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1
DECLARATION
I Shahista Parveen declare that the project report entitled “RECRUITMENT AND
SELECTION PROCESS” in SIKKIM MANIPAL UNIVERSITY is an original
and bonafide work done by me during the academic year 2012-2013. This is being
submitted in the partial fulfillment of the requirement for the award of degree of
the MASTER OF BUSINESS MANAGEMENT. The matter embodied in this
report has not been submitted for the award of any other degree or diploma.
Place: Date:
2
ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete
this project work. I express my sincere thanks to the management of the SIKKIM
MANIPAL UNIVERSITY for giving me this opportunity to undertake the
project work.
Also, I do thank and remember my friends for their effort and helping hand.
Every effort has been made to enhance the quality of work. However, I owe the
sole responsibility of the shortcoming, if any, in the study.
Shahista Parveen
3
CONTENT
Chapter 1 Pag
e
No.
Introduction 1
Scope of the Study 4
Objectives of the Study 4
Literature Review 5
Chapter 2
Chapter 3
Research Methodology
Introduction 34
Tools and Methods of Data Collection 34
Sample Profile 34
Limitations of the Study 34
Recruitment and selection process 35
4
Chapter 4
Data Analysis 55
Chapter 5
Findings and Interpretations 67
Chapter 6
Recommendations and Discussions 69
Bibliography
71
Annexure 72
Questionnaires
5
Chapter - 1
6
INTRODUCTION
Human resource department plays a crucial role in this process. The backbone of
any successful company is the HR department, and without a talented group of
people to hire, culture, and inform employees, the company is doomed for failure.
A well planned and well managed recruitment will result in high quality applicants
for the company. The recruitment process should inform qualified individuals
about employment opportunities, create a positive image of the company, provide
enough information of the jobs so that applicants can make comparison with their
7
qualifications and interests and generate enthusiasm among the best candidates so
that they will apply for vacant positions.
8
Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally important
and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not
be possible if unsuitable persons are selected and employment in a business unit.
9
SCOPE OF THE STUDY
1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was
difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the organizations.
10
LITERATURE REVIEW
11
required. They should be given proper training in adopting various trends
in the process.
The literature states about the problems faced by the organizations at the time of
selecting the right candidate for a particular position and the various ways the
organizations can overcome these problems.
12
presentation. Otherwise the organization can adopt any other method of
which they are more confident.
Remain Open Minded- Often people jump to conclusions about
candidates within minutes. Remember some of the best candidates might
take a few minutes to get warmed up so don't discount people too
quickly.
Be Professional- When interviewing you are representing your
organization, its values, and beliefs. Today's candidate if they don't get
the job could be a customer or supplier in the future so give the best
impression you can.
Give Feedback- Candidates takes good time in preparing themselves for
the interviews therefore the recruiters should also take out the time for
giving them feedback whether they are successful or unsuccessful
candidates.
By-: Abhishek
The literature states about the importance of the recruitment and selection
procedure and how even a small mistake at the time of selecting the candidate can
harm the organization. Any successful business will have at its core efficient and
caring employees who have complete job satisfaction and a perfect fit for the jobs
they are entrusted with. This is not an easy task to accomplish and full credit goes
to the selection and recruitment processes that the company has in place. On the
contrary, if these processes are not handled efficiently, the wrong sort of lethargic
employee appointments can prove fatal even to a well established business. It is of
13
utmost importance for an employer to be absolutely clear on what they expect an
employee to be. The skills required for the job should be enumerated as precisely
as possible. Transferable skills which the company could use also deserve a
mention. So the chances of zeroing in on the right candidate increase greatly if the
vacancy advertised is very specific as to the requirements. If recruitment agency
service is opted for by the employer, the agency or the consultant should get very
precise instructions from the employer. It is necessary that an exact framework for
short listing applicants for a vacancy is formulated in advance. This is the first
step of the selection and recruitment process. This entails that the employers are
very clear as to what sort of qualifications and experience they expect to see on
the CV of the potential employee. The process of selection and recruitment needs
to spell out very clearly the absolute requirements vis-à-vis qualifications and
qualities necessary to fill the vacancy. Based on this one can shortlist the
candidate. The next step is to take a decision on the number of interviews and/or
presentation needed to finally select the employee. If the employers give very
concise and accurate description of what they expect the employees to be, the
recruitment consultant or the agency can choose a candidate very easily. The
recruitment consultant or the agency also needs to have knowledge of the
employer’s in-built processes of selection of the right candidates. Finally, it is in
the fitness of things that a feedback is provided on the interview by the interviewer
either to the applicant or the agency through which he has come. Before
proceeding with the interview which may or may not be followed by a
presentation, the interviewer on behalf of the company should have reached a
decision as to what package of remuneration he is willing to offer to the right
person. This is a very vital but easily overlooked point in the process of selection
and recruitment. The employers would do well to remember that the potential
14
candidate would most definitely be sizing up the prospective employer as well
during the selection and recruitment process.
