A SUMMER TRAINING REPORT

ON

A Study on HR Practices towards MTF InfoTech Pvt. Ltd.

( Focus on Recruitment and Staffing)

Submitted in partial fulfilment of the requirement for the award of degree of

BACHELOR OF BUSINESS ADMINISTRATION

(SESSION 2014-17)

Submitted to:- Submitted by:

KURUKSHETRA UNIVERSITY, Name: Palasha

KURUKSHETRA Class: BBA (V) Semister

Class Roll No.: BB-1491

Exam Roll No: 0004872936

_________________________________________________________________________________

R.P. INDERAPRASTHA INSTITUTE OF TECHNOLOGY (KARNAL)

BASATARA, KARNAL-132001 (HARYANA), INDIA
 AFFILATED TO KURUKSHETRA UNIVERSITY, KURUKSHETRA

ACKNOWLEDGEMENT

I am grateful to the management of RP INDERAPRASTHA INSTITUTE OF

TECHNOLOGY (RPIIT) for giving me the opportunity to undergo my summer internship
in their esteemed and prestigious organization. It was a great learning experience for me.

It is my great pleasure and proud privilege to express my sense of gratitude to my guide and
mentor Mrs. Divya Sharma, Senior HR Manager for their competent guidance, valuable help
and regular motivation and support that enable me to complete this assignment successfully.

I would like to express my sincere gratitude and appreciation to all the employees of MTF
Infotech Pvt. Ltd who made my two months of training a wonderful experience.
I would like to take the opportunity to specially thank Prof. R.K.Gaur, Dean, Department
of Management, RPIIT and my faculty guide Mr. Vikram Singh, Assistant Professor
who was always there with warm support and valuable inputs.
My appreciation runs deeply to all those who have helped me directly or indirectly in
successful completion of the project.
 PREFACE

Theoretical knowledge without the practical exposure is of little value, theoretical Studies in
Classroom are not sufficient to understand the functioning and nature of research. Therefore it
becomes necessary to undergo any summer training report work.

Practical report Supplements the Theoretical studies i.e. it covers what is left uncovered in the
classroom. It exposes a student to invaluable pleasure of experiences. I complete my summer
training report on the topic “A Study on HR Practices towards MTF InfoTech Pvt. Ltd. ( Focus
on Recruitment and Staffing)"

During the summer training report I got an opportunity to learn valuable things, which I could
not able to learn from theory classes .In nutshell, whole of my summer training report was
invaluable experience in the pursuit of knowledge .In the forthcoming pages attempt has been
made to present a comprehensive report concerning different aspects of my summer training
report. The overall gain to me will be reflected in the report itself.
 DECLARATION

I, Palasha , a student of BBA 5th Semester here by state that the Summer Training Report
entitled “A Study on HR Practices towards MTF InfoTech Pvt. Ltd. ( Focus on Recruitment and
Staffing) ” , submitted in partial fulfilment for the requirement of degree of Bachelor of
Business Administration. It is the original work done by me and the information provided in the
study is authentic to the best of my knowledge. This study report has not been submitted to any
other institution or university for the award of any other degree elsewhere.

(Signature of student)

(Palasha)
 EXECUTIVE SUMMARY

The Internship Report “Recruitment and Staffing of MTF Infotech Pvt. Ltd.” is originated
as a partial requirement of BBA Program, Department of Business Administration, RPIIT
Campus , Karnal .This report focuses 2 months of working experiences at the head office of
MTF Infotech Pvt. Ltd . This report will give a clear idea about the activities and staffing
strategies of MTF Infotech. This report contains five parts:
The first part is focused on the overview of the MTF Infotech Pvt. Ltd. It contains a short
profile of the Organization, The Organization’s History and activities .
The second part is focused on the Introduction, background, scope, limitations,
methodology, data collection & processing method for the study.
.The Third part is focused on the theoretical part of Human Resource Management and its
Policies. It contains the basic idea about Human Resource, the basic function of human
resource management, Recruitment & Selection process, training and Development process
etc.
The fourth part is focused on the recruitment and selection process of MTF Infotech Pvt.
Ltd. It contains the recruitment & selection policy, steps, ways of sourcing, process of
interview, process of inspection about the interviewee etc.
The fifth part of this report contains the Statistical Data Analysis, Findings on the basis of
data collected through questionnaire.
The Sixth part contains recommendation and conclusion of this report.
A sample of questionnaire which is used in the report and references also have been attached
with this report under The Seventh Part.
MTF Infotech has its Human Resource Department which plans the required manpower with
the discussion with other authorities. Based on the Manpower planning , Recruitment and
Selection are being done as and when needed. The Recruitment and Selection process of MTF
Infotech , is very much transparent in terms of selecting right people in right time and for the
right job. For selecting a person, basic education qualification is a must while they also
consider applicant’s experience, knowledge, capability and his/her future background.
 CONTENTS

I. ACKNOWLEDGEMENT

II. PREFACE

III. DECLARATION

IV. EXECUTIVE SUMMARY

V. CHAPTER 1- INDUSTRIAL PROFILE

VI. CHAPTER 2- COMPANY PROFILE

VII. CHAPTER 3- INTRODUCTION ABOUT THE TOPIC

VIII. CHAPTER 4- OBJECTIVE OF STUDY

IX. CHAPTER 5- RESEARCH METHODOLOGY

X. CHAPTER 6- DATA INTERPRETATION AND ANALYSIS

XI. CHAPTER 7- LIMITATIONS

XII. CHAPTER 8- SUGGESTIONS AND RECOMMENDATIONS

XIII. CHAPTER 9- CONCLUSION AND FINDINGS

XIV. CHAPTER 10- BIBLIOGRAPHY

XV. CHAPTER 11- ANNEXURE

 CHAPTER-1
INDUSTRIAL PROFILE
INDUSTRY PROFILE:-

Digital marketing is a wide term used for the marketing of products or services using digital
technologies, mainly on the Internet, but also including mobile phones, display advertising, and
any other digital medium.

