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A

PROJECT REPORT
ON
TRAINING AND DEVELOPMENT

AT
RELIANCE COMMUNICATION
BY
MEENU SHARMA

SUBMITTED BY
TRANSLAM INSTITUTE OF TECHNOLOGY AND
MANAGEMENT
MAWANA ROAD MEERUT
UNDER TO GUIDANES OF;
Mr. Mansoor Ahmed
(HOD)

SUBMITED BY
MEENU SHARMA
ROLL NO 1432170031

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CERTIFICATE

This is to certify that MEENU SHARMA A STUDENT of master of
business Administration from Translam Institute Technology & Management
meerut has successfully completed her project work on “TRAINING AN
DEVELOPMENT RELIANCE COMMUNICATION.

MANSOOR AHMED
(H.O.D.) TITM

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DECLARATION

I

hereby

declare

that

the

project

titled

TRAINING

AN

DEVELOPMENT RELIANCE COMMUNICATION” submitted by me
as part of partial fulfillment for the award of the Masters of Business
Administration, at

Translam

Institute of Technology & Management

( A.P.J. ABDUL KALAAM Technical university, Lucknow is a record of
Bonafide work done by me.
I also declare that this report has to my knowledge is my own and is
neither submitted to any other university nor published any time before.

MEENU SHARMA

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ACKNOWLEDGEMET
Quality is not a result of accident. It demands hard work, commitment
and dedication. To create a work of quality a person needs inspiration &
motivation from various sources.
This

project

report

on

the

topic

of

“TRAINING

AND

DEVELOPMENT” in RELIANCE COMMUNICATION Has been complied
by me as a part of the curriculum of Master Degree in Business
Administration.
I owe my sincere thanks to Mr. ALOK

(HR Manager) for granting

his kind permission to carry on this project work. I express my deep sense of
gratitude to him for giving me immense co-operation.
A special word of Thanks to our Director Mr D. P. GOYAL& Coordinator Mr. MANSOOR AHMAD for their guidance in preparing this
report.

MEENU SHARMA

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MEENU SHARMA 5 . The research work really has poured of immense learning for me.PREFACE A project research is a systematic & scientific in investigation for identifying a specific problem or study in a particular area in the organization & thereby analyzing the same to give the best solution. For the fulfillment of any organizational goal it is necessary that the training and development should be well planned & conveyed to the employees in order to have transport & steady flow of the different mechanisms of the organization. This project is also an attempt to study the functions of personnel department specifically with the training & development policies & procedures in reliance communication. I would like to whole heartedly thank Reliance communication & IME for giving this exposure. The objective of doing the project is to collect all the necessary information with respect to the working procedures specifically with the recruitment. The different information about the organization in different fields has given me a wider exposure. selection training & development procedures of the personnel department & thereby to get the maximum exposure in the related field. I have applied the concepts & gained knowledge learned during the course at IME in the practical business situations & thus have understood these concepts in a better way.

HYPOTHESES 8. FINDING AND SUGGESTION 6.INDEX RESEARCH DESIGN 1. ANALYSIS AND INTERPRETATION OF DATA 5. ORGANIZATION – HISTORY. RESEARCH METHODOLOGY 7. GROWTH 4. Appendix & Bibliography 6 . THEORY RELATED TO THE TOPIC 3. INTRODUCTION Topic selected-its importance Company Selected Aims & Objectives Methodology Sources of Data Techniques used for data analysis 2.

INTRODUCTION TO THE SUBJECT “TRAINING AND DEVELOPMENT” 7 .

a technique of analysis. right type of person to match the job is selected for the job. In Reliance communication Both the methods are used by the management to recruit employees. The final short listed candidates are selected & they undergo a induction programme. Under placement. 8 . The selection is a process by which the qualified personnel are chosen from the applicants who have offered their services to the organization for employment.e. the selected person is placed on the job that is most suited to him. There are two broad sources of manpower recruitments internal source & external sources. Recruitment is the first step in the employment process which aims at developing & maintaining the adequate manpower resources that continues with selection & ceases finally with the placement of the candidates. Out of the prospective applicants. Recruitment means search of prospective employee to suit the job requirement as represented by the job specification i.RECRUITMENT & SELECTION PROCEDURE.

Comm. Companies have to train them for making comfort to doing job. In reliance communication their training was based upon MINS (mobile integrated network system). 9 . They include certain phases in their training:  Theoretical knowledge about the networks and layers.It was a newly prepared project for wireless communication by the reliance info.  Testing of the project.TRAINING AND DEVELOPMENT Training is the second most steps after the recruitment and selection of employees.  Theoretical knowledge about the MINS from the document SRS_MINS which was provided by the company to us on our personal computer at reliance communication. It includes the checking of the message flow between the network subsystem when a call is initiated or released.

training & development. Selection. 10 .SCOPE OF THE PROJECT The study limits itself of the Recruitment Selection & training Procedures carried out at reliance communication to learn the procedures followed for Recruitment.

OF STUDY 11 .

To suggest measures to overcome the shortcomings if any 12 .  To know about workers job satisfaction etc with the help of questionnaire. The following are the objectives of the project report:  To find out the detailed procedure of human Resources Department of reliance communication. training & development. selection.OBJECTIVES OF THE PROJECT The project report is based on the topic “training & development” at reliance communication. Regarding the supply of human resources to company. selection. training policy of the company.  To understand the recruitment.  For understanding the techniques & methods used in the process of recruitment.

.

RESEARCH METHODOLOGY
Research Methodology defines the process or the procedure
followed in conducting research.
The research carried out at Reliance communication was undertaken
in order to find how effective the Human Resources Department is is
carrying out the basic functions of training & development. The
methodology involves both primary & secondary data & includes reference
to various records.
The methodology used by me at Reliance communication.
 Case study
 Sources of Data Collection
 Primary Data
 Secondary Data
 Tools of Data Collection.
Primary Data:- Interviews
Through conducting structured interviews with HR Manager, Director &
Managing Director.
Employees of the company.

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Secondary Data: - Referring to
 Company Manual
 Company Brochures
 Website of the company
 Balance sheet of the Company
 Induction Handbooks.
Sample Size:
Questionnaire was filled up by 75 employees of Reliance communication
doing permanent & temporary kind of job at the company.
Analysis:
Interpretations of the questionnaire are given ahead in this project in the
form of graphs, tables & percentages.
 INFORMATION ANALYSIS:
The data collected from Reliance communication. Is put before you in
theoretical form. The data collected through questionnaire is compiled & put
in form graphs, tables & percentage form.

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THEORY RELATED TO
THE TOPIC UNDER
STUDY

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THEORETICAL FRAME WORK OF THE STUDY
 HUMAN RESOURCE PLANNING
 RECRUITMENT & SELECTION: A THEORETICAL
 PROSPECTIVE
 RECRUITMENT
 RECRITMENT AT RELIANCE COMMUNICATION
 RECRUITMENT

&

SELECTION

POLICY

OF

RELIANCE

COMMUNICATION
 SELECTION
 SELECTION PROCEDURE
 SELECTION PROCESS AT RELIANCE COMMUNICATION
 TRAINING AT RELIANCE COMMUNICATION
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 DEVELOPMENT OF EMPLOYEES AT RELIANCE COMMUNICATION HUMAN RESOURCE PLANNING “Right people. Right place . the management strives to have the right numbers & right kind of people at the right place at the right time to do things which results in both the organization& the individual receiving the maximums long range benefits. o Anticipating manpower problems by comparing present resources into the future & comparing them with forecast of requirements to determine their adequate both quantitative & qualitatively.”…Making an inventory of present manpower resources & assessing the extent to which these resources are employed to the optimum. Through planning. Right time” Human Resource Planning is the process by which management decides how an organization should mare from its current manpower to its desired manpower position. The process of human resource planning consists of series of activities as follows:o Forecasting future manpower requirements either in terms of judgemental estimates based upon the specific future plans of the company. 17 .

The objective may be for short term or long term. a. After estimating the future organization structure & requirement for human resource for both the existing & new vacancies is drawn up. It must adapt to the changing circumstances & needs of an organization. Deciding goals or objectives: The Process of human resources planning is carried out in order to relate future enterprise needs so as to maximize the future return on investment on human resources. utilization. transfer. management development & carrier planning. management policy business forecasts products & human skill & completion. 18 . The nature of human resource planning cannot be rigid. A lot of factors affect the determination viz expansion & growth. selection. Estimation of future organizational structure for forecasting: The human requirement unless the future organizational structure is estimated the quantitative aspect of human resource required cannot be determined. This requires active participation of all the departments the vacancies whether existing or new must be intimated to the HR dept on a requisition based on accurate job specification. training. design & structure changes. motivation & compensation to ensure that the future manpower requirements are not met properly.o Planning the necessary programs of recruitment. b. The process of human resource planning – the process of human resources planning is one of the most important managerial functions which embraces organizational development. development.

individual psychological needs. training. Job Analysis: Job analysis assesses “What employees are doing. is obtained. Job analysis enables managers to understand jobs and job structure to improve the productivity.” From job analysis specific details of what is being done and the skill utilize in the job. This indicates all the relevant factors about a person which may prove his overall value to the company. By indicating the specific requirements for each job are solid base is made available for taking some important decisions regarding hiring. Job analysis is a procedure by which pertinent information is obtained about a job it is detailed and systematic study of information relating to the operation and responsibility of specific job. placement. the same is made ok by recruitment or promotion from within. Job analysis is very important for effective functioning of recruitment and selection procedures. technical procedures and desired performance. This helps in knowing what exist in the stock and what is needed to be added to that stock taking into account the capability. On the other hand if there is surplus the same is either transferred or retrenched or given lay off as the situation demands. d. and responsibility can be given with the help of job analysis supported by job description and job specification. skills qualifications. knowledge skill and promotional potential of employees.If a shortage is there. coordinating demands on available time. abilities experience. Auditing Human Resources: After the future needs are estimated the next step is to find out the quality and quantity of existing stock of human resource. qualification. experience. transfer and 19 . It also involves job design. c. The details of training.