a. Notice period must be served and nobody must be hired without relieving letter
or providing proof of serving the notice period.
b. Corporate should not hire anyone who has spent less than one year in his
current organization. The logic is obvious. Employees six months to begin their
contribution and at least one year is required to recover recruitment process. More
importantly if somebody is hired who has worked less than a year with the current
organization, that individual will ditch in even shorter period.
c. Corporate should not head hunting from competition. They should advertise and
encourage employees seeking change to voluntarily respond to this advertisement.
15
d. Corporate should not bail out the prospective employee commitments such as
employment bond etc. the corporate should realize that employee signed the bond
and if he wants to break it, he should do at his own cost and the corporate should
not reimburse or compensate him for violating the employment contracts says Mr.
T. MURALIDHARAN who is the chairman of TMI NETWORK one of the
India’s leading recruitment consultancies.
These are some of the studies conducted earlier on the recruitment and selections.
16
Chapter - 2
COMPANY PROFILE
17
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CHENNAI
18
COMPANY PROFILE
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SERVICES
19
5. Cargo Insurance
20
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We handle cargo and all the related Formalities. We ensure complete custom
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21
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22
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We are counted amongst Well Known Custom Clearing Agents. Our Company
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23
CLIENTS FOR AEGIS SHIPPING SERVICES
1. TIRUPUR
GEENA GARMENTS
VICTUS DYEING
PRINT TEX INDIA
RISHAB INTERNATIONAL
AVESH INTERNATIONAL
2. CHENNAI
GO GO GARMENTS
KGI CLOTHING PVT LTD
HITEX MACHINERIES SYSTEM
INDUSTRIAL SWEING SYSTEMS ( ISSS)
SMARTEX EXPORTS PVT LTD
NATIONAL INSTITUE OF TECHNOLOGY
3. COIMBAT0RE
SHREE SAKTHI TRADERS
CAPTIVE TECHNO ENTERPRISES
4. BANGALORE
RADHAMANI EXPORT
24
UNITED ELECTROTEX PVT LTD
ADITHYA DESINGS PVT LTD
5. KARUR
HOWRAH FABRICS
VNC FLAMENTS
RAMESH PLASTICS
6. NAGARI
25
Highlights
Of Bills.
26
LIST OF HANDLING OUR CLIENTS
.
Tirupur
GEENA GARMENTS All Kinds of Cloths,
wears,
Sewing Machines,
Hangtag ,
VICTUS DYEINGS
Zippers
Air Conditions
Computerized Dyeing
Machinery,
RISHABINTERNATIONAL used circular knitting
27
Machine
Garments , Other
AVESH INTERNATIONAL Accessories
CHENNAI
Garments
Rivet
28
knitting Machine
Chemicals ( Exports )
KARUR
CAPTIVE TECHNO
ENTERPRISES
Machinery Item ,
HOWRAH FABRICS
Steel Items ,
29
VNC FLAMENTS
RAMESH PLASTICS
Handling bags
PALANIPPA HI-TECH
CREATORS Machinery and
30
USED KNITTED MACHINE ,
AND FURNITURE , AND
REVATHI TEXTILE
PRINTING ITEMS
MACHINERY ,
GARMENTS , SEWING
MACHINE
31
Cargo Handling Buyer List
Pegsas U.K
Dystar Singapore
ENAQUA USA
32
Export Cargo ( Sea & Air )
Texport Australia
33
G Star Belgium
Seppala Oy Inland
34
Estimated Import / Export Incurred Cost For Last Five Years
2005-2006 $ 39,13,043 $
2,65,21,739
35
Chapter – 3
36
RESEARCH METHODOLOGY
Introduction
The research was done in order to understand the Recruitment and Selection
Process followed at NFCL and the perception of the employees from all the cadres
regarding it. To know how an organization performs in terms of productivity and
this should be directly proportional to quality and quantity of its human resource.
In order to get the right kind of people in right place in the right time the
organization should have the specific and clear personnel, policies and recruitment
methods which are essential for the growth of the organization. Hence it was
necessary to conduct a research on the process.