The way in which digital marketing has developed since the 1990s and 2000s has changed the
way brands and businesses utilize technology and digital marketing for their marketing. Digital
marketing campaigns are becoming more prevalent, as digital platforms are increasingly
incorporated into marketing plans, and as people use digital devices instead of going to physical
shops.

Digital marketing activities are search engine optimization (SEO), search engine
marketing (SEM), content marketing ,influencer marketing, content automation, campaign
marketing, and e-commerce marketing, social media marketing, social media optimization, e-
mail direct marketing, display advertising, e–books, optical disks and games, and any other form
of digital media. It also extends to non-Internet channels that provide digital media, such as
mobile phones (SMS and MMS), callback and on-hold mobile ring tones.
HISTORY:-

The term digital marketing was first used in the 1990 ,but digital marketing has roots in the mid-
1980s when the SoftAd Group, now Channel Net, developed advertising campaigns for
automobile companies, wherein people would send in reader reply cards found in magazines and
receive in return floppy disks that contained multimedia content promoting various cars and
offering free test drives.

Digital marketing became more sophisticated in the 2000s and the 2010s, and the proliferation of
devices able to access digital media has led to great growth of digital advertising statistics
produced in 2012 and 2013 showed that digital marketing was still a growing field.

Digital marketing is often referred to as 'online marketing', 'internet marketing' or 'web

marketing'. The term digital marketing has grown in popularity over time, particularly in certain
countries. In the USA online marketing is still prevalent, in Italy is referred as web marketing but
in the UK and worldwide, digital marketing has become the most common term, especially after
the year 2013.

Digital media growth is estimated at 4.5 trillion online ads served annually with digital media
spend at 48% growth in 2010. An increasing portion of advertising stems from businesses
employing Online Behavioural Advertising (OBA) to tailor advertising for internet users, but
OBA raises concern of consumer privacy and data protection .
 CHAPTER-2

COMPANY PROFILE
COMPANY PROFILE:-

MTF Info Tech is a web designing company in India whose ingrained philosophy lies in
developing solutions for their customers requirements. MTF Infotech has proven its vitality since
October , 2014 and has colonized as a Web Development Company in India. The company is
located at Gurugram, and the services offered by the company include Internet
marketing , Software Development , Search Engine Optimization (SEO) , google AdWords and
many more

The company offers offshore online web development , internet marketing , and web design
solutions that help small-scale and medium-scale businesses to perform ,earn profit ,and grow!
MTF Infotech , also undertakes Search Engine Optimization (SEO) and Social Media
Marketing.

Multiple Technology facilities shortly referred as MTF has been an ideal partner for any
organization/firm which is anxious for continuously improving their processes and increasing
their offerings to the customers, based on the advancement in technology with ONLINE
MARKETING tools and INTERNET MARKETING strategies.

The expertise of the company in software and website development has helped various
businesses gain competitive advantage from cost-efficient and effective web solutions. MTF
Infotech has been serving businesses representing diverse industry verticals with quality
solutions and services benchmarked with global leaders. From Search Engine Optimization
(SEO) and web development to complete inbound marketing solutions, MTF offers everything
you require to have a successful online presence. Through the proven marketing strategies,
strangers are turned into visitors, visitors into leads, leads into customers, and customers into
advocates of your brand.
SERVICES OFFERED BY MTF INFOTECH PVT. LTD. 

INTERNET MARKETING

WEB DESIGN AND

DEVELOPMENT

MOBILE APPLICATION

DOMAIN HOSTING

INTERNET MARKETING-

Online marketing refers to a set of powerful tools and methodologies used for promoting the
products and services through the Internet with the help of website optimization. With the best
track record, the company strikes for the best SEO Company in Gurugram.
Internet marketing also referred as online marketing refers to advertising and marketing efforts
that uses the Web and email to drive direct sales via electronic commerce, in addition to the
sales leads from Web sites or emails.

Internet marketing can deliver benefits such as:

 Growth in potential
 Reduced expenses
 Elegant communications
 Better control
 Improved customer service
 Competitive advantage
The broad online marketing spectrum varies according to business requirements while Effective
search engine marketing programs leverage consumer data.

WEB DESIGN AND DEVELOPMENT-

The website development professionals of MTF recognize the value of solid information
architecture design and integrative branding that engages the customer from the first stop at your
site.

The company specialize in executing custom web development projects with 100% accuracy
and perfectly matching to the business requirements. The team is adroit at using cutting-edge
technologies to customize everything from the look and feel of front-end to expert back-end
programming that results in a highly dynamic, fully functional and interactive web solution.

MTF also has the expertise in Custom Web Development areas such as :-

 Community driven sites

 Complex e-commerce
 Multi-functional web portals
 Membership/Subscription sites
 Social Networking Applications

Strengths of MTF Infotech :-

 Technically strong team of 100+ domain experts carrying many yrs. of experience
 Adherence to best coding guidelines & quality standards
 Responsive user-friendly interfaces
 Performance, load & stress testing before delivery
 Completely SEO optimized designs to boost rankings
 High-end security against malicious practices
Achieved Results:-

 Fully Functional & highly usable web applications matching to the business needs,
requirements & expectations.
 Full control & complete transparency of the development process backed with seamless
communication
 Smart & Open application architecture allowing for high solution productivity &
scalability
 Mature QA procedures throughout the entire software development life cycle
 Deployment, Stabilization & Ongoing support & maintenance of the delivered
application

MOBILE APPLICATION DEVELOPMENT-

MTF Infotech is one of the best mobile app development companies in india, expertise in both
native and platform independent (HTML5/JavaScript stack) mobile application
development. The company provides highly customized mobile application development on
Android, iOS and blackberry.

