You are on page 1of 58

PROJECT

ON

RECRUITMENT AND SELECTION

AT RIGHTWAY SOLUTION

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR


DEGREE OF

MASTER OF BUSINESS ADMINISTRATION


SESSION – 2016-2018

SUBMITTED TO SUBMITTED
BY
Dr. Suman Kathuria Pushpinder Kaur
Asst. Prof University Roll No:-160600010

Maharaja Ranjit Singh State Technical University, Bathinda

1
TO WHOM IT MAY CONCERN

This is certify the PUSHPINDER KAUR student of MBA of MAHARAJA RANJEET


SINGH PUNJAB STATE TECHNICAL UNIVERSITY has done six weeks training
and project work under by guidance and supervision towards the fulfillment of the award
of Master of Business Administration

2
DECLARATION

I hereby declare that the research project report title “Recruitment and Selection” is my
own original research work and this has been submitted to MAHARAJA RANJEET
SINGH PUNJAB STATE TECHNICAL UNIVERSITY for the award of professional
degree.

PUSHPINDER KAUR

3
ACKNOWLEDGEMENT

Acknowledgement is an art, one can write glib stanza without meaning a word on the
other hand one can make a single expression of gratitude.

It gives me a great pleasure to submit this project to MAHARAJA RANJEET SINGH


PUNJAB STATE TECHNICAL UNIVERSITY. I take this opportunity with great
pleasure to present before this project on “Recruitment and Selection” which is result of
co-operation, hard work & good wishes of many people. The most pleasant part of any
project is to express the gratitude towards all those who have contributed to the success of
my project.

I would like to thanks MRS RAJNI WADHWA BEDI who has been my mentor for this
project. It was only through her excellence assistance & good suggestion that i have been
able to complete this project.

I am deeply grateful to MR. NAVEEN THAKUR (Head of Department) MAHARAJA


RANJEET SINGH PUNJAB STATE TECHNICAL UNIVERSITY for their
everlasting support or guidance on ground of which i have acquired a new field of
knowledge the course structure created for curriculum has benefited with inclusion on
recent development in an organization & management aspects.

I am thankful to all members of RIGHTWAY SOLUTIONS PVT.LTD company who


have given me valuable information in part of my project. Above all, I would like to thank
all conducted persons of firm who took out their valuable times to answer my queries &
given me full information related to my project.

I extent my sincere gratitude towards my parents who have always encourage me & give
suggestions as how to work on project. They always stand by me in solving all my
enquiries. Their support has always motivated me.

4
TABLE OF CONTENT

SR NO. TOPIC NO. PAGE NO.


CHAPTER 1 COMPANY PROFILE 6-12

CHAPTER 2 INTRODUCTION 13-14


LITERATURE REVIEW 15-17
RECRUITMENT AND SELECTION 17-27

CHAPTER 3 RESERCH METHODOLOGY 28-31

CHAPTER 4 DATA ANALYSIS 32-48

CHAPTER 5 FINDINGS AND INTERPRETATIONS 49-50

CHAPTER 6 BIBLIOGRAPHY 51-52

CHAPTER 7 QUESTIONNAIRE 53-57

5
CHAPTER 1

COMPANY PROFILE
INTRODUCTION TO COMPANY PROFILE
Established in 2009 and headquartered in Chandigarh/Mohali India, we specialize in
a broad range of development and consulting services that address it professional
services like web architecture, application development, mobile applications and
development of enterprise business systems. We have our solutions development
centre at our headquarters in Chandigarh. Our solutions can be tailored to match our
clients’ needs while maintaining the flexibility to adapt to dynamic market and
business requirements. We have providing our services to top companies and
government clients around the globe with remarkable results.
Rightway Solutions Pvt. Ltd. Has set high industrial standards providing entire it
solutions without compromising in delivering quality product and services
provided. Rightway Solutions helps our clients derive greater business value
through better management of technology. Rightway Solutions is committed to
delivering excellence in creating innovative and flexible solutions for our clients.

Rightway Solution Pvt. Ltd. has started from 2009 as a partnership firm, then
slowly its convert into private limited. Rightway Recruiting is an Executive Search
firm that was formed to provide exceptional, confidential, and industry specialized
recruitment services to the industry. Our Services are designed to meet client
expectation with providing the required job through recruitment & selection.
Rightway Solutions Pvt. Ltd. can Scan be fully trusted with your project ideas!
Rightway was established from the get-go with the customer at the centre of
everything we do. We'd love to sit down and have a confidential discussion about
what that might be for you. We'll then prepare a fixed price quote. No compulsion.
No more surprise bills. The change is easy.

MISSION of RIGHTWAY SOLUTION:-


Mission of Rightway Solutions is to make professionals by imparting professional
training. We teach Conceptual designing and make our students creator instead of

6
just operator. Our Mission is to train students is such a way that after the completion
of their course they can challenge any one in regard of work and the quality in work
will equivalent to a candidate who is one year experienced. Our teaching
Methodology is unique as we focus on skills and give 100% Practical training.

VISION of RIGHTWAY SOLUTION


Our Vision is to make all students ready for industry giving them professional and
practical training .We want to be a great platform for students where they are
inspired to do the best they can be. Through our quality and best services we will
satisfy student’s desires and needs. Also Our Vision is to provide best students in
their field as we are responsible citizen and want to makes a difference by helping
develop educated minds, proactive personalities and providing educational
brilliance and preparing national leaders for the worldwide environment.