Sample Size
The sample undertaken to conduct research study consist of fifty people which is
approximately one tenth of the total strength working in the organization. The
sample covered the employees from all the cadres, encompassing the senior most
officers to the workers. The sample was collected from all the departments of the
organization.
The primary method of data collection was the questionnaire method which was
circulated to the sample undertaken and the information was collected with its
help. Also a general discussion with the employees helped to gain information
regarding the study. The secondary source used to collect data was the company’s
policy manual which contains the policy related to the topic.
37
Limitations of the Study: Although attempt was made to gather all relevant
information in connection to the study there were many shortcomings and
difficulties, which could not overcome.
The research sample was limited to one tenth of the total employees hence
the information gathered could be limited.
The conclusions are derived from the response of the employees which are
expected to be unbiased.
38
RECRUITMENT
Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate. ‘Right person for the right job’ is the basic principle in recruitment
and selection. Every organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally important
and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not
be possible if unsuitable persons are selected and employment in a business unit.
Meaning of recruitment
“It is the process of finding and attracting capable applicants for the employment.
The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are
selected”. In this, the available vacancies are given wide publicity and suitable
candidates are encouraged to submit applications so as to have a pool of eligible
candidates for scientific selection.
39
Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization or firm.
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
3) Locating and developing the sources of required number and type of employees
(Advertising etc).
40
1. Identify vacancy
2. Prepare job description and
person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
decision making
41
To induct the outsiders with new perspectives to lead the company.
To recruit people whose skill fit the company values?
To search for talent globally not just within the company.
To device methodology for assessing psychological traits.
To anticipate and find people for positions that does not exist yet.
Internal factors
External factors
42
Internal Factors:
External Factors:
Recruitment checklist:
Recruitment policy:
Most of the companies are having personnel policies for the organization.
Recruitment policy is a part of the perssonel policy. But before making the
recruitment policy the organization must consider the government policies,
personnel policies of other organization, social responsibility of the organization
etc.
44
Sources of recruitment:
1) Personal References
2) Notice Boards
45
just important topical notices are on display. Attention must be paid to the
design and contents of the notice if it is to catch the eye and make the
employee read on and then want to apply for the job.
3) Newsletters
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as to in
which way the memorandum is phrased out so that the job appeals to likely
applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside
the company.
46
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for
he job. Recruiting in this way appears to be simple, inexpensive and
convenient. Never use word of mouth as a sole or initial source of recruitment
if the work force is wholly or predominantly of one sex or racial group. Also
employing friends and relatives of present employees may be imprudent
because it is not certain that they are as competent as the current staff.
2) Notices
47
3) Job Centers
Most large towns have a job center which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note
information about a post and the types of person sought and then advertise the
vacancy o notice boards within their premises. Job center employees can
further help if requested to do so by issuing and assessing application forms
and thus weeding out those applicants who are obviously unsuitable for the
position. Short listed candidates are then sent out for the employer to interview
on his business premises.
There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and
cities. Some handle all general vacancies from junior unto supervisory level
while others specialize in various occupations such as accountancy, clerical or
computer personnel and marketing or sales. Since they maintain a register of
job seekers, they initially attempt to find applicants from this list. A short list
will be drawn up by reading through applications and conducting interviews on
client organization’s behalf. Although fees vary, it is expected to pay around 10
to 15% of the annual salary offered if a suitable person is found for the job.
This will be partly refundable if he leaves within a certain period of time. For
temporary staff, it is normally charged on hourly, daily or weekly rate by the
agency. They will then pay the employee. Recruitment agencies are similar to
employment agencies in the services that they offer. The main difference is that
recruitment agencies tend to operate at a higher level, concentrating on
48
technical, managerial and executive appointment. Accordingly, increased time,
effort and expertise are needed to compile a quality short list. This will be
reflected in the fees charged, often between 18 and 22% of the annual salary of
the staff recruited. Again a proportion of this may be refundable if the
employees proves to be unsatisfactory and subsequently departs.
49
The recruiting agency or consultant must be in touch with the client company
throughout the recruitment process to ensure that the agency is following the
instructions and doing its job well. Also it must be ensured that they are
maintaining equality of opportunity and avoiding unlawful discrimination
against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job.
Those companies which require a steady intake of young person’s for new
Youth Training to trainee management positions ought establish and maintain
close contact with colleges and universities. The advantage of campus
recruitment is, it is known that who the audience to be addressed are.