DOMAIN AND CLOUD HOSTING-

It is recommended that all businesses have a web presence; and to have that, the business need
to have an own web page up and running. It is acceptable and in the norm to have a Facebook
page but at some point, but still it is required to have a webpage to have creative freedom and to
facilitate online shopping.

A new type of hosting package is called Cloud Hosting. This means that there is no requirement
to have one specific machine to act as your server. The site is hosted across several other
machines that have a load balancer shared between them. This means that in the event that one of
the host machines goes down, the load is redistributed to other available machines.
VISION-

MTF is operated by learning, educating, innovating, creating, and overall, delivering results. If it
can do it for their own business, then they can do it for others, too.

MISSION-

Enable organizations to continually improve their business processes to achieve agility and cost-
effectiveness through innovative software products, solutions and services.

Marketing methods of MTF will implement the strategy and quickly adapt to the changing
market-place. MTF professionals utilize the most populated social channels and latest software
to get others noticed.

VALUES-

The growth and success are based on the core values of Care, Citizenship, Fairness, Honesty,
Integrity, Respect, Responsibility , Safety and trust.
 CHAPTER-3

INTRODUCTION ABOUT
THE TOPIC
INTRODUCTION ABOUT THE TOPIC:-

RECRUITMENT AND SELECTION

RECRUITMENT-

Recruitment refers to the process of attracting and obtaining as many applicants as possible from
eligible job seekers.

Recruitment refers to the process of attracting, obtaining, and selecting qualified people for a
job. For some components of the recruitment process, mid- and large –size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.

FACTORS GOVERNING RECRUITMENT-

Recruitment is naturally subject to influence of several factors. These include following two
forces.

 External forces
 Internal forces
EXTERNAL FORCES

SUPPLY AND DEMAND

Supply and demand of specific skills in the labour market influences the recruitment process. If
the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort
may be needed.

UNEMPLOYMENT RATE

When unemployment rate in a given area is high, the company’s recruitment process may be
simper. The number of unsolicited applicants is usually greater, and the increased size of the
labour pool provides better opportunities for attracting qualified applicants. On the other hand, as
the unemployment rate drops, recruiting efforts must be increased and new sources explored.

LABOUR - MARKET

Labour- market conditions in a local area are of primary importance in recruiting for most non-
managerial, supervisory and middle management positions. However, so far as recruitment for
executive and professional is concerned conditions of global market is important.

POLITICAL AND LEGAL CONSIDERATIONS

Reservation of jobs for SCs, STs, minorities and other backward classes (OBCs) is a political
decision . Preferences to sons of soil is another political factor.

COMPANY IMAGE

The company’s image also matters in attracting large number of job seekers.
INTERNAL FACTORS

HR POLICY OF COMPANY

Recruiting policy of the organization also matters. Most of the firm have policy on recruiting
internally or externally. Also have policy on temporary and part time employees.

The major internal factor is effectiveness of the Human Resource Planning wich the company
adopts.

COST

Cost of recruitment is yet another factor that has to be considered. Recruiting costs are calculated
per new hire and the figure is considerable nowadays. Recruiters must operate within the budget.

GROWTH AND EXPANSION

An organization registering growth and expansion will have more recruiting on hand.
PURPOSE AND IMPORTANCE:

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically , the purposes and needs are :

 Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities..
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or underqualified job applicants.
 Help reduce the probability that job applicants , once recruited and selected , will leave
the organization only after a short period of time.
 Begin identifying and prepare potential job applicants who will be appropriate
candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company.
THEORIES AND POLICIES OF RECRUITMENT AND SELECTION:

THEORIES:

1. Objective Theory

1) Assumes applicants use a very rational method for making decisions.

2) Thus, the more information you can give them (Eg. Salaries , benefits, working condition, etc.
the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective Theory

1) Assumes applicants are not rational , but respond to social or psychological needs(Eg.
Security, achievement, affiliation)

2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

3. Critical Contract Theory

1) Assumes key attractor is quality of contract with the recruiter or recruiter behaviour, e.g.
promptness , warmth, follow-up , sincerity, etc.

2)Research indicates that more recruiter contact enhances acceptance of offer , also experienced
recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter – may be
especially important when recruiting ethnic minorities, women, etc.
POLICIES:

Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
government’s reservation policy , policy regarding sons of soil , etc , personnel policies of other
organizations regarding merit , internal sources , social responsibility in absorbing minority
sections , women, etc.

Specific issues which may be addressed in Recruitment Policy:

1) Statement :

Non-discrimination (EEO employer) or particular protected class members that may be sought
for different positions.

2) Position description :

Adherence to job description and qualifications in recruitment and selection - BFOQ’S –

bonafide occupational qualifications.

3) How to handle special personnel in recruitment / selection:

E.g. Relatives (nepotism) veterans (any special advancement toward retirement for military
experience) , rehires ( special consideration? Vacation days or other prior benefits) , part- time or
temporary personnel (special consideration? Benefits?)

4) Recruitment budget/expenses:

What is covered? Travel, Lodging/meals, Staff travel to recruit , relocation, expenses, etc..

5) Others:

a. Residency requirement in district?

b. Favours , special considerations related to recruitment?

RECRUITMENT PLANNING

The first stage in recruitment process is planning. Planning involves the translation of likely job
vacancies and information about the nature of these jobs into a set of objectives or targets that
specify the number and the type of applicants to be contracted.

NUMBER OF CONTACTS

Organizations, nearly always, plan to attract more applicants than they will hire. Some of those
contacted will be interested , unqualified , or both. Each time a recruitment program is
contemplated , one task is to estimate the number of applicants necessary to fill all vacancies
with qualified people.