CORPORATE VALUES:
Rightway Solutions believes in honoring its commitment. Integrity and
transparency are an integral part of our relationship with customers, employees,
society. Respect for Life: the company believes that life in all its forms must be
respected. Rightway Solution respects and values their own people. The employees
are their own value creators whose efforts, creativity and bond cherish the company.
The customers, who reward company for their own value creation and stakeholders,
who are committed to company in his Endeavour to improve life. We also recognize
and respect our environment and take every effort to preserve it.
VALUE STATEMENT
Integrity:-We are open, ethical, transparent &uncompromising in our work.
Decisiveness:-Set a goal, analyzes the facts and work on alternatives Conclude
them fixed time frame.
Team Spirit:-We encourage group interactions and working together United
And collective drive achieves the desired goal.
Commitment:-We keep all promises made within and outside the Company.
Caring:- We are concerned for our environment, society and Employees and work
for their betterment.
Excellence:-We are a role model and benchmark company for our Products,
services and business processes.
Innovation:-We nurture creativity and encourage application of Knowledge and
7
ideas in all facets of our business.
Customer :- Customers are uppermost in our mind.
Orientation:-We work to exceed expectations.

QUALITY AND ENVIORNMENT:


At Rightway quality is the keyword in every activity and a constant Endeavour to
achieve standards of the highest levels has been an ongoing commitment from the
time of its inception as well as recognition and acknowledgement of this devotion.
This achievement has been set as a benchmark to go forward in excellence.
For Rightway Solutions it is an ongoing process to continuously explore new
product applications, competitive technologies and potential markets. Rightway has
scaled this success with its trademark of commitment and quality.
BOARD OF DIRECTORS:

Mr. Naveen Thakur, Owner


He is the founder of the Company and is associated with it since 2009, right from
the date of inception of the Company. He is a well-known Businessman, having 8
years of versatile experience in the Recruitment & Outsourcing industry.
Mr. Nitesh Thakur, Director
He is Director of the Company and successfully looking after day to day affairs of
the Company from 2009. He is also well-known Businessman, having 6 years in
same company.
ACHIEVEMENTS
Rightway has many a firsts to its credit and these have been earned through its
constant endeavor for identification of products that are required by the end user
industries. Rightway's R&D centre in Mohali aims to provide specialized products
that add value and enhance every aspect of life.
SERVICES PROVIDED BY RIGHTWAY SOLUTIONS
Rightway Solution provides a wide range of services such as IT, Telecom,
Immigration and the list goes on. Rightway Solutions is one the earlier companies
which started working on following services:
1 Outsourcing

2Telecom

3Immigration
8
4 Training

5 IT Projects.

9
International Recruitment Services of Rightway Solution:

International Recruitment

Backed by unparalleled expertise as followed and delivered in professional international


recruitment agency principles, we have with us deep understanding of international man
power recruitment services and help in providing comprehensive HR services as well as
recruitment solutions so as to maximize clients' manpower potential. With possibility of
hunt for quality talent also requiring overseas recruitment of particular skills, we being a
global organization have also placed job seekers in international regions of –

 Dubai
 Malaysia
 Africa

International Recruitment Services


Other than providing immigration advice that is part of recruitment package to prospective
and current clients, some of the other value added services offered by us are:

 Manpower Consultancy
 Once potential candidate is identified, next step is selection test (oral or practical) taken by
employer or his authorized representative
 In case we are entrusted with selection & testing of prospective employee, we conduct the
procedure through taking support of panel of experts for technical & professional
categories.
 This procedure is followed under direct supervision of our professional executives

Visa Assistance
Having complete understanding of the intricacies involved in international recruitment
procedure, we hold specialization in providing fast as well as dependable services. Here, the
experience gained by us while processing millions of travel documents also guarantees of
the visa being handled quickly (even overnight), accurately as well as professionally. Our
visa services are applicable to following areas:
 Employment Visa
10
 Visit Visa
 Work Permits

Rightway Solution’s Clientele


Delta Recruitment Consultants Pvt. Ltd. serve all the requirements related to Indian and
International manpower recruitment for various industries such as:

 Airline Industry
 Construction Industry
 Computer Software and Hardware Industry
 Chemicals & Pharmacy Industry.

RWS First things first we build unbelievable value, high quality recruitment.
We specialize in helping start-up recruitments get online and established login passwords to
Candidate so easily find the jobs in my professional job desk portal and enjoy the benefits of
a portal without the need for excessive capital investment.
If you want to work with a company that understands your market and can deliver the
core functionality.

Training solution:-

Training in industrial/commercial/financial environment provides the trainees with the


opportunity to develop a problem solving attitude & to have an insight into the functioning of
the account department.
 It also diversifies their practical experience & helps them in developing the attributes of
team work & correlation with members of other professions and disciplines.
 It is intended to provide the trainees with new dimensions to their experience

 This would necessarily involve exposure of trainees to entire gamut of activities


of industrial establishments in a phased & systematic manner.
 Exposure to the working environment of a large commercial organization wills them an
integrated view of its operations.

11
 It is essential that the member imparting training in industrial including commercial &
financial enterprises recognizes that perception of the overall business environment is
prime objective of such training.
SWOT ANALYSIS

STRENGTHS
 Company has provides wide variety of products.
 High quality products and services
 Cost effectiveness of website. This differentiates our website from our competitors.
 Client satisfaction
 Expertise and knowledge are key strength of organization

WEAKNESS
 Lack of financial suppliers
 Dearth of suitable candidates
 Employee salaries in IT sector are increasing tremendously. Low wages benefit will
soon come to an end.

