An Industry Oriented Dissertation Project On

RECRUITMENT AND SELECTION PROCESS

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

MASTER OF MANAGEMENT STUDIES OF

UNIVERSITY OF MUMBAI

Submitted by
VIOLET B SWAMY
Roll No. 107
Specialization:
HUMAN RESOURCE

Submitted To

SASMIRA’S INSTITUTE OF MANAGEMENT STUDIES

AND RESEARCH, SASMIRA MARG, WORLI, MUMBAI.

July 201

1
 DECLARATION BY THE CANDIDATE

I hereby certify that the work which is being presented in this Industry Oriented
Dissertation Project entitled- “RECRUITMENT AND SELECTION ” in partial
fulfilment of the requirement for the award of the Degree of Master of
Management Studies, University of Mumbai and submitted to the Sasmira’s
Institute of Management Studies and Research, Worli, Mumbai, is an authentic
record of my own work carried out during a period from May, 2019 till
June, 2019 under the guidance of Prof Dr.
Sanskruti kadam, Associate Professor (Designation).

The matter presented in this project report has not been submitted by me for the
award of any other degree of this or any other Institute.

Wherever references have been made to intellectual properties of any individual

/ Institution / Government / Private / Public Bodies / Universities, research paper,
text books, reference books, research monographs, archives of newspapers,
corporate, individuals, business / Government and any other source of
intellectual properties viz., speeches, quotations, conference proceedings,
extracts from the website, working paper, seminal work et al, they have been
clearly indicated, duly acknowledged and included in the Bibliography.

Name of the student: Violet Swamy

Signature of the Student:

This is to certify that the above statement made by the candidates is correct to the best of
our knowledge.

Signature of Guide:

Name of Guide:

2
 CERTIFICATE BY THE GUIDE

This is to certify that Ms. Violet Swamy of the two year full-time Master's Degree
Programme in Management Studies (MMS), (Human Resource), Roll No. 107 has
carried out the work on the Industry Oriented Dissertation Project titled –
“RECRUITMENT AND SELECTION” under my guidance in partial fulfilment of
requirement for the completion of MMS as prescribed by the University of Mumbai.

This Industry Oriented Dissertation Project Report is the record of authentic work
carried out by her during the period from May 2019 to June 2019.

Place: Worli, Mumbai

Date:

Name of Guide:

3
 ACKNOWLEDGEMENT

The present work is an effort to throw some light on Recruitment and Selection
procedure.

With deep sense of gratitude I acknowledged the encouragement and guidance

received by my guide Mr. Kailash Shahani, in his valuable guidance. He has been a
constant guiding force and source of illumination for me. He was very generous in
giving me this opportunity to work under shape. I would like to thank him for his
valuable advice and guidance.

I would also like to thank Mrs Archana Shahani without her guidance, supervision,
assistance, inspiration and cooperation the work would not have been possible to
come to the present shape.

Further I would thank all my colleague who have been very courteous in providing all
other information about company.

I am also thankful to all the respondents who spared their valuable time for filling up
the questionnaire and helped me out with this project.

Lastly I convey my heartful affection to Prof Dr. Sanskruti Kadam for the guidance
and all those people who helped and supported me during course, for completion of
my Project Report.

4
 Executive Summary

The project is about the process of recruitment and selection in Morpheus Human
Consulting.

The term recruitment refers to the process of attracting sufficient and suitable
potential candidates for vacant positions in the organization. The aim is to ensure that
the organization’s demand for employees is met by attracting employees in a cost-
effective manner. Selection on the other hand, is the process of identifying the most
suitable candidates that meet the requirements for the vacant positions in the
organization.

 A Recruitment Consultant’s main task is to employ the most appropriate

person for that vacancy that the Firm has asked to fill. Recruitment
Consultancies may be differ in their approach but the common criteria they
work on is as follows:

 The Recruitment Consultant is sent a job description from the firm or

organisation that has a vacant position to be filled.
 The consultancy shortlist the applicants from their database CVs.
 Then they hold the interviews on individual level and then send the selected
candidates’ profile to the firm.
 The organisation selects the candidates from the CV selection and asks the
agency to arrange and coordinate an interview.

