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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CHAPTER 1

INTRODUCTION

Recruitment

is

an

important

process

for

any

organization. It is

process through which an organization tries to find

out potential employees are available.

with

suitable

skill,

knowledge,

& abilities

In October 2006, Ram Shriram, a founding board member of Google Inc. said that the company faced a challenge of finding candidates with the right skill sets in India, when compared to other parts of the world. He cited the shortage of web development skills, web design technology professionals, and the need for more talented middle-level manager Analysts pointed out that these remarks were a further indication of thee impending talent shortage in the Indian IT sector. NASSCOM had estimated that, by 2010, India could face a shortfall of 500,000 IT professionals. It was believed that this could seriously threaten India's position as a leading provider of IT and ITES services.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

According to NASSCOM, every year over 3 million people (graduates and post graduates) are added to the workforce in India. Of these, only 25 percent of technical graduates and 10-15 percent of other graduates are considered employable by the growing IT and ITES sectors ” ...

Analysts pointed out that these remarks were a further indication of thee impending talent shortage in the Indian IT

sector. NASSCOM had estimated that, by 2010, India could face a shortfall of 500,000 IT professionals. It was believed that this could seriously threaten India's position as a leading provider of IT and ITES services. According to NASSCOM, every year over 3 million pe(graduates and post graduates) are added to the workforce in India. Of these, only 25 percent of technical graduates and 10-15 percent of other graduates are considered employable by the growing IT

and ITES sectors

...

In

absence

the

of

an

effective

recruitment

policy,

organization cannot make

progress.

An

effective recruitment policy

give organization a competitive advantage. Recruitment is one of

the steps

in

the

entire

employment

process. Recruitment

includes

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

finding, developing

the

sources

of

prospective

employees

attracting them

to

apply for

jobs

in an organization.

and

“Recruitment is the process of searching for prospective employees and stimulation or encouraging them to apply for jobs in the organization”

-By Edwin Flippo

“Recruitment is the process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate efficient selection of an efficient workforce.”

-By Dale Yoder

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

PROCESS OF RECRUITMENT

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN PROCESS OF RECRUITMENT 1. Identifying the vacancy : These

1. Identifying the vacancy:

These contain following Post to be filled

Number of persons

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Duties to be perform

Qualifications required

2.

Preparing the job description and person specification

3.

Locating and developing the sources of required number an 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 m

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

UNIT OF STUDY

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN UNIT OF STUDY DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH

DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D. COLLEGE GONDIA

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 2 UNIT OF STUDY Doordarshan <a href=(Hindi : दरदरर्शन ; literally Tele-Vision ) is the public television broadcaster of India and a division of Prasar Bharati , a public service DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D. COLLEGE GONDIA Page | 7 " id="pdf-obj-6-5" src="pdf-obj-6-5.jpg">

CHAPTER 2

UNIT OF STUDY

Doordarshan (Hindi: दरदरर्शन

; literally Tele-Vision) is the public television

of India

and

a division

of

Prasar Bharati, a public service

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

broadcaster nominated by the Government of India. It is one of the largest

broadcasting organizations in the world in terms of the infrastructure of

studios and transmitters. Recently, it has also started Digital Terrestrial

Transmitters. On September 15 2009, Doordarshan celebrated its 50th

anniversary.

The study was executed among the employees of Doordarshan

who are having their operation in Gondia .A brief profile of this company is

given below.

Doordarshan is the public television broadcaster of India and a division of

Prasar Bharati,a public service broadcaster nominated by the Government

of India. It is one of the largest broadcasting organization in the world in

terms of the infrastructure of studios and transmitters. Recently, it has also

started Digital Terrestrial Transmitters. On September 15 2009,

Doordarshan celebrated its 50 th anniversary.

Doordarshan had a modest beginning with the experimental telecast

starting in Delhi on 15 September 1959 with a small transmitter and a

makeshift studio. The regular daily transmission started in 1965 as a part of

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

All India Radio. The television service was extended to Bombay (now

Mumbai) and Amritsar in 1972. Till 1975, seven Indian cities had television

service and Doordarshan remained the only television channel in India.