OPPORTUNITIES
 High quality IT education market.
 Company specialize in helping start-up recruitments get online and established
Log in passwords to Candidate so easily find the jobs in my professional job desk
portal and enjoy the benefits of a portal without the need for excessive capital
investment.
 Development market
 Redesign websites according to web standards for international clients.
THREATS

 Lack of data security systems Countries like China and Philippines with qualified
workforce making efforts to overcome the English language barrier.
 IT development concentrated in a few cities only

12
CHAPTER 2

INTRODUCTION

13
HUMAN RESOURCE MANAGEMENT

WHAT IS HUMAN RESOURCE MANAGEMENT?


HRM is the study of activities regarding people working in an organization. It is a managerial
function that tries to match an organization’s needs to the skills and abilities of its employees.

DEFINITION OF HRM
Human resources management (HRM) is a management function concerned with hiring, motivating
and maintaining people in an organization. It focuses on people in organizations. Human resource
management is designing management systems to ensure that human talent is used effectively and
efficiently to accomplish organizational goals.

HRM is the personnel function which is concerned with procurement, development, compensation,
integration and maintenance of the personnel of an organization for the purpose of contributing
towards the accomplishments of the organization’s objectives. Therefore, personnel management is
the planning, organizing, directing, and controlling of the performance of those operative functions
(Edward B. Philippo).

According to Dessler (2008) the policies and practices involved in carrying out the “people” or
human resource aspects of a management position, including recruiting, screening, training,
rewarding, and appraising comprises of HRM.

Generally HRM refers to the management of people in organizations. It comprises of the activities,
policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and
retaining the appropriate number and skill mix of employees to accomplish the organization’s
objectives. The goal of HRM is to maximize employees’ contributions in order to achieve optimal
productivity and effectiveness, while simultaneously attaining individual objectives (such as having
a challenging job and obtaining recognition), and societal objectives (such as legal compliance and
demonstrating social responsibility).

In short Human Resource Management (HRM) can be defined as the art of procuring, developing
and maintaining competent workforce to achieve the goals of an organization in an effective and
efficient manner.

14
REVIEW OF LITERATURE

Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online. Typically, this
process is based on the levels of recruitment policies, job postings and details, advertising, job
application and interviewing process, assessment, decision making, formal selection and training
(Korsten 2003).

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment policies
and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market scenario/
conditions and interviews, and psychometric tests in order to find out the potentialities of job
seekers. Furthermore, small and medium sized enterprises lay their hands on interviews and
assessment with main concern related to job analysis, emotional intelligence in inexperienced job
seekers, and corporate social responsibility. Other approaches to selection outlined by Jones et al.
(2006) include several types of interviews, role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its profitability
and inappropriate degrees of staffing or employee skills (Jones et al. 2006). In additional,
insufficient recruitment may result into lack of labour or hindrances in management decision
making, and the overall recruitment process can itself be advanced and amended by complying with
management theories. According to these theories, the recruitment process can be largely enhanced
by means of Rodgers seven point plan, Munro-Frasers five-fold grading system, personal interviews,
as well as psychological tests (Jones et al. 2006).

15
Work by Silzer et al (2010):
However, the process of recruitment does not cease with application of candidature and selection of
the appropriate candidates, but involves sustaining and retaining the employees that are selected, as
stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and through their work
they were successful in resolving issues like whether or not talent is something one can be born with
or is it something that can be acquired through development. According to Silzer et al (2010), that
was a core challenge in designing talent systems, facing the organization and among the senior
management. The only solution to resolve the concern of attaining efficient talent management was
by adopting fully-executable recruitment techniques. Regardless of a well-drawn practical plan on
recruitment and selection as well as involvement of highly qualified management team, companies
following recruitment processes may face significant obstacles in implementation. As such, theories
of HRM can give insights in the most effective approaches to recruitment even though companies
will have to employ their in house management skills for applying generic theories across particular
organizational contexts. Word conducted by Silzer et al (2010) described that the primary objective
of successful talent strategies is to create both a case as well as a blueprint for developing the talent
strategies within a dynamic and highly intensive economy wherein acquisition, deployment and
preservation of human capital-talent that matter,, shapes the competitive advantages and success of
many companies (Silzer et al. 2010).

16
INTRODUCTION OF RECRITMENT AND SELECTION

17
RECRUITMENT

INTRODUCTION:

Recruitment is a positive process of searching for prospective employees and stimulating them to
apply for the jobs in the organization. When more persons apply for jobs then there will be a scope
for recruiting better persons.

The job-seekers too, on the other hand, are in search of organizations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple
words, the term recruitment refers to discovering the source from where potential employees may be
selected. The scientific recruitment process leads to higher productivity, better wages, high morale,
reduction in labour turnover and enhanced reputation. It stimulates people to apply for jobs; hence it
is a positive process.

MEANING:

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel
and making out selection of requisite manpower both in their quantitative and qualitative aspect. It is
the development and maintenance of adequate man- power resources. This is the first stage of the
process of selection and is completed with placement.

DEFINITION:
According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it,
terming it both negative and positive. He says, “It is often termed positive in that it stimulates people
to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the
other hand, tends to be negative because it rejects a good number of those who apply, leaving only
the best to be hired. ”

Kempner writes, “Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates.”In personnel recruitment, management tries to do
far more than merely fill job openings. As a routine the formula for personnel recruitment would be
simple i.e., just fill the job with any applicant who comes along.

18
PROCESS OF RECRUITMENT:

Recruitment Process Passes through the Following Stages:

(i) Searching out the sources from where required persons will be available for recruitment. If young
managers are to be recruited then institutions imparting instructions in business administration will
be the best source.

