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A Study On Effectiveness of Recruitment and Selection Process PDF
A Study On Effectiveness of Recruitment and Selection Process PDF
Submitted by
P.KAMAKSHI
REGISTER NO: 27348317
BONAFIDE CERTIFICATE
EXTERNAL EXAMINER
ACKNOWLEDGEMENT
I express our sincere thanks and deep sense of gratitude to our Head of Department
technologies, Puducherry, who kindly granted permission to do this project report in his
esteemed organization.
Finally, I express my sincere thanks and deep sense of gratitude to my parents and
friends for giving timely advice in all the ways and in all aspects for doing the project
ABSTRACT
PROCESS” in SPi technologies was used to study the existing recruitment and selection
Both primary and secondary sources were used to collect data. The primary data is
collected from both employers and employees of SPi technologies through a well
constructed questionnaire.
The secondary data was collected from various journals, magazines, articles, various
From the analysis it was inferred that the organization gave preference to internal
sources rather than external sources. Some of the employees felt that the company would
From the study it was found that the employers and employees are satisfied with their
LIST OF TABLES
LIST OF CHARTS
1 INTRODUCTION 1
2 REVIEW OF LITERATURE 6
3 OBJECTIVES OF THE STUDY 13
4 RESEARCH METHODOLOGY 14
5 DATA ANALYSIS AND INTERPRETATION 17
6 FINDINGS, SUGGESTIONS AND 43
RECOMMENDATIONS OF THE STUDY
7 CONCLUSION 45
8 LIMITATION OF THE STUDY AND SCOPE 46
FOR FURTHER STUDY
ANNEXURES
1. QUESTIONNAIRE
2. BIBLIOGRAPHY
LIST OF TABLES
LIST OF CHARTS
CHAPTER-I
INTRODUCTION
• Six Sigma
SPi’s Indian headquarters is Pondicherry facility. The total number of employee working
in Pondicherry facility is 769, working under three shifts. The reason behind launching
their subsidiary in Pondicherry was:
• Pondicherry’s location
1.17 HR Team
Human resource department is in Pondicherry. It holds a centralised function for all
the other SPi technologies’ subsidiaries (except Coimbatore facility). The HR team is
lead by the senior manager . He is next to vice president – Indian operations in the
hierarchy. He leads a HR team of four managers (recruitment, Pondicherry), four
assistant manager and four executive.
1.18 HR Functions
Human resource department play a major and vital role in the company. HRD is in
Laporte Street, Pondicherry. All the HR related function for Indian operation is take care
by this department in Pondicherry. They practice a centralized function. Some of the HR
functions in SPI technologies are:
the organization to know how effectively the process is going on because attrition rate is
2.2.3 Purpose
a) The objectives of this study were to:
1. Identify general practices that organizations use to recruit and select
employees.
2. Determine which recruitment and selection practices are most effective.
3. Determine how the recruitment and selection practices affect organizational
outcomes.
b) Recruitment is the process of identifying and attracting potential candidates from
within and outside an organization to begin evaluating them for future employment. Once
candidates are identified, an organization can begin the selection process. This includes
collecting, measuring, and evaluating information about candidates’ qualifications for
specified positions.
The study, based on survey results from 162 members of the DDI HR Benchmark
Group, addresses the following issues.
a. General recruitment and selection profiles.
b. Recruitment strategies.
c. Organizational offerings and their impact on prospective employees.
d. Current and future selection practices.
f. Outsourcing recruitment and selection activities.
g. Barriers to effective recruitment and selection.
1) An addition to staff
In the event that the job is new and has not been graded before, it will be
necessary for the supervisor to complete the Position Analysis Questionnaire, which will
identify the job responsibilities and competencies required, as well as aid in establishing
the appropriate salary grade for the position.
2) A replacement of staff.
The time when a current employee vacates an existing position can be an
optimal time to review the organization and determine if a reallocation of position
responsibilities is appropriate. Often, a juggling of responsibilities within a unit can
create promotional opportunities, new skills, job enrichment and could better match the
remaining incumbents skills with the skills required for the position.
