OBJECTIVETOFTTHET

STUDIES

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OBJECTIVESTOFTTHETSTUDY

ToTstudyTrecruitmentT&TselectionTprocessTinTGRTC

ToTstudyTtheTjobTprofileTofTGRTC

ToTstudyTtheThowTtoTapplyTforTjobTinTGRTC

ToTstudyTtheTrecruitmentT&TselectionTtechniquesTuseTinTGRTC

ToTstudyTtheTbehaviorTorTinterviewerTduringTinterview

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 RESEARCHTDESIGN

RESEARCHTDESIGN

ATRDTisTaTblueTprintTforTtheTcollection,TmeasurementTandTanalysisTofTdata.

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ToTconductTtheTmarketTresearchTfirstTofTallTitTisTnecessaryTtoTcreateTaTresearchTdes

ign.TATresearchTdesignTisTbasicallyTaTblueTprintTofThowTaTresearchTisTtoTbeTcondu

cted,TitTmayTinclude;T

1. CHOOSINGTTHETAPPROACH

2. DETERMININGTTHETTYPESTOFTDATATNEEDED.

3. LOCATINGTTHETSOURCETOFTDATA.

4. CHOOSINGTATMETHODTOFTDATA.

Research Design

Exploratory Conclusion

Descriptive Casual

Observation Survey

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ResearchTPlan

DataTsourceT:TPrimaryTdataTandTsecondaryTdataT

ResearchTapproachT:TObservationT&TSurvey

ResearchTinstrumentT:TQuestionnaireTforTconsumers,TtransportersT&Tdealers

SamplingTPlanT:TSamplingTunitTSampleTsizeTSamplingTprocedure

ContactTmethodT:TPersonal

FieldTworkTplanT:TSurveyTplaceT&Ttime

ResearchT&TcommonTplatformTreferTtoTaTknowTledge.TAnotherTdefinitionTofT

researchT&TcarefulTinvestigationTorTenquiryTspeciallyTthroughTsearchTforTnew

FactTinTbrandTofTknowTledge.

BeforeTembarkingTuponTtheTresearchTplanTtheTresearchTobjectiveTwere

Specified.TTheTclarityTofTtheTobjectiveTwasThelpfulTinTcarryingTforthTtheTproj

ect

PlanTwithTcoreT&TwithTencumbrance.

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BasicallyTthereTareT3TtypesTofTapproachesTusedTduringTtheTanyTresearch

DuringTthisTresearchTDescriptiveTandTExploratoryTapproachTisTtakenTintoTcons

iderationTbecauseTofTtheTavailabilityTofTrelevantTinformationTtoTdescribeTtheTr

elationshipsTbetweenTtheTmarketingTproblemTandTtheTavailableTinformation.

TYPESTOFTDATATUSED.

BothTPRIMARYTandTSECONDARYTdataTisTusedTinTtheTrealy

 SAMPLETPOPULATION

PopulationTisTtheTspecificTgroupTofTpeople,TindividualsT&TfirmsTetc.TwhichTf

ormTtheTpivotalTpointTofTresearchTproject.TForTdevelopingTandTusingTtheTsam

pleTitTbecomesTtheTprimaryTdutyTofTtheTresearcherTtoTdefineTtheTpopulationT

fromTwhichTtoTdrawTsamples.TSampleTpopulationTis:T40

GEOGRAPHICALTAREATCOVERED

UNIVERSET:TemployeesTinTGRTC&TjobTseekers

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SAMPLETSIZET:T60

SAMPLINGTMETHOD

ThereTareTtwoTmainTcategoriesTunderTwhichTtheTsamplingTmethodsTcanTbeTp

ut.

TheyTare:T-T1.TPROBABILITYTSAMPLING.

2. NONTPROBABILITYTSAMPLING

ButTduringTthisTprojectTnon-

probabilityTmethodTofTsamplingTisTtheTmostTsuitable.TInTthisTmethodTtheTcha

nceTofTanyTparticularTunitTinTtheTpopulationTbeingTselectedTisTunknown.TThe

TthreeTmostTfrequentlyTusedTnon-probabilisticTdesignsTare:-

1) JUDGMENTT

2) CONVENIENCE

3) QUOTATSAMPLING

AllTthreeTJudgment,TconvenienceTandTQuota,TsamplingTareTusedTinTthisTresea

rch.

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  DATATCOLLECTIONTMETHODST(TOOLSTANDTTECHNIQ

UES)

ToTconductTtheTmarketTresearchTtheTdataTisTcollectedTbyTtwoTsource.

SECONDARYTDATAT

SecondaryTdataTisToneTwhichTalreadyTexistsTandTisTcollectedTfromTtheTpublis

hedTsources.

TheTsourcesTfromTwhichTsecondaryTdataTwasTcollectedTare:

 NewspapersTandTMagazinesTlikeTbusinessTworldT,businessTtoday,TandT4

p’sT

 InternetT

PRIMARYTDATA

TheTprimaryTsourcesTofTdataTreferTtoTtheTfirstThandTinformationTPrimaryTdat

aTisTcollectedTduringTtheTsurveyTwithTtheThelpTofTquestionnairesT

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HowTdoTyouTknowTaboutTjobTinTGRTC?