Recruitment Consultants usually works on lower costs in comparison with

hiring proper staff to recruit the candidates. Employers thus, save money
related to the payroll processing and benefits administration expenses.

Recruitment Consultants have proficiency in their work that is far wide than the
Human Resources Departments if the Firms. Recruitment Consultants provide
services with the qualified recruiters and employment specialists, and even at a lower
cost. Employees of Recruitment Consultancies usually have a higher level of
proficiency in job knowledge, employment trends and recruitment practices as they

5
works on placement of employees continuously with different firms, and thus have
knowledge of the market and new trends.

Consultants have a huge database for related jobs than the employers or the Firms do
have. These consultancies use their network and tap potential employees for the
vacancy at a pace speed. Potential candidates not always stay active on internet and
even not read the job pages and visit online job boards regularly. It is this enthusiastic
approach that a Leading Recruitment Consultant can deliver that will make the
difference in finding the best candidates.

6
 CONTENTS
Chapter Details Pg. no
No.
Candidate’s Declaration ii
Certificate by the company iii
Certificate by the institution iv
Acknowledgement v
Executive summary vi
1. INTRODUCTION 1-12
1.1 Background

1.2 Need and significance of the study

1.3 Nature and scope of the study

1.4 Aims and objectives of the study

2. LITERATURE REVIEW 13-31

2.1 Industry Profile

2.2 Company Profile

2.3 SWOT Analysis

2.4 Meaning of Recruitment

2.5 Purpose and need of recruitment

2.6 Recent Trends in Recruitment

2.7 Recruitment sources

2.8 Factors affecting recruitment

2.9 Advantages and Disadvantages of internal sources

2.10 Advantages and Disadvantages of external sources

2.11 Meaning of Selection

2.12 Selection Process

2.13 Selection Test’s

2.14 Diffrence between recruitment and selection

3. RESEARCH METHODOLOGY 32-35

7
3.1 Problem identification

3.2 Research methodology

3.3 Data collection methods

3.4 Data Analysis Tools and Techniques

4. DATA DESCRIPTION AND ANALYSIS 36-37

4.1 Analysis and interpretation of data
5. SUMMARY AND CONCLUSIONS 37-40
5.1 Findings and conclusions
5.2 Recommendations from the study
5.3 Learning outcomes
5.4 Strength and limitations of the study
5.5 Future scope of the study

BIBLIOGRAPHY AND REFERENCES

ANNEXURE I-QUESTIONNAIRE

8
 CHAPTER-1 INTRODUCTION

1.1 Background

Completed my summer internship with Morpheus Human Consulting which is a

consultancy firm. Morpheus Consulting understands the dynamics attached to talent
acquisition, relationship management and the required service levels within the
regional industry. Our heritage is now our main strength as we continue to work
within our core markets to deliver key account management and strong contingency
recruitment practices to our clients and candidates.

During the internship with Morpheus Human consulting I had exposure to the
following-

-Sourcing candidates as per the clients requirement

-Assessed and screened candidates

-Screen, filter and Audit the candidates CV and help other members of the team in
sourcing.

-Request reference and check the suitability of applicants before submitting their
details to the client.

-Used candidates database to the match the right person to the client’s vacancy.

-Was also given the opportunity to conduct Training for the franchise partners of our
company.

-On boarding of new trainee , given them buddy training about how the software is to
be used ,how the initial screening needs to be done and guided them with the entire
process for a week or more if needed.

1.2 Need and Significance of the study

 To understand the process of recruitment.

9
  To know the sources of recruitment at various levels and various jobs.
 To critically analyze the functioning of recruitment procedures.
 To identify the portable areas of improvement to make recruitment process
more effective.
 To analyze the challenges faced during the recruitment process.

Recruitment and selection policy is a statement of principles, outlining how your

organisation should conduct its recruitment and selection process.
The aim of such a policy is to ensure that a transparent and unbiased recruitment and
selection process is followed; one that results in the appointment of the best candidate,
based solely on merit and best-fit with your organisational values, philosophy, and
goals.