(ii) Developing the techniques to attract the suitable candidates. The goodwill and reputation of an
organization in the market may be one method. The publicity about the company being a
professional employer may also assist in stimulating candidates to apply.

(iii) Using of good techniques to attract prospective candidates. There may be offers of attractive
salaries, proper facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply for jobs. In order
to select a best person, there is a need to attract more candidates.

FACTORS INFLUENCING RECRUITMENT:

All enterprises, big or small, have to engage themselves in recruitment of persons. A number of
factors influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise: The number of persons to be recruited will depend upon the size of an
enterprise. A big enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees. A big business house will always be in touch with sources of supply
and shall try to attract more and more persons for making a proper selection. It can afford to spend
more amounts in locating prospective candidates. So the size of an enterprise will affect the process
of recruitment.

19
2. Employment Conditions: The employment conditions in an economy greatly affect
recruitment process. In under-developed economies, employment opportunities are limited and there
is no dearth of prospective candidates. At the same time suitable candidates may not be available
because of lack of educational and technical facilities. If the availability of persons is more, then
selection from large number becomes easy. On the other hand, if there is a shortage of qualified
technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions: The wages offered and working conditions
prevailing in an enterprise greatly influence the availability of personnel. If higher wages are paid as
compared to similar concerns, the enterprise will not face any difficulty in making recruitments. An
organization offering low wages can face the problem of labour turnover. The working conditions in
an enterprise will determine job satisfaction of employees. An enterprise offering good working
conditions like proper sanitation, lighting, ventilation, etc. would give more job satisfaction to
employees and they may not leave their present job. On the other hand, if employees leave the jobs
due to unsatisfactory working conditions, it will lead to fresh recruitment of new persons.

4. Rate of Growth: The growth rate of an enterprise also affects recruitment process. An
expanding concern will require regular employment of new employees. There will also be
promotions of existing employees necessitating the filling up of those vacancies. A stagnant
enterprise can recruit persons only when present incumbent vacates his position on retirement, etc.

OBJECTIVES OF RECRUITMENT

Recruitment fulfills the following objectives:

1. It reviews the list of objectives of the company and tries to achieve them by promoting the
company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.

20
METHODS OF RECRUITMENT

Recruitment is a process of searching for prospective employees and stimulating them to apply for
jobs. Companies can adopt different methods of recruitment for selecting people in the company.
These methods are:

1. Internal sources

2. External sources

Sources of recruitment are in following diagram:

Internal Sources of Recruitment:


Internal sources of recruitment refer to obtaining people for job from inside the company. There are
different methods of internal recruitment:

1.Promotion: Companies can give promotion to existing employees. This method of recruitment
saves a lot of time, money and efforts because the company does not have to train the existing
employee. Since the employee has already worked with the company. He is familiar with the
working culture and working style. It is a method of encouraging efficient workers.

21
2. Departmental examination: This method is used by government departments to select
employees for higher level posts. The advertisement is put up on the notice board of the department.
People who are interested must send their application to the HR department and appear for the exam.
Successful candidates are given the higher level job. The method ensures proper selection and
impartiality.

3. Transfer: Many companies adopt transfer as a method of recruitment. The idea is to select
talented personnel from other branches of the company and transfer them to branches where there is
shortage of people.

4. Retirement: Many companies call back personnel who have already retired from the
organization. This is a temporary measure. The method is beneficial because it gives a sense of pride
to the retired when he is called back and helps the organization to reduce recruitment selection and
training cost.

5.Internal advertisement: In this method vacancies in a particular branch are advertised in the
notice board. People who are interested are asked to apply for the job. The method helps in obtaining
people who are ready to shift to another branch of the same company and it is also beneficial to
people who want to shift to another branch.

6. Employee recommendation: In this method employees are asked to recommend people for
jobs. Since the employee is aware of the working conditions inside the company he will suggest
people who can adjust to the situation. The company is benefited because it will obtain.

Merits of internal sources:

1. Improves morale
2. Proper evaluation
3. Economical
4. Promotes loyalty

Demerits of internal sources:

1. Limited options

22
2. Lack of originality

External Methods/Sources of Recruitment:

External sources of recruitment refer to methods of recruitment to obtain people from outside the
company. These methods are:

1. Management consultant: Management consultant helps the company by providing them


with managerial personnel, when the company is on the look out for entry level management trainees
and middle level managers. They generally approach management consultants.

2. Employment agencies: Companies may give a contract to employment agencies that search,
interview and obtain the required number of people. The method can be used to obtain lower level
and middle level staff.

3. Campus recruitment: When companies are in search of fresh graduates or new talent they
opt for campus recruitment. Companies approach colleges, management, technical institutes, make a
presentation about the company and the job and invite applications. Interested candidates who have
applied are made to go through a series of selection test and interview before final selection.

4. News paper advertisement: This is one of the oldest and most popular methods of
recruitment. Advertisements for the job are given in leading news papers; the details of the job and
salary are also mentioned. Candidates are given a contact address where their applications must be
sent and are asked to send their applications within a specified time limit. The method has maximum
reach and most preferred among all other methods of recruitment.

5. Internet advertisement: With increasing importance to internet, companies and candidates


have started using the internet as medium of advertisement and search for jobs. There are various job
sites like naukri.com and monster.com etc. candidates can also post their profiles on these sites. This
method is growing in popularity.

6. Walk in interview: Another method of recruitment which is gaining importance is the walk in
interview method. An advertisement about the location and time of walk in interview is given in the
news paper. Candidates require to directly appearing for the interview and have to bring a copy of
their C.V. with them. This method is very popular among B.P.O and call centers.