CHAPTER- III
OBJECTIVES
• To study the existing recruitment and selection process the organization is using.
• To study the methods and techniques used in recruitment and selection process.
• To study and identify how the present process affect organizational outcomes.
• To find employers and employees opinion about present process and provide a
• Percentage Analysis
R= 1- 6 ? D2 / N3 -N
• Chi-square analysis
• Correlation
• F-test
4.3.3 Correlation:
Correlation analysis deals with the association between two or more variables.
Correlation does not necessarily imply causation or functional relationship though the
existence of causation always implies correlation. By itself it establishes only co
variation. In this research rank correlation was used.The formula used to finn rank
correlation is
4.3.4 F-Test
F= S12 / S22
F-test is used to find out whether the two independent estimates of population
differ significantly or whether the two samples may be regarded as drawn from the
normal populations having the same variance.
F is defined as
CHAPTER – V
DATA ANALYSIS AND INTERPRETATION
80
70
P
e 60
r
50
c
e 40 0-2 years
n 3-5 years
t 30
6-8 years
a 20
g
e 10
0
Years of experience
1 Internal 30 60
2 External 20 40
Total 50 100
Inference
30 respondents said that organization rely heavily on internal sources and20
respondents said that organization rely heavily on external sources.
70
60
P
e 50
r
c 40
e Internalsources
n 30
Externalsources
t
a 20
g
e 10
0
Source
Inference
34% of employees prefer jobsites to post the resume, 40% of employees prefer
company sites to post the resume, 18% of employees prefer consultancies to post the
resume and 8% of employees prefer employee referrals to post the resume.
Inference
38% of employees said that newspaper source reaches them soon, 8% of
employees said that journals/periodicals reaches them soon, 20 of employees said that
campus recruitment reaches them soon and finally 34% of employees said that employee
referral reaches them soon.
40
35
P
Newspaper
e 30
r Journals/Magazines
25
c Campusrecruitment
e 20
Employee Referral
n
15
t
a 10
g
e 5
0
Sources
Inference
44 respondents are satisfied with the response given after recruitment and 6
respondents are not satisfied with the response given after recruitment
100
90
P
80
e
70
r
c 60 Satisfied
e 50 Not Satisfied
n 40
t 30
a 20
g 10
e 0
Response
Total 50 100
Inference
32 respondents said that their organization follow a step by step process with
certain rules and regulations in identifying job vacancies and 16 respondents said that
their organization does not follow a step by step process with certain rules and
regulations in identifying job vacancies.
70
P 60
e
r 50
c 40
e S te p b y s te p p ro ce s s
n 30
t N o s te p b y s te p
20
a p ro c e s s
g 10
e 0
Pr o c e s s
1 Yes 35 70
2 No 15 30
Total 50 100
Inference
35 respondents inferred that job analysis is conducted for each position,15
respondents inferred that job analysis is not conducted for each position.
80
P 70
e 60
r
50
c
Y es
e 40
No
n 30
t
20
a
g 10
e 0
Job analysis
1 Newspaper sources 15 30
2 Journals 7 14
3 Campus Recruitment 4 8
4 Employee Referral 19 38
5 Consultancies 5 10
Total 50 100
Inference
15 respondents said that their organization uses newspaper source mostly, 7
respondents said that their organization uses journals, 4 respondents said that their
organization uses campus recruitment, 5 respondents said that they use consultancies and
finally 19 respondents said that their organization uses employee referral mostly.
40
P 35
Newspaper source
e 30
r Journals/Periodicals
25
c
Campus Recruitment
e 20
n Employee Referral
15
t
a 10 Consultancies
g 5
e
0
Sources
Inference
35 respondents said that all initial screening of candidates is performed by HR
department and 15 respondents said that all initial screening of candidates is not
performed by HR department.
