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"An Analytical Study of Recruitment and Selection Process
"An Analytical Study of Recruitment and Selection Process
A DISSERTATION REPORT ON
At
By
Karthick S
(Reg No 05DBIA1049)
Recruitment & Selection
CERTIFICATE
(GG Pai)
Recruitment & Selection
Professor and Director-MBA
CERTIFICATE
Bangalore
Submitted in Partial Fulfillment of the
Requirement for the Award of the Degree of
Master of Business Administration, Is a
bonafide work carried out by
Karthick S
Reg No 05DBIA1047
Under my supervision and guidance and that no part of this report has been submitted for the award of any other Degree and the work
has not been published in any scientific or popular magazines.
Recruitment & Selection
Mr.Giri
Course Co-
ordinator, MBA
STUDENT DECLARATION
Undertaken at
Place: Bangalore
Date: Karthick S
Recruitment & Selection
Recruitment & Selection
CERTIFICATE
Bangalore Signature
Date:
Recruitment & Selection
GG Pai
Faculty MBA
ACKNOWLEDGEMENT
TABLE OF CONTENTS
Recruitment & Selection
Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Industrial Human Resource executive
Relations Management Remuneration
Scope of HRM
Recruitment & Selection
The following steps must form the basis of any training activity:
Determine the training needs and objectives.
Translate them into programs that meet the needs of the selected trainees.
Evaluate the results.
There are few generalizations about training that can help the practitioner.
Training should be seen as a long term investment in human resources using the
equation given below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the skills and
abilities of the employees and their motivation by increasing their sense of
commitment and encouraging them to develop and use new skills. It is a
powerful tool that can have a major impact on both employee productivity and
morale, if properly used.
Recruitment & Selection
Introduction
Recruitment
Recruitment Policy
Contents
1 Introduction
2 Objectives
3 Scope
4 Principles
4.1 Awareness and training
4.2 Conflict of Interest
4.3 Identifying vacancies
4.4 Authorisation of positions
4.5 Advertisement
4.6 Selection processes
4.7 Feedback
4.8 Confidentiality
4.9 Offers of employment
4.10 Retention of Records
5 Responsibilities
6 Review
7 Associated Policies and Procedures
8 Definitions
1 Introduction
1.1 The School of Oriental and African Studies (the School) is committed to equality o
opportunity in recruitment, selection, promotion and all other areas of
employment.
1.2 This Policy is underpinned by Procedures and Good Practice Guidelines which
form the basis for its implementation.
1.3 This Policy and associated Procedures aim to attract high calibre staff to the
School by ensuring that recruitment and selection processes are effective,
systematic, equitable and promote equality of opportunity.
. . . Back to Top
Recruitment & Selection
Recruitment Plan -TABLE OF CONTENTS
I. Commitment to Equal Employment
Opportunity.......................................................... 1
II. Dissemination of Equal Employment Opportunity
Policy.............................................. 2
III. Responsibility for Implementation of Equal Employment Opportunity
Program............. 3
IV. Identification of Areas of Concern and
Resolution....................................................... 5
V. Establishment of
Goals................................................................................................ 6
VI. Development and Execution of Proactive
Activities...................................................... 7
VII. Monitoring Implementation of Equal Employment Opportunity
Program....................... 9
VIII. Design and Implementation of Internal Audit and Reporting
Systems .......................... 10
IX Compliance with Sex Discrimination
Guidelines......................................................... 12
X. Guidelines on Discrimination Because of Religion or National
Origin .......................... 14
XI Workforce Analysis by
Department .......................................................................... 15
XII. Analysis of Major Job
Groups.................................................................................. 49
Page 3
Commitment to Equal Employment Opportunity (EEO)
It has been, and will continue to be, the policy of The University of Texas System
Administration (U. T.
System Administration) to be an equal opportunity employer. U. T. System
Administration’s official
EEO policy statement is included on page 15. In keeping with this policy, U. T. System
Administration
will continue to recruit, hire, train, and promote into all job levels the most qualified
persons without
regard to race, color, religion, gender, national origin or sexual orientation. Similarly, U.