A description of the firm. The human resource planning activity entails forecasting labour demand.promotion of personnel. Every job description and job specification must have the following details: a). The process an organization uses to ensure that it has right amount and right kind of people to deliver a particular level of output of services in future. The labour supply may come from existing employees (The internal labour or external labour force). Desirable e). Future prospectus the firm can offer. salary and other benefits. the knowledge and experience required. i. c). Conditions. labour is likely to increase as demand for the firms products are service increase. f). Firms that do not conduct human resource planning may not be able to meet the future labour needs. The second part of human resource planning process entails estimating labour supply. A labour shortage are may hare to resort to lay off in the case of labour surplus. Essential ii. Failure to plan can let to significant financial costs. A description of job and how the vacancy arises. b). the responsibilities to be accepted. d). Project Teams Deployment/ Appointment Corporate growth or down sizing schedule and Optimize people Match their skill and competence determine Their availability 20 .

In the human there lies immense potential which requires expertise for its optimum utilization.Select the most cost effective solution establish And resolve the shortfall Training needs analysis. Hence building and maintaining an efficient human resource becomes one of the most important management function. Employees well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement. Recruitment is process of searching for prospective employees and stimulating them to apply for jobs in the organization. Hence it signifies how much it could mean to HR department of an organization to provide the best available man power at the right time through the process of recruitment and selections. Selection means a process by which the qualified and 21 . A THEORITICAL PERSPECTIVE It is primary function of HR department of every organization to procure and maintain an adequate and qualified working force of barriers personnel required for manning the organization. Recruitments / outsourcing options Develop succession plans. Procurement of efficient personnel leads the organization to success like other demands as money materials and machinery. It is also an activity influences the shape of company’s future.

With the increase competition. selection. Any mistake at this stage could prove fetal as the right man at the right job often proves to be an asset for the company and vise versa a liability. These calls for high level of planning by the management keeping in the view all points can affect the process of recruitment and selection. This process includes human resource planning. An organization built on a weak foundation can not be expected to withstand the highly competitive world. The topics that are covered are: 22 . changing human behavioral pattern. Hence this function has a long effect on the organization. developing source of man power screening. it becomes a very important decisions for HR department to staff the organization with the available resource. At the same time. communication problems etc. In such demanding situation the process of man power planning recruitment and selection becomes very important.most suited personnel can be chosen from the applicants who have offered the services to the organization for employment. The staffing process is a flow of events which results in continuous manning of organization position at all level from the top of the management to operatives levels. This calls for the use of valid and reliable technique in the whole process to provide the right man for the right job. As the most important all the resources is the human resource. promotions and finally the separation. offers. Organizations all over the world are under tremendous pressure to get the right person for the right job. inductions. technological change and advancement. expectation of the employee from the employer has also changed and increased considerably. transfer.

Human resource planning a) Forecasting Manpower requirement b) Job analysis 2. 23 . Selection a) Application blanks b) Testing techniques c) Interviews d) Medical Tests e) Sending of letters 5. Placement 6. Induction and orientation.1. Screening a) Eligibility b) Suitability c) Methods used in screening 4. Requirement a) Source of Manpower b) Problems related to it c) Advertising the vacancies 3.

RECRUITMENT 24 .

the no. 25 .RECRUITMENT By Fipp . it is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i. it is process o searching for prospective employees & stimulating & encouraging them to apply for job in an organization .e. of applications for a job.

Factors affecting Recruitment: All organization whether large or small. Recruitment & Selection is a function of major importance to the success of an enterprise. 4. The aim of recruitment is to attract qualified job candidates. 26 . to avoid these costs the recruiting efforts should be targeted solely applicants who have the basic qualification for the job. do engage in recruiting activity this depends upon: 1. the word qualified is stressed because attracting applicants who are unqualified fore the job is a costly waste of time. Matching the available job recruitments with individual capacities. backgrounds & physical capacities. Recruitment & selection are critical elements of effective human managements. Unqualified applicants need to be processed and perhaps tested or interviewed before it can be determined that they are not qualified. With the human resource management paradigm they are not simply mechanism for filling vacancies. Size of the organization. Placing the individual by: 1. Recruitment forms the first stage in the process which continues with selection & ceases with placement of the candidates. Merit basis. Considering the persons interest. 2. 3. Examining the job available.The process of generating a pool of qualified candidates for a particular job is the first step in the hiring process.

 Referrals from current employees: Studies have shown that employees who were hiring through referrals from current employees 27 . Sources of Recruitment: There are a great number of recruitment sources available the most prominent of these sources are: Current Employees: Many companies have a policy of informing current employees about job openings before trying to recruit them from other sources. Working conditions & salary benefit packages offered by the organization which may influence & necessitate future a) Recruiting b) The rate of growth of organization c) The level of seasonal operations & future expansion & production programs. The employment condition in the organization. Doing their own recruiting also put them in better touch with the market & their needs. an internal promotion automatically creates another job opening that has to be filled. economic & legal factor etc. news letter to the student to get them interested in the firm the manager can take the complete responsibility for all the recruiting. e. the efforts of the past recruitment efforts which show the organizations ability to locate good performing people. d) Cultural. internal job postings give current employees the opportunity to move into the forms more desirable jobs however.recruitment: Managers now use emails & te web to bypass campus career centers an email. 3.2.

are more dynamic & can often produce faster results than newspaper help wanted ads.  Print Advertisement: Advertisements can be used both for local recruitment efforts (newspaper) & for targeted regional. In addition. Agencies can be particularly effective when the firm is looking for an employee with a specialized skill. So companies can connect with people all over the world looking for jobs.  Former Employees: A firm may decide to recruit employees who previously worked for the organization these are the people who are laid off or who work seasonally because the employer already has experience with these people. clinical psychologists often find jobs through listing in American psychological association’s monthly newspaper. Another advantage of employment agencies is that they often seek out candidates who are 28 .tend to stay with the organization longer & display greater loyalty & job satisfaction than employees tend to refer people who are demographically similar to themselves which can create equal employment opportunity problems.  Employment Agencies: Many organizations use external contractors to recruit & screen applicants for position. they tend to be safe hires. the reach of internet has expanded dramatically. national or international searches for instance. Typically. the employment agencies are paid free based on the salary offered to the new employees.  Internet Advertising: Employers are increasingly turning to the web as a recruitment to because on line ads are relatively cheap.

Through Trade Union .Recruitment through the web This kind of recruitment is called e-recruitment.Direct Recruitment . the company sends the newsletter to the candidates. Channels of Recruitment : . Recruitment in India Recruitment in India is made through different channels. which indicates that their current employer is satisfied with their performance.Other Methods .Recruitment through employment exchange . regular job updates to target the right candidate. Internal Recruitment: 29 . The company selects the candidate from the data base available this helps the company to directly contact the candidate. They can do this internally or externally.Recruitment through contractors .Through Labour Office . Recruitment procedure is quite systematic & not wholly scientific. Once a firm has prepared a job description & person specification.Recruitment through intermediaries .Through referee .presently employed & not looking for a new job. It will be time to advertise the vacancy.

Disadvantages of Internal Recruitment: There are through problems with using internal Recruitment. First.Internal recruitment involves findings someone already employed by the organization to fill the vacancy.  The cost of recruitment is reduced. there will be no need for external advertisements & all administrative cost & time involved in dealing with applicantions. Advantages of External Recruitment : 1) Introduces new people with new ideas. also as one person is promoted then another vacancy is created. 30 .  Internal Recruitment & promotions will increase motivation of work force. can allow leaps forward in thinking. Advantages of Internal Recruitment :  Applicants will already know the company & its methods of wotking & are therefore likely to settle into the job a great deal easier than external candidates. External Recruitment: External Recruitment means looking outside the company for candidates for vacancy. 2) Wider range of candidates giving more choice. helps avoid getting stuck. Tthese will be limited range of applicants & there will be a reduced potential of finding new talent & less input of new ideas & methods of working.

The actual method or methods used will depend upon the type of vacancy & the number of vacancies. There are a wide variety of methods firm can use to find suitable candidates the actual method or methods used will depend upon the type of vacancy & number of vacancies available. For skilled & professional workers it may be appropriate to use to find suitable candidates. reduces costs & increase skills. The job center can be used for clerical administrative & unskilled workers. 31 . For semi skilled workers advertisements in local & nation newspaper may be appropriate. Head hunters will use their knowledge of employment market to find suitable candidates. Headhunters can be used when senior management positions become vacant.3) Takes advantage of training provided by other companies.

RECRITMENT PROCEDURE RECRUITMENT PROCESS When there is any vacancy in any department or is going to arise the concerned department informs the HR Department. Internal Sources: Internal sources consist of employee referrals which enable quick availability of CVs to the HR department earning better posts through 32 . The vacancies are internally advertised on the notice board. If an internal transfer or selection can be done then the application is asked from employees who are interested in career shifts can be selected to the vacant place.

