engagement policy which describes the approving
authority for recruitment, selection methods followed by the company. Talent
engagement form attached as Annexure-1.
For all recruitment engagement of talents in the organization, the process shall be
initiated through human potential department (HPD) only. Group HPD is the
process owner and shall be issuing the guidelines on this from time to time.
The recruitment of new associates is based on the vacancies in the approved
organization structure of the company.
For recruitment of any position in the organization, a manpower requisition duly
filled in by the format shown in the annexure-1 has to be sent by the department
head. Based on the request, the HPD will initiate the process.



Position wise approving authority as per the policy:
Type of positions Approving authorities for
recruitment
All replacement positions HOD/ Business Head
All new positions with approved
organization structure
Director and COO
All new positions outside the approved
organization structure
VC and MD

Objectives of the Om Career Recruitment and selection policy:
To create sound procedure to appoint employees within the stipulations of
the approved policy.
To recruit, select and place competent and suitably skilled people who will
contribute to the achievement of the Om Career strategic and operational
requirements.
To attract talented and motivated people who will achieve and contribute to
the Om Career continued business success while enjoying long term carrier
success.
To recruit and select employees, but also to ensure the full utilization and
continued development of human resources.
To ensure that all recruitment activities are handled according to best
practice and professional guidelines.
To create positive image of the company.



Levels, Grades and designations at Om Career:
The company is divided its human resources into:
Management ( top management, senior management, middle management
and jr. Management)
Commercial / technical cadre.
The top management has been graded as NG 8 and the jr. Management has been
graded as NG 1. The commercial and technical staffs have been graded as E 6 to E
1.
The company is having regional and branch offices all over India. Recruitment of
its resources will be done through centralized system .i.e. all the recruitments will
be done in its Head Office only i.e. Ludhiana.

Methods followed by the company for recruiting its human
resources:
1. Internal Job Posting
2. Employee referral program
3. Recruitment agency
4. Advertising
5. Relatives of associates
6. Re-joining of ex-employees

1) Internal job posting:

Whenever there is a job opening in the organization, it would be posted
internally for the associates to apply.


The applications will be short-listed based on the competency required for
the position. The process of inviting and screening resumes of external
candidates would also be carried out parallel to it.
The internal candidates would be screened first for the particular opening,
in case no internal candidate is found suitable for the particular position, the
screened resumes of the external candidates would be used for the
recruitment process.
There is no predefined time limit for which the internal vacancy would be
posted; the duration for which the vacancy would be posted would depend
on the nature and criticality of the job.
This policy is applicable to all the full time associates of the company who
have completed one year of service in the organization.
2) Employee Referral Program:
This policy is applicable to all full time associates (except the recruitment related
associates of HPD/ P&A department and concerned Head of the Department) of
the company at all locations.
The aim of the program is to make the recruiting process more effective and to
create a talent pool of high potential people in the organization and to identify and
engage performing people known to the company associates for their contribution
in the industry.
Employee referral program process:
All the job opportunities with the required job and skill profile will be
posted on the notice boards.


The associates have to forward the CVs of the referral to the recruitment
in-charge in the HPD department of his perusal.
Even if there are no opportunities available, associates can send in
referrals, which will be kept in the recruitment database.
The candidate will be contacted directly if considered appropriate for the
position. HPD/P&A will however not be able to provide the associate a
status update, and will also not be able to share information of the
interview details with the refereeing associate.

Reward to employees for referring candidates:
If the referral candidate is selected (except in case of trainees), the concerned
associate referring the candidate will be eligible for a reward money equivalent to
5% of the CTC.(excluding PF, Superannuation &performance pay) of the referral
candidate. The amount will be discussed as mentioned below:
30% of the reward money will be paid soon after the candidate joins the
organization. In case the candidate leaves the organization before 6 months
of his joining, the same will be removed from the referring associate.
Balance 70% of the amount will be given after the 1
st
performance review
of the candidate is over and on candidate getting at least GOOD or
equivalent rating in the review.

3) Recruitment agency:
The company is having written agreements with some of the agencies for
manpower recruitment.