T. System
Administration will continue to administer all other personnel matters (such as
compensation, benefits,
transfers, layoffs, system administration training, education, and social and recreational
programs) in
accordance with University policy. See Policy I.150 "Equal Employment Opportunity."
U. T. System Administration strives to base employment decisions on objective standards
to enhance
Recruitment & Selection
equal employment opportunity.
Page 4
Dissemination of Equal Employment Opportunity Policy
U. T. System Administration shall take appropriate steps to internally and externally
disseminate its
Equal Employment Opportunity Policy.
INTERNAL DISSEMINATION
U. T. System Administration will continue to make its Equal Employment Opportunity
Policy known
internally by:
1. Ensuring that the Chancellor's annual reaffirmation of policy is communicated to all
employees by means of an executive memorandum.
2. Including information concerning U. T. System Administration's equal employment
opportunity policy in the Regents’ Rules and Regulations and in the U. T. System
Administration Office of Human Resources System Policy Memoranda.
3. Disseminating the policy during new employee orientation sessions.
4. Posting required Federal and State Law Posters within the U. T. System Administration
facilities.
5. Including the logo "Equal Opportunity Employer" in all internal recruitment
announcements,
job listings, position advertisements, and memorandums.
6. Publishing the Equal Employment Opportunity Policy in the U. T. System
Administration
Classified Pay Plan.
EXTERNAL DISSEMINATION
U. T. System Administration will continue to disseminate its policy externally by:
1. Including U. T. System Administration’s Equal Employment Opportunity Policy on the
application for employment forms and other materials provided to prospective
employees.
2. Including the logo "Equal Opportunity Employer" in all external recruitment
announcements,
job listings, and position advertisements.
3. Informing all recruiting sources in writing of U. T. System Administration's EEO
Policy.
Page 5
Responsibility for Implementation
of Equal Employment Opportunity Program
Responsibility for implementation of U. T. System Administration's policy on Equal
Employment
Opportunity Program rests with the Chancellor. The Chancellor delegates the
responsibility of
coordinating U. T. System Administration's compliance to the Director of the Office of
Human
Resources who has the full support of executive management. General responsibility for
implementation
of the policy rests with U. T. System Administration officials, as well as its employees.
Recruitment & Selection
1. Duties of the Office of Human Resources
The duties of the Office of Human Resources include, but are not limited to:
a. Reviews policies and procedures, and recommends changes as necessary to ensure
nondiscriminatory
effect or intent.
b. Develops policy statements and internal and external communication techniques.
c. Assists department supervisors in the identification and resolution of areas of concern.
d. Ensures compliance with federal, state, and local laws of nondiscrimination in all
hiring and
recruitment strategies.
e. Designs and implements audit and reporting systems that measure the effectiveness of
U. T. System Administration’s EEO programs through statistics and demographics.
f. Serves as liaison between U. T. System Administration and local, federal, and state
compliance
and enforcement agencies.
g. Serves as liaison between U. T. System Administration and minority and women's
organizations,
and community action groups concerned with employment opportunities of minorities
and
women.
h. Informs management of the latest developments in the area of equal opportunity.
i. Analyzes employment practices and procedures and reviews documents related to the
employment processes, in order to ensure consistency with U. T. System Administration's
Equal
Employment Opportunity Policy and Americans with Disabilities Act (ADA) guidelines.
j. Maintains and analyzes applicant flow data to ensure equal access to employment
opportunities.
k. Prepares all required government reports related to equal employment opportunity.
Page 6
l. Accommodates individuals seeking information on U. T. System Administration's
policies and
procedures on equal employment opportunity.
m. Serves as respondent to allegations of employment discrimination brought against U.
T. System
Administration.
2. Duties of Department Supervisors
a. Identifies areas of concern and underutilization as it applies to compliance with
policies and
procedures, in order to establish departmental goals and objectives to ensure that equal
employment opportunity exists.
b. Performs periodic audits of training programs and hiring and promotion patterns in
order to
attain departmental goals and objectives.
c. Conducts regular discussions with supervisors and employees to be certain that U. T.
System
Administration's policies and procedures are being followed.