Five good reasons for having such a policy are to ensure:-

 Job descriptions meet business requirements;

 Candidates are assessed against consistent selection criteria at every stage;
 The recruitment process is lawful;
 The candidate can be confident it is a genuine job offer; and
 The process can be followed by all stakeholders.

1.3 Nature and Scope of the study

The scope of the study is that it helped to gain knowledge, experience and also
provide the opportunity to study and understand Recruitment and selection.
The scope of Recruitment and selection is very wide and it consists of a variety of
operations.
Resources are considered as most important assets to any company. The scope of the
study is identified after and during the study is conducted. The main scope of the
study was to put into practical and theoretical aspect of the study into real life work
experience.

The key scope of the project are:-

 The project will provide a value insight to the students on this topic.
10
  This project will help to get the practical knowledge in employee hiring for the
organisation.

1.4 Aims and objectives of the study

The main objectives for taking up this project are –

 To understand the internal recruitment and selection process

 To develop practical knowledge with theoretical aspects
 To know about the importance of recruitment and selection
 To identify areas where there can be scope for improvement.
 To give suitable recommendations to streamline the hiring processes.

11
 Chapter 2- LITERATURE REVIEW

2.1 Introduction about Morpheus Human Consulting:

Morpheus Consulting understands the dynamics attached to talent acquisition,
relationship management and the required service levels within the regional industry.
Our heritage is now our main strength as we continue to work within our core markets
to deliver key account management and strong contingency recruitment practices to
our clients and candidates.

Recruitment is a people-focused business – our success and growth are reliant upon
our people. Our team of 130 consultants based in Middle East, Asia and Africa offer a
blend of international recruitment experience, coupled with a platform of local market
and industry knowledge. Morpheus Consulting has its presence since 2007 and has
established itself as a reputed recruitment specialist in its industry.

With footprints in Asia, Africa and the Middle East, we offer professional and
bespoke contingency and retained search services across a variety of industrial
sectors. This vast experience, industry expertise and knowledge enables our
consultants to identify and present the highest quality candidates to our clients, in line
with their business objectives and culture. We have built our brand by investing in
people, whether it is our own consultants, candidates, or clients. This core value is
central to our success, which underpins everything we do, and in return has translated
into a successful and established Morpheus Consulting brand that our clients and
candidates can trust.

If the screening team decides that you are competent enough for the demands of the
position, you will be shortlisted and invited to an interview for further consideration.
If you were not shortlisted, we will keep your resume in our database for future
reference. We will not be able to contact you back in this case due to the large amount
of applications we receive. So if you don’t hear from us within 3 days, you can
assume that your application was not successful at this time.

During the internship with Morpheus Human consulting I had exposure to the
following-

12
-Sourcing candidates as per the clients requirement

-Assessed and screened candidates

-Screen, Filter and Audit the candidates CV and help other members of the team in
sourcing.

-Request reference and check the suitability of applicants before submitting their
details to the client.

-Used candidates database to the match the right person to the client’s vacancy.

-Was also given the opportunity to conduct Training for the franchise partners of our
company.

-On boarding of new joined , given them buddy training about how the software is to
be used ,how the initial screening needs to be done and guided them with the entire
process for a week or more if needed.

• Established in 2007.
• Ranks amongst the top 5 Consulting Companies.
• Extensive reach: more than 18 branches and around 150+ consultants empanelled
in our recruiting team
• Values:
• Speed
• Passion
• Commitment
• Integrity

VISION
Organization’s vision is to become the one stop solution for all our clientele needs
across all levels.

PHILOSOPHY
Morpheus Consulting believes every human is a unique asset and can be the right fit

13
somewhere. So what they do is identify the right place for these assets so that they
realize their true potential and bring the best value for the organization.

ACHIVEMENTS :
The ministry of Micro, Small and Medium Enterprises (MSME) has
nominated Morpheus Human Consulting Pvt Ltd for Best MSME Awards 2018 for
the quality of service we provide to the satisfaction of our clients that has led to our
continuous improvement and professional growth.