FromTgainTknowledgeTofTit'sTrevealedTthatT46%TpeopleTcomprehendTbyTwayT

ofTe-

recruitment,12%Tacquaintances,7%Tnewspaper,T24%TtuitionTcampusTand11%Tthr

oughTdifferentsources.

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HowTdidTyouTappliedTforTjobTinTGRTC?

BeTtaughtTtellsTthatT36%TappliedTviaTe-

recruitment,24%TcollegeTcampus,T7%Tnewspaper,T12%Tstroll-in-

interview,T10%TemployeeTreferralsTandT11%TbyTmeansTofTdifferentTsources.

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DoTtheyTfurnishTallTexpertiseTaboutTjobTprofile,Tincome,Tcomp

ensationTandTsoTon.?

StudyTexhibitsTthatT76%TemployeeTsaysTthatTyesTtheyTprovideTallTknow-

howTaboutTjobTprofileTwhilstT10%TsayTNoTand14%TsayTtheyTdon'tTprovideTa

llTknowledge.

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HowTisTtheTbehaviorTofTinterviewerTduringTinterview?

FromTstudyTit'sTrevealedTthatT56%TsayTinterviewerThaveTfriendlyTconduct,T32

%TsayTtraditionalTandT12%TsayTthey'veTcarewornTconduct.

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AreTyouTsatisfiedTwithTjobTprofile/responsibility?

ninetyTfour

%TsaysTyesTthey'reTconvincedTwithTjobTprofileTandTresponsibilityTgivenTtoTthemTatTthe

TsameTtimeT6%TsayTtheyTaren'tTsatisfied.

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HowTdoTyouTunderstandTrecruitmentT&TchoiceTsystemTofTGRTC?

FromTlearnTitTisTrevealedTthatT62%TsayTgreat,Tsixteen

%TjustTright,T14%Ttypical,T8%TsayTbadTinTregardsTtoTtheTrecruitmentT&TdecisionTsyste

mTofTGRTC.

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FINDINGS

1.FromTbeTtaughtTitTisTprintedTthatTfortyTsix%TfolksTknowTviaTe-

recruitment,12%Tpals,7%Tnewspaper,T24%TinstitutionTcampusTand11%TviaTotherTsources

2.LearnTtellsTthatT36%TutilizedTbyTwayTofTe-

recruitment,24%TuniversityTcampus,T7%Tnewspaper,T12%Twalk-in-

interview,T10%TworkerTreferralsTandT11%TbyTwayTofTotherTsources.T

3.BeTtaughtTexhibitsTthatTseventyTsix

%TemployeeTsaysTthatTyesTtheyTprovideTallTunderstandingTaboutTjobTprofileTatTtheTsa

meTtimeT10%TsayTNoTand14%TsayTtheyTdoTnotTprovideTallTknow-how.T

4.FromTbeTtrainedTitTisTprintedTthatTfiftyTsix

%TsayTinterviewerThaveTpleasantTbehavior,T32%TsayTtypicalTandT12%TsayTtheyThaveTst

ressedTconduct.

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T5.FromTbeTtrainedTit'sTpublishedTthatT56%TsayTinterviewerThaveTpleasantTbehavior,T32

%TsayTnormalTandT12%TsayTthey'veTharassedThabits.

RECOMMENDATION

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 &

SUGGESTIONS

RecommendationsT&Tsuggestions

1.TThereTshouldTbeTsomeTrewardsTforTtheTefficiencyTofTstaff.

2.TComputesTtrainingTmustTbeTfurnishedTtoTworkers.

3.TTheTincomeTmustTbeTofferedTtoTworkersTconsistentTwithTtheirTwork

4.TPerformanceTappraisalTprocessTwillThaveTtoTbeTcomputedTwithTtheTcons

ultantsTofTtheTemployees.
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5.TTheTpossibilitiesTforTdevelopingTtheTcarrierTmustTbeTprovidedTtoTtheTsta

ff.

6.TTheTstaffTshouldTbeTpromotedTonTtime.

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 CONCLUSION

Conclusion-

GRTCisTusingTtheTportalTinTitsTpossessionTtoTobserveTemployeeTprospects.TTheTreferenc

esTareTconsideredTinTaddition.TATsearchTofTtheTrequestedTcandidateTisTcarriedToutTinTt

heTparameterTsuchTas,TwhatTisTtheTqualificationTheThasTandTforTtheTsellers,ThisTcertific

atesTareTgenerallyTnotTessentialTwithTrespectTtoTtheTexperience.TBecauseTtheTindividualT

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withTgoodTworkTexperienceTcanTdoTmarketingTwithTaTmuchTbetterTapproachTthanTtheT

personTwhoThasTaTcertificateTnumberTwithinTtheTsameTsubject.