Recruitment & Selection
d. Reviews qualifications of all employees under their supervision to ensure that women
and
minorities are given full opportunities for promotions, transfers, and training.
e. Ensures that supervisors foster an supportive environment related to recruitment,
promotions,
transfers and training.
f. Encourages minority and female employees to participate in all educational, training,
recreational, and social activities sponsored by U. T. System Administration.
g. Includes qualified women and minorities in committees, job assignments, and other
activities that
might serve to enhance individual potential or professional development.
Page 7
Identification of Areas of Concern and Resolution
In an effort to assist in the identification and resolution of areas of concern, the Office of
Human
Resources' on-going audit process includes an analysis and review of the following
personnel matters.
1. Analysis of the workforce by ethnicity and gender.
2. Analysis of applicant flow by ethnicity and gender.
3. Review of the hiring and selection processes including job descriptions, job titles,
worker
specifications, application for employment forms, pre-employment forms, test
administration and
validity, interview procedures, referral procedures, final selection process, and similar
factors.
4. Review of transfer and promotion practices.
5. Review of training programs.
6. Review and update, as required, Federal, and State law posters to include review of
policy
statements.
7. Equal Employment Opportunity program evaluation system.
8. Participate as a member on the U. T. System Administration Compliance Committee.
Page 8
Establishment of Goals
Our goal will be to ensure objectivity, consistency, uniformity and job relatedness
through design and
implementation of appropriate personnel policy and procedural systems that affect the
equal
employment opportunities of the U. T. System Administration employees and applicants
for
employment.
Hiring officials are required to complete and sign an Equal Opportunity Compliance
(EOC) Form prior
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to making a job offer, and for change in status involving promotions and transfers. This
document is
reviewed by the Office of Human Resources for compliance to ensure fair hiring and
selection processes
and good faith efforts are being made in recruitment.
YEAR-END EEO
A year-end EEO report shall be compiled by the Office of Human Resources. Included in
the summary
are applicant activity data, referral information, new hires, promotion, transfer,
reclassification, and
separation information by race and gender.
All reports and documentation required in recruitment, hiring and selection processes,
promotions,
transfers, reclassifications, and separations will be maintained in accordance with
U. T. System Administration's records retention plan.
EXIT INTERVIEW QUESTIONNAIRE
This document is administered to separating employees by the Office of Human
Resources. Exit
interviews provide the opportunity to address concerns that may exist in the areas of
equal opportunity,
fair treatment, and/or employee retention within U. T. System Administration.
Page 12
Design and Implementation
of Internal Audit and Reporting Systems
It is the responsibility of the Office of Human Resources to implement and monitor an
auditing and
reporting system that provides for the following:
1. Maintain accurate up-to-date records on all referrals, applicants, hires, promotions,
transfers, and
separations by race and gender to be certain that all employees are treated on a fair and
equitable
basis.
a. Data on applicants who apply for vacancies is collected through the administration of
the
voluntary Applicant Data Flow form. This voluntary form captures the applicant's race,
gender,
veteran status and date of birth. An analysis by such factors is conducted in order to
evaluate
the effectiveness of current recruiting efforts. All information voluntarily provided is kept
confidential.
b. Annual analysis by race and gender within each department for each EEO-6 category is
conducted in order to evaluate the effectiveness of current recruiting efforts to determine
if
stated goals and good faith efforts are being met.
c. Annual analysis by race and gender within each department for each EEO-6 category is
Recruitment & Selection
conducted in order to review internal promotion and monitor upward mobility
opportunities.
d. Annual analysis by name, race, gender, job title, and reason for separation within each
department for each EEO-6 category is conducted in order to identify possible areas of
concern
and need for remedial action.
e. All separating employees are requested to complete an exit interview questionnaire
administered
by the Office of Human Resources. The exit interviews provide the opportunity to
address
areas of concerns that may exist in the areas of equal opportunity, fair treatment, and
employee
retention within U. T. System Administration.
2. Review all selection, promotional, and training procedures to ensure that they are
nondiscriminatory.
a. Hiring Officials are required to complete and sign an Equal Opportunity Compliance
(EOC)
Form prior to making a job offer, and for change in status involving promotions and
transfers.