SERVICES BY MORPHEUS HUMAN CONSULTING:

Talent Acquisition

Assignment based recruitment of key talent for organizations across industry, domain
and levels.

Turnkey Projects

END-TO-END solutions that include - Identifying needs, tapping the right talent pool,
Interviews, Offer Negotiation, On -boarding assistance.

Project based Recruitment

Cost-effective option in outsourced resources, to address recruitment under short

timelines.

Young Professional Recruitment

Identifying and hiring young graduates and professionals for organizations.

Jobs in Various Sectors:

 Advertising

 Architect and Interior Designing

 Banking/Financial Services

 Broking

14
  Construction Industry

 Manufacturing Industry

 Courier and Cargo

 Dental

 Real Estate

 Foreign Exchange

 IT Software

2.2 SWOT Analysis

The strengths, weakness, opportunities and threats for Morpheus Human Consulting
have been tabulated below.

2.2.1 Strength:-

 The company has a good number of clients belonging to all the industries like
BFSI , Manufacturing , Dental ,Cosmetology ,Architectural ,Interior designing
,Two wheeler finance and so on.

 Abundance of quality manpower in all the department.

 Not reliable on a single business.

 Well-equipped infrastructure

2.2.2 Weakness:-

 The attrition rate is very high.

15
  The work environment is stressful.

 Long working hours.

2.2.3 Opportunities:-

 As the workforce is less there is an opportunity to work in many area.

 Training about the software and basic screening for franchise partners.

 On boarding of the new joined.

 Exposure of various industries.

2.2.4 Threats:-

 Many competitors.

 High attrition rate

 To cope up with the market standards

2.3 Meaning of Recruitment

RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT

TIME.

Recruitment is a process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their applications are

16
submitted. The result is a pool of applications from which new employees are
selected.

Recruitment is an important part of an organization’s human resource planning and

their competitive strength. HRP helps determine the number and type of people an
organization needs. Job Analysis and Job Design specify the tasks and duties of jobs
and the qualifications expected from prospective jobholders.

HR Planning is the process including forecasting, developing and controlling) by

which a firm ensures that it has the right number of people and the right kind of
people at the right time doing work for which they are economically most useful.

Job analysis may be understood as a process of studying and collecting information

relating to the operations and responsibilities of a specific job. The immediate
products of this analysis are job descriptions and job specification.

Job Description:-
Job description is a simple, concisely written statement explaining the
contents and essential needs of a job and a summary of the duties to be
performed. It gives a precise picture of features of each job in terms of task
contents and occupational requirements.

Job Specification:-
Job specification is a statement of the minimum acceptable human qualities
necessary to perform a job satisfactorily. It translate the job description into
terms of the human qualifications which are required for a successful
performance of a job

2.4 Features

The features of recruitment are:-

17
  Recruitment is a process or a series of activities rather than a single act or
event.
 Recruitment is a linking activity as it brings together those with jobs
(Recruiter) and those seeking jobs (prospective employees).
 Recruitment is a positive function as it seeks to develop a pool of eligible
persons from which most suitable ones can be selected.
 Recruitment is an important function as it makes it possible to acquire the
number and type of persons necessary for continued function of the
organization.
 Recruitment is a pervasive function.
 Recruitment is a two way process-recruiter chooses whom to recruit,
prospective employee chooses where to apply
 Recruitment is a complex job as many factors affect it, e.g. image of the
organization, nature of jobs offered, organizational policies etc.

2.5 Recruitment needs are of four types:-

 Planned: i.e. the needs arising from changes in organization and retirement
policy.
 Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
 Unexpected: Resignation, deaths, accidents, illness give rise to unexpected
needs.

2.6 Purpose and importance of recruitment

The purpose and importance of recruitment are:-

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for
the organization.

18
  Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition
of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

2.7 Recent trends in recruitment:-

The following trends are being seen in recruitment: -

2.7.1 Outsourcing

In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs
of the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing
people for them and make available personnel to various companies as per their
needs. In turn, the outsourcing firms or the intermediaries charge the organizations for
their services.

2.7.2 Poaching / Raiding

19
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry.