An employee must have at least worked for 5 years in te position where he is working to become eligible for internal Recruitment. .Employees in the contractual obligation should also be permitted to apply against internal advertisement but it depends on his qualification & efficiency work. External Sources Used are: 1) Placement Agencies or consultants:The vacancy is communicated to the placement agency along with the job description & other specification. The following guidelines ar issued to streamline the internal recruitment procedure. . But these internal references are limited to filling up vacancies at the lower level. The CVs are sent in to the company 33 . The external sources are used for recruiting permanent employees or who are higher up in positions. External Sources: External Recruitment is conducted when there is no internal force to fill up the vacancy & the company is looking out for new candidates.referrals benefits the employees & getting quickly eligible candidates & high moral of the employees benefit the company.

where the HR Manager Mrs. RECRUITMENT & SELECTION POLICY OF OTHERS Objective: To attract select best suitable talent in the industry & to provide a frame work for all the hiring decisions of the company. 2) Advertising :Advertisements are given by.newspaper likes The Times Of India. Scope: It covers the hiring policy & procedures for all levels. 34 . Advertisement is used when qualified or experienced personnel are not available form other sources 3) Central Employment Exchange:The HR Manager contacts the employment exchanges & gets the suitable candidate for the required job. Indian Express etc about the vacancy along with minimum qualification requirement. Anjali Badam & the concerned department head specify according to their recrument.

Any kind of relaxation shall be recorded as policy deviation with proper justification & authorized from concerned authorities. 8) Every selected candidates goes through an induction program. 35 . domicile & sex while selecting a candidate. language. 5) The company uses multiple sources to search candidates such as newspaper advertisements . 3) For each position there shall be job description & specification & the company shall hire candidates only with specified qualification & experience.Causes:1) Policy should be in conformity with its general personnel policies & should be flexible. 7) The HR department shall ensure that all the candidates those who come for the interview are attended properly & promptly. 6) The HR Manager/ Department shall assess the credibility of each & every recruitment agency with whose the company may associate for its human resources sourcing association starts only after a contract is signed on agreeable terms & conditions. 2) The company shall always keep its business objective & the competency requirements as the prime criteria while selecting a candidate there is no discrimination on the bases of cost. Recruitment constancies & employee referrals etc. however in exceptional cases a fresher can be hired with proper justification. 4) The company refers to hire candidates with sufficient relevant experiences .

The process typically involves determination of the requirement for effective work performance are typically based on job analysis depending on applicants scores on various test or impressions they have made in interviews. To retain & maximize the human resources whom were so carefully selected. 36 . organization must pay careful attention to socialize them.THE ULTIMATE OBJECTIVE The process of making hire or no hire decision regarding each applicant for a job.SELECTION.

The process of selection begins with the undertaking & the definition of job to be performed by those involved in selection. Planned selection through techniques that are the objectives. The process consists of many stages in which every information decides if the 37 . These are convicted into job specializations that are made public by using media. Selection is choosing a few from those who have applied. Recruitment is concerned with the discovery of potential to locate the sources of manpower & attract them insufficient numbers so as to facilitate better selection with a wider choice to meet the job requirements & job specifications. It is important that the new employees become familiar with the company policies.Socialization involves orienting new employees to the organization & to the unit in which they will be working. Socialization can make a difference between a new workers feeling like an outsides & a feeling like a member of the team. The process of selection begins with manpower/human resource planning that involves a through auditing of the existing manpower & planning in advance how to more form the present to the future interns of human resources. procedures & performance expectation. reliable & valid ensures better choice of employees. selection is the process in which the candidates for employment are divided into two classes those who are to be offered employment & those who are not. According to Dale Vader. Job opportunities should be publicized in such a way the enable the organization to draw upon prospective candidates from a wider cross section of the society. The process continues in three stages. & each stage is as important as the previous one it starts with recruitment followed by screening & finally ends with selection.

SELECTION PROCEDURE The various steps in the selection of the desirable person in the employment procedure starts only after the applications from the prospective employees are receive by the concern . After a candidate is found to be most suited. The application are screened out at each step and those who are found borne job are selected finally .. The terms & conditions of employment are explained to him & finally he is inducted to the new work environment.The following are the necessary steps generally involved 38 . he is offered placement in the organization at a price scientifically arrived at by the process of job evaluation.These applications are scrutinized considering the standard set out by the organization .candidate will go to the next stages or fall out. It is the choice making process in which those meeting the minimum requirement keep going to the next stage & those falling go out of the race.

age.The successful candidates in prelimnary interview supplied with the application blank to get a written record of the following information . Preliminary interview: It is the first step after receipt & scrutiny of the applications forms in the Selection process .school certificate & degree 39 .personality etc.he is given the application blank to fill.1) Preliminary interview 2) Application blank 3) Employment Test 4) Employment interview 5)Reference check 6)Medical examination 7)Final selection STEPS IN SELECTION PROCEDURE:1.It include information about his academic career .marital status etc.in the selection process .If the application appears to have some chance of being selected . of the candidate & to obtain his salary requirements. sex.citizenship.The purpose of this type of interview is to eliminate . Information recording education .It should be quite brief just to have an idea of general education .subject taken at various levels .appreance. Identify information such as family background date & place of birth .training.experience .’ The unqualified or unsuitable candidates . height . 2)Application Blank: A blank application or application blank is the next important weeding out device in the selection procedure .

4. Reference Check: Employers generally provide a column in the application blank for Reference. Reference may be called upon on telephones or may be contracted Through mail or personal visit.The personnel department can guide & help in the selection of type of tests appropriate for a particular position . Unwanted questions should be avoided. Expected salary.Employment test Psychological& other test are becoming increasingly popular even in India as a part of the selection process. The purpose of interview is to determine the suitability of the applicant for the applicant for the job & job for the applicant. Medical Examination: 40 . Additional information can also be Recorded by asking the questions from references.level. character. division or place awarded in school & college. 4.grade. education.technical qualification etc. personal reputation etc. Interview must be Conducted in a friendly atmosphere & the candidate must be asked the Basis of job specification. 5.allowance & other fringe benefits 3.Employment Interview: Perhaps this is the most complex & difficult part of the selection process.However their utility is controversial . If the applicant crosses all the above hurdles an investigation May be made on the reference supplied by the applicants regarding his Past employment.

In the selection of the candidate whatever may be the procedure the personnel department plays an important role. It should be kept in the mind that the decision to recruit the personnel is not taken by the personnel Department. Final Selection: If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. pay scales. It is conducted of the final decision has been made to select the candidate. 41 . It however assist the top executives in selecting the candidate by devising the application from preparing the job description & setting the job specification.In almost all the companies even in India medical examination is a part of The selection process for all suitable applicants. when be joins the organization etc. post on which Selected. A person suffering from any disease nay spread it amongst others & all this effects the working of the concern. It Is the primary duty of the HR manager to introduce him to the company & his job. This is very important because a person of poor health may generally be absent from work & the training given to him may go waste. 6. An appointment letter will be given to him mentioning the terms of appointment.

 Interview call letter send to Application: After the CVs are scrutinized. The CVs are sorted accordingly. the call letter is send to the candidates to come for the interview.SELECTION PROCESS AT DAWNAY DAY AV PVT.  Scrutiny of CVs by HR Department  Scrutiny of CVs by concerned departmental head  Interview call letter send to applicants  Personal interview  Reference check  Selection  Induction  Scrutiny of CVs by the HR Department: The CVs received are scrutinized by the HR Department according to the Qualifications & requirement. LTD. 42 . & the HR head & the concerned persons to conduct the interview are informed.  Scrutiny of CVS by concerned Department Head: The concerned departmental head goes through the CVs sorted by the HR Department taking into consideration for which post the candidate has applied for.

This is normally done as per the Salary structure already available in the company. then the candidates are short listed. terms of job etc. 43 .  Reference Check: For the recruitment of persons in higher positions the reference check of that Person is done with the previous employer or company the person was working with to know his reliability. a manager from the department concerned & an indepent member. HR Manager.  Finalization of terms of service: 1. character etc.  Appointment Letter: A formal letter of appointment is sent to the candidate who is selected he is offered the job. Fixation of salary is done by the HR Department in consultation with The head of the department concerned. Personal Interview: The interviews are often best carried out by panel consisting of a specialist. It contains date of joining. this would allow an all round picture of the candidate be arrived at. After the personal interview the candidates undergo through various test which are conducted by the personnel department.  Selection: After the interview & other steps if the candidate is found fit for the particular job & is the right person for the job.

2. After the approval of the authority is taken. 3. candidates are given offer letter as per procedure. 3. Before a person joins prior approval of concerned head is invariably obtained. Offer letters are signed by 44 .

. SCREENING OF THE EMPLOYEE 45 .

Screening is a process of reducing the number of applicants to few who have a better chance of getting selected than those screened out. screening comes once the recruitment is over. a) Preliminary application b) Screening Interview While screening dose help reduce large numbers to manageable proportions. This is Also called the process of short listing. the risk could be reduced.SCREENING In over all process of selection. Methods used in screening. It also has a risk of losing those who could have performed well in the Subsequent selection. With more dear understanding of job description. Screening is generally done by the HR department on the basis of: a) eligibility b) suitability job specification must be referred to while screening candidates on the basis of these two criteria. 46 .

4 COMPANY PROFILE 47 .CHAPTER.

sustained relationships with our clients by creating value for them.INTRODUCTION Dawnay Day AV is an innovative financial services provider and advisory firm. By strictly adhering to our core values. In providing services to our clients. we take the fiduciary trust they place in us very seriously. Alok Vajpeyi has more than twenty years of experience building financial services businesses around the globe. We do this by gaining a thorough insight into a client’s financial needs and objectives. Day International is co-owned by Guy Naggar and Peter Klimt. Our mission is to forge strong. our approach to investing underscores the need for personalized solutions in today’s financial markets. formed through a joint venture between Dawnay. we ensure that our processes. Dawnay. each of whom has more than three decades of experience in creating value for clients in international financial markets. risk management systems. 48 . With an unrelenting focus on our twin values of Integrity and “Client First" Policy. and staffing are concentrated solely on preserving and increasing our clients’ hard earned capital within a transparent and controlled investment process. Day International and Alok Vajpeyi. Dawnay Day AV provides advisory services to individuals and institutional clients in India and abroad. Attuned to the fact that no two clients are the same.