80
70
P
e 60
r
50
c
e 40 Yes
n No
30
t
a 20
g
10
e
0
Screening of candidates
Sl.no
54321 Highly
Highly
Dissatisfied
No
Opinion
Satisfied
Total
opinion
dissatisfied
Satisfied Respondents
21
13
50
745 42
Percentage%
100
26
10
14
8
Inference:
42% of employees are satisfied with the present process, 26% of
employees are highly satisfied with the present process, 10% of employees are
dissatisfied with the present process, 8% employees are highly dissatisfied with the
present process, and 14% employees said that they have no opinion about the process.
satisfied
Highly satisfied
Dissatisfied
Highlydissatisfied
No opinion
Final opinion about the process
Inference:
24% employers rated that the process is effective, 42% of employers rated
that the process is very effective, 22% of employers rated that the process is not effective,
12% of employers said no opinion about the process.
Effective
Very effective
Not effective
No opinion
OBSERVED COUNT:
TABLE 5.2.1
EXPECTED COUNT
TABLE 5.2.2
Rating about recruitment & selection
Panel Effective Very Not Effective No opinion Total
member as Effective
referee
Yes 6 10.5 5.5 3 25
No 6 10.5 5.5 3 25
Total 12 21 11 6 50
CHI-SQUARE CALCULATION
TABLE 5.2.3
O E [O-E]2 [O-E]2/E
5 6 1 0.17
14 10.5 12.25 1.17
5 5.5 0.25 0.05
1 3 4 1.33
7 6 1 0.17
7 10.5 12.25 1.17
6 5.5 0.25 0.05
5 3 4 1.33
∑ = 5.44
The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.
OBSERVED COUNT
TABLE 5.2.4
EXPECTED COUNT
TABLE 5.2.5
CHI-SQUARE CALCULATION
TABLE 5.2.6
O E [O-E]2 [O-E]2/E
6 5.8 0.04 0.68
11 10 1 0.1
5 5.3 0.07 0.02
2 2.9 0.81 0.28
6 6.2 0.04 0.65
10 11 1 0.09
6 5.7 0.09 0.02
4 3.1 0.81 0.26
∑= 2.11
OBSERVED COUNT
Table 5.2.7
EXPECTED COUNT
Table 5.2.8
CHI-SQUARE CALCULATION
TABLE 5.2.9
O E [O-E]2 [O-E]2/E
OBSERVED COUNT
TABLE 5.2.10
EXPECTED COUNT
TABLE 5.2.11
Final decision about
appointment
Sources Yes No Total
organization rely
heavily
Internal sources 23.4 6.6 30
External sources 15.6 4.4 20
Total 39 11 50
CHI-SQUARE CALCULATION
TABLE 5.2.12
O E [O-E]2 [O-E]2/E
25 23.4 2.56 0.11
5 6.6 2.56 0.39
14 15.6 2.56 0.16
6 4.4 2.56 0.58
∑=1.24
Null Hypothesis Ho:
There is no association between sources organization rely heavily and final
decisions about appointment.
Inference:
Calculated value Σ [O-E] 2/E = 1.24
Degrees of freedom (m-1) (n-1) = (2-1) (2-1)
=1
TABLE 5.3.1
R= 1- 6 ? D2 / N3 -N
Sl.no X Rx Y Ry [ Rx- Ry ]
D2
1 24 1 39 2 1
2 26 2 11 1 1
Σ D2 = 2
CACULATIONS:
= 1- 6 * 2
23-2
= 1- 12
6
= 1-2
R = -1
INFERENCE:
The test & interview process and satisfaction about selection technique used is
highly negatively correlated.