2.7.3 E-Recruitment

Many big organizations use Internet as a source of recruitment. E- Recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet.

2.8 Recruitment Sources

2.8.1 Internal Sources:-

1 .promotions:- promotes the employees from one department to another with more

benefits and greater responsibility based on efficiency and experience.

2. Employee Referrals: - has structured system where the current employees of the
organization refer their friends and relatives for some position in the organization.

2.8.2 External Sources:-

1. Press Advertisement: - Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment.

2. E-recruitment uses Internet as a source of recruitment. E- Recruitment is the

use of technology to assist the recruitment process

20
2.9 Skill sets required

As the organization grows the need for professionalism in the organization increases
and so does the pay package.

The requirements have changed in terms of:

 Role

 Profile

 Traits

2.9.1Even the HR department focus on two areas:

1. Strategic policies planning and implementation

2. Activities to make the work of the people in the organization interesting.

There is a personalized position created for each and every individual from the top to
the lowest level in the organization.

2.9.2 Recruitment for managerial position

Recruitment for managerial positions is done through interview & written test.

Eligibility:-

 The educational qualification, experience, age etc.

 Their role in the organization in respect of their position, job responsibility,

key areas of performance.

 The pay structure along with the various facilities offered by the company.

21
2.9.3 Recruitment for senior and junior level position

Main sources of recruitment here are: -

 Newspaper Advertisements

 Internal employee reference

 Recruiting IT Management trainees

2.10 Factors affecting recruitment

Recruitment is naturally subject to influence of several factors. These include external

as well internal forces.

Internal Factors External Factors

1.Recruitment Policy 1.Supply and demand

2.HRP 2.Unemployment rate
3.Size of the firm RECRUITMENT 3. Labor market
4.Cost 4.Political- Social

22
2.11 Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment
processes from TWO kinds of sources: internal and external sources.

 The sources within the organization itself to fill a position are known as the
INTERNAL SOURCES of recruitment.

 Recruitment candidates from all the other sources are known as the
EXTERNAL
SOURCES of recruitment.

2.11.1 Internal sources

 Transfers
 Promotions
 Upgrading
 Demotion
 Retired Employees
 Retrenched Employees
 Dependents and relatives of deceased employees

2.11.2 External sources

 Press Advertisements
 Educational institutes
 Placement agencies/Outsourcing
 Employment Exchanges
 Labour Contractors
 Unsolicited Applications
 Employee Referrals

2.12 Comparative advantage and disadvantage of recruitment sources

23
 2.12.1 Advantages of internal sources are:-

 It is less costly
 Employees are already oriented towards the organisation
 Organizations have better knowledge about the internal candidates
 Enhancement of employee morale and motivation
 Good performance is rewarded.

2.12.2 Disadvantages of internal sources are:-

 It perpetuates the old concept of doing recruitment

 It abets raiding.
 Candidate’s current work may be affected
 Politics play greater role.
 Morale problem for those not promoted

2.12.3 Advantages of external sources are :-

 Benefits of new skills, new talents and new experiences to

organizations.
 Compliance with reservation policy becomes easy.
 Scope for resentment, jealousies and heartburn are avoided.
 It could help in injection of fresh blood.

2.12.4 Disadvantages of external sources are :-

 Better morale and motivation associated with internal recruiting is

denied to the organization.
 It is costly.
 Chances of creeping in false positive and false negative errors.
 Adjustment of new employees to the organizational culture takes longer
time.

24
2.13 Meaning of selection

It is the process of differentiating between applicants in order to identify

and hire those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called the
selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidate decides whether the enterprise and
the job offer fit his or her needs and personal goals. The process also seeks to predict
which applicants will be successful if hired. Success, in this case, means performing
well on the criteria the enterprise uses to evaluate employees.

2.13.1 Outcomes of selection decision

SELECTION DECISION

ACCEPT REJECT
Job
Perfor
mance SUCESSFUL CORRECT REJECT
DECISION ERROR
UNSUCESSFUL ACCEPT ERROR CORRECT
DECISION

Correct Selection Decisions are those where the candidate was predicted to be
successful in advance and prove to be successful on the job. At times the applicant is
predicted to be unsuccessful and, as expected, performs unsatisfactorily after getting
selected. While in the first case, the worker is successfully accepted; in the later the
worker is successfully rejected.