TYPE OF CONTACTS

This refers to the type of people to be informed about job openings. The type of people depends
on the tasks and responsibilities involves and the qualifications and experience expected. These
details are available through job description and job specification.

STRATEGY DEVELOPMENT

Once it is know how many and what type off recruitment are required, serious consideration
needs to be given to the following things:

1) MAKE OR BUY EMPLYEES

Firms must decide whether to hire less skilled employees and invest on training and education
programs, or they can hire skilled labour and professionals. Essentially ,this is the ‘make’ 9hire
less skilled labour) or ‘buy’ (hire skilled workers and professionals) decision. Organizations
which hire skilled labour and professionals shall have to pay more for these employees.
2) TECHNOLOGICAL SOPHISTICATION

The second decision in strategy development relates to the methods used in recruitment and
selection. The decision is mainly influenced by the available technology. The advent of
computers has made it possible for the employers to scan national and international applicant
qualifications. Technological advancement has made it possible for job seekers to gain better
access.

3) WHERE TO LOOK

In order to reduce the costs, firms look into labour markets most likely to offer the required job
seekers. Generally, companies look into National and international market for managerial and
professional employees. National , regional or local for technical employees and local markets
for clerical and blue-collar employees.
RECUITMENT PROCESS AT MTF INFOTECH PVT LTD.

Generally recruitment process starts with the following

 Recruitment planning for the opening of new stores

 If any new positions has been identified
 If there is any vacancy

When to look

An effective recruiting strategy must determine when to look- decide on the timings of events
besides knowing where and how to look for jib applicants.

Searching

Once the recruiting plan and strategy are worked out , the search process can begin as follows

 Source activation
 Selling

Source activation

Typically sources and search methods are activated by the issuance of an employee requisition.
This means that no actual recruiting takes place until line managers have verified that a vacancy
does exist or will exist.

If the firm has planned well and done a good job of developing its sources and search methods
activation soon results in a flood od of applicants and/or resumes.

The applicants received must be screened . Those who pass have to be contacted and invited for
interview. Unsuccessful applicants must be sent letter of regret.

Selling

A second issue to be addressed in the searching process concerns communications. Here ,

organisations walk a tightrope. On the other hand , they want to do whatever they can to attract
desirable applicants. They must also resist the temptation of overselling their value.
Screening

Screening o applicants can be regarded as an integral part of the recruiting process, though many
views it has the first step in the selection process. The selection process will begin after the
applications have been scrutinized and shortlisted.

The purpose of screening is to remove from the recruitment process , at an early stage, those
applicants who are visibly unqualified for the job.

IMPORTANT SOURCES IF RECRUITMENT IN MTF INFOTECH PVT

TD.

 Job portals
 References
 Advertisements
 Websites
 Unsolicited applicants
 Employee Referrals
 Placement agencies

JOB PORTALS

The company effectively uses various job portals such as Times Jobs, Naukri etc. , for
identifying the candidates whose profile is matching with the job specification specified for the
particular role.

REFERENCES

The internal employee reference as considered for searching the applicants for the various jobs ,
particularly corporate employees are mainly identified through employee references.
ADVERTISEMENT

This is a common method of recruitment . The advertisement usually appears in a newspaper,

website or magazine . It is important that the company pays attention to how the advertisement
is drafted .For the advertisement to draw the right candidates , it has to be drafted properly with
clarity and should present a favourable picture of the company and the working culture.

WEBSITES

With the advent of the internet , searching for the candidates has acquired a whole new
dimension . Web portals dedicated to findings jobs have been setup. The candidates key in their
details and post their resumes. Employers have to just browse through these resumes or use the
site search engine to list out people with specific skills.

UNSOLICITED APPICANTS

Many candidates send their resumes to company without any explicit request. Companies usually
file these resumes and refer to them when the need for a position arises.

EMPLOYEE REFERRALS

Some companies also encourages current employees to refer their friends or acquaintances for
position in the organisations . This system has the advantage that the new employees also have a
fait idea about the organisation and its culture . The downside is that this system tends to create
nepotism and allows cliques of friends and relatives to form in an organisation.

PLACEMENT AGENCIES

Placement agencies maintain database of resumes from prospective candidates. Companies in

need of personnel contact these agencies with their profile. The agencies provide them with a list
of potential candidates. The placements agencies can also assist in the recruitment process.
OTHER SOURCES OF RECRUITMENT IN MTF INFOTECH PVT LTD

There are several sources and they may be broadly categorized as follows

 Internal sources
 External sources

INTERNAL SOURCES

 Present employees

Promotion and transfers from among the present employees are selected in MTF Infotech Pvt
Ltd.

 Employee Referrals

This is also used as a good source of recruitment. Employees can develop good prospects for
their families and friends by acquainting them with the advantages of a job with the company ,
furnishing cards of introduction and even encouraging them to apply.

When employees recommend successful referrals , they are paid monetary incentives which are
called “Finders Fee” .

 Former Employees

Former employees are also an internal source of applicants . Some retired employees may be
willing to come back to work on a part time basis or may recommend someone who would be
interested in working for the company. Sometimes , people who left the companies for some
reason are willing to come back and work.

 Previous Applicants

Those who have previously applied for the job in the company can be contacted , a quick and in
expensive way to fill an unexpected opening.
ADVANTAGES

 It is least expensive method.

 Filling vacancies for higher job profile by promoting employees from within the
organisation help to motivate and improve the morale of the employees.
 Candidates working in organisation do not require induction training. They are already
familiar with the organisation and with the people working in it.
 Organisation have better knowledge about the internal candidates

DISADVANTAGES

 There may be inbreeding as fresh talent from outside is not obtained. Internal candidates
may not be given a new outlook and fresh ideas to business.
 Unsuitable candidates may not promoted to positions of higher responsibility because the
choice is limited.
 Politics play greater role.
 Morale problem for those not promoted.
EXTERNAL SOURCES

Professional and Trade Associations

Many associations provide placements for their members. These services may consist of
compiling job seekers lists and providing access to member during regional or national
conventions. These are particularly useful for attracting highly educated, experienced or skilled
personnel.