England. and property-related advisory services. specialized investment and advisory services to individuals and institutional clients in Europe. Day Group conducts business in three broad spheres of operation . Day was acquired by its current owners. Currently. Dawnay.5 billion. The Dawnay. Guy Naggar and Peter Klimt in the early 1980’s. Day was originally established as an issuing house in 1928 in London.GROUP COMPANIES Dawnay. we have quickly created an impact across several businesses. Middle East. By establishing deep relationships with clients and taking time to understand their individual needs. Working through our subsidiary companies and affiliates. The Firm has gross assets in excess $4 billion and a net worth that is greater than $1. The Firm’s jointly owned Financial Services companies include corporate and structured finance companies. SERVICES Dawnay Day AV Securities Private Limited is a full-service financial services provider and advisory firm. securities brokerage companies. and India. asset management companies.Property Investments. 49 . we deliver high-quality. Principal Investments and Financial Services.

)Intra-day Trading: Execute Margin Orders for select group of stocks listed on NSE (EQ) & BSE (A. insurance. information and structure that quickly lets you spot potential opportunities and act on them fast 50 . Ways to trade stock 1. B1 & B2) 3. excellent Customer Care. Derivative : With a Derivative-approved Dawnay Day AV account. we are able to provide services in an advisory capacity to Non Resident investors and Foreign Institutional Investors. We deliver State-of-the-art Tools. Day International. you can place online trades for virtually any stock listed on NSE & BSE. Need based solutions.)Delivery based Trading: Place delivery based orders for all stocks listed on NSE & BSE 2. you can pursue a wide range of Futures & Options trading strategies with speed and ease. real estate. We deliver the support. Dawnay Day AV Securities is committed to help you do just that. Equity : At Dawnay Day AV. that's what our Product Bouquet is all about.We intend to offer our clients access to a range of traditional and alternative investment opportunities relying on a mix of local and global capabilities . and corporate finance. private equity. You have the right to pursue financial independence your way. In concert with our parent company. Dawnay.)SSRS: Sell "Settlement Receivable shares".including direct equity through online trading portal. Affordable Pricing and Innovative Technology so you can follow your own path. Dawnay Day AV offers plenty of powerful ways to place stock orders along with the trading tools and services that help you move quickly and conveniently.

Transaction Statement : A summary of all your demat transactions for a specific period is available under this option. Distinct Features of Depository on Net : Client Master Details : You can view your CDSL demat account details such as account activation date. Joint Holder details. To view the same. Nominee. Holding Statement : You can view your demat holdings in your demat account as on the last working day. Trade No. Alternatively. you need to provide the transaction date.dawnaydayavsecurities. all at one go.com with host of features as well. Market Rate. Quantity. POA. Distinct Features of Equity Back-office on Net : Sauda Details : You can view your day-to-day transaction details such as Order No. we are glad to provide Depository and Trading Account details on Net at www.Customer Service & Other Value Added Services : In our continuous endeavor to offer best of the class services to our esteemed customer. Bank details. Amount etc. PAN . you can also view 51 . Holding Valuation Statement : Latest market valuation of your demat holdings is available under this option. Status and Type of Account.

Sauda (Cash) option. Bill Summary and Financial Statement : You can also view your Bill Summary as well as Financial Statements. Moreover. You will find our service charges very competitive . a host of Global Reports and MIS reports tailored to suit your trading needs.I Menu . The company believes in efficient and cost-effective service support to its brokerage business. The same can also be accessed on this website under Services menu.your transactions by giving a date range in the Global Report . Electronic Contract Note (ECN) : We are providing the facility of Electronic Contract Note to our clients on their registered Email Id. 52 . through its Depository operations. Delivery Details : You can view the details of delivery / receipt of shares transacted by you. Demat Services : Dawnay Day AV Securities Private Limited is a participant in Central Depository Services Limited (CDSL).offering the best value for your money. We once again reiterate our commitment for providing state-of-the-art technology and services to our customers so as to add ease and convenience in their day-to-day trading.

DEVELOPING HYPOTHESIS AND RESEARCH QUESTIONS 53 .

ƒ Definition ƒ Nature of Hypothesis ƒ Types ƒ How to formulate a Hypotheses in Quantitative Research Testing and Errors in Hypotheses Summary 54 .DEVELOPING HYPOTHESES & RESEARCH QUESTIONS ƒ Introduction ƒ Processes involved before formulating the hypotheses.

DEVELOPING HYPOTHESIS AND RESEARCH QUESTIONS 55 .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS ƒ Introduction ƒ Processes involved hypotheses. before formulating the ƒ Definition ƒ Nature of Hypothesis ƒ Types ƒ How to formulate a Hypotheses in Quantitative Research 56 .

Qualitative Research ƒ Testing and Errors in Hypotheses ƒ Summary 57 .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS The research structure helps us create research that is : Quantifiable Verifiable Replicable Defensible Corollaries among the model. common sense & paper format Model Common Sense Paper Format Research Question Why Intro Develop a Theory Your Answer Intro How Method Identify Variables (if applicable) 58 .

Identify hypotheses Expectations Method Test the hypotheses Collect/Analyze data Results Evaluate the Results What it Means Conclusion Critical Review What it doesn’t Mean Conclusion 59 .

FOCUS IN OPERATIONALIZE OBSERVE ANALYZE DATA 60 .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Most research projects share the same general structure. The “Hourglass” notion of research BEGIN WITH BROAD QUESTIONS NARROW DOWN. which could be represented in the shape of an hourglass.

REACH CONCLUSIONS GENERALIZE BACK TO QUESTIONS 61 .

Explore & Gather the Evidence ƒ Generate creative and logical alternative solutions 62 .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Some of the methods that are included for research formulation are ƒ Where does the problem origination or discovery begin? Previous Experience Triggered Interest Potential problem fields ƒ Criteria of problems and problem statement ƒ Goals & Planning ƒ Search.

the hypothesis! 63 .Making the educated guess.

good hunches – assumed for use in devising theory or planning experiments intended to be given a direct experimental test when possible”.”(Creswell. (Kerlinger. (Eric Rogers. 1966) ƒ “A hypothesis is a conjectural statement of the relation between two or more variables”. 1956) ƒ “Hypothesis is a formal statement that presents the expected relationship between an independent and dependent variable.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Definitions of hypothesis ƒ “Hypotheses are single tentative guesses. 1994) .

ƒ “A research question is essentially a hypothesis asked in the form of a question.” .

” (Sarantakos. a possible outcome of the research.” ƒ “A hypothesis can be defined as a tentative explanation of the research problem.” . 1993: 1991) ƒ “Hypotheses are always in declarative sentence form.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Definitions of hypothesis ƒ “It is a tentative prediction about the nature of the relationship between two or more variables. an they relate. either generally or specifically . been proved or disproved. yet. variables to variables.” ƒ “An hypothesis is a statement or explanation that is suggested by knowledge or observation but has not. or an educated guess about the research outcome.

(Macleod Clark J and Hockey L 1981) .

It should be specified before research is conducted and openly stated in reporting the results.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Nature of Hypothesis ƒ The hypothesis is a clear statement of what is intended to be investigated. This allows to: Identify the research objectives Identify the key abstract concepts involved in the research Identify its relationship to both the problem statement and the literature review ƒ A problem cannot be scientifically solved unless it is reduced to hypothesis form .

ƒ It is a powerful tool of advancement of knowledge. consistent with existing knowledge and conducive to further enquiry .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Nature of Hypothesis ƒ It can falsifiable be tested – verifiable ƒHypotheses questions are not moral or or ethical ƒ It is neither too specific nor to general ƒ It is a prediction of consequences ƒ It is considered valuable even if proven .

false .

Choices you consider include leaves of the following species: (a) A (b) B (c) C (d) D and (e) E. You know that in the wild the monkeys eat mainly B leaves. It is a •Prediction: It predicts the anticipated outcome of the experiment •Testable: Once you have collected and evaluated your data (i. observations of what the monkeys eat when all five types of leaves are offered). This statement satisfies both criteria for experimental hypotheses. the monkeys will preferentially feed on B leaves. There are many different experimental hypotheses you could formulate for the monkey study. you know whether or not .DEVELOPING HYPOTHESES & RESEARCH QUESTIONS An Example… Imagine the following situation: You are a nutritionist working in a zoo. whereas eating any of the other species would make them vulnerable to predation. and observe what they eat. In order to get all the vitamins they need. the monkeys have to be given fresh leaves as part of their diet. and one of your responsibilities is to develop a menu plan for the group of monkeys. For example: When offered all five types of leaves. but you suspect that this could be because they are safe whilst feeding in B trees. You design an experiment to find out which type of leaf the monkeys actually like best: You offer the monkeys all five types of leaves in equal quantities.e.

they ate more B leaves than the other types. .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Incorrect hypotheses would include: When offered all five types of leaves. You can tell whether the monkeys preferentially eat baobab leaves.. . This statement is problematic because its second part ('because they can eat these safely in their natural habitat') also fails to satisfy the criterion of testability. the monkeys will preferentially eat B leaves because they can eat these safely in their natural habitat. I would. Your data will show you whether the monkeys preferred one type of leaf. When offered all five types of leaves. regard the above statement as an assumption that is inherent in the design of this experiment. but not why they preferred it (i. This statement certainly sounds predictive. rather than as a hypothesis. they like it best). the monkeys will preferentially eat the type they like best. but it does not satisfy the second criterion: there is no way you can test whether it is true once you have the results of your study. but the results of this experiment cannot tell you why.e. in fact.