Television services were separated from radio in 1976.

The major breakthrough in the history of Doordarshan came in the year

1981-82 with the establishment of microwave links between

Madras,Bombay,Delhi,Jalandar and Bangalore. Five more TV centres

Lucknow, Shrinagar, Calcutta. Asansol and Panaji- where connected to

Delhi by microwave in 1982-83. The most important landmark in the history

of Indian Television, however, came with the launching of the multipurpose

communication Satellite INSAT -1 in April,1982,as a sequal to which on 15 th

August,1982,the Independence Day’s speech of the then Prime Minister

was directly transmitted through this Satellite for 21 TV transmitters in the

country. For the first time colour was added to the Television picture which

became a permanent feature e of Indian Television within the next 3

months.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Each office of All India Radio and Doordarshan were placed under the

management of two separate Director Generals in New Delhi. Finally

Doordarshan as a National Broadcaster came into existence.

Doordarshan

Kendras &

Relay Centres of Maharashtra

Bombay

Amravati

Pune

Solapur

Nagpur

Parbhani

Akola

Chandrapur

Nasik

Nanded

Kolhapur

Jalgaon

Ahmednagar

SangliJalna

Malegaon

Aurangabad

Bhusaval

Dhule

Satara

Latur

Gondia

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

OBJECTIVE

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN OBJECTIVE DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CHAPTER 3

OBJECTIVES

To have objective or objectives is

a

part

and

parcel of

a

research project. Objectives work essentially as direction in arriving at

certain concrete solution. The same is the case with this study also.

The following objectives are formulated as guiding principles of the

study.

  • 1. To find the existing recruitment policy of an organization.

  • 2. To measure that any deficiencies in the recruitment policy of an organization.

  • 3. To identify that how successful recruitment policy is in attracting proper talent.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

HYPOTHESIS

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN HYPOTHESIS DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M.

DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D. COLLEGE GONDIA

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CHAPTER 4

HYPOTHESIS

For the sake of emphasis, the cardinal values of a

hypothesis are summarized, formulation of a hypothesis give definite points

to the enquiry acts in establishing direction in which to proceed and helps

to delimit the field of enquiry by singling out the pertinent facts on which to

concentrate and by determining which facts should be set aside, at least for

the time being. The use of a hypothesis thus prevents a blind search and

indiscriminate gathering of data which may later prove irrelevant to the

problem under study. For the purpose of our study the following hypothesis,

are formulated.

1. The recruitment policy of the organization is effective.

  • 2. The recruitment policy of the organization is ineffective.

  • 3. It is successful in attracting suitable employees into organization

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

PROBLEMS

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN PROBLEMS CHAPTER 5 DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH

CHAPTER 5

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

PROBLEMS

To undertake a research it is necessary to have some problems.

The research tries to find a solution to these problems. If there is no

problem then there is no need to conduct a research project. Taking

these into view our study also focused on certain problems and an

earnest effort has been made to find suitable solutions to these

problems. The problems of the study includes-

recruitment

  • 1. Even

best

the

policy

may

suitable

attract

not

 

employees

into

the

organization.

 
  • 2. of

slightest

Even

the

loopholes

in

the

recruitment

policy

problems

create

can

in

the

organization.

ascertain

  • 3. is

difficult

to

It

a

proper

recruitment

policy

for

an

organization.

 
  • 4. The recruitment

practices adopted by organization differs from

one organization to another.