Advertisements

These constitute a popular method of seeking recruits as many recruiters prefer advertisement
because of their wide reach . Newspaper, professional/business journals, internet are used as
medium.

Want advertisements describe the job and the benefits, identify the employer, and tell those who
are interested and how to apply. They are most familiar form of employment advertising .

Employment Exchange

Employment exchange have been set up all the country in deference to the provisions of the
Employment Exchanges Act , 1959. The major functions of the exchanges are to increase the
pool of possible applicants and to do preliminary screening. Thus, Employment Exchanges Act
as a link between the employers and the prospective employees.

Walk-ins , Talk-ins

The most common least expensive approach for candidate is direct applications, in which job
seekers submit unsolicited application or resumes.

Direct applications can provide a pool of potential employees to meet future needs. While direct
applications are particularly effective in filling entry –level and unskilled vacancies, some
companies compile pool of potential employees from direct applications.

Write-ins are those who send written enquires. These job seekers are asked to complete
application forms for further processing.
Talk-ins are becoming popular nowadays. Job applicants are required to meet the recruiter for
the detailed talks . No application is required to be submitted to the recruiter.

Acquisitions and Mergers

This is the one of the method of staffing firms is a result of the merger or acquisition process.
When organization combine into one, they have to handle a large pool of employees, some of
whom no longer be necessary to the new organisation. The need to displace employees and to
integrate a large number of then rather quickly into a new organization, however , means that the
personnel planning and selection process become more critical than ever.

Competitors

Rival firm can be a sources of recruitment. Popularly called poaching or ‘Raiding’. This method
involves identifying the right people in rival companies , offering them better terms an luring
them away.

Poaching as legal implication in as much as the employees needs to obtain the clearance from his
or her employer before hoping on to another. There is also an ethical issue involved in poaching .
Should an employee desert a firm merely because somebody else offers a few thousands more.

E-Recruiting

E-Recruiting involves screening candidates electronically, directing potential hires to a special

website for online skill assessment, conducting background checks over the internet,
interviewing candidates via video conferencing and managing the entire process with the web-
based software.
ADVANTAGES

 Benefits of new skills , new talents , new experiences to organization.

 Compliance with the reservation policy becomes easy.
 Scope for resentment, jealousies and heartburn are avoided.

DISADVANTAGES

 It is an expensive method
 Better morale and motivation associated with the internal recruiting is denied to the
company.
 Chances of creeping in false positive and false negative errors.
 Adjustment of new employees to the organizational culture takes longer time.
EVALUATION AND CONTROL OF RECRUITMENT PROCESS

Evaluation and control of recruitment process is necessary as considerable costs are incurred in
the recruitment process. The costs generally incurred are :

 Salaries for recruiters

 Management and professional time spent on preparing job descriptions, job specifications
, advertisements, agency liaison and so forth.
 Cost of advertisements or other recruitment methods , that is , agency fees.
 Cost of producing supporting literature.
 Recruitment overheads and administrative process.
 Costs of over-time and out sourcing while the vacancies remain unfilled.
 Cost of recruitment suitable candidates for the selection process.
POLICY OF RECRUITMENT

A “recruitment policy” in its broadest sense , involves a commitment by the employer to search
principals are as:

 To find an employ the best qualified persons for each job.

 To retain the best and most promising of those hired.
 To offers promising opportunities for lifetime working careers.
 To provide programmers and facilities for personal growth on the job.

According to Yoder, the recruitment policy is concerned with quantity and qualification of man
powers” . It establishes broad guidelines for the staffing process generally the following factors
are involved in the recruitment process:

 To provide individual employees with the maximum of employment security , avoiding

frequent lay off.
 To provide each employee with an open road and encouragement in the continuing
working of talents and skills.
 To assures each employees of the organisation internet in his personal goals and
employment objectives.
 To assure employees of fairness in all employment relationship , including promotions
and transfer.
 To avoid cliques which may develop when several members are the same household are
employed in the organization.
 To provide employment in jobs which are engineered to meet the qualification of
handicapped workers and minority sections.
 To encourage one or more strong effective , responsible trade unions among the
employees.
MEANING OF SELECTION

Selection is a process of choosing the most suitable persons out of all the applicants . In this
process , relevant information about applicants is collected through a series of steps as to
evaluate their suitability for the jobs to be filled. Selection is a process matching the qualification
of the applicants with the job requirements . It is a process of weeding out unsuitable candidates
and finally identifies the most suitable candidates. Selections divides all the application into two
categories:

 Suitable
 Unsuitable

The selection process can be successful if the following conditions are satisfied:

 Someone should have the authority to select. This authority comes from the employment
requisition as developed through an analysis of work load and work force.
 There must be some standard of human resource with which applicant can be compare .
In other , a comprehensive job description and job specification should be available
before hand.
 There must be sufficient number of applicants from there required number of employees
may be selected.
SIGNIFICANCE OF SELECTION

The benefits of selecting right kinds of people for various jobs are as follows:

 It helps in building up a suitable workforce. It will keep the rates of absenteeism and
labour turn over low.
 Competent employees will show higher efficiency and enable the organization to achieve
its objectives effectively.
 The rate of industrial accidents will be considerably low if suitable employees are placed
on various jobs.
 The morale of the employees who are satisfied with their jobs is often high.
SELECTION PROCESS:-

Following flowchart represents a general selection process for staffing a candidate:

PRELIMINARY
INTERVIEW

SELECTION TEST

SELECTION
INTERVIEWS

REFERENCE AND
BACKGROUND CHECKS

SELECTION DECISION

CONCLUDING
SELECTION

EVALUATION OF
SELECTION PROCESS
1 . PRELIMINARY INTERVIEW

This is essential to check whether the candidate fulfils the minimum qualification. The
preliminary screening is generally quite brief. It’s aim is to eliminate the unsuitable candidate.
Preliminary interview , on the other hand , helps reject misfits.