R= 1- 6 ? D2 / N3 -N
Sl.no X Rx Y Ry [ Rx- Ry ]
D2
1 15 4 14 4 0
2 7 3 6 1 4
3 4 1 8 3 4
4 19 5 15 5 0
5 5 2 7 2 0
Σ D2 = 8
CACULATIONS:
R= 0.6
= 1- 6 * 8
53-5
= 1- 48
120
= 1-0.4
INFERENCE:
TABLE 5.3.3
Sl.no X Rx Y Ry [ Rx- Ry ]
D2
1 12 1 23 1 0
2 38 2 27 2 0
Σ D2 = 0
CACULATIONS:
R 1-
R= =6 1
? D2 / N3 -N
= 1- 6 * 0
23-2
= 1- 0
= 1-0
INFERENCE:
If the questions given prior to the interview means then the comfortableness
with the interviewer will be increased. So it is highly positively correlated.
5.4 ANALYSIS USING F-TEST
12 0.5 0.25 21 11 12
1
21 8.5 72.2 13 3 9
5
11 -1.5 2.25 5 -5 25
6 -6.5 42.2 4 -6 36
5
7 -3 9
F=1.28 F= 1.28
X1 is employee’s opinion about the process and X2 is employers rating about the process.
S12 = 50 S22 = 39
F = S12 / S22
INFERENCE:
For v1=4 and v2=5, F0.05=6.23.
The calculated value is less than the tabulated value. Therefore hypothesis is
accepted. It means the two different populations have the same variance.
CHAPTER - VI
• A majority of the respondents prefer to post their resume through company web
sites and job sites.
• The percentage analysis shows that the organization relies heavily on internal
sources.
• Most of the employees said that a newspaper source reaches them soon.
• A majority of employees inferred that they are satisfied with the response given
after recruitment.
• Most of the employees said that the final decisions about appointment should be
based only on merit.
• A majority of employers inferred that there organization is following a step by
step process with certain rules and regulations in identifying job vacancies.
• The percentage analysis shows that the organization is conducting job analysis
and job description for each job position.
• A majority of employers said that there organization using newspaper and
employee referral sources mostly.
• Most of the employers inferred that they are measuring the cost for the
recruitment sources by comparing the validated budget versus approved budget.
• The correlation analysis shows that the questions asked in the interview and
comfortableness with the interviewer is positively correlated.
• Most of the employees are satisfied with the present recruitment and selection
process.
• A majority of the employers inferred that the present recruitment and selection
process is effective.
From the study, it is found that majority of the employees prefer to post their
resume in companies website. So the company can have exclusive career link in
its website to post resume.
By using a separate link with resume screening software, the resumes can be
screened and managed effectively.
From the study, it is found that newspaper is the effective medium to advertise for
recruitment. Since this company focus on candidates from Pondicherry, they can
advertise for mass recruitment.
It is found that the company is not conducting the medical examination for
employees during selection process. They can conduct medical examination in
order to prevail themselves if any problem happens to the employees.
CHAPTER-VII
CONCLUSION
SELECTION PROCESS” was helpful to know about the recruitment and selection
process in E-Publishing Company. This study inferred that most of the employers and
employees are satisfied with the present process. This study was helpful to study the
The study on recruitment and selection is more an ART rather than a process. HR
professional is having a big responsibility to hire a best person from the available talent
pool. At the same time, one needs to be cost conscious. The employer should judge on
individual merits and set the same standards for all. In the present scenario, “It is the
.
CHAPTER – VIII
8.1 LIMITATIONS
• The period for study is one month, so the detailed analysis about the process is
difficult.
The Project throws light on the need for learning about recruitment and selection
process.
This study will be useful to find out the sources and techniques used in the
It will be helpful for the company to know the effective sources and techniques in
RECRUITMENT
1. What type of process are there for identifying job vacancies in your organization?
a) Follow step by step process with certain rules.
b) No step by step process.
c) Not aware.