Details of the position required, will be intimated to the agency through
email/phone by the HPD.
Based on the required, the agency will send the suitable profiles to HPD.
The agency must guarantee the candidate for at least 3 months, if within 3
months the candidate resigns the agency must provide alternate source with
free of cost.

4) Advertising :
Vacancy advertisement will be given in the reputed national news papers, based
on the type of the vacancy. Generally this method will be used only to recruit the
senior management cadre.

5) Relatives of associates:
Relatives of associates can work in the organization, the associate needs to declare
in case of referring a relative for a particular job position.

6) Re-joining of ex-employees:
In general the organization does not encourage joining of ex-employees who have
voluntarily left the organization left the organizations to join back. However, in
case an associate possesses exceptional skills and if the organization feels that by
joining, the associate would be adding tremendous value to the organization, the
organization may consider the associate for the required position upon approval of
the VC & MD.



Selection Process at Om Career.
Step 1:
The preliminary short-listing of candidates will be made by HPD/ P& A
along with concerned departmental head based on:
Minimum qualification required
Experience except (for fresher)
Step 2:
Once the short-list is completed it will be return to HPD. HPD will intimate
all the short-list candidate by phone or email advising them of their
interview date, venue, time etc.
Step 3:
The company is having a full-fledged Talent Engagement Form which
should be filled by all the candidates at the time of interview. This form
contains all the details of the candidate i.e. his/ her family background,
qualification, experience details, references, salary particulars etc.
The short-listed candidates will go through a selection process consists of
all/ one combination of the following based on the need.
Written-test
GD (in case of campus selection)
Interview
Interview panel will consist of:
Functional experts from within/outside the organization
Department/ division head
Representative from HPD/ P & A


Step 4:
After 1
st
round interview, the interview panel short lists the candidates (if the
no. Of candidates attended are high compare to the available positions) for
the final round interview.
Step 5:
HPD will conduct the referral verification of the selected candidate by
consulting the references given by the candidate at the time of the interview.
If any complaints received against the candidate during referral verification,
that candidate will be deleted from teh selected list. If the candidate found
good in referral verification also, offer will be sent to the candidate.

Offer Letters will be sent to the selected candidates by HPD. After
getting the letter the candidate has to confirm his joining and accordingly
confirmation must be sent to the HPD.

Step 6 (on the day of joining)
On the day of joining the candidates will be sent for Medical checkup, based
on the cadre they have selected.
The candidate must submit the following documents to HPD. HPD will
verify these documents and will be filed in the individual fie of the
candidate.
Acceptance of the offer of the appointment duly signed.
Original education certificate along with one photocopy set for file copy(
the original certificates will be return immediately to the associates after
verification)


Relieving letter, in original from past employer- if applicable
Last pay-slip, in original from previous employer, if applicable.
Copies of service certificates of previous employers, if applicable.
4 passport size photographs.

All associates are required to open a saving bank account with company
nominated bank. Their salary and other re-imbursement would be credited
directly to their bank accounts.

Step 7:
Orientation:
To understand whos who in the organization, functions of various departments
and the work culture and induction programme will be arrange to the new
recruitee. The induction programme of the new employee will be circulated to all
the concerned departments. The main purpose of this program is to get:

Knowledge about the organization ( history and present, vision and
values)
Knowledge about his/her job( roles and responsibility)
Knowledge about relevant people
Knowledge about policies, systems and practices of the organization.