2 . SELECTION TESTS

Job seekers who pass the screening and the preliminary interview are called for the tests .
Different types of tests may be administered , depending upon the job and the company.
Generally tests are used to determine the applicant’s ability , aptitude and attitude.

Some of the test types are as follows:

 Ability Test-

It assists in determining how well an individual can perform tasks related to the job.

 Aptitude Test-

It helps to determine a person’s potential to learn in a given area.

 Personality Test-

It helps to measure a prospective employee’s motivation to function in a particular working

environment.

3. EMPLOYMENT INTERVIEW

Interview is a formal, in depth conversation conducted to evaluate the applicant’s acceptability.

It can be adapted to unskilled, skilled, managerial and professional employees.

It allows two way exchange of information, the interviewers learn about the applicant, and
applicants learn about the employer.
OBJECTIVES OF INTERVIEW

Helps to obtain additional information from the applicants.

Facilities giving general information to the applicant such as company policies , job, products
and services etc.

Helps to build the company’s image among the applicants.

TYPES OF INTERVIEW

 Structured Interview:

A predetermined checklist of questions , usually asked of all applicants.

 Unstructured Interview:

Few , if any, planned questions. Questions are made up during the interview.

 Mixed Interview:

A combination of structured and unstructured questions , which resembles what is usually done
in practice.

 Behavioural Interview:

Questions are limited to hypothetical situations. Evaluation is based on the solution and approach
of the applicant.

 Stress Interview:

A series of harsh , rapid fire questions intended to upset the applicant.

KINDS OF INTERVIEW

One- on- one Interview:

Only two participants, interviewer and interviewee.

Sequential Interview:

It takes the one-to-one a step further and involves a series of interviews , usually utilizing the
strength and knowledge base of each interviewer.

Panel Interview:

It consists of two or more interviewer and the figure may go up to as may as 15 . Any panel
interview is less intimate and more formal than one-to-one ,but if handled and organised well , it
can provide a wealth of information.
ADVANTAGES

 They are useful to obtain detailed information about personal feelings, perceptions and
opinions.
 They allow more detailed questions to be asked.
 They usually achieve a high response rate.
 Respondents own words are recorded.
 Ambiguities can be clarified and incomplete answers followed up
 Precise wording can be tailored to respondent and precise meaning of questions clarified
(e.g. for students with English as a second language)
 Interviewees are not influenced by others in the group.
 Some interviewees may be less self- conscious in a one-to-one situation.

DISADVANTAGES

 They can be very time-consuming : setting up , interviewing , transcribing , analysing ,

feedback, reporting.
 They can be costly
 Different interviewers may understand and transcribe interviews in different ways.

4 . REFERENCE AND BACKGROUND CHECKS

Many employee requests names, address, and telephone number or references for the purpose if
verifying information and perhaps , gaining additional background information on an applicant.
Perhaps employers , known public figures , university professors neighbours or friends can act as
references . Previous employers are preferable because they are already aware of the applicant’s
performance.

Purpose of reference check:

 To gain insight about the potential employee from the people who have had previous
experience with him or her.
  To assess the potential success of a prospect.

5 . SELECTION DECISION

After obtaining information through the preceding steps , selection decision- the most critical of
all the steps – must be made. The final decision has to be made from the pool of individuals who
pass the tests, interviews and references checks. The views of the line manager will be generally
considered in the final selection because it is he/she is responsible for the performance of the
new employee. The HR manager plays a crucial role in the final selection.

Physical selection:

After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is , often contingent upon the candidate being desired fir after
the physical fitness examination. The results of the medical fitness test are recorded I a statement
and are preserved in the personnel records.

Job offer:

The next step in the selection process is job offer to those applicants who have completed all the
previous tests. Job offer is made through a letter of appointment. Such a letter generally contain a
date by which the appointee must report on duty.

Contract of Employment:

After the job offer has ben made and the candidate accepts the offer, certain documents need to
be executed by the employer and the candidate.

The contract of employment document should be prepared. The information written in the
document vary according to the level of job. Generally the following information will be
available:

 Job- title
 Responsibilities
 Date of formal commencement in the job
  Rate of pay . Allowance, overtime and shift rate , method of payments
 Hours of work including lunch break and overtime.
 Leave policy
 Length of notice due to and from employee
 Grievance procedure
 Work rules
 Arrangements for terminating employment
 Arrangements for union membership
 Employer’s right to vary terms of the contract subject o roper notification being given.

6 . CONCLUDING SELECTION PROCESS

The selection process will end at reassuring those candidates who have not being selected. Such
candidates must be told that they were not selected , not because of any serious deficiencies in
their personalities , but because their profiles did no match the job requirements of the company.

7 . EVALUATION OF SELECTION PROCESS

The broad test of the effectiveness of the selection process is the quality of the personnel hired.
The firm must have competent and committed personnel. The selection process, if properly done
, will ensure availability of such employees. A periodic audit should be conducted by people who
work independent of the HR department.
INTERVIEW PROCESS

FOR CORPORATE EMPLOYEES

 The candidates whose profile matches with the job specifications will be shortlisted for
the next step of the interview process.
 Aptitude Test will be conducted for the candidate. The candidate who scores 22 and
above will be shortlisted for the next step . The marks eligibility will vary according to
the job profile.
 In this step, the candidate will be gone through HR interview in which interviewer check
for the attitude , skill , knowledge , ability , aggressiveness and communication skills o
the candidate.
 The personality assessment tool will be used to assess the applicant’s personality. This is
standard online tool acquired from the vendor.
 Here, the applicant will go through their core functional interview which will be
conducted by the functional manager especially for assessing their core competencies in
their particular area.
 Once the applicant succeeded in the preceding steps, the HR manager will play crucial
role in negotiate with the applicant.
 After negotiation, the offer will be released by the HR manager and also reassure the
joining the applicant.
FOR HEAD OF THE DEPARTMENT

For the position Head of The Department interview will be conducted by the chief Executive and
offer will be released from the Head Office, Gurgaon.