Promotional literature in the form of posters, broachers, catalogues; press
releases and so on can be issued to the audience so that the company’s name
remains prominent and their student’s minds all the time.
6) The Press
Advertising for the new staff through the press has proved successful for many
companies. Choose between local newspapers, national newspapers and the
magazines. All will put in touch with different audience. Local newspapers,
read by a large cross-section of the immediate population, may be most
suitable if there is sufficient talent in the area.
50
Trade Magazines often under estimated as useful source of recruitment might
be worth considering if looking out to recruit someone for a specialized job
which possibly requires previous experience of the particular industry.
7) Radio
51
disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they
may start station hopping to find more music. The radio is also transient
medium. An advertisement lasts for perhaps 30 seconds, which is a very short
period in which to put across all the important points, and is then finished. It is
usually difficult to remember (What was the company’s name? what was its
phone number?) most listeners will not have a pen and pad handy to make
notes.
8) Television
You can advertise on a regional or national basis. Recruiting staff through the
Television is still widely regarded as a new and innovative approach.
Companies which use this medium may therefore be seen as go-ahead and
dynamic. Thus, this medium may not be an immediate choice if there is only
just one vacancy to be filled, although shorter and expensive one month
contracts could be negotiable and worth considering.
52
SELECTION
The selection procedure is concerned with securing relevant information about the
applicant. This information is secured in number of steps. The objective of
selection process is to determine whether an applicant meets the qualifications for
a specific job and to choose the applicant who is most likely to perform well in
that job.
The hiring procedure is not a single act but it is essentially a series of methods by
which additional information is secured about the applicant. At each stage facts,
which came to light, make the acceptance or rejections of the candidate clear.
Some selection processes are quite easy and some with many hurdles this
increases with the level and responsibility of the positions to be filled.
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from
the employment requisition as developed by an analysis of the work-load
and work force.
2. There must be some standard of personnel with which a prospective
employee may be compared i.e., a comprehensive job description and job
specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required
number of employees may be selected.
53
PROCESS OF SELECTION
Selection
Employment tests
Comprehensive interview
54
Preliminary Interview or Screening
Basic criteria that must be met for an application to be eligible for consideration.
If these criteria are not met, there is no obligation on the employer to consider
such applications. The screening process therefore seeks to identify those
applications that meet the basic entry-level requirements applications that are
therefore incomplete or do not meet the basic appointment criteria are considered
unsuccessful applications. In order to be fair and objective in the screening of
candidates, it is essential that a fixed set of valid criteria be applied in terms of
each and every candidate that applies for a position.
a) Application forms
b) Curricula Vitae (CV’s) and
c) All other relevant documentation.
After having completed the screening process and eliminated those applicants that
do not meet the basic requirements, the next objective should be to identify a
manageable size (pool) of applicants (a short-list) who are best suited to fill the
55
position successfully and from whose ranks the most suitable candidate(s) is/are to
be selected. It is about identifying a manageable pool of best suited candidates for
a specific position, in the interest of the State, taking into account Affirmative
Action and Employment Equity objectives.
Application Form
56
Psychological Testing
Such tests are widely used to measure the latent ability of a candidate to
learn new jobs or skills. They will enable us to know whether a candidate if
selected, would be suitable for a job, which may be clerical or mechanical.
These tests may take one of the following forms.
i.Mental or Intelligence Test - measures and enables to know whether he or she
has mental capacity to deal with new problems.
ii.Mechanical Aptitude Test - measures the capacity of a person to learn a
particular type of mechanical wok. This could help in knowing a person’s
capability for spatial visualization, perceptual speed manual dexterity, visual
motor coordination or integration, visual insights etc.
iii.Psychometric tests – these tests measures a person’s ability to do a specific job.
57
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they
determine the admission feasibility of a candidate and measure what he/she
is capable of doing.
i. Tests for measuring job knowledge – this type of test may be oral or written.
These tests are administered to determine proficiency in shorthand and in
operating calculators adding machines dictating and transcribing machines
and simple mechanical equipment.
ii. Work sample tests – demand the administration of the actual job as a test. A
typing test provides the material to be typed and notes the time taken and
mistakes committed.