25
Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.

2.13.2 Selection process

Selection is a long process, commencing from the preliminary interview of the

applicants and ending with the contract of employment.

Selection process:-

 Initially HR specialists conduct the PRELIMINARY INTERVIEW to

eliminate unqualified job seekers based on the information supplied in their
application forms.

 Then HR specialist conducts different types of SELECTION TESTS,

depending on the job to determine the applicant’s ability, aptitude and
personality

 Selection involves the series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts

 The basic purpose of selection process is to choose the right candidate to fill
the various positions in the organization.

 Selection is a negative process as it involves rejection of the unsuitable

candidates.

 Selection is concerned with selecting the most suitable candidate through

various interviews and tests

 Selection results in a contract of service between the employer and the

selected employee

2.13.3 Selection tests

26
1 Ability Test: - This assist in determining how well an individual can perform
tasks related of the job.

2 Aptitude Test: - This assist in determining a person’s potential to learn in a

given area.

3 Personality Test: - This test is given to measure a prospective employee’s

motivation to function in a particular working.

4 Interest Test: - This test is used to measure an individual’s activity preferences.

5 Medical Test: - This test reveals physical fitness of a candidate.

2.14 Difference between recruitment and selection

2.14.1 Selection:-

 Selection involves the series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts.

 The basic purpose of selection process is to choose the right candidate to fill
the various positions in the organization.

 Selection is a negative process as it involves rejection of the unsuitable

candidates.

 Selection is concerned with selecting the most suitable candidate through

various interviews and tests.

 Selection results in a contract of service between the employer and the

selected employee.

27
2.14.2 Recruitment;-

 Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization.

 The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more
and more employees to apply in the organization.

 Recruitment is a positive process i.e. encouraging more and more employees

to apply.

 Recruitment is concerned with tapping the sources of human resources.

 There is no contract of recruitment established in recruitment.

2.15 Human Resource Development

Human Resources Development (HRD) as a theory is a framework for the expansion

of human capital within an organization through the development of both the
organization and the individual to achieve performance improvement. Adam Smith
states, “The capacities of individuals depended on their access to education”. The
same statement applies to organizations themselves, but it requires a much broader
field to cover both areas.
Human Resource Development is the integrated use of training, organization, and
career development efforts to improve individual, group and organizational
effectiveness. HRD develops the key competencies that enable individuals in
organizations to perform current and future jobs through planned learning activities.
Groups within organizations use HRD to initiate and manage change. Also, HRD
ensures a match between individual and organizational needs.

2.15.1 Role of HRD

28
2.15.1a Facilitation

 Nurturing the future

 Strategic interventions for organisational growth

2.15.1b Functional

 Identifying skill gap

 Designing training interventions

 Internal consultant

 Management research, publication and documentation

 Develop the HRD function

29
 CHAPTER 3 - RESEARCH METHODOLOGY

3.1 Problem Identification:

As it was a 2 months summer internship time bound was the biggest problem .Apart
from that Unwillingness of employees to share information was also a barrier. As the
sample size was small, hence conclusions cannot be generalized.
As the strength of the company is big, it was not possible to draw sample from each
and every department.

3.2 Research Methodology:

The study will be conducted to achieve the aforesaid objectives including both
exploratory and descriptive in nature and involve personal interviews that will be
based on the questionnaire format. A Research Methodology defines the purpose of
the research, how it proceeds, how to measure progress and what constitute success
with respect to the objectives determined for carrying out the research study.

 The research methodology for the present study has been adopted to reflect
these realties and help reach the logical conclusion in an objective and
scientific manner.

 The present study contemplated an Exploratory Research.

The appropriate research design formulated is detailed below:-

3.2.1 Research Design

An Exploratory Research - A research design is the specification of methods and
procedures for acquiring the information needed to structure or solve the problem. It
is the overall operational pattern or framework of the project that stimulates what
information is to be collected from which source and by what procedure. On the basis
of major purpose of our investigation the EXPLORATORY RESEARCH was found
to be most suitable. This kind of research has the primary objective of development of

30
insights into the problem. It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.