This document is reviewed by the Office of Human Resources for compliance to ensure
fair and
equitable hiring and selection processes and that good faith efforts are being made in
recruitment.
3. Inform executive management of the effectiveness of the EEO Policy and
recommendations for
improvements, if necessary.
Page 13
a. A year-end EEO report shall be compiled by the Office of Human Resources. Included
in the
summary are applicant activity data, referral information, new hire, promotion, transfer,
reclassification, and separation information by race and gender.
Page 14
Compliance with Sex Discrimination Guidelines
It has and continues to be the policy of U. T. System Administration not to discriminate
on the basis of
sex. To this end, we continue to do the following:
1. Recruitment and Advertisement
a. U. T. System Administration actively recruits both men and women for all jobs, unless
sex is a
bona fide occupational qualification. Referral sources are informed that U. T. System
Administration has no specific sex preference and seeks only qualified applicants without
regard
to race, color, gender, religion, or national origin.
b. U. T. System Administration actively recruits both men and women for all jobs, unless
sex is a
bona fide occupational qualification. Advertisements for employment in newspapers and
other
Recruitment & Selection
media do not express a gender preference. No advertisements will be placed in columns
headed "Male" or "Female." All advertisements are followed by "Equal Opportunity
Employer."
2. Job Policies and Practices
a. Monitor written personnel policies and procedures to assure that there shall be no
discrimination
against applicants for employment or employees on the basis of gender.
b. Employees and applicants for employment of both sexes shall have an equal
opportunity to any
available job that he or she is qualified to perform. Gender is currently not a bona fide
occupational qualification for any job within U. T. System Administration.
c. When terms and conditions of employment are the same, no distinction is made
between the
sexes in regard to opportunity, wages, hours, benefits, or other conditions of employment.
In
the area of employer contributions for insurance, pensions, and other fringe benefits,
contributions shall be the same for both sexes.
d. Marital status has no basis between the treatment of male and female as it relates to
employment
or separation from employment. Also, U. T. System Administration does not deny
employment
to women with young children, nor does it terminate employees of one sex in a particular
job
classification upon reaching a certain age.
e. U. T. System Administration provides appropriate and comparable physical facilities
for both
female and male employees.
f. U. T. System Administration follows federal and state guidelines relative to
employment.
g. No difference is made between women and men as to retirement age for a particular
job.
Page 15
h. Both women and men are eligible for all training programs and benefits offered by U.
T. System
Administration. U. T. System Administration encourages women to participate in
management
training programs both internal and external of U. T. System Administration.
3. Seniority System
a. Gender shall not be a factor in the determination of service benefits.
4. Discriminatory Wages
a. No distinction shall be made between male and female in establishment of wage
schedules.
b. No restrictions shall be made on one gender regarding certain job classifications.
Proactive
steps shall be taken to make jobs available to all qualified employees in all classifications
without
regard to gender.
Recruitment & Selection
Page 16
Guidelines on Discrimination
Because of Religion or National Origin
1. Equal Employment Policy
U. T. System Administration does the following to ensure that all applicants for
employment and
employees are not discriminated against because of religion or national origin:
a. Reviews employment practices to determine whether members of various religious
and/or ethnic
groups are given equal employment opportunities.
b. To ensure non-discrimination based on religion or national origin, U. T. System
Administration is
involved in the following outreach and recruitment activities:
1. U. T. System Administration communicates its obligation to provide equal employment
opportunity without regard to religion or national origin to all employees and applicants
for
employment.
2. Internal procedures exist at U. T. System Administration to implement equal
employment
opportunity without regard to religion or national origin.
3. U. T. System Administration informs all employees and applicants for employment of
its
commitment to equal employment opportunity without regard to religion or national
origin.
4. Recruitment sources are used to provide equal employment opportunity without regard
to
religion or national origin.
2. Accommodations to Religious Observations and Practice
U. T. System Administration accommodates the religious observances and practices of
employees
except where such accommodation causes undue hardship on the conduct of U. T. System
Administration’s business. The extent of our obligation is determined by considering
business
necessity, financial costs and expenses, and resulting human resources problems.