C. .In their natural habitat. howler monkeys that feed in B trees are less vulnerable to predation than monkeys that feed on A. or E. D.

which type will the monkeys eat preferentially? This is a question. Hence. However.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS This is a perfectly good experimental hypothesis. B etc. You could use this hypothesis if you did a study in the wild looking at how many monkeys get killed by predators whilst feeding on the leaves of A. a question is not a hypothesis. . and questions fail to satisfy criterion #1: They are not predictive statements. but not for the experiment described in the question. When offered all five types of leaves. for the experimental feeding study in the zoo it is neither a prediction nor testable.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Types of Hypotheses NULL HYPOTHESES Designated by: H0 or HN Pronounced as “H oh” or “H-null” ALTERNATIVE .

HYPOTHESES Designated by: H1 or HA .

ƒ Opposite of Null Hypothesis. . either because it is believed to be true or because it is to be used as a basis for argument. ƒ Only reached if H0 is rejected.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS The null hypothesis represents a theory that has been put forward. but has not been proved. ƒ Has serious outcome if incorrect decision is made! The alternative hypothesis is a statement of what a hypothesis test is set up to establish.

ƒ Frequently researcher! “alternative” is actual desired conclusion of the .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS EXAMPLE In a clinical trial of a new drug. on average. on average. the null hypothesis might be that the new drug is no better. on average. compared to that of the current drug. The alternative hypothesis might be that: the new drug has a different effect. We would write H1: the two drugs have different effects. than the current drug. . We would write H0: there is no difference between the two drugs on average.

on average. We would write H1: the new drug is better than the current drug. than the current drug. on average. .the new drug is better.

we never conclude 'reject H1'. it only suggests that there is not sufficient evidence against H 0 . whereas the alternative hypothesis relates to the statement to be accepted if / when the null is rejected.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS We give special consideration to the null hypothesis… ƒ This is due to the fact that the null hypothesis relates to the statement being tested. once the test has been carried out. this does not necessarily mean that the null hypothesis is true. or even 'accept H1'. We either 'reject H0 in favor of H1' or 'do not reject H0'. ƒ The final conclusion. ƒ If we conclude 'do not reject H0'. is always given in terms of the null hypothesis.

in favor of H1. suggests that the alternative hypothesis may be true. rejecting the null hypothesis then. .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Formulating a hypothesis …is important to narrow a question down to one that can reasonably be studied in a research project. The formulation of the hypothesis basically varies with the kind of research project conducted: QUALITATIVE QUANTITATIVE .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Can also be divided into: Theory Tentative hypothesis Pattern Deductive Observation Inductive Theory Hypothesis .

Observation Confirmation .

ƒ The questions are under continual review and reformulation-will evolve and change during study. These questions describe. ƒ The questions are usually open-ended. ƒ Use of non-directional wording in the question. explores or describes the experiences. seeks to understand. is more frequent. Specify whether the study: discovers. without reference to the literature or . rather than relate variables or compare groups.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Qualitative Approach The use of Research Questions as opposed to objectives or hypothesis. Characteristics ƒ Use of words.what or how.

theory. . ƒ Use of a single focus.

hence to data collection) "The object should be approached from "all" sides." (1982: 231) Rule 2 (refers to the object of study) "The object is provisional." (1982: 233) Rule 3 (refers to action in relation to the subject of research. it is only fully known after the successful completion of the process of discovery. rule of the maximum variation of perspectives.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS The rules of Qualitative research Kleining offers four rules for a scientific and qualitative process of approaching understanding to reality." (1982: 234) . Rule 1 (refers to subject / researcher) "Prior understandings of the phenomenon to be researched should be seen as provisional and should be transcended with [the discovery of] new information with which they are not consistent.

" (1982: 237) . hence to data analysis) "Analysis of the data for common elements.Rule 4 (refers to the evaluation of information gathered.

ƒ To be either writing-questions. or objectives or hypotheses. but not a combination. .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Quantitative Approach In survey projects the use of research questions and objectives is more frequent In experiments the use of hypotheses are more frequent Represent comparison between variables relationship between variables Characteristics ƒ The testable proposition to be deduced from theory. ƒIndependent and dependent variables to be separated and measured separately.

ƒ Consider the alternative forms for writing and make a choice based on the audience for the research .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Generation of Research Hypothesis Problem statements become research hypotheses when constructs are operationalized Initial Ideas (often vague and general) Initial observations Search of existing research literature Statement of the problem Operational definitions of constructs .

Research hypothesis (a specific deductive prediction) .

Y is related to X (or. there is an association between Y and X). As X increases. increases in values of X appear to effect reduction in values of Y). 3. Y and X are associated (or.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Example: Consider the example of a simple association between two variables. Y and X. . Y is dependent on X). 1. 2. Y decreases (or.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS ƒ The first hypothesis provides a simple statement of association between Y and X. ƒ The second hypothesis is also a simple statement of association between Y and X. but this time it may be inferred that values of Y are in some way contingent upon the condition of the X variable. Not . Nothing is indicated about the association that would allow the researcher to determine which variable. ƒ The third hypothesis is the most specific of the three. Y or X. would tend to cause the other variable to change in value.

but it also reveals something more about the nature of the association between the two variables.only does it say that Y and X are related and that Y is dependent on X for its value. .

It can range from just seeking “a good enough” solution to a much more rigorous challenge.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Testing & Challenging The degree of challenge to the hypothesis will depend on the type of problem and its importance. The term “challenging” may include ƒ Verification ƒ Justification ƒ Refutability ƒ Validity ƒ Rectification Repeatabilit ƒy ƒ Falsification .

Nothing Happened 2.Ho the Alternative Hypothesis H1 . Something Happened the Null Hypothesis .There are two possibilities 1.

Collecting data 4. Setting the criteria for a decision 3. Stating the hypothesis (Null or Alternative) 2.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Hypothesis testing is a four-step procedure: 1. Evaluate the Null hypothesis .

Type I Type II Small example: Your actual health .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Errors in Hypotheses Two types of mistakes are possible while testing the hypotheses.

What doc says sick sick well well You are sick. You’re really not sick! RIGHT . Doc confirms it Get scared for nothing! RIGHT WRONG-Type I error Doc missed your real illness! WRONG-Type II error.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Type I Error: ƒ A type I error occurs when the null hypothesis (H0) is wrongly rejected. For example: A type II error would occur if it were concluded that the two drugs produced the same effect. is not rejected when it is in fact false. there is no difference between the two drugs on . For example. that is. A type I error would occur if we concluded that the two drugs produced different effects when in fact there was no difference between them. Type II Error: ƒ A type II error occurs when the null hypothesis H0.

when in fact they produced different ones.average. .

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS To generalize: Decision Reject H0 Truth Don't reject H0 H0 Type I Error Right Decision H1 Right Decision Type II Error ƒ A type I error is often considered to be more serious. than a type II error. . and therefore more important to avoid.

DEVELOPING HYPOTHESES & R E S E A R C H Q U E S T I O N S Summary “Research questions and hypotheses become “signposts” for explaining the .

ƒ deductive ƒ inductive Research Hypothesis can either be non-directional or directional. the null hypothesis Thus to conclude it would be fitting to say “hypothesis is perhaps the most powerful tool. A well-crafted hypothesis very often suggests the best way to perform the research and gives you clues as to your research design. There exists a hypothesis that is opposite of the positively stated one.purpose of the study & guiding the research…”. tentative and unsure of itself. man has invented to achieve dependable knowledge” – Fred Kerlinger… . Creswell A hypothesis is an explanation. i.e. There are different types of hypotheses. for specific phenomena about which you have questions.

.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Some of the methods that are included for research formulation are ƒ Where does the problem origination or discovery begin? Previous Experience Triggered Interest Potential problem fields ƒ Criteria of problems and problem statement ƒ Goals & Planning ƒ Search. Explore & Gather the Evidence ƒ Generate creative and logical alternative solutions .

the hypothesis! .Making the educated guess.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Definitions of hypothesis ƒ “Hypotheses are single tentative guesses. good hunches – assumed for use in devising theory or planning experiments intended to be given a direct experimental test when possible”. 1956) ƒ “Hypothesis is a formal statement that presents the expected relationship between an independent and dependent variable. 1966) ƒ “A hypothesis is a conjectural statement of the relation between two or more variables”.”(Creswell. (Kerlinger. 1994) . (Eric Rogers.

ƒ “A research question is essentially a hypothesis asked in the form of a
question.”

DEVELOPING
HYPOTHESES
&
RESEARC
H
QUESTIO
NS

Definitions of hypothesis
ƒ “It is a tentative prediction about the nature of the relationship between
two or more variables.”
ƒ “A hypothesis can be defined as a tentative explanation of the
research problem, a possible outcome of the research, or an educated
guess about the research outcome.” (Sarantakos, 1993: 1991)
ƒ “Hypotheses are always in declarative sentence form, an they relate,
either generally or specifically , variables to variables.”
ƒ “An hypothesis is a statement or explanation that is suggested by
knowledge or observation but has not, yet, been proved or disproved.”
(Macleod Clark J and Hockey L 1981)

DEVELOPING
HYPOTHESES
&
RESEARC
H
QUESTIO
NS

Nature of Hypothesis
ƒ The hypothesis is a clear statement of what is intended to be investigated. It
should be specified before research is conducted and openly stated in reporting
the results. This allows to:
Identify the research objectives
Identify the key abstract concepts involved in the research
Identify its relationship to both the problem statement and the literature review

ƒ A problem cannot be scientifically solved unless it is reduced to hypothesis
form

ƒ It is a powerful tool of advancement of knowledge, consistent with
existing knowledge and conducive to further enquiry

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Nature of Hypothesis ƒ It can falsifiable be tested – verifiable ƒHypotheses questions are not moral or or ethical ƒ It is neither too specific nor to general ƒ It is a prediction of consequences ƒ It is considered valuable even if proven .

false .