3.3 Data collection sources:

3.3.1 Primary data: - The data collected through primary sources was analysed
through content analysis method.

3.3.1. a Advantages of primary data:-

 Primary data can be collected from a number of ways.

 Primary data is current and it can better give a realistic view to the researcher
about the topic under consideration. It provides unbiased information.

 It is relatively cheap and no prior arrangements are required.

 So in this research the data is collected from respondents through

QUESTIONNAIRE.

3.3.2 Secondary Data refer to information gathered by someone other than the
researcher conducting the current study. Such data can be internal or external to the
organization and accessed through the Internet or perusal of recorded or published
information.
Secondary sources of data provide a lot of information for research and problem
solving. Such data are as we have seen mostly qualitative in nature.

3.3.3 a Advantages of secondary data:-

 It saves time that would otherwise be spent collecting data.

 It provides a larger database (usually) than what would be possible to collect
on one’s own.

31
3.3.3 b Secondary sources :-

The secondary data has been collected from:

 Internet, websites

 Organizational Reports

 Case Studies

 Business magazines

 Books

 Journals on e-learning Industry.

3.4 Data Analysis Tools and Techniques

The qualitative data collected through primary sources was analysed through content
analysis method.

32
 CHAPTER 4 – DATA DISCRIPTION AND ANALYSIS

The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage. The percentage of the people’s opinion were analysed and
expression in the form of pie diagram. The sample size used for collection of data was
10 and included the employees in the company.

4.1 Analysis and interpretation of data

Q1) Is there a well-defined Recruitment Policy in your organization?

Table No. 1
Responses Count Percentage
Strongly Agree 4 40
Moderately agree 3 30
Can’t say 0 00
Disagree 3 30
Total 10 100

Chart No. 1

Sales

30 0% strongly agree
Moderately agree
30 40 Disagree
Can't say

Interpretation:

33
An organization must have a well-defined recruitment policy corresponding to the
company and vacancy requirements. Existing employees can give a fair feedback on
the suitability of the policy. 40% employees feel that the organization’s recruitment
policy is strong & well defined. And 30% employee feel that the organization
recruitment policy is moderately agree 30 % of the employee disagree Majority of
employees feels that policy is well defined which is a great morale victory on the part
of management.

Q2) Do you think the need for manpower planning is given due consideration in your
organization and the manpower requirement is identified well in advance?

Table No. 2

Responses Count Percentage

Strongly Agree 4 40
Moderately agree 3 30
Disagree 2 20
Can’t Say 0 0
Total 10 100

Chart: No 2

Sales

20 0%
Strongly agree
Moderately agree
40
Disagree
30 Can't say

34
Interpretation

Human Resource Planning is understood as the process of forecasting an

organization’s future demand for, and supply of, the right type of people in the right
number.
40% say that manpower planning is given due importance and manpower requirement
is identified in advance. 30% employee moderately agree. 20% employees disagree.
They think that no due consideration is given to manpower planning in advance.

Q3) the sorting of candidate applications is done by some pre-set criteria?

Table no. 3

Responses Count Percentage

Strongly Agree 10 100
Moderately agree 0 0
Disagree 0 0
Can’t Say 0 0
Total 10 100

Chart No. 3

Sales

0%
strongly agree
Moderately agree
Disagree
Can't say
100%

35
Interpretation

All the employees believe that there is some pre-set criteria according to which
sorting of candidate application is done. As this helps selecting the required
candidate in an easy and efficient manner

Q4) Do you think better sourcing leads to efficiency in recruitment process?

Table No. 4

Responses Count Percentage

Strongly Agree 10 100
Moderately agree 0 0
Disagree 0 0
Can’t Say 0 0
Total 10 100

Chart No.4

Sales

0%
strongly agree
Moderately agree
Disagree
Can't say
100%

Interpretation

36
This data shows that more than 100% employees think that better sourcing leads to
efficiency in recruitment process as it can lead to less rejections from client side prior
to face to face interviews.