2. Is job analysis conducted for each position?
a) Yes b) No
3. Do you give consideration to internal candidates for all jobs before outside
recruitment begins?
a) Yes b) No
4. Do you accept late applications?
a) Yes b) No
5. Is there any job description for each vacancy including the purpose, tasks and
responsibilities?
a) Yes b) No
6. What kind of recruitment sources does your organization use?
a) Newspaper sources
b) Professional journals/periodical
c) Campus recruitment
d) Employee referral
e) Consultancies
7. Which recruitment source do you prefer very effective from the above?
SELECTION
11. Do you have any standard pattern in selection process? (From initial interview to final
placement)
a) Yes b) No
12. Does HR department perform all initial screening of candidates?
a) Yes b) No
13. How many candidates are typically interviewed before final placement?
a) 10 b) Below 10 c) Above 10 d) None of the above
14. Are panel interviews are used?
a) Yes b) No
15. Can you allow a referee as a panel member?
a) Yes b) No
16. Are reference checks considered on all candidates?
a) Yes b) No
17. Are candidate telephone interviews, teleconferencing or video conferencing
conducted before personnel interview?
a) Yes b) No
18. What type of tests are mostly used in your organization during selection process?
a) Personality tests
b) Psychometric tests
c) Judgement tests
c) Ability tests
d) Not aware
19. Do you professionally validate the tests used in selection process?
a) Yes b) No
20. What your organization will do if short listed applicant cannot be interviewed on the
scheduled day?
a) Offer another date, location.
b) Will hold the applicant and used whenever needed.
c) Consideration may be given to exclude that person from the process.
d) No opinion.
21. Does your organization conduct medical examination for employees during selection
process?
a) Yes b) No
22. Finally rate the recruitment and selection process used in your organization
a) Effective
b) Very effective
c) Not effective
d) No opinion
A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION
PROCESS IN SPi TECHNOLOGIES
1. Did you visit the website of this company before coming for the interview?
a) Yes b) No
2. What is your experience in this company?
a) 0 – 2 years
b) 3 – 5 years
c) 6 – 8 years
d) Above 8 years
3. Which sources your organization rely heavily for recruitment?
a) Internal sources b) External sources
4 .Which channel do you prefer easy to post your resume?
a) job sites
b) company websites
c) consultancy
d) referrals
5. Through which source did you get recruited in this company?
a) Newspaper sources
b) Professional journals/periodicals
c) College recruiting
d) Employee referral
e) Internal computerized applicant database
6. Which type of recruitment sources reaches you soon?
a) Newspaper sources
b) Professional journals/periodicals
c) College recruiting
d) Employee referral
7. Have you ever rejected an offer in any company?
a) Yes b) No
8. State the reason for rejecting the offer.
a) relocation
b) salary
c) growth
d) others
9. State the reason for accepting the offer in this organization?
10. Are you satisfied with the response given after recruitment?
a) Yes b) No
11. Are you satisfied with the selection techniques used in your organization?
a) Yes b) No
If No means give reason:
12. Do you feel that the test and the interview process is lengthy?
a) Yes b) No
13. What type questions they asked you in the interview?
a) Relaxing questions
b) Tough questions
c) Icebreaking questions
14. Did they give the questions prior to the interview?
a) Yes b) No
15. Did you felt comfortable with your interviewer?
a) Yes b) No
16. Do all people have to be interviewed in the same way?
a) Yes b) No
If No means state reason:
17. The people who are all involved in the recruitment and selection process were very
supportive to you
a) Yes b) No
18. The final decisions about the appointment should be based only on merit?
a) Yes b) No
If No means state reason:
19. Does your organization provide you induction or orientation programme after
placement?
a) Yes b) No
If yes means mention how effective and useful,
20. Finally how much you satisfied with the present recruitment and selection process
followed in your organization?
a) Satisfied
b) Highly satisfied
c) Dissatisfied
d) Highly dissatisfied
e) No opinion
If you are not satisfied with the present process means provide suggestion for
improvement:
Annexure - II
Bibliography
Books Referred
1. Christopher Mabey, “Strategic Human Resource Management” – Edition 1.
2. K. Aswathappa, “Human Resource and Personnel Management” – Edition 1.
3. Donnelly , “Managing Human Resource” – Edition 1
4. Statistical methods by S.P.Gupta
Sites Visited
1. www.spi.com
2. www.citehr.com
3. www.explorehr.com