Step 8:
Commencement of service:
Service of an associate will start from the day he/she reports to the duty in terms
of appointment letter.
Associate who are joined below General Manager level has to be under
probationary for 6 months from the date of joining. After successful completion of
the probationary period based on the recommendation of the concerned HOD,
associates will be taken in permanent roles.
Fitment of Trainees:
The company recruits various categories of trainees from different educational
backgrounds for pre- defined training period. The company shall have no
obligation to regularize the trainee in the regular roles of the company after
completion of the training period. The performance/ progress of the trainee will be
evaluated every 3 months during his/ her training.
Other HR policies of the company:
The company is having other HR policies which are formulated for the benefit its
associates as well as the company.
Work life policy: This policy explains the associates working days, time,
attendance, dress code, personnel data, and facilities to the employees at work
place.
Working days: All days except 2nd and 4
th
Saturday, weekly holiday



Benefits:
Employees PF and pension schemes
Group insurance scheme in lien of EDLT
Gratuity (for employees who completed 5 years of continuous service)
Superannuation scheme for management cadres(NG1-NG8)
Long service awards on founders day (28 nov.)
Housing loan facilities(at 5.5% interest, E0-E3(2 lakh), E4-E6(2.75 lakh))
Two wheeler loan(for E0-E6- Rs 35000/-) 3 times in his/her service.
Furniture loan (E0-E6) Rs. 40000/-
Group saving linked insurance scheme(E0-E6)
Akshara school Kakinada plant
NEWS club at Kakinada plant
Festival advance for commercial/technical staff (E0-E6)
Baggage insurance (NG1-NG8)
Fidelity guarantee insurance
Health and wellbeing policy:
Medical checkup every year
Annual health checkup for family member at Kakinada plant
Occupational health center at Kakinada plant
Hospitalization scheme for associates of grades E0-E6
Extent of reimbursement self 100%,spouse 80%, dependent 7500/-p.a.
Medicare scheme for management cadres(NG1-NG8)
ESI(Employee state insurance)
Family planning incentives(Rs.1500/-)
Group personal accident policy(for unfortunate event)


Leaves policy:
Compulsory paid holidays-9 Days
Types of leaves Days
Casual leaves 7 days
Sick leaves 11 days
Annual leaves 21 days
Birthday leaves days
Maternity leaves 12 weeks(only for 2 children)
Paternity leaves 3 days(only for 2 children)
Family planning leaves 6 Days
Sick leave bank to avoid loss of pay
Travel policy:
This explains the procedure and guidelines to the employees while travelling on
business purpose.
General travel rules and procedures stated.
Travel program plan (visiting plan, date, time) should be clear.
Instruction have to be sent to the administration department for
approval
Copy of approval travel plan has to be sent to the finance department
Accommodation by administration department


Travel claim: All bills enclosed with travel plan, all expense mentioned in that
enclosures, and send to respective department for further process.
Travel rules for sales field staff:
Regular tour for sales- all expenses incurred will be recovered.
Marketing operation divided into two slabs-slab1 and slab2 according to
state wise
Transfer and deputation:
All transfer of associates in the organization.
Transfer Intradepartmental transfer
Interdepartmental transfer
From one location to other
Between group of companies

Process:
Transfer request by associates
To fill Transfer form
Relocation expenses
Deputation: Transfer from one department to another department.
Learning and development:
Associate potential development: Building individual competition i.e.
knowledge, skill, behavior/ability.
APD is a 4 step process; it gives step by step directions




NEED GENERATION

Competency gap analysis
Business requirements


DESIGN

Need analysis & APD plan
Faculty and program
identification
Content development
DELIVERY

Internal program
External
program/seminars/long term
courses
E-learning

EVALUTION

Post program
Pre and Post program
On the job
Return on investment



Separation
Resignation is a voluntary separation initiated by associate if he/she is desirous
leaving the service of the organization. All associates are required to give a notice
in writing if they wish to discontinue their employment relationship with the
organization. Process, notice period cadre wise, retirement, termination, death
benevolent assistance, final settlement.
Retirement 58 years
Post facilities after retirement are- hospitalization scheme, pension etc
Death benevolent assistance funeral expense i.e. Rs. 3500/-
Discrimination and harassment policy: Through grievance resolution committee


Technology used: Applicability to information Technology infrastructure
available at work location.
Ease of work
Optimization of performance
Ease of maintenance























CHAPTER-4
OBJECTIVES OF THE STUDY



OBJECTIVES OF THE STUDY

To get right person at right place and in right time, the organization should have
the specific and clear policies and recruitment and selection methods which are
essential for the growth of the organization.
To analyze the actual recruitment process in Om Career.
To find whether the existing processes of recruitment and selection are
taking place scientifically or not.
To review the importance and needs of recruitment and selection process.
State, explain and evaluate various methods of recruitment.