CSA- Customer Service Associate

 The candidates whose profile matches with the job specification will be shortlisted for the
next step of interview process.
 Aptitude Test will be conducted for the candidate. The candidate who scores 12 and
above will be shortlisted for the next step . The marks eligibility will vary according to
the job profile.
 In this step, the candidate will be gone through HR interview in which interviewer check
for the attitude skill, knowledge ability , aggressiveness and communication skills of the
candidate.
 The personality assessment tool will be used to assess the applicant’s personality. This is
standard online tool acquired from the vendors.
 Here, the applicant will for through their core functional interview which will be
conducted by the store manager especially for assessing their core competencies in that
particular area.
 Once the applicant succeeded in the preceding steps , the HR will play crucial role in
negotiate with the applicant.
 After negotiation , the offer will be released by HR manager.
 RECRUITMENT AND SELECTION

BASIS RECRUITMENT SELECTION

MEANING It is a process of searching It is a process of selection of
candidates for vacant jobs and right type candidates and
making the apply for the same offering them jobs

NATURE It is positive process It is a negative process

AIM Its aim is to attract more and Its aim is to reject unsuitable
more candidates for vacant candidates and pick-up the
jobs most suitable people for the
jobs.
PROCEDURE The firm notifies the The firm ask the candidates to
vacancies through various pass a number of stages such
sources and distributes as filling of form ,
application forms to employment test,, medical
candidates. examination etc.

CONTRACT OF SERIVCE No contractual relation is Selection follows recruitment

created. Recruitment implies and it leads to a contract of
communication of vacancies services between the
only. employer and employee.
 CHAPTER 4
OBJECTIVES OF STUDY
OBJECTIVE OF STUDY

 To study the recruitment and selection process of MTF Infotech Pvt. Ltd.
 To study the sources of recruitment and staffing in MTF Infotech Pvt. Ltd.
 To know the satisfaction level regarding recruitment and selection procedures.
 To study which recruitment source is most effective.
SCOPE OF STUDY

All organisation are basically human organizations. They need people to carry out organisational
mission, goals and objectives . Every organisation needs to recruit people . To recruit means
enlist , replenish, and reinforce. It refers to the process of bringing together prospective
employees and employers with a view to stimulate and encourage the former to apply for a job
with the latter. The purpose of recruitment is to prepare an inventory of people who meet the
criteria laid down in job-specification so that the organisation may choose those who are found
most suitable for the position vacant.

In other words , we can say that “Recruitment is the discovering of potential applicants for actual
or anticipated organisational vacancies”.

Human beings are a source to an organisation. Like any other material on economies resources
they represent an investment whose deployment and utilization require managing.

The main purpose of recruitment is to select “Right person for the right job” thereby ensuring
that the corporation employees “the right number and kinds of people , at the right time capable
of effectively and affectively completing those task that will aid an organisation in achieving all
its overall objectives.”
 CHAPTER-5

RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY USED FOR THE STUDY

Research in common parlance refers to search for knowledge.

The term research refers to the systematic method consisting of enunciating the problem ,
formulating a hypothesis collecting the data , analysing the facts and reaching the certain
conclusions either in the form of solution towards the concern problem or in certain
generalization the research problem. It may be understood as a science of studying how research
is done scientifically for some theoretical formulation.

Research Methodology is a way to systematically solve.

For completing the project work, data inputs were collected from the following sources.

PRIMARY DATA

 Collecting data through direct and indirect interviews and observation in HR department
of MTF Infotech Pvt. Ltd.
 Collected data through discussion with the HR manager in MTF Infotech Pvt. Ltd.

SECONDARY DATA

 Website and personnel manual of MTF Infotech Pvt. Ltd.

RESEARCH METHODOLOGY:-

The Research and Methodology adopted for the present study has been systematic and was done
in accordance to the objectives set which has been detailed as below:

Research Design-

According to “Claire Seltiz” , a research design is the arrangement of condition and analysis of
data in manner that aims to combine relevance to the Research purpose with economy in
procedure.

Nature of Research-

Research basically of two types:-

1) Descriptive Research

2) Explorative Research

DESCRIPTIVE RESEARCH- These studies are concerned with describing the characteristic
of a particular individual or a group determining sources of data.

There are two main sources of data:

a) Primary Data

b) Secondary Data

PRIMARY DATA – It consists of original information collected for specific research. Primary
data for this research study was collected through a direct survey to obtain this primary data a
well-structured questionnaire was prepared by the researcher.
SECONDAY DATA – It consists of information that already exists somewhere and has been
collected for some specific reason/purpose in the study. The secondary data for this study is
collected from various management books.

Sample Size: 22

Sampling technique: Simple random sampling method.

QUESTIONNAIRE:

A set of questions containing a few Technical questions and some number of opinionated
questions are prepared for the employees of both centralized and decentralized sections of the
HR department.
 CHAPTER-6

DATA
INTERPRETATION
1. Are you satisfied with the overall recruitment & selection process used by MTF
InfoTech?

S. No. Variables Respondents Percentage

1 Yes 19 86%

2 No 3 14%

TOTAL 22 100%

Interpretation:-

The above chart shows that 86% of the employees were satisfied with recruitment policy while
14% were not satisfied.
2. Are the interviews properly coordinated and conducted?