SCOPE

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 6 SCOPE OF THE STUDY Scope of the

CHAPTER 6

SCOPE OF THE STUDY

Scope of the study extends to

Individual organization

Individual department

Individual employee

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Extends to-

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN Extends to- METHEDOLOGY DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH

METHEDOLOGY

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 7 METHEDOLOGY METHODOLOGY OF STUDY The methodology that

CHAPTER 7

METHEDOLOGY

METHODOLOGY OF STUDY

The methodology that was adopted for the study included both primary

sources of data as well as the secondary sources of data. The

methodology of the study can be explained as follows:

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Primary Data

primary

The

data

will

be

collected

by

employees

of

the

of primary data

The methods

company.

collection are given

below;

1

Questionnaire method

2

Interview method

For the purpose of study the Likert scaling technique was used.

The respondents were selected on simple random basis from the

organization.

14 executives were selected as respondents.

The respondents were administered a two part questionnaire. Part A

consisting of information relating to the personal characteristic of the

respondents and Part B consisting of 14 questions relating to

succession planning.

Each question in Part B has responses from the most favorable

response to the most unfavorable response in continuoum.

According to the response of the respondent the point of each

question are summated and the overall score was obtained.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Secondary Data

The sources for secondary data are internet; brochures of the company.

Paper based sources : In paper based sources books on Labour

Laws, journals and magazines, Company manual & booklets were

included.

Electronic sources: In this source, help of internet

and on line database were taken.

FINDING

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 8 FINDINGS Following are findings of the research

CHAPTER 8

FINDINGS

Following are findings of the research

Duration of service since employee is working

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN INTERPRITATION: 90% of employees are working for more than

INTERPRITATION:

90% of employees are working for more than 15yrs and remaining that is 10% are working since 10-15yrs.

Importance to existing employees while determining the

Recruitment policy

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

INTERPRITATION:

40% of respondent are strongly agree that the recruitment policy give more importance to existing employees, 40% of respondent are agree and disagree & partly agree each comprises 20%

Recruitment practices of the organization

INTERPRITATION:

In the organization 50% of respondent says that the recruitment practices of the organization are good. 30% of respondent are saying that the recruitment

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN INTERPRITATION: 40% of respondent are strongly agree that the

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

practices are excellent and 20% of respondent are saying that the recruitment practices of the organization are fair

Methods for recruitment adopted by the organization

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN INTERPRITATION: DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M.

INTERPRITATION:

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

In the organization 50% of respondent says that method adopted by the organization for recruitment is Advertisement and remaining 50% are saying Employment Exchange

Sources of recruitment

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN In the organization 50% of respondent says that method

INTERPRITATION:

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

In the organization 60% of respondent are saying that the source of recruitment is External

Right recruitment option of the organization

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN In the organization 60% of respondent are saying that

INTERPRITATION:

In the organization 80% of respondent are satisfied with organization’s recruitment option.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Attracting competent employees

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D.

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

INTERPRITATION:

In the organization 60% of respondent feels that the existing recruitment system is help in attracting competent employees into the organization.

Change in existing recruitment policy

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN INTERPRITATION: In the organization 60% of respondent feels that

INTERPRITATION:

In the organization 100% respondents suggest that there should not be any change in the existing recruitment policy of the organization.

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Equal opportunity to all section

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN Equal opportunity to all section INTERPRITATION: 100% respondent are

INTERPRITATION:

100% respondent are saying that the recruitment policy give an equal opportunity to all section of society

CONCLUSION

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 9 CONCLUSION On the basis of our findings

CHAPTER 9

CONCLUSION

On the basis of our findings we can conclude the

following

As per the findings, almost all the respondents responded

favorably. When the respondents were asked that how are the

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

recruitment practices of your organization, 50% said its good, 30% said

its excellent and 20% said its fair. Therefore, the first hypothesis that the

recruitment policy of the organization is effective is retained.

Second hypothesis is the recruitment policy of an organization

is ineffective automatically not retained.

It is an established fact that most of the competent employees in

the field of telecommunication of which Doordarshan is a part are working

in private television channels which is getting reflected in their quality of

programmes. As far as Doordarshan is concern, the quality of programmes

and their technical abilities is far below the qualities of private channels. So

even if the employees may be competent in Doordarshan, they may not

be competent enough. Therefore, the third hypothesis i.e. ‘It is successful

in attracting suitable employees into the organization is partly retained

SUGGESSION

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 10 SUGGESTIONS From the above study, following are

CHAPTER 10

SUGGESTIONS

From the above study, following are the suggestions

1. Company has to focus on internal source of recruitment which will

helpful for enhancing moral of an employee.