CHAPTER-5
RESEARCH METHODOLOGY



CHAPTER-5
RESEARCH METHODOLOGY

INTRODUCTION
The research was done in order to understand the Recruitment and Selection
Process followed at Om Career and the perception of the employees from all the
cadres regarding it. To know how an organization performs in terms of
productivity and this should be directly proportional to quality and quantity of its
human resource. In order to get the right kind of people in right place in the right
time the organization should have the specific and clear personnel, policies and
recruitment methods which are essential for the growth of the organization. Hence
it was necessary to conduct a research on the process.
Sample Size:
The sample undertaken to conduct research study consist of fifty people which
will approximately one tenth of the total strength working in the organization. The
sample covered the employees from all the cadres, encompassing the senior most
officers to the workers. The sample will be collected from all the departments of
the organization.
Tools and Methods of Data Collection:
The primary method of data collection will be the questionnaire method which
was circulated to the sample undertaken and the information will be collected with
its help. Also a general discussion with the employees helped to gain information
regarding the study. The secondary source used to collect data from the
companys policy manual which contains the policy related to the topic.


Research Design
A research design is a type of blueprint prepared on various types of blueprints
available for the collection, measurement and analysis of data. A research design
calls for developing the most efficient plan of gathering the needed information.
A research design will be the specification of methods and procedures for
acquiring the information needed. It will be the overall pattern or framework of
the project that stipulates what information will be collected from which source
and by what procedures.
Sampling Design
Sampling
An integral component of a research design will be the sampling plan.
Specifically, it addresses three questions
Whom to survey (The Sample Unit)
How many to Survey (The Sample Size)
How to select them (The Sampling Procedure)
Sample Size
A Sample size of 50 employees will be considered from Om Career.
Sampling Technique
Non-probability convenience sampling technique will be used to select the
respondents.
Scope of study:
It will be a systematic procedure of collecting information in order to analyze and
verify a phenomenon.


The collection of information will be done through two major sources:
1. Primary Data.
2. Secondary Data.
Primary Data:
It will be the information collected directly without any reference. In this study,
it will be gathered through interviews with various employees, human resource
officers and other concerned people. Some of the information will verify and
supplemented through personal observation.
Secondary Data:
The Secondary data will collected from already published sources such as
pamphlets, annual reports, various journals and internal records. The data
collection includes:
Collection of required data from annual report of Om Career
Reference from textbooks and journals relating to the paper industry in
India.
Annual reports of the company.
Research Methodology Adopted
Research Design: Descriptive research
Research Instrument: Questionnaire
Sampling Plan
i) Sample Method : Non-Probability Sampling
(Convenience Sampling Technique)
ii) Sample Size: 51
iii) Sample Unit: Employees of Om Career.


Data Analysis Tools
The study used the following tools for data analysis:
Making Bar Diagrams
Percentages
Tables
Ranking Method
SCOPE OF THE STUDY
1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was
difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the organizations.












CHAPTER-6
DATA ANALYSIS
AND
INTERPRETATION











DATA ANALYSIS AND INTERPRETATION
1) The recruitment and selection process of company meets the current legal
requirements.









Interpretation:
Near about 19% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal
requirements, and 59% are agree only so, total 78% of the respondent are in favor
that the process of recruitment & selection meets the current legal requirement.

19%
59%
14%
4%
4%

Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

10

19
Agree

30

59
no opinion

7

14
disagree

2

4
strongly disagree

2

4
Total 51 100


2) Recruitment & Selection Policy of company is clearly stated.











Interpretation:
The question was raised to know that employees are aware about the companys
recruitment & selection policy or not. Near about 59% are agreed that the
recruitment & selection policy is clearly stated and only 4% are disagree.