23
Merits of external sources:

1. Availability of suitable person


2. Bringing new ideas

Demerits of external sources:

1. Demoralization
2. Lack of co-operation
3. Expensive
4. Problem of maladjustment

RECRUITMENT PRACTICES IN INDIA:

1. Internal sources
2. Public employment exchange
3. Labour contractors
4. Candidates introduced by friends and relatives
5. Candidates brought by present employees
6. Casual labourers
7. Private employment agencies
8. Campus recruitment such as Institutes of Management, Institutes of Technology, Engineering
Colleges, University campus etc.
9. Sons of soul
10. Reservation

24
SELECTION

DEFINITION:

Selection can be defined as process of choosing the right person for the right job from a pool of
different candidates who applied for a certain job.

PROCESS:

The process of selection is not the same in all organizations; it can be different in many
organizations depending upon the nature of that organization. However, one particular type of
selection is approved by most organisations.

25
1. Job analysis: The very first step in the selection procedure is the job analysis. The HR
department prepares the job description and specification for the jobs which are vacant. This
gives details for the jobs which are vacant. This gives details about the name of the job,
qualification, qualities required and work conditions etc.
2. Advertisement: Based on the information collected in step 1, the HR department prepares an
advertisement and publishes it in a leading news papers. The advertisement conveys details about
the last date for application, the address to which the application must be sent etc.

3. Application blank/form: Application blank is the application form to be filled by the candidate
when he applies for a job in the company. The application blank collects information consisting of
the following four parts:

1. Personal details

2. Educational details

3. Work experience

4. Family background

4. Written test: The applications which have been received are screened by the HR department and
those applications which are incomplete are rejected. The other candidates are called for the written
test. Arrangement for the written test is looked after the HR department i.e. question papers, answer
papers, examination centers and hall tickets etc.

5. Interview: Candidates who have successfully cleared the test are called for an interview. The
entire responsibility for conducting the interview lies with the HR department i.e. they look after the
panel of interviewers, refreshments, informing candidates etc.

6. Medical examination: The candidates who have successfully cleared the interview are asked to
take a medical exam. This medical exam may be conducted by the organization itself (army). The
organization may have a tie up with the hospital or the candidate may be asked to get a certificate
from his family doctor.

26
7. Initial job offer: Candidates who successfully clear the medical exam are given an initial job
offer by the company stating the details regarding salary, terms of employment, employment bond if
any etc. The candidate is given some time to think over the offer and to accept or reject.

8. Acceptance/ rejection: Candidates who are happy with the offer send their acceptance within a
specified time limit to show that they are ready to work with the company.

9. Letter of appointment/final job offer: Candidates who send their acceptance are given the letter
of appointment. The letter will state the name of the job. The salary and other benefits, number of
medical leaves and casual leaves, details of employment bond if any etc. It will also state the date on
which the employee is required to start duty in the company.

10.Induction: On the date of joining the employee is introduced to the company and other
employees through am elaborate induction program.

SIGNIFICANCE:

5 important significance of selection in an organization

1. Investment in good people by way of good selection provides a high rate of return to the
organization.

2. Selection involves certain behavioral aspects of individuals and must be according to the
behavioral specifications of the organization.

3. Today's managers are in great difficulties and hence good selection of new entrants.

4. The caliber of the work force of an organization determines its strengths and performance.

5. An organization goes on investing on their staff. It should not go waste. Hence good selection.

27
CHAPTER 3

RESEARCH METHODOLOGY

28
RESEARCH METHODOLOGY

NEED OF THE STUDY:


In today’s fast changing world, recruiting right candidate for the right job is very much needed for the
organization to achieve their goal sets and it vary from one to another. It is thus important for me to
understand, analyses the concept of recruitment and selection process and its effectiveness in the
current organization.

STATEMENT OF THE PROBLEM:


The study is conducted to find out the overall effectiveness of recruitment and selection process of
employees for different cadre groups in each department.

PURPOSE OF THE STUDY:


The main purpose is to know the effectiveness of “Recruitment & Selection” process in relation to
the job performance of employees.

OBJECTIVE OF STUDY:

 To study and understand the methods and procedures used for recruitment and selection in
Rightway Solutions Pvt. Ltd

 To get practical knowledge of employee hiring in organization.

 To search or headhunt people whose, skill fits into the company’s values.

 To identify the probable area of improvement to make recruitment procedure more effective.

METHODOLOGY:
This chapter describes the research methodology adopted by the researcher for the purpose of the
study.
‘Research Methodology’ is a way to systematically solve the research problem. It is a science of
studying how research is done scientifically. In it, we study the various steps that are generally
adopted by a researcher in studying his/her research problem along with the logic behind them.
It includes:
 Research Design

29
 Data Collection
 Data Analysis

RESEARCH DESIGN:

Descriptive Research has been used, which involves surveys and fact findings of different kinds. The
major purpose of descriptive research is the description of the state of affairs, as it exists at present.
The main characteristics of this method are that the researcher has no control over the variable; he
can only report what has happened or what is happening.

SAMPLING SIZE:
The sampling size for the study was 35 employees from various departments. It includes HR,
Finance, Sales, and operations.

SAMPLING METHOD:
The sampling technique adopted for the study is Stratified Random sampling. A method of sampling
that involves the division of a population into smaller groups known as strata. In stratified random
sampling, the strata are formed based on members' shared attributes or characteristics. A random
sample from each stratum is taken in a number proportional to the stratum's size when compared to
the population. These subsets of the strata are then pooled to form a random sample. So, in my study
I have taken four departments each 25% of them and done the sample method.