3. Non-discrimination
In implementing its EEO policy regarding non-discrimination because of religion or
national origin,
Company Profile:
At PCS, we energetically strive to deliver the best employment options for great
companies and the associates we place within them. We serve best and respected
companies by sending them the highest-quality individuals for temporary, temp-to-hire
and full-time positions.
Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire and
temporary employment agencies because we're at the forefront of the ever-changing
staffing industry. We meet our clients' needs - precisely, quickly and cost-effectively -
with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Pragathi helps companies in searching, selecting and managing the ever-valuable human
assets. Formed in 2005, PCS enjoys an enviable reputation for delivering
efficient, effective and professional solutions to meet our IT and ITES clients’
diverse recruitment needs. We guide the candidates too about the best
opportunities in the marketplace, and constantly advise them in their career
progression.
Clients:
HR Team:
PCS also had on Excellent HR and Development team of 50+ man power Strength across
the world.
About HR Team:
Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and
anather Two for Training and HR operations.
Manager-
TTTechnical
Finance HR & Admin Quality Resource
HR Organization Chart
Corporate Manager- HR
Recruitment & Selection
VP- Operations
Intigrated QC
Grade Structure
The grade structure is subject to change depending on the changes in the policy
Recruitment & Selection
A Trainee Trainee/Management
Trainee
B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System
Administrator/Assoc
iate
D Team Leader -
I Managing Director
Experience Level :
A 0-1
B >1- 3
C >3-5
D >5-7
E >7-10
Statement of Problem:
Field of study:
This project work was carried out at Saptha Business Solution Pvt.
Ltd., Bangalore.
Research samples:
IT industry plays a very important role in the economy. The sample
was therefore chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and
judge the data or to find the solution to any given problem a simple is
representative of a group or population that identifies itself as part of it. The
sample chosen for this report is Saptha Business Solution Pvt. Ltd.,
Bangalore.
Data Collection:
The data collected contains primary data and secondary data. The
primary data has been collected mainly by interviewing and also observation
and audit. Secondary data has been obtained from published journals,
company broachers, books, internet, etc.
Recruitment & Selection
Limitations of the Study:
1. As the project is prepared for academic purpose only, it suffers from
the limitations of time and money, due to which analytical study into
all the strategies adopted by the organization was not possible.
2. The study was completed with in short span of time that was
available.
3. The report also suffers from the limitations of exhaustiveness as far as
the information is concerned.
4. All this study is limited to Saptha Business Solution Pvt. Ltd.,
Bangalore only.
Data analysis
Feed Back
The above chart shows that 52% of respondents
are male
and remaining 48% respondents are female
Feed Back:
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Feed Back:
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Feed Back:
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4. Are you happy with the salary what you offered from the company?
Recruitment No. of Respondents Percentage
Yes 24 32
No 51 68
Total 75 100
Feed Back:
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11.Did you fully know about the company policies before joined in this
company?
Recruitment No. of Respondents Percentage
Yes 10 13.3
No 65 86.7
Total 75 100
Feed Back:
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Feed Back:
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Feed Back:
Questionnaires
4) Are you happy with the salary what you offered from the company?
a) Yes
b) No
11) Did you fully know about the company policies before joined in this
company?
a) Yes
b) No
12) Did you under gone any Written Test during recruitment?
a) Yes
b) No
13) How do you think about Recruitment and selection procedure in
your company?
a) Satisfactory
b) Unsatisfactory
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14) What are your Guidelines to Saptha Recruitments?
Suggestions
Recruitment & Selection
1. Create awareness about customer’s requirements among the
employees by maintaining high level of motivation and focus.
2. Increase the competence levels among the employees by giving
suitable Training and Development Program.
3. Identify the competencies and behavior pattern to be developed in
each individual by obtaining there feedback and requirements.
4. Provide training to the employees so that they get better knowledge,
skills and attitude.
5. Convert Saptha Business Solution Pvt. Ltd. into a ‘learning and
development organization’ to make it a “GLOBAL PLAYER AND
LEADER”.
Bibliography
Primary Source
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1. Principles of Management
- By R.N.Gupta.
2. Business Management
- By Reddy and Appanaiah
Secondary source
4. www.Google.com
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional)
Recruitment & Selection