Therefore,TforTtheTadvertisingTprofile,TtheTworkTexperienceTcountsTmoreTthanTtheTcertifi

catesTinTtheTrecruitmentTsystemTofTGRTC.

ForTtheTotherTprofile,TsuchTasTtheTadministrativeTassistanceTcenter,TtheTcoordinator,Tthe

TheadTofThumanTresourcesTandTtheTqualificationTcertificateTofTtheTadministrativeTdepart

ment,TasTwellTasTtheTcapacityTofTtheTpersonTandTtheTconversation,TplayTaTcriticalTposi

tionTinTtheTselectionTofTcandidates.TKnowledgeTofTtheTopinionsTofTnaukri.ComTandTtim

esjob.ComTemployeesTareTtakenTandTtheTcriteriaTforTtheTresolutionTofTtheTcandidatesTo

nTtheTwebsiteTareTnoTlongerTusefulTinTtheirTacademicThistory,TbutTalsoTtheirTworkTexp

erienceTandTtheTcostTtoTtheTcompany.TsameTageTofTweight.TWhenTselectingTtheTcandid

ateTandTtheseTselectedTcandidates,TtheyTareTcalledTandTcalledTforTcyclesTofTinterviews,

TgivingTthemTtheTentireTelementTofTtheirTprofileTsoTthatTthereTisTnoTconfusionToverTth

eirTintellect,TtheTcompanyTprofileTasTtheTorganizationTisTinTtheTphaseTofTdevelopmentT

andTpeople.TUsually,TtheyTareTnotTveryTawareTofTtheTcompany.TThereforeTtheyTmustTre

cognizeTtheTprofileTofTtheTorganizationTandTthereforeTtheTprofileTofTtheTwork.TAfterTo

btainingTtheTappropriateTsolutionsTandTtheTsatisfactionTobtainedTthroughTtheTanswers,Tth

eTcandidatesTinTmanyTcasesTnegotiateTtheTpackageTinTcashTandTtheTprobableTanswerTto

TtheTquestionTisTthatTtheyTwillTgetTanTincreaseTofTaboutT30%TofTtheTcurrentTpackage.

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LIMITATIONTOFTT

HETSTUDY

LIMITATIONS-

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DespiteThonestTandTsincereTeffortTthereTareTsomeTboundsTtoTbeTexactTdiscrepanciesTand

TinconsistenceTinTtheTtherapyTofTtheTsubject.TOnceTmoreTthereTareTseveralTbarriers,Teac

hTstatisticalTandTnonTstatisticalTinsideTtheTprojectsTaTfewTofTthemTare.

•TLockTofTreferences

•TTimeTconstants

•TWeather

•TBusyTagendaTofTtheTtown

•TUnawarenessTaboutTGRTC

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 BIBLIOGRAPHY

BOOKSTCONSULTED:-

TKothari,TC.R.T“researchTMethodology”,T(2006),TWishwaTnewsletterT

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webTsitesTVISITED:T-

•Twww.Google.Com

 •Twww.Indiatimes.Com

 www.GRTCTco.in

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 APPENDIX

QUESTIONNAIRE-

SirT/TMadam,TITwouldTbeTgratefulTifTyouTcouldTtakeTsomeTtimeToffTtoTc

ompleteTtheTnextTquestionnaire.TPleaseTbeTassuredTthatTyourTprivacyTisTfull

yTrespectedTallTunderstandingTisTusedTforTH.R.TacademicTYouTpracticeTmo
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stTeffectively.TQ.1:T-

TidentifyT………………………………………………………

Q.2:T-TstatusTinTtheTcompanyT………………………………………

Q.3:T-THowTdidTyouThearTaboutTtheTworkTinTGRTC?

A.)TacquaintancesTb.)TJournalTc.)TSchoolTcampus

d.)Te-recruitmentTe.)TOthers

Q.4:T-THowTdidTyouTapplyTforTaTjobTinTGRTC?

A.)Twalk-in-colloquiumTb.)TWebTc.)TInstitutionalTrecruitment

d.)TemployeeTreferralsTe.)TWorkTexchangesTf.)TOthers

Q.5:T-

TduringTtheTinterviewTtheyTprovideTallTtheTknowledgeTonTtheTprofessional

Tprofile,Tsalary,TsalaryTandTsoTon,

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a.)TyesTb.)TNoTc.)TnotTall

Q.6:T-

TDuringTtheTwholeTinterview,ThowTisTtheTbehaviorTofTtheTinterviewer?

A.)TpleasantTb.)TOrdinaryTc.)TGravato

Q.7:T-

TYouTareTconvincedTofTyourTprofessionalTprofileT/TresponsibilityTthatTwasT

givenTtoTyouTbyTtheTmanufacturer

a.)TsureTb.)TNo

D.8:T-THowTdoTyouTunderstandTtheTrecruitmentTandTselectionTofTGRTC?

A.)TexcellentTb.)TExcellentTc.)TBadTd.)TTypical

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