Q5) Is Induction as well as a training program conducted after joining of new

employees satisfactory?

Responses Count Percenatge

Yes 6 60
No 4 40

Sales

Yes
40
No

60

Interpretation

Induction is planned introduction of employees to their jobs, their co-workers and the
organization.
60 % of the employees admit that induction as well as training program is conducted
after joining of employees. It is healthy sign for any organization not only it gives a
clear idea to the candidate but also creates an impact of the company.

37
 CHAPTER 5- SUMMARY CONCLUSIONS

5.1 Findings and Conclusions

Internal Promotions and Job Portals are mostly used recruitment source .Written
test is given weightage during selection process. To some extent company has pre-
set-criteria for sorting the candidate’s applications. Concerned departmental head
is given special attention while selecting a candidate of the department.
Employees are in the favour of physical examination and reference check after
selection of candidate. Orientation is given to new trainee , still employees are in
favour of its improvement. Present selection process need improvement in terms
of its procedure, tests and interview type.

Study helped to understand the internal recruitment and selection process of the
organisation. To identify areas where there can be scope for improvement .To give
suitable recommendations to streamline the hiring processes. To develop practical
knowledge with theoretical aspects .To know about the importance of recruitment
and selection .To find out better processes of recruitment

5.2 Recommendations from the study

 Employee engagement should be given utmost importance.

 Employees should be motivated Salary structure should be in match with
company’s same level present employee and market value.
 Induction should be properly done for selected candidate.

The idea is to make the new selected employee feel at home in the new
environment Measures to be taken to ensure job satisfaction

38
5.3 Learning outcomes :-

As the workforce is less there is an opportunity to work in many area .Training

about the software and basic screening for franchise partners. On boarding of
the new trainee
Exposure of various industries.

5.4 Strengths and Limitations of the study

 The study helped in building the gap between theoretical and practical
knowledge

 The study helps in understanding various drawbacks of the process in the

organization.

 The data collected is based on the responses of the employees of the company.
 Cannot get in-depth knowledge of the company clients and this information is
confidential to the company.
 As many of the employees were busy in their work they could only finish the
survey in the shortest span of time. So the data collected cannot be considered
solid.
 Had to learn everything about the process in a short duration of 2 months.

5.5 Future scope of the research

The study deals with the recruitment and selection process in terms of theoretical
point of view and the practical use. The study will allow learning about the
recruitment and selection issues, importance, modern techniques, and models used to
make it more efficient. The study will help to learn the practical procedures followed
by the leading organizations. Moreover the study will help to differentiate between
the practice and the theories that direct to realize how the organization can improve
their recruitment and selection process.

39
.

Bibliography and References

Books Referred

 K Aswathappa -Human Resource Management,6th edition, page 6

 Robert L. Cardy -Managing human resources ,7th edition , page 174
 P. Subba Rao - Personnel and Human Resource Management ,Himalaya
publishing ,page 54-55
 Luis R. Gomez- Mejia - Managing Human Resources ,5th edition page 34
 Gary Dessler- Human Resource Management,12th edition , page 228
 K Aswathappa -Human Resource Management, 8 th edition, page 203

Website Referred

 www.mbdalchemie.com

 www.google.com

 www.hrmguide.co.uk

 www.wikipedia.com

40
 QUESTIONNAIRE

Q1) Is there a well-defined Recruitment Policy in your organization?

Q2) Do you think the need for manpower planning is given due consideration in your
organization and the manpower requirement is identified well in advance?

Q3) The sorting of candidate applications is done by some pre-set criteria?

Q4) What is the weightage given to the following (out of 100%)?

Q5) Is Induction as well as a training program conducted after joining of new

employees satisfactory?

Q6) Is the physical examination necessary after final interviews?

Q7) What type of interview is taken while selection?

Q8) To identify the employee’s capabilities and aptitude, psychological testing is

done. Do you think it is a useful technique?

Q9) Which are the parameters on which candidates are evaluated?

Q10) The view of the concerned department head is given special attention while
selecting the employee of the department?

41
42
43
44