QUESTIONNAIRE DESIGN:
The questionnaire to study the effectiveness of recruitment and selection process consists of both
open and close ended questions the researcher used Questionnaire method for the purpose of
collecting data. “A Questionnaire is a list of questions sent to a number of persons for them to
answer. It secures standardized results that can be tabulated and calculated.”
The questionnaires were passed to various departments like HR, Marketing, Finance, Operations,
etc.

30
METHOD OF THE DATA COLLECTION:

The source of information is generally classified as primary and secondary.


 Primary Data: Primary data refers to information that is generated to meet the specific
requirement of the investigation at hand. The primary data will be collected through the
questionnaire from the employees of Rightway solution Pvt. Ltd.

 Secondary Data: Secondary data is information that is collected for the purpose other than to
solve the specific problem under investigation. The secondary sources of data collection were
information obtained from books, magazines, websites and articles on the topic etc. In the study,
the researcher would use the secondary data to supplement the primary data.

DURATION OF THE STUDY:

The project was a detailed study on the topic “Recruitment and Selection” was successfully
completed within the time period of six weeks with the guidance and support from the project guide.

31
CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

32
DATA ANALYSIS & INTERPRETATION
The purpose of every research is to conduct a survey in order to validate the assumptions of the
study on the basis of the data collected. A respondent survey is conducted in the form of structured
questionnaire, which becomes the data for the study. This data is in raw form unless it is analyzed
and interpreted to present the main findings.
This chapter deals with statistical analysis and interpretation of the data collected through research
with the aid of structured questionnaire. Analysis refers to studying the data collected in terms of
statistical numbers and interpretation refers to understanding the implication of the statistical
finding.
The Researcher had collected data from the employees of RIGHTWAY SOLUTIONS PVT.LTD.
MOHALI to study their recruitment and selection process. The results are represented with Tables
and charts.

33
TABLE-1

WHAT ARE THE DESIGNATION OF EMPLOYEES IN RIGHTWAY SOLUTION PVT.

LTD . ?

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 21 60
Senior Executive 4 11.42
Business Analyst 4 11.42
Assistant Manager 3 8.57
Manager 3 8.57
Total 35 100

CHART-1
DESIGNATION OF EMPLOYEES IN RIGHTWAY SOLUTIONS PVT.LTD. MOHALI

Column1
executive senior executive business analyst asst manager manager

8.57% 8.57%

11.42%

11.42%

60%

INTERPRETATION :--
From the above information, 67% of the respondents are executive level, 14% of the respondents are
senior executive level, 13% of the respondents are business analyst, 3% of the respondents are
assistant manager level and around 3% of the respondents are manager cadger.

34
TABLE-2

WHAT ARE THE GENDER OF THE EMPLOYEES IN RIGHTWAY SOLUTIONS


PVT.LTD. ?

GENDER NO. OF PERCENTAGE (%)


RESPONDENTS
Male 9 25

Female 26 75

Total 35 100

CHART -2

GENDER OF THE EMPLOYEES IN RIGHTWAY SOLUTIONS PVT,LTD. MOHALI

No. of Employees

Male
25%

Female
75%

INTERPRETATION:-

35
From the above given information, 25% of employees are male, 75% are female. `

TABLE-3

WHAT ARE THE EMPLOYEES AGE GROUP IN RIGHTWAY SOLUTIONS PVT.LTD.?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 21 60
31-40 years 13 37
41-50 years 1 3
Total 35 100

CHART -3
EMPLOYEES AGE GROUP IN RIGHTWAY SOLUTIONS PVT.LTD.

No. of Employees
41-50 years
3%

31-40 years
37%
21- 30 years
60%

INTERPRETATION:

36
From the above given information, 60% of employees belongs to the age group of 21-30 years,
37% of employees are 31-40 years,3% of employees are 41-50

TABLE-4

WHAT ARE THE EXPERIENCE OF EMPLOYEES IN RIGHTWAY SOLUTIONS


PVT.LTD.?

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 18 51
5 to 10 years 12 34
10 to 15 years 5 14
Total 35 100

CHART-4
EXPERIENCE OF EMPLOYEES IN RIGHTWAY SOLUTIONS PVT.LTD.?

NO. OF RESPONDENTS

Below 3 years
26%
Total
50%
5 to 10 years
17%

10 to 15 years
7%

INTERPRETATION :-

37
From the above information, 56% of the respondents says that they have below 3 years of
experience, 32% of the respondents says that they have 5 to 10 years of experience, 12% of the
respondents says that they have 10 to 15 years of experience

TABLE-5
THE RECRUITMENT SYSTEM IN RIGHTWAY SOLUTIONS PVT.LTD.?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)


Highly satisfied 15 42.85

Satisfied 15 42.85

Neutral 5 14.28

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 35 100

CHART-5
THE RECRUITMENT SYSTEM IN RIGHTWAY SOLUTIONS PVT.LTD.?

No. of employees Highly


Dissatisfied Dissatisfied
0% 0%

Neutral
14.28%

Highly Satisfied
42.85%

Satisfied
42.85%

38
INTERPRETATION :-
42.85% of the respondents satisfied with the recruitment system in Rightway Solutions, 42.85% of
the respondents are highly satisfied, 14.28% of them are in a neutral state.

TABLE-6

IS INTERVIEW PROCESS IN RIGHTWAY SOLUTIONS PVT.LTD.


IS SATISFACTORY ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 31 88.57

No 4 11.42

Total 35 100

CHART-6
IS INTERVIEW PROCESS IN RIGHTWAY SOLUTIONS PVT.LTD.
IS SATISFACTORY ?