You design an experiment to find out which type of leaf the monkeys actually like best: You offer the monkeys all five types of leaves in equal quantities. and observe what they eat. you know whether or not . You know that in the wild the monkeys eat mainly B leaves. In order to get all the vitamins they need.DEVELOPING HYPOTHESES & RESEARCH QUESTIONS An Example… Imagine the following situation: You are a nutritionist working in a zoo. but you suspect that this could be because they are safe whilst feeding in B trees. There are many different experimental hypotheses you could formulate for the monkey study. This statement satisfies both criteria for experimental hypotheses. the monkeys will preferentially feed on B leaves. For example: When offered all five types of leaves. whereas eating any of the other species would make them vulnerable to predation. It is a •Prediction: It predicts the anticipated outcome of the experiment •Testable: Once you have collected and evaluated your data (i.e. Choices you consider include leaves of the following species: (a) A (b) B (c) C (d) D and (e) E. the monkeys have to be given fresh leaves as part of their diet. and one of your responsibilities is to develop a menu plan for the group of monkeys. observations of what the monkeys eat when all five types of leaves are offered).

.they ate more B leaves than the other types.

in fact. but it does not satisfy the second criterion: there is no way you can test whether it is true once you have the results of your study. I would. regard the above statement as an assumption that is inherent in the design of this experiment. Your data will show you whether the monkeys preferred one type of leaf.. You can tell whether the monkeys preferentially eat baobab leaves. the monkeys will preferentially eat B leaves because they can eat these safely in their natural habitat. This statement is problematic because its second part ('because they can eat these safely in their natural habitat') also fails to satisfy the criterion of testability.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Incorrect hypotheses would include: When offered all five types of leaves. but the results of this experiment cannot tell you why.e. . they like it best). but not why they preferred it (i. This statement certainly sounds predictive. rather than as a hypothesis. When offered all five types of leaves. the monkeys will preferentially eat the type they like best.

D. . howler monkeys that feed in B trees are less vulnerable to predation than monkeys that feed on A. C. or E.In their natural habitat.

. However. You could use this hypothesis if you did a study in the wild looking at how many monkeys get killed by predators whilst feeding on the leaves of A. for the experimental feeding study in the zoo it is neither a prediction nor testable. but not for the experiment described in the question.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS This is a perfectly good experimental hypothesis. Hence. a question is not a hypothesis. and questions fail to satisfy criterion #1: They are not predictive statements. When offered all five types of leaves. B etc. which type will the monkeys eat preferentially? This is a question.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Types of Hypotheses NULL HYPOTHESES Designated by: H0 or HN Pronounced as “H oh” or “H-null” ALTERNATIVE .

HYPOTHESES Designated by: H1 or HA .

. ƒ Opposite of Null Hypothesis. ƒ Has serious outcome if incorrect decision is made! The alternative hypothesis is a statement of what a hypothesis test is set up to establish. but has not been proved. either because it is believed to be true or because it is to be used as a basis for argument.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS The null hypothesis represents a theory that has been put forward. ƒ Only reached if H0 is rejected.

ƒ Frequently researcher! “alternative” is actual desired conclusion of the .

the null hypothesis might be that the new drug is no better. We would write H1: the two drugs have different effects. than the current drug. compared to that of the current drug. on average. We would write H0: there is no difference between the two drugs on average. The alternative hypothesis might be that: the new drug has a different effect. on average. on average. .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS EXAMPLE In a clinical trial of a new drug.

the new drug is better. on average. . than the current drug. on average. We would write H1: the new drug is better than the current drug.

whereas the alternative hypothesis relates to the statement to be accepted if / when the null is rejected. rejecting the null hypothesis then. ƒ The final conclusion.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS We give special consideration to the null hypothesis… ƒ This is due to the fact that the null hypothesis relates to the statement being tested. it only suggests that there is not sufficient evidence against H 0 in favor of H1. . is always given in terms of the null hypothesis. once the test has been carried out. suggests that the alternative hypothesis may be true. ƒ If we conclude 'do not reject H0'. this does not necessarily mean that the null hypothesis is true. we never conclude 'reject H1'. or even 'accept H1'. We either 'reject H0 in favor of H1' or 'do not reject H0'.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Formulating a hypothesis …is important to narrow a question down to one that can reasonably be studied in a research project. The formulation of the hypothesis basically varies with the kind of research project conducted: QUALITATIVE QUANTITATIVE .

DEVELOPING HYPOTHESES & ZESEARC H QUESTIO NS Can also be divided into Theory Tentative hypothesis Pattern Deductive Observation Inductive Theory Hypothesis Observation Confirmatio .

n .

seeks to understand. is more frequent. Characteristics ƒ Use of words.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Qualitative Approach The use of Research Questions as opposed to objectives or hypothesis. . explores or describes the experiences. rather than relate variables or compare groups. without reference to the literature or theory. ƒ Use of non-directional wording in the question.what or how. Specify whether the study: discovers. These questions describe. ƒ The questions are under continual review and reformulation-will evolve and change during study. ƒ The questions are usually open-ended.

ƒ Use of a single focus. .

hence to data collection) "The object should be approached from "all" sides." (1982: 231) Rule 2 (refers to the object of study) "The object is provisional. rule of the maximum variation of perspectives.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS The rules of Qualitative research Kleining offers four rules for a scientific and qualitative process of approaching understanding to reality. hence to data ." (1982: 234) Rule 4 (refers to the evaluation of information gathered. it is only fully known after the successful completion of the process of discovery." (1982: 233) Rule 3 (refers to action in relation to the subject of research. Rule 1 (refers to subject / researcher) "Prior understandings of the phenomenon to be researched should be seen as provisional and should be transcended with [the discovery of] new information with which they are not consistent.

analysis) "Analysis of the data for common elements." (1982: 237) .

DEVELOPING
HYPOTHESES
&
RESEARC
H
QUESTIO
NS

Quantitative Approach
In survey projects the use of research questions and objectives is
more frequent
In experiments the use of hypotheses are more frequent
Represent

comparison between variables
relationship between variables

Characteristics
ƒ

The testable proposition to be deduced from theory.

ƒIndependent and dependent variables to be separated and measured separately.

ƒ To be either writing-questions, or objectives or hypotheses, but not a
combination.

ƒ Consider the alternative forms for writing and make a choice based
on the audience for the research

DEVELOPING
HYPOTHESES
&
RESEARC
H
QUESTIO
NS

Generation of
Research
Hypothesis
Problem statements become
research hypotheses when
constructs are
operationalized

Initial Ideas
(often vague and general)

Initial
observations

Search of existing
research literature

Statement of the problem

Operational definitions
of constructs

Research hypothesis

(a specific
deductive prediction)

increases in values of X appear to effect reduction in values of Y). 4. Y is related to X (or. Y decreases (or. Y is dependent on X). 6. Y and X. . there is an association between Y and X). Y and X are associated (or.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Example: Consider the example of a simple association between two variables. 5. As X increases.

ƒ The second hypothesis is also a simple statement of association between Y and X. Y or X. but this time it may be inferred that values of Y are in some way contingent upon the condition of the X variable. Nothing is indicated about the association that would allow the researcher to determine which variable. ƒ The third hypothesis is the most specific of the three.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS ƒ The first hypothesis provides a simple statement of association between Y and X. Not only does it say that Y and X are related and that Y is dependent . would tend to cause the other variable to change in value.

. but it also reveals something more about the nature of the association between the two variables.on X for its value.

The term “challenging” may include ƒ Verification ƒ Justification ƒ Refutability ƒ Validity ƒ Rectification Repeatabilit ƒy ƒ Falsification .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Testing & Challenging The degree of challenge to the hypothesis will depend on the type of problem and its importance. It can range from just seeking “a good enough” solution to a much more rigorous challenge.

There are two possibilities 1. Something Happened the Null Hypothesis .Ho the Alternative Hypothesis H1 . Nothing Happened 2.

Stating the hypothesis (Null or Alternative) 6. Setting the criteria for a decision 7. Evaluate the Null hypothesis .DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Hypothesis testing is a four-step procedure: 5. Collecting data 8.

DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Errors in Hypotheses Two types of mistakes are possible while testing the hypotheses. Type I Type II Small example: Your actual health .

Doc confirms it Get scared for nothing! RIGHT WRONG-Type I error Doc missed your real illness! WRONG-Type II error.What doc says sick sick well well You are sick. You’re really not sick! RIGHT .

For example. For example: A type II error would occur if it were concluded that the two drugs produced the same effect.DEVELOPING HYPOTHESES & RESEARC H QUESTIO NS Type I Error: ƒ A type I error occurs when the null hypothesis (H0) is wrongly rejected. A type I error would occur if we concluded that the two drugs produced different effects when in fact there was no difference between them. that is. Type II Error: ƒ A type II error occurs when the null hypothesis H0. there is no difference between the two drugs on . is not rejected when it is in fact false.

average, when in fact they produced different ones.

DEVELOPING
HYPOTHESES
&
RESEARC
H
QUESTIO
NS

To generalize:
Decision
Reject H0
Truth

Don't reject H0

H0

Type I Error

Right Decision

H1

Right Decision

Type II Error

ƒ A type I error is often considered to be more serious, and
therefore more important to avoid, than a type II error.