C. Personality tests
58
ii. Projective tests – it is a test in which a candidate is asked to project his own
interpretation into certain standard stimulus situation. The way in which
he/she responds to these stimuli depends on his own values, motives and
personality.
iii. Situation tests – these tests measures an applicant’s reaction when he is
placed in a peculiar situation his ability to undergo stress and his
demonstration of ingenuinity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group and
its members are asked to reach some conclusion without the help of a leader.
iv. Interest tests – these tests aim at finding out the types of work in which a
candidate is interested. They are inventories of the likes and dislikes of the
people of some occupation hobbies and recreational activities. They are
useful in vocational guidance and are assessed in the form of answers to a
well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most organizations.
Their purpose is to give the selector a chance to assess the candidate and to
demonstrate their abilities and personality. It’s also an opportunity for an
employer to assess them and to make sure the organization and position are right
for the candidate. An interview is an attempt to secure maximum amount of
information from candidate concerning his suitability for the job under
consideration.
59
may include an assessment centre and/or tests. The number of interviews also
varies. Some companies are satisfied after one interview, whereas others will want
to recall a further shortlist of candidates for more. If successful at the final
interview stage, an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various standard
formats.
Technical Interviews - If a candidate has applied for a job or course that requires
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage
in the selection process, that the candidate will be asked technical questions or
have a separate technical interview to test his/her knowledge. Questions may focus
on the final year project and his/her choice of approach to it or on
real/hypothetical technical problems. It seen that the candidate proves
himself/herself but also they admit to what they don’t know.
Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one
candidate alone.
2. Informal interview: in this type there are discussions between the candidate
and two or more interviewers.
60
3. Panel of interviews: in these pre planned standard questions ranging overall
aspects of the job are asked. They focus directly on elements of person
specification.
4. Direct planned interview: this interview is straight forward, face to face,
question and answer situation intended to measure the candidate’s
knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer
refrains from asking direct and specific questions but creates an atmosphere
in which the interviewee feels free to talk and go into any subject he
considers important. The object of the interview is to determine what
individual himself considers of immediate concern, what he thinks about
these problems, and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which
illuminates validated against the record of employees who have succeeded
or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates
stress to see how an applicant operates in stress situation. To induce stress,
the interviewer responds to the applicant’s answers with anger, silence and
criticism. This interview aims attesting the candidate’s job behavior and
level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be
examined extensively in core areas of knowledge and skills of the job.
61
Background Checks and Enquiries
Those individuals who perform successfully on the employment tests and the
interviews, and are not eliminated by development of negative information on
either the background investigation or physical examination are now considered to
be eligible to receive an offer of employment. Who makes that employment offer?
For administrative purposes the personnel department should make the offer. But
their role should be only administrative. The actual hiring decision should be
made by the manager in the department that had the position open.
62
Chapter – 4
63
DATA ANALYSIS
Observation made during the study and analysis of the company policy
64
1) The recruitment and selection process of company meets the current legal
requirements.
4%
4% 19%
14%
Strongly Agree
Agree
no opinion
59% disagree
strongly disagree
Interpretation:
Near about 20% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal
requirements, and 60% are agree only so, total 80% of the respondent are in favor
that the process of recruitment & selection meets the current legal requirement.
Observation:
4% 2%
10% 25%
Strongly Agree
Agree
no opinion
59% disagree
strongly disagree
Interpretation:
The question was raised to know that employees are aware about the company’s
recruitment & selection policy or not. Near about 85% are agreed that the
recruitment & selection policy is clearly stated and only 8% are disagree.
Observation:
So the recruitment & selection policy of company is clearly stated but it requires
little bit change. But the company policy should be updated time to time.
66
3) Internal source is better for company
4% 2%
Agree 19 37%
no opinion 11 22%
disagree 2 4%
strongly disagree 1 2%
Interpretation:
As per the respondent response near about 70% are agree with the statement that
internal source is better for company, 22% having no response and 6% are
disagree with the statement.
67
Observation:
After analysis it is better to get the manpower by internal source as they are aware
about that candidate skill and behavior but sometimes company will not get right
candidate.
18% 4%
30% Strongly Agree
Agree
no opinion
40% 8%
disagree
strongly disagree
Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
disagree 20 40%
68
Interpretation:
Near about 55% are disagree with the statement that external source is better for
company’s recruitment process and about 34% are in favor of this statement.
Observation:
From this question respondent are satisfied with the internal source but some are
not satisfied and they preferred external source.
12% 10%
10% Strongly Agree
Agree
Agree 5 10%
no opinion 13 25%
Disagree 22 43%
69
Interpretation:
Near about 60% are disagree with this statement, means they are not feeling
scarcity of manpower and Only 20% are agree with this statement.
Observation:
This shows that HR department fulfills all the requirements of human resource in
the organization as soon as required. But as some are disagree with this statement
means the recruitment process needs change.