25%
59%
10%
4% 2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

13

25
Agree

30

59
no opinion

5

10
disagree

2

4
strongly disagree

1

2
Total 51 100


3) Internal source is better for company






Interpretation:
As per the respondent response near about 37% are agree with the statement that
internal source is better for company, 22% having no response and 4% are
disagree with the statement.

35%
37%
22%
4% 2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
35%
37%
22%
4% 2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

18

35
Agree

19

37
no opinion

11

22
disagree

2

4
strongly disagree

1

2
Total 51 100


4) External source is better for company.










Interpretation:
Near about 40% are disagree with the statement that external source is better for
companys recruitment process and about 30% are in favor of this statement.


4%
30%
8% 40%
18%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

2

4
Agree

15

30
no opinion

4

8
disagree

20

40
strongly disagree

9

18
Total 51 100


5) I feel scarcity of manpower at my working place.










Interpretation:
Near about 43% are disagree with this statement, means they are not feeling
scarcity of manpower and Only 10% are agree with this statement.



10%
10%
25%
43%
12%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

5

10
Agree

5

10
no opinion

13

25
disagree

22

43
strongly disagree

6

12
Total 51 100


6) I feel that the right job is being performed by the deserved person at my
working environment.












Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its
business target. The question was raised to know the opinion that right job is
performed by right person. So 43 % are agree and near about 14% are disagree.
17%
43%
18%
14%
8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

9

17
Agree

22

43
no opinion

9

18
Disagree

7

14
strongly disagree

4

8
Total 51 100


7) The employees competency matches with the job specification.











Interpretation:
Nearly 39% are agree with this statement and 10% are disagree but surprisingly
41% gave no opinion this means they are not aware about other competencies.


2%
39%
41%
10%
8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

1

2
Agree

20

39
no opinion

21

41
disagree

5

10
strongly disagree

4

8
Total 51 100


8) To what extent you are satisfied with the external source (job portals) for
recruitment process.



Interpretation:
Some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through Reference or other
internal source and about 49% have no opinion the external sources like job
portals, consultancies.
7%
9%
49%
33%
2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of Respondents percentage
Strongly Agree

3

7
Agree

4

9
no opinion

22

49
Disagree

15

33
strongly disagree

1

2
Total 51 100


9) To what extent you are satisfied with the employees reference for
recruitment process.









Interpretation:
40% of respondent are in favor of the statement that they are satisfied with the
employees referral, this helps in getting known candidates as company knows the
skill and behavior of the recruitee. But near about 22% are disagree with the
statement so, recruitment process need good external sources for recruitment
process.
20%
40%
4%
22%
14%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response

No. of
Respondents Percentage
Strongly Agree

10

20
Agree

20

40
no opinion

2

4
disagree

11

22
strongly disagree

7

14
Total 51 100


10) To what extent the selection procedure followed for your recruitment is
suitable to your job.










Interpretation:
Near about 28% of the candidates are strongly satisfied with the selection
procedure and 8% strongly disagree. This shows right person in right job.

28%
40%
4%
20%
8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response pattern

No. of
Respondents percentage
Strongly Agree

14

28
Agree

20

40
no opinion

2

4
disagree

10

20
strongly disagree

4

8
Total 51 100







CHAPTER-7
FINDINGS



FINDINGS
It is founded that:
Near about 19% of the respondents are strongly agree with the statement
that recruitment and selection process of company meets the current legal
requirements, and 59% are agree only so, total 78% of the respondent are in
favor that the process of recruitment & selection meets the current legal
requirement.
The question was raised to know that employees are aware about the
companys recruitment & selection policy or not. Near about 59% are
agreed that the recruitment & selection policy is clearly stated and only 4%
are disagree.
As per the respondent response near about 37% are agree with the statement
that internal source is better for company, 22% having no response and 4%
are disagree with the statement.
Near about 40% are disagree with the statement that external source is
better for companys recruitment process and about 30% are in favor of this
statement.
Near about 43% are disagree with this statement, means they are not feeling
scarcity of manpower and Only 10% are agree with this statement.
It is very important for any organization to recruit skilled manpower, to
achieve its business target. The question was raised to know the opinion that
right job is performed by right person. So 43 % are agree and near about
14% are disagree.


