Project Report

on

RECRUITMENT OF EMPOLYEES

Submitted in partial fulfillment for the requirement of the award of graduate degree of

Bachelor of Business Administration (BBA)

(Batch 2017-20)

Submitted by Submitted to:

SAKSHI SINGH Mr. Archit kattyan

B.B.A VI SEM

Acharya Vishnu Gupt Subharti College of Management

& Commerce

SWAMI VIVEKANAND SUBHARTI UNIVERSITY,MEERUT

 CERTIFICATE

I hereby declare that this project report title “RECRUITMENT OF EMPOLYEES” in is

prepared and submitted by me to the department of Human resource management
and it is a result of my own work & my indebtedness to other work / publications, if
any, have been duly acknowledge.

SAKSHI SINGH

B.B.A VI SEM
 ACKNOWLEDGEMENT