DEVELOPING
HYPOTHESES
&
R
E
S
E
A
R
C
H
Q
U
E
S
T
I
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S

Summary
“Research questions and hypotheses become
“signposts” for explaining the purpose of the study &
guiding the research…”, Creswell
A hypothesis is an explanation, tentative and unsure of
itself, for specific phenomena about which you have
questions.
A well-crafted hypothesis very often suggests the best
way to perform the research and gives you clues as to
your research design.
There are different types of hypotheses.
ƒ

deductive

ƒ

inductive
Research Hypothesis can either be non-directional or
directional. There exists a hypothesis that is opposite of
the positively stated one, i.e. the null hypothesis

Thus to conclude it would be fitting to say
“hypothesis is perhaps the most powerful tool,
man has invented to achieve dependable
knowledge” – Fred Kerlinger…

CHAPTER NO – 5

ANALYSIS & FINDINGS

 PROJECT ANALYSIS   -DATA ANALYSIS  -FINDINGS & SUGGESTIONS  -PROBLEMS & LIMITATIONS .

Ltd.DATA ANALYSIS Data Analysis was carried out in Dawnay Day AV Pvt. for the subject of “Recruitment and Selection Procedure” for the candidates of trainee in the company. 1] Questions asked to the present employee of the company II] Questions asked to the present employer of the company . The analysis consists of two sections. The data given below is in regard with TRAINEE ONLY.

SECTION-I  QUESTIONS ASKED TO THE PRESENT EMPLOYEE OF THE COMPANY Q1. What type of interview did you undergo? Respondents Total STRUCTURED (S) 01 100 UNSTRUCTURED (U) 99 100 PANEL (P) 25 100 HR MANAGER (HR) 100 100 .

. Panel decisions are put forward in case of any confusion. FINDINGS: The procedure of interview was carried out in a very structured Manner and if any confusion arises the panel use to come together and Take the proper decision.OBSERVATION: A structured recruitment is carried out in company which is a very good Review from all points. SUGGESTIONS: The decisions taken through panel is a very good policy adopted by The company and it should be followed through out without biasness.

Are you satisfied by the pay package offered? Respondents Percentage Yes 49 65 No 26 35 Total 75 100 .Q2.

OBSERVATION Most of the employees are satisfied with the pay package offered at the company 2/3rd or 66% of the employees are satisfied while the rest 34% are not because there was few terms mentioned in the bond before joining. FINDINGS: More than 50% of the candidates were satisfied by the pay package. company must look forward with the terms and conditions and try to change it if possible. might be the rest were expecting to be offered more. . SUGGESTIONS: The company package is quite god enough as per the training purpose. but as we can say some people never get satisfied so cant help it.

Q3. Are you willing to move UK if you get the opportunity? Respondents Percentage Yes 64 85 No 11 15 Total 75 100 Yes 85% No 15% .

Of candidates were wiling to move to us as they found career opportunity in that. . SUGGESTIONS: The offer given by the company of migrating to us in good in concern to the further career opportunities of the candidates. while rest were show unwilling for the same. Company should take care that the rest 15% who are nt willing to move to us must not be forced to go and some other options must be kept available for them to develop their great future. FINDINGS: Maximum no.OBSERVATION: Result is that a few of 15% are not willing to leave their home land where as 85% employees are willing to as they say thy may get a big opportunity in their career and will be able o build a bright future. but the one who in not willing to go must be given some other options to enlighten their career Opportunity.

Is the job analysis (job description and job specification) done before recruitment? Respondents Percentage Yes 65 87 No 10 13 Total 75 100 .Q4.

OBSERVATION: 87 % of the employees says that job analysis is done which have mostly seemed to be come through external sources of recruitment where is rest was found to be through internal sources. FINDINGS: Biasness were seen in the company towards the employees came by referrals or internal sources. . SUGGESTIONS: Biasness must be avoidable at the point of 100% by the company. This type of policy should be avoided in the company the rules must be to all the employees in the company.

Q5. Do you think this job opportunity will prove beneficial from future point of view ? Respondents Percentage Yes 64 85 No 11 15 Total 75 100 .

company must follow the ideas and grab it if any for the betterment of the company as well the individual. .of candidates were found to be happy with the policy of us migration after few years. FINDINGS: Maximum no. SUGGESTIONS: Very few candidates did not find any opportunity in their career through his job might be due to their different plans in futuer.OBSERVATION: Some of the employees might have been left out due to some reasons.

Q6. Does all the candidates judged truly and fairly? Respondents Percentage Yes 69 92 No 6 8 Total 75 100 .

OBSERVATION: As seen above 90% of the candidates were satisfied by the interview procedure and claimed that there were no biased decision taken by the interviewer. SUGGESTIONS: Biasness must be fully avoided for the purpose of goodwill of the company. although company must show consciousness in the procedure if any biased ness occurred in their policies or procedures. FINDINGS: Biased decisions were observed at few points in the company. for the proper decision making is necessary in the panel. . As there is always change in the views of every person it is possible to get different views from different person.

How did you come to know about the vacancy? Respondents Percentage ADVERTISEMENTS (AD) 60 88 EMPLOYMENT EXCHANGE (EE) 2 2 INTERNALLY (INT) 5 4 ANY OTHER (AO) 8 6 .Q7.

FINDINGS: Advertisements were given more emphasized for the attraction of candidates for he required job.OBSERVATION: 80% of candidates come to know about the job through news papers. . so we can say that advertisements were more preferred in the company. SUGGESTIONS: The modes of advertisement should be increased for the purpose of attracting quality candidates for the required job.

Q8. Is your recruitment procedure centralized or decentralized ? Respondents Percentage CENTRALISED 75 100 DECENTRALISED 00 00 Total 75 100 .

FINDINGS: The recruitment and selection procedure was totally centralized according to the company’s policy.OBSERVATION: There is 100% centralized interview technique followed in the company. SUGGESTIONS: Various centers must be made available for the purpose of interview to avoid inconvenience of the candidates. Decentralized procedure for interview must be adopted so that There may convenience to the candidates to get approach towards the Company. .

What were the weight age given to the sources by the company ? SOURCES Respondents Percentage INTERNAL 15 80 EXTERNAL 60 20 Total 75 100 .Q9.

OBSERVATION: External sources were mostly preferred by the company for recruitment procedure which was found to be one of most positive attitude of the procedure. FINDINGS: External sources were mostly preferred by the company for Recruitment procedure which was found to be one of most positive attitude of the Procedure. . SUGGESTIONAS: No suggestion required.

Q10. Are the rejected candidates informed? Respondents Percentage Yes 00 00 No 75 100 Total 75 100 .

OBSERVATION: From the above fact it is seen that company don’t have the policy of informing the rejected candidates as this must be avoided because it may reduce the personal inconvenience if any among the candidates applying for the job. the reasons was Unknown. FINDINGS: The rejected candidates were not informed about it. . SUGGESTIONS: The policy of informing the rejected candidates must be adopted so that the candidates do get the feedback from the company and may proceed through other work.

What are the external sources of recruitment most preferred by the candidates? Respondents Percentage INTERNAL (INT) 60 88 EMPLOYMENT EXCHANGE (EE) 02 2 NEWSPAPERS (NP) 05 4 EMPLOYEE REFERALS (ER) 08 6 CAMPUS RECRUITMENT (CR) 00 0 TOTAL 75 100 .Q11.

SUGGESTIONS: Company must adopt the policy of campus recruitment for the acquaintance of quality profiles. So company must adopt the technique of campus recruitment Which can prove beneficial from company’s point of view. FINDINGS: Campus recruitment policy were not followed by the company.OBSERVATION: Here we see that campus interviews are not done by the company which is The most sourceful technique to achieve the objective of hiring the most Qualified and skilled candidates as per the job recruitment. .

What are post recruitment policies followed by the company? Response REFRENCE CHECK  MEDICAL TESTS  SALARY HIKE - BACKGROUND HISTORY  OBSERVATION: Salary hike was not given any importance for the trinee candidates.SECTION – II  OUESTIONS ASKED TO THE PRESENT EMPLOYER OF THE COMPANY Q1. .

FINDINGS: The candidates were departed from the procedure of salary like in the period of training SUGGESTIONS: Post recruitment policy of the company is quite good and to look at the point of salary hike it is quite difficult as the trainees are offered a fixed package but still according o the performance of the candidate something’s can be done such as gifts. incentives etc. .

Is the salary negotiation possible? MANAGEMENT LEVEL YES MANAGEMENT TRAINEE  LOWER MANAGEMENT  MIDDLE MANAGEMENT  SENIOR MANAGEMENT NO  OBSERVATION: There were no negation policies found among trainees and it true to all trainee as they are offered fixed salary package along with all benefits. FINDINGS: There were no negotiation possible in the salary offered to the training candidates by the company. SUGGESTIONS: The point of salary negotiation is negligible to be taken care of as per the point of view of the trainees. .Q2.

Q3. . Do you have compensation review policy? MANAGEMENT LEVEL YES MANAGEMENT TRAINEE NO  LOWER MANAGEMENT  MIDDLE MANAGEMENT  SENIOR MANAGEMENT  OBSERVATION: Compensation policy must be offered to the trainees. SUGGESTIONS: Compensation policies must be reviewed to the trainees. FINDINGS: Few compensation policies were offered to the candidates while departed from major of the things.

.Q4. SUGGESTIONS: One to one conversation must be often performed as it an help to keep a check on the trainees and may also give them satisfaction of job by the two way process. FINDINGS: One to one conversation were rarely done in the prospect of trainee candidates which was found to be very depreciating process in the company. How often is one to one conversation done in the company? MANAGEMENT LEVEL MOST OFTEN SOMETIMES MANAGEMENT TRAINEE  LOWER MANAGEMENT  MIDDLE MANAGEMENT  SENIOR MANAGEMENT  NEVER  OBSERVATION: The performance must be checked at all levels of employment.