6) I feel that the right job is being performed by the deserved person at my
working environment.
8% 17%
14% Strongly Agree
Agree
18%
no opinion
43%
disagree
strongly disagree
70
strongly disagree 4 8%
Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its
business target. The question was raised to know the opinion that right job is
performed by right person. So 60 % are agree and near about 20% are disagree.
Observation:
This shows company is recruiting right candidate for right job but some
respondent are disagree so selection process need improvement and proper
verification of recruitee.
2%
8%
10%
39% Strongly Agree
Agree
no opinion
41% disagree
strongly disagree
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but surprisingly
40% gave no opinion this means they are not aware about other competencies,
Observation:
This interpret ate that company’s recruitment process is helpful in getting right
candidate for right job but as per of the some respondent dissatisfaction the
recruitment should be more filter.
8) To what extent you are satisfied with the external source (job portals) for
recruitment process.
2%
7%
9%
33%
Strongly Agree
Agree
no opinion
disagree
49%
strongly disagree
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Response Pattern Remark percentage
Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
disagree 15 33%
strongly disagree 1 2%
Interpretation:
some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through “Reference” or other
internal source and about 50% have no opinion the external sources like job
portals, consultancies.
9) To what extent you are satisfied with the employee’s reference for
recruitment process.
14% 20%
Strongly Agree
22%
Agree
no opinion
4% 40% disagree
strongly disagree
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Response pattern Remark percentage
Strongly Agree 10 20%
Agree 20 40%
no opinion 2 4%
disagree 11 22%
strongly disagree 7 14%
Interpretation:
60% of respondent are in favor of the statement that they are satisfied with the
employee’s referral, this helps in getting known candidates as company knows the
skill and behavior of the recruitee. But near about 35% are disagree with the
statement so, recruitment process need good external sources for recruitment
process.
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10) To what extent the selection procedure followed for your recruitment is
suitable to your job.
8%
28%
20%
Strongly Agree
Agree
4%
no opinion
disagree
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and
this shows right person is in right job but near about 30 % are not satisfied so this
shows that selection process also needs some changes.
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Chapter – 5
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FINDINGS AND INTERPRETATION
After a thorough study and discussion on the companies recruitment & selection
policy, to know its effectiveness in the organization a self designed questionnaire
has been prepared to gather the views of employees.
The responses of all the questions were summed up from all the answered
questionnaires. These summed up responses were calculated to derive the
percentages to make the interpretation more meaningful, being represented in the
form of pie chart.
4. Company is recruiting right candidate for right job but some respondent are
disagree so selection process needs improvement and proper verification of
recruitee.
5. Candidates are not timely informed for their selection and also for their
rejection.
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6. Too much time taken by the HPD in recruiting some important urgent posts.
7. Some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through “Reference” or
other internal source and about 50% have no opinion the external sources
like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are
aware about that candidate skill and behavior but sometimes company will
not get right candidate.
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Chapter – 6
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SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with
some of the recruitment manager, company associates and based on the responses
received from the associates the following suggests are made to the company for
further improvement of the policy.
1. The organization should not majorly Clear job description is given to the
candidates at the time of interview itself, to avoid disappointment after
joining.
2. The candidate should be informed in time whether they have been selected
or not. There should not be any delay in informing the candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve the
recruitment process.
5. The employees should be called for the interview only after checking their
educational qualifications and job experience in a proper way so as to save
the time and cost involved in the recruitment process.
6. Depend on the application bank as the major source for the details of the
candidate for recruitment purpose. It should also consider other sources
which could provide them better options.
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9. Organization should use social networking sites for creating pool of good
candidates.
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Bibliography
82
83
Bibliography
Websites:
www.shrm.com
www.citrhr.com
www.agi-glaspac.com
www.management.org
http://www.ssa.vic.gov.au
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Annexure
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Questionnaires for associates:
QUESTIONNAIRE
[Kindly tick ( √ ) the options you think are right ]
1) The recruitment and selection process of company meets the current legal
requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
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5) I feel scarcity of manpower at my working place.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
6) I feel that the right job is being performed by the deserved person at my
working environment.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
8) To what extent you are satisfied with the external source (job portals) for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%
9) To what extent you are satisfied with the employee’s reference for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%
10) To what extent the selection procedure followed for your recruitment
is suitable to your job.
a) 0% b) 25% c) 50% d) 75% e) 100%
THANK YOU……..
Date: Department:
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