No. of employees
No
11.42%

Yes
88.57%

INTERPRETATION :-

39
88.57% of the respondents are satisfied with the interview process in Rightway Solution Pvt. Ltd.
and around 11.42% of them are not satisfied with the interview process

TABLE-7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 33 94.28
No 2 5.71
Total 35 100

CHART -7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

No. of employees
No
5.71%

Yes
94.28%

INTERPRETATION :-

40
96% of the respondents feels that the position objectives is defined clearly during the recruitment
process, and 4% of the respondents feels that it is not clearly defined.

TABLE-8
REVISION OF RECRUITMENT POLICY ?

FREQUENCY NO. OF PERCENTAGE


OF RESPONDENTS (%)
REVISION

Very often 8 22.85


Often 3 8.57
Sometimes 3 8.57
Only when 21 60
need occurs
Total 35 100

CHART -8
REVISION OF RECRUITMENT POLICY

No. of Employees

Very
Often
22.85%

Only when Often


need 8.57%
occurs
60% Sometimes
8.57%

41
INTERPRETATION :-
60% of the respondents says that recruitment policy are being evaluated and revised only when need
occurs,8.57% of the respondents says that recruitment policy are being evaluated and revised only at
sometimes, and 8.57% says it occurs often and remaining respondents says that recruitment policy
are evaluated and revised often to the statement.
TABLE-9

IS RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE


COMPANY ?

RESPONSE NO. OF PERCENTAGE (%)


RESPONDENTS
Yes 32 91.42
No 3 8.57
Total 35 100

CHART -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE
COMPANY

No. of Employees
No
8.57%

Yes
91.42%

INTERPRETATION :-
42
91.42% of the respondents say that the company’s recruitment policy is helpful in achieving the
goals of the company, whereas 8.57% of respondents says that it does not helpful in companies
recruitment policy in achieving their goals to the statement.

TABLE-10
HOW MANY RESPONDENT ARE SATISFIED WITH THE JOB DECRIPTION GIVEN TO
REQUIRED VACANCY?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 27 77.14


Satisfied 4 11.42
Neutral 3 8.57
Dissatisfied 1 2.85
Highly Dissatisfied 0 0
Total 35 100

CHART -10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY

Dissatisfied
2.85% No. of Employees Highly Dissatisfied
0%
Neutral
8.57%

Satisfied
11.42%

Highly Satisfied
77.14%

INTERPRETATION :-- 76% of the respondents highly satisfied with the job description given to
the required vacancy, and 12% of the respondents are satisfied and 8% of the respondents are

43
neutrally satisfied with the job description given to the required vacancy and remaining 4% of the
respondents are dissatisfied to the statement.

TABLE-11
WHAT IS THE OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT ?

PARTICULARS NO. OF PERCENTAGE (%)


RESPONDENTS
Highly satisfied 27 77.14
Satisfied 4 11.42
Neutral 4 11.42
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 35 100

CHART-11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF RECRUITMENT

Highly
Dissatisfied No. of Employees dissatisfied
0%
Neutral 0%
11.42%

Satisfied
11.42%

Highly satisfied
77.14%

INTERPRETATION :-

44
76% of the respondent states that they are highly satisfied with the consultants involving in the
process of recruitment and 12% of the respondents are satisfied and 12% of the respondents felt
neutral

TABLE-12
WHAT IS THE PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED ?

ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 11 31.42


Technical Skill 7 20
Group Discussion 7 20
HR Round 10 28.57
Total 35 100

CHART-12
PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

No. of employees

HR round
28.57% Written test
31.42%

Group
discussion
20%

Technical skills
20%

INTERPRETATION :--

45
32% of the respondents gave priority to written test conducted, and 20% of the respondents gave
priority to Technical Skill, whereas 20% of the respondents gave priority to Group Discussion round
and around 28% of the respondent’s states that they gave priority to HR Round to the statement.

TABLE-13
WHAT IS THE MODE OF ENTRY INTO ORGANIZATION ?

MODE NO. OF RESPONDENTS PERCENTAGE (%)

Employee Referral 7 20
Campus Recruitment 14 40
Recruitment agencies 14 40
Total 35 100

CHART -13
MODE OF ENTRY INTO ORGANIZATION

No. of employees
Employee
Referral
20%

Recruitment
Agencies
40% Campus
Recruitment
40%

INTERPRETATION :-
20% of the respondents are recruited through Employee Referral, 40% of the respondents recruited
through Campus Recruitment and remaining 40% of them are recruited through Recruitment
agencies to the statement.
46
TABLE-14
WHAT IS THE OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT ?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 29 82.85


Satisfied 3 8.57
Neutral 3 8.57
Dissatisfied 0 0
Highly Dissatisfied 0 0
Total 35 100

CHART -14
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF RECRUITMENT

Dissatisfied No. of employees Highly


0% Neutral Dissatisfied
8.57% 0%
Satisfied
8.57%

Highly Satisfied
82.85%

47
INTERPRETATION:
84% of the respondents are highly satisfied with the test conducted, 8% of the respondents are
satisfied with the selection test, 8% of them are in neutral and 3% of the respondents.

TABLE-15
WHAT AN ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT ?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Experience 14 40
Skill & Knowledge 15 42.85
Attitude 6 17.14
Others 0 0
Total 35 100

CHART -15
ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT

Others
No. of employees
0%

Attitude
17.14%
Experience
40%
Skill &
Knowledge
42.85%

INTERPRETATION :-

48
40% of the respondents says that organization expects experienced candidates during recruitment,
almost 43% of the respondents says that organization expects Skill and Knowledgeable candidate
during recruitment, and remaining 17% of the respondents says that the organization expects
Attitude candidates during recruitment in the statement.