Nearly 39% are agree with this statement and 10% are disagree but
surprisingly 41% gave no opinion this means they are not aware about other
competencies,
Some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through Reference or
other internal source and about 49% have no opinion the external sources
like job portals, consultancies.
40% of respondent are in favor of the statement that they are satisfied with
the employees referral, this helps in getting known candidates as company
knows the skill and behavior of the recruitee. But near about 22% are
disagree with the statement so, recruitment process need good external
sources for recruitment process.
Near about 28% of the candidates are strongly satisfied with the selection
procedure and 8% strongly disagree. This shows right person in right job.







CHAPTER-8
LIMITATIONS





LIMITATIONS
The following are the limitations faced during the course of the study:
Chance of biased responses especially on the part of workers could not be
eliminated though necessary steps were taken for the same.
Less duration of study
The questionnaire contained mostly multiple-choice questions ; therefore
many respondents may not have given a proper thought before answering
the questions.
Sample size was quite small to come to exact conclusion.
The research sample was limited to one tenth of the total employees hence
the information gathered could be limited.
The conclusions are derived from the response of the employees which are
expected to be unbiased.









CHAPTER-9
SUGGESTIONS




CHAPTER-9
SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with
some of the recruitment manager, company associates and based on the responses
received from the associates the following suggests are made to the company for
further improvement of the policy.
1. The organization should not majorly Clear job description is given to the
candidates at the time of interview itself, to avoid disappointment after
joining.
2. The candidate should be informed in time whether they have been selected
or not. There should not be any delay in informing the candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve the
recruitment process.
5. The employees should be called for the interview only after checking their
educational qualifications and job experience in a proper way so as to save
the time and cost involved in the recruitment process.
6. Depend on the application bank as the major source for the details of the
candidate for recruitment purpose. It should also consider other sources
which could provide them better options.


7. Follow up to be done to the newly engaged employees to ensure that they
have settled in and to check on how well they are doing. If they have any
problems it is better to identify them at an early stage rather than allowing
them to fester.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good
candidates.








CHAPTER-10
CONCLUSION



CONCLUSION
Workforce planning is vital if a business is to meet its future demands for staff. It
allows a business time to train existing staff to take on new responsibilities and to
recruit new staff to fill vacancies or to meet skill shortages.
Om Career is a company with many job opportunities, including management,
graduate, school leaver and apprentice posts. Om Career needs to have people
with the right skills and behaviours to support its growth and development.
Om Career has clear organisational structures, detailed job descriptions and person
specifications. It provides user-friendly ways of applying for jobs and a consistent
approach to recruitment and selection. This means it can manage its changing
demand for staff.










BIBLIOGRAPHY




BIBLIOGRAPHY

H. John Bernardin Human Resource Management, Fourth Edition, Mc
Graw Hill,2000.
Angelo S Denisi , Human Resource Management ,Second Edition,
Biztantra, 2005.
GaryDessler, Human Resource Management Tenth Edition, Pearson
Education, 2007,pg. no.423-530.
C.R. Kothari, Research Methodology Methods and Techniques, Second
Edition, New Age International Publishers, 2004.
Information from Company Policy Manual
Recruitment and Selection by Duncan Brodie- EzineArticles.com Expert
Author.


Websites:
www.google.com
www.scribd.com
www.agi-glaspac.com
www.management.org
http://www.ssa.vic.gov.au














QUESTIONNAIRE



QUESTIONNAIRES

I am student of GGNIVS, Ludhiana, and I am doing project on RECRUITMENT
AND SELECTION in the field of Human Resource Department. I would be
grateful if you could spare few minutes and answer the questions below. The
answer will be kept confidential and used for academic purpose only.
[Kindly tick ( ) the options you think are right ]

1) The recruitment and selection process of company meets the current legal
requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

2) Recruitment & Selection Policy of company is clearly stated.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

3) Internal source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

4) External source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

5) I feel scarcity of manpower at my working place.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree



6) I feel that the right job is being performed by the deserved person at my
working environment.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

7) The employees competency matches with the job specification.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

8) To what extent you are satisfied with the external source (job portals) for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%

9) To what extent you are satisfied with the employees reference for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%

10) To what extent the selection procedure followed for your recruitment is
suitable to your job.
a) 0% b) 25% c) 50% d) 75% e) 100%




PROJECT REPORT
ON
RECRUITMENT AND SELECTION
AT
OM CAREER

Submitted for the fulfillment for award of degree of
BACHELOR OF BUSINESS ADMINISTRATION
Affiliated to
Punjab Technical University, Jalandhar

Submitted to: Submitted by:
Mrs. Shallu Gupta Ritesh Arora
H.O.D. BBA (6
th
Sem)
Roll No.11204580028

PTU Learning Centre-458
Gujaranwala Guru Nanak Institute of Vocational Studies,
Civil Lines, Ludhiana
Session: 2012-2014


ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is not
different behind this successful undertaking is the blessing and guidance of many.
This formal piece of acknowledgement may not be sufficient to express my
feeling of gratitude and deep respect that have been experienced during my
learning process at Recruitment and Selection. This endeavour would not have
been successful without the help and encouragement of lot of people with whom I
had good fortunate of interacting during course of journey.

My special thanks go to S. Manjit Singh Chhabra (Co-ordinator) of
G.G.N.I.V.S.

I am indebted to Mrs. Shallu Gupta for the knowledge and experience that I have
gained during course of training. Without her immaculate and intellectual
guidance, sustained efforts and friendly approach it would have been difficult to
achieve the result in short span of period. Not leaving behind the contribution of
all the staff members for sharing with us the wealth of their experience and
knowledge.



Ritesh Arora





PREFACE

BBA is a stepping stone to management career. In order to achieve practical,
positive and concrete results, the classroom learning needs to be effectively fed to
realities of situation existing outside classroom. This is practical time for
management.
To develop healthy managerial and administrative skills in the potential managers
it is necessary that theoretical knowledge must be supplemented with exposure of
real environment. Actually it is very vital for the management and it is practical
training that the measuring of management it itself realized.
I took guidance under Mrs. Shallu Gupta and was too fortunate to get a good
exposure in this project report an attempt has been to cover aspects.



Ritesh Arora











STUDENT DECLARATION

I hereby declare that the Project entitled Recruitment and Selection at Om
Career submitted for the practical fulfillment of degree of Bachelor of Business
Administration of GGNIVS Civil Lines, Ludhiana affiliated to Punjab Technical
University Jalandhar is original work and not submitted for award of any other
degree, fellowship or other similar titled or Prize.


RITESH ARORA
















CERTIFICATE OF ORIGINALITY

This is to certify that Mr. Ritesh Arora, BBA student of GGNIVS- Gujranwala
Guru Nanak Institute of Vocational Studies, Civil Lines Ludhiana successfully
undertaken her final project and has successfully completed her final project titled
Recruitment and Selection at Om Career under my supervision. This report is
compilation and analysis of information by the student on the subject and useful
inferences have been drawn with regard to objective of the study. It further
certified that this project has not been submitted to any other university for any
other purpose.

____________________ ___________________
Shallu Gupta Manjit Singh Chhabra
Project Guide Co-ordinator








CONTENTS

Ch. No. Topics Page No.
1. INTRODUCTION TO THE OM CAREERS 1-4
2. INTRODUCTION TO RECRUITMENT AND
SELECTION
5-31
3. RECRUITMENT AND SELECTION IN OM
CAREERS
32-52
4. OBJECTIVES OF THE STUDY 53-54
5. RESEARCH METHODOLOGY 55-59
6. DATA ANALYSIS AND INTERPRETATION 60-70
7. FINDINGS 71-72
8. LIMITATIONS 73-74
9. SUGGESTIONS 75-78
10. CONCLUSIONS 79-80
BIBLIOGRAPHY 81-82
QUESTIONNAIRE 83-85