S. No. Responses Respondents Percentage

1 Yes 20 91%

2 No 2 9%

Interpretation:-

Most of the employees, i.e. 91% were satisfied with the method of coordinating and conducting
interviews.
3. Does recruitment policy treat everyone fairly?

S. No. Responses Respondents Percentage

1 Yes 21 95%

2 No 1 5%

Interpretation

As per the above chart, 95% employees are in favour of the recruitment policy.
4. How do you rate the overall recruitment process in MTF Infotech?

S. No. Responses Respondents Percentage

1 Excellent 14 64%

2 Good 5 23%

3 Average 2 9%

4 Poor 1 5%

Interpretation:-

A fairly large number of employees feel that the recruitment process is excellent whereas 23%
think that it’s very good (5 think that it’s only average and 5% think that it’s poor and needs
improvement.
5. Which external source of recruitment in MTF Infotech is the most effective?

S. No. Responses Respondents Percentage

1 Advertising 7 32%

2 Consultants 4 18%

3 E-recruiting 10 45%

4 Others 1 5%

Interpretation:-

In sources of recruitment, most popular are E- recruiting and advertising with fairly large
percentages of 45% and 32% respectively.
6. Which of the following recruitment sources is effective in recruiting process?

S. No. Responses Respondents Percentage

1 External 3 14%

2 Internal 19 86%

Interpretation:-

This result shows that most people think that internal recruitment source is the most effective.
7. How do you come to know about the vacancy in MTF Infotech?

S. No. Responses Respondents Percentage

1 Online 18 82%

2 Newspaper 1 5%

3 References 2 9%

4 Others 1 5%

Interpretation:-

The above chart suggests that most employees became aware of the vacancy through online
portals.
8. What were the reasons of choosing MTF Infotech?

S. No. Responses Respondents Percentage

1 Work Culture 8 36%

2 Career Growth 6 27%

3 Job Responsibilities 4 18%

4 Others 4 18%

Interpretation:-

The above chart shows that there are varied interests of the employees for joining the
organisation. Still, work culture is the highest selected option with 36%.
9. To what extent do you feel that MTF InfoTech provides for your career growth?

S. No. Responses Respondents Percentage

1 Excellent 15 68%

2 Very good 5 23%

3 Average 1 5%

4 Poor 1 5%

Interpretation:-

The above chart illustrates that most of the employees are satisfied with their career growth as
provided by MTF Infotech.
CHAPTER-7

LIMITATIONS
LIMITATIONS

The following are the limitations of the study:

 Respondents do not have so much time so they did not fill questionnaire carefully.
 The study is restricted to the limited areas of search.
 Sample size is small.
 Time period for the research is not appropriate.
 Respondents were biased because they were favouring the brand in which they are
investing.
 CHAPTER-8

SUGGESTIONS
 SUGGESTION AND RECOMMENDATIONS

 In recruitment process for the CSA’s the aptitude test could be made even more simpler
as the skill and knowledge of these grade employees are very low.
 Definite Job Description and Job Specification has to developed for the new identified
role as well as for the existing roles.
 The company employees more experienced persons mostly , as it growing and expanding
aggressively it would employ fresher’s and more youngsters for being innovative and
creative.
 CHAPTER-9

CONCLUSION AND
FINDINGS
CONCLUSION

 Recruitment action is initiated by the HR Department after obtaining proper sanction of

the competent authority.
 Selection to various posts is normally made at the induction levels in the respective
cadres. The requirement of posts at other than induction level is met by departmental
promotion.
 Existing employees may apply for any posts advertised by the corporation from any of
the units and will be considered along with others provided they have the prescribed
educational qualifications and experience.
FINDINGS

 The organisation strictly follows the HR -Policies of MTF Infotech Pvt. Ltd. Throughout
the recruitment and selection process.
 90% people were satisfied with the overall recruitment and selection process used by
MTF Infotech Pvt. Ltd.
 70% employees have chosen external sources in recruiting policy in MTF Infotech Pvt.
Ltd.
 The organisation doesn’t compromise with standards of the applicants.
 CHAPTER - 10

BIBLIOGRAPHY
 BIBLIOGRAPHY

WEBSITES:

1) www.mtfinfotech.com

2) www.google.com

3)Wikipedia.com

BOOKS AND MAGAZINES :

1.VSP Rao, Human Resource Management edition pageno..

CHAPTER-11

ANNEXURE
 Questionnaire

Respected Sir/ Madam

I Student of BBA from RPIIT Campus , Karnal , am conducting survey on “A Study on HR

Practices towards MTF InfoTech Pvt. Ltd. ( Focus on Recruitment and Staffing)” as a part
of my curriculum . I request you to please spare few minutes of your valuable time to fill up this
questionnaire. I ensure that information provided by you will be kept confidential and used for
academic purpose only.

Ques 1 How did you come to know about the vacancy in the MTF Infotech Pvt. Ltd. ?

A) Magazine C) Online

B) Reference D) Newspapers

Ques2 what were the reasons for choosing MTF Infotech Pvt Ltd as your employer?

A) It’s Work Culture C) Job security

B) Career Opportunity D) Others

Ques3 To what extent do you feel your career growth in MTF Infotech Pvt. Ltd.?

A) Excellent C) Good

B) Fair D) Poor

Ques4 Which of the following recruiting sources is mostly used for recruiting in MTF Pvt.
Ltd.?

A) External sources B) Internal sources

Ques5 Which external sources of recruitment is most effective?

A) Advertisement B) Consultant

B) E- Recruiting D) Others

Ques6 How do you rate the overall recruitment process of MTF Infotech Pvt. Ltd. ?

A) Excellent B) Good

B) Fair D) Poor

Ques7 Does the recruitment policy treat everyone fairly?

A) Yes B) No

Ques 8 Was the interview properly conducted or coordinated?

A) Yes B) No