CHAPTER 5

FINDINGS, SUGGESTION AND


CONCLUSION
FINDINGS AND SUGGESTION AND CONCLUSION
FINDINGS:

 Majority of the respondents come under the category of 21-30. 24% of respondents were
male, & 76% were female
 32% of respondents are satisfied the recruitment systems in RIGHTWAY SOLUTIONS
PVT.LTD.
 88% of the respondents are satisfied with the interview method followed in the organization.
 60% of the respondents felt that recruitment policy is being evaluated and revised only when
need occurs.
 12% of the respondent is satisfied with the consultants involving in the recruitment process.
 Majority of the recruiters agree with recruiters being knowledgeable and experienced
personnel.
 76% of respondents are highly satisfied with the job description provided for the vacancy.
 Majority of respondent’s opinion was good regarding recruitment and selection process
followed in the organization.
SUGGESTIONS:

49
 The company needs to recruit high quality staff with the right skills on the appropriate contracts
to deliver the key objective of the position and organization.
 Employee feedback after placement will increase his/ her morale.
 Employee should be given enough time to reflect and plan improvements.
 The company must choose a recruiting approach that produce the best pool of candidates quickly
and cost effectively.
 The company can focus on minimizing the percentage of non- joining candidates after the
recruitment process.
 To keep an update of the man power required in the sales department a summary sheet and via
tracker of sales employees in each zone was created.
 To enable an easy raise of MRF and to cut down the time consumed in getting one done a power
point presentation was prepared which was provided with a demo of the process to be followed.
 It is important for the organization to know exactly what they have to offer potential employee,
than highlight their best features when recruiting candidates.
 As and when the resumes were received a primary screening of it is to be done and a tracker
should be updated which had all the fields that was required for evaluation and easy
identification of the candidates suitable for various fields.
 The company can recruit more candidates in CSD for smooth functioning of the organization.

CONCLUSION:
Recruitment is essential to effective Human Resource Management. It is the heart of the whole HR
systems in the organization. The effectiveness of many other HR activities, such as selection and
training depends largely on the quality of new employees attracted through the recruitment process.
The study has been conducted only for the recruitment of level 1 and level 2 classes of employees.
Policies should always be reviewed as these are affected by the changing environment. Management
should get specific training on the process of recruitment to increase their awareness on the danger
of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for professional
approach throughout the system. The HR should indicate disagreement in the event that biasing
towards certain candidates is creeping in and point out the repercussion that may follow in terms of
performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational outcomes. The
more effectively organizations recruit and select candidates, the more likely they are to hire and

50
retain satisfied employees. In addition, the effectiveness of the organization’s selection system can
influence bottom-line business outcomes, such as productivity and financial performance. Hence,
investing in the development of a comprehensive and valid selection system is money well spent.

CHAPTER 6

BIBLIOGRAPHY

51
BIBLIOGRAPHY

Shashi K. Gupta, Rosy Joshi Principles of Human Resource Management


Poonam Gandhi, Business Studies

WEBLIOGRAPHY
http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Report
www.managementparadise.com/forums/human-resources-management-h-r/852-recruitment-
selection-process.html
http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEW-
RECRUITMENT-AND-SELECTION
http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection

52
CHAPTER 7
QUESTIONNAIRE

53
QUESTIONNAIRE
Dear Sir/Madam,
I am, Pushpinder Kaur pursuing MBA second year in Maharaja Ranjeet Singh Punjab State
Technical University I am doing a study programme on “Recruitment and Selection” process in
RIGHTWAY SOLUTIONS PVT.LTD.

I request you to render kind co-operation towards this Questionnaire. I assure you that the
information given by you is kept confidential and purely used for academic purpose.
Name:……………………..
Designation:………………
Department:………………
Gender:………………….
Age:…………………….
Marital Status:………….

QUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS

Designation of employees in RIGHTWAY SOLUTIONS PVT.LTD.?


a) Executive
b) Senior Executive
c) Business Analyst
d) Assistant Manager
e) Manager

What are the gender of the employees in RIGHTWAY SOLUTIONS PVT.LTD. ?

54
a) Gender of the employees in the Male
b) Female
Employees age group in RIGHTWAY SOLUTIONS PVT.LTD. ?

a) 21-30 Years
b) 31-40 Years
c) 41-50 Years
1) Experience of employees in RIGHTWAY SOLUTIONS PVT.LTD ?
a) Below 3 years
b) 5 to 10 years
c) 10 to 15 years
2) The Recruitment system in RIGHTWAY SOLUTIONS PVT.LTD?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
3) Interview process in is RIGHTWAY SOLUTIONS PVT.LTD ?
a) Yes
b) No
4) Candidates specialisation in recruitment process ?
a) Yes
b) No
5) Revision of recruitment policy ?
a) Very Often
b) Often
c) Some Times
d) Only When Need Occurs
6) Recruitment policy helpful towards achiving the goal of the company ?
a) Yes
b) No
7) Satisfied with the job description given to requird vacancy ?
a) Highly Satisfied

55
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
8) Opinion about consultants involving in process of recruitment ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
f)
9) Priority given to each of the round conducted ?
a) Written Test
b) Technical Skill
c) Group Discussion
d) HR Round
10) Mode of entry in organisation ?
a) Employees Referral
b) Campus Recruitment
c) Recruitment Agencies
11) Opinion about selection test conducted on basis of Recruitment ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
12) Organisation expected from the candidates during Recruitment ?
a) Experience
b) Skill & Knowledge
c) Attitude
d) Others

56
57
58