.Q5. FINDINGS: Candidates were not given all facilities as per their requirements. What are the components of compensation provided to trainee ? COMPONENTS HRA RESPONSE YES NO  LTA  PF  GRATUITY  LOANS  BONUS  CAR / PETOL  ACCOMODATION  CONYEYANCE ALLOWANCE MEDICAL ALOWANCE   OBSERVATION: There are many things which are not provided b the company to the candidates at least the facilities which are necessary to the day to day living must be provided. SUGGESTIONS: Few points are avoidable but as per the trainees view the TA must be allotted to them and incentives must be provided wherever necessary.

Q6. .NO.  Candidates work experience proof must be checked to get the idea of his/her sincererity towards the job.  OBSERVATION: The formalities to filed by the candidates were quite satisfying.  BANK A/C NO. but along with that the checking process of the candidates details were lagging behind.  As the candidates are offered fixed salary package no need to refer their past salary slips. What are the joining formalities to filled by the selected candidate? COMPONENTS CERTIFICATES RESPONSE YES NO  PROOF OF WORK EXPERIENCE  MEDICAL REPORT  PHOTO  REFRENCE LETTER  PAST SALARY SLIP RESIDENTIAL PROOF   PAN.

SUGGESTIONS: Proper care must be taken to avoid any ill effects to the company. so proper verification process must be followed by the company. .FINDINGS: Company was lagging behind to judge the candidates from all point of view.

FINDINGS: Theoretical knowledge of the candidate were not given any weight age in the process of selection. SUGGESTIONS: Along with the practical knowledge weight age must also be given to theoretical knowledge as is nay help at the time at crises if any. According to me this must not happen as it may cause disappointment to fresher as they don’t have any experience and fulfilled with theoretical knowledge. . Another thing is that fresher are adjustable to any kind of job so can be preferred for job rotation at any critical point.Q7. Which parameters are preferred in the company during the selection of the candidate for the required job? PARAMETERS EXPERIENCE RESPONSE YES NO  THEORITICAL KNOWLEDGE  AGE CRITERIAL (22-25)  FOCUS ON YOUNG GENERATION  OBSERVATION: As we can see here experience candidates were given preference for the required job.

CHAPTER NO – 6 FINDINGS AND SUGGESTION .

8) Biased decisions were observed at few points in the company. . 6) Biasness were seen in the company towards the employees came by referrals or internal sources. 3) 75% polling were against the policy of bond as they said that it formed a barrier in the selection process. 4) More than 50% of the candidates were satisfied by the pay package. 7) Maximum no. 9) Advertisements were given more emphasized for the attraction of candidates for he required job. may be due to some personal problem. while rest were how unwilling for the same. of candidate were willing to move to us as they found career opportunity in that. 2) A&B) Most of the candidates were willing to pay the bond money but few did showed disappointment in the policy. might to be rest were expecting to be offered more.FINDINGS AND SUGGESTIONS FINDINGS: SECTION-I 1) The procedure of interview was carried out in a very structured manner and if any confusion arises the panel use to come together and take the proper decision. 5) Maximum no. of candidates were found to be happy with the policy of us migration after few years.

SECTION – II 1) The candidates were departed from the procedure of salary hike in the period of training. 2) There were no negotiation possible in the salary offered to the training candidates by the company. . 3) Few compensation policies were offered to the candidates while departed from major of the things. 13) Campus recruitment policy were not followed by the company. 4) One to one conversation were rarely done in the prospect of trainee candidates which was found to be very depreciating process in the company. 5) Candidates were not given all facilities as per their requirements. 11) External sources were mostly preferred by the company for recruitment procedure which was found to be one of most positive attitude of the procedure. the reason was unknown.10) The recruitment and selection procedure was totally centralized according to the company’s policy. 12) The rejected candidates were not informed about it.

6) Company were lagging behind to judge the candidates from all point of view. 7) Company failed to provide further educational programme to the candidates. 8) Theoretical knowledge of the candidates were not given any weight age in the process of selection. .

6) Biasness must be avoidable at the point of 100% by the company. 9) The modes of advertisement should be increased for the purpose of Attracting quality candidates for the required job. 4) The company package is quite god enough as per the training purpose. . for that proper decision making is necessary in the panel. Some options must be provided by the company for the one who are Facing any problem to do the same.SUGGESTIONS SECTION – I 1) The decisions taken through panel is a very good policy adopted by The company and it should be followed through out without biasness. But as we can say some people never get satisfied so cant help it.a&b)As most of the candidates are willing to pay the bond money. but the one who Is not willing to go must be given other options to enlighten their Career opportunity. 8) Biasness must be fully avoided for the purpose of goodwill of the Company. 5) The offer given by the company of migrating to us in good in concern To the further career opportunities of the candidates. 2. 3) Company must give a chance to those students who and skilled and Are not able to fulfill the clause of bound due to any reasons or provide a way of concession of installment scheme. 7) Very few candidates did not find any opportunity in their career Through his job might be due to their different plans in future Company must follow the ideas and grab it if any for the betterment Of the company as well the individual.

.10) External source were mostly preferred by the company for Recruitment procedure which was found to be one most positive Attitude of the procedure. 11) The policy informing the rejected candidates must be adopted so That the candidates do get the feedback from the company and may Proceed through other work. 3) Compensation policies must be reviewed to the trainees. SECTION – II 1) Post recruitment policy of the company is quite good and to look at the point of salary hike it is quite difficult as the trainees are offered a fixed package but still according to the performance of the candidate something’s can view of the trainees. 6) Proper are must be taken to avoid any ill effects to the company. 12) Company must adopt the policy of campus recruitment for the Acquaintance of quality profiles. 2) The point of salary negotiation is negligible to be taken care of as per the point of view of the trainees. 5) Few points are avoidable but as per the trainees view the TA must be allotted to them and incentives must be provided wherever necessary. 4) One to one conversation must be often performed as it an help to keep a check on the trainees and may also give them satisfaction of job by the two way process. so proper verification process must be followed by the company.

. 8) Along with the practical knowledge weight age must also be given to Theoretical knowledge as is may help at the time at crises if any. Company should take a step Forward to provide good education facilities to the candidates.7) Care should be taken that the candidates are not kept devoid of their Education process if required any.

Ltd. As per my observation it can be said that Dawnay Day AV Pvt.CONCLUSION After the detailed study of the procedure of Recruitment & Selection & Induction carried out at Dawnay Day AV Pvt. A systematic procedure is followed by the company for recruitment & selection. Due to this special recruitment & selection procedure employee can become more competitive in every field & rate of labour turnover may also get minimized. it can be concluded that the procedure is indeed NOT very effective. selection & induction are efficient but lag behind in few areas in a way which must be improved so that they can recruit the right person with the required qualifications.. . but still more effective steps are required to be applied to select right person for right job. Ltd. policy regarding recruitment. At last I would like to conclude may report by saying that all possible care should be taken by Survik software limited to make their workforce efficient & competent to make it face the global competition.

APPENDIX & BIBLIOGRAPHY .

What type of interview did you undergo?  STRUCTURED  PANEL   UNSTRUCTURED HRROUND Q2. Is the job analysis (job description and job specification) done before recruitment?  YES  NO . Are you satisfied by the packages offered?  YES  NO Q3. Are you willing to move to US if you get the opportunity?  YES  NO Q4.QUESTIONNAIRE SECTION-1  QUESTIONS ASKED TO THE PRESENT EMPLOYEE OF THE COMPANY Q1.

What are the external sources of recruitment most preferred by the candidates?  YES  NO . Are the rejected candidates informed?  YES  NO Q11. Do you think this job opportunity will prove beneficial from future point of view?  YES  NO Q6. How did you come to know about the vacancy?  YES  NO Q8. What were the weight age give to the sources by the company?  YES  NO Q10. Is your recruitment procedure centralized or decentralized?  YES  NO Q9.Q5. Does all the candidates judged truly and fairly ?  YES  NO Q 7.

Is the salary negotiations possible? MANAGEMENT LEVEL MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT YES NO . What are the post recruitment policies followed by the company? Response REFRENCE CHECK MEDICAL TESTS SALARY HIKE BACKGROUND HISTORY Q2.SECTION – II  QUESTIONS ASKED TO THE PRESENT EMPLOYER OF THE COMPANY Q1.

Q.3 Do you have compensation review policy? MANAGEMENT LEVEL YES NO MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT Q.4 How often one to one conversation dose in the company? MANAGEMENT LEVEL MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT MOST OFTEN SOMETIMES NEVER .

Q5. What are the components of compensation provided to trainee ? COMPONENTS HRA LTA PF GRATUITY LOANS BONUS CAR/PETROL ACCOMODATION CONYEYANCE ALLOWANCE MEDICAL ALOWANCE RESPONSE YES NO .

NO. Which parameter are preferred in the company during the selection of the candidate for the required job? PARAMETER RESPONSE YES EXPERIENCE THEROTICAL KNOWLEDGE AGE CRITERIA(22-25) FOCUS ON YOUNG GENERATION NO . Q7. BANK A/C NO.What are the joining formalities to filled by the selected candidate? COMPONENTS RESPONSE YES NO CERTIFICATES PROOF OF WORK EXPERIENCE MEDICAL REPORT PHOTO REFRENCE LETTER PAST SALARY SLIP RESIDENTIAL PROOF PAN.Q6.

Ltd Edwin Flippo Personnel management Everest publishing Diwedi . Ashwathappa Personnel Management N C GrawHill publishing co.BIBLIOGRAPHY BOOKS REFERRED: BOOK NAME PUBLISHER AUTHOR Human Resource Management Tata N C Graw-Hill published co. ltd.