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2. Company

has

to

provide

up

to

some

extend

an

opportunity to freshers which

will

increase

new creativity in

an

organization.

3. Organization should give importance to existing employees so that

the morale of an employee gets increase.

4. Organization should maintain balance to fill the higher level vacancies

in the organization by giving promotion to suitable employees from

within the organization and by recruiting new employees those who

are competent from external sources.

5. On the basis of observation we observed that the number of female

employees are very less so, the competent female employees should

be recruited in an organization

LIMITATIONS

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN CHAPTER 11 LIMITATIONS 1. Since the study was conducted

CHAPTER 11

LIMITATIONS

1. Since

the

study

was

conducted

in Doordarshan

only

therefore

the

finding

and

conclusion

of

the

study

should

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

not

be

taken

as

universally

true

geographical areas also.

or

applicable

to

other

2. The

study was

conducted only in Doordarshan , therefore

the

findings

of

the

study

should

not

treated as

be

applicable

to

other

types

of

work

organization

,

where

nature of work , working conditions, working environment,

nature of problem is totally different from other.

3. Response given by the respondent depend on his mood so,

whatever response is given may not exact response.

APENDIX ‘A’

QUESTIONAIRE

TOPIC – A CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN

DOORDARSHN

PART A

  • 1. NAME

  • 2. DESIGNATION

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  • 3. DURATION OF SERVICE

    • a) 0-5 Yrs b) 5-10 Yrs c) 10-15 Yrs d)>15Yrs

      • 4. AGE

        • a) 21-25 Yrs b) 26-30 Yrs c) 31-35 Yrs d)>35Yrs

          • 5. SEX

            • a) Male b) Female

              • 6. PAY-SCALE

                • a) <15000Rs b) 15000-20000Rs c) 20000-25000Rs d)>25000Rs

PART B

  • 1. How are the recruitment practices of your organization?

    • a) Excellent b) Good c) Fair d) Poor

      • 2. What is the normal source of recruitment?

        • a) Internal b) External c) Both d) Any other (specify)

          • 3. What normal recruitment practices in your opinion the organization

should follow for filling higher level vacancies?

  • a) Internal b) External c) Both d) Any other (specify)

    • 4. What is the normal method adopted by the organization for

recruitment?

  • a) Advertisement

b) Employment exchange

agencies

d) Employee referral e) Any other

c) Private placement

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  • 5. Do you think that the organization should give more importance to

the existing employee while determining the recruitment policy?

  • a) Strongly agree

b) Agree

c) Partly agree

d) Disagree

  • 6. Do you suggest any change in the existing recruitment policy of the

organization?

  • a) Yes

b) No

  • 7. If yes, what change would you suggests?

Recruitment should be done

  • a) Only from internal source

  • b) Only from external source

  • c) From both

  • d) Should be left to the management

    • 8. Do you think the existing recruitment system is help in attracting

competent employees into the organization?

  • a) Yes

b) No

  • 9. Does the organization follow an equal employment opportunity

practice?

Yes

a)

b) No

Does the organization having a right recruitment option?

10.

Yes

a)

b) No

  • 11. Does the recruitment policy give an equal opportunity to all

section of society?

  • a) Yes

b) No

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Thanking you

BIBLIOGRAPHY

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN BIBLIOGRAPHY Book Name Author’s Name 1. Organizational Behavior S.S.

BIBLIOGRAPHY

Book Name

Author’s Name

  • 1. Organizational Behavior

S.S. Khanka

  • 2. Human resource management

C.V. Mamoria

  • 3. Organization behavior

K. Ashwathappa

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

Internet

www .google.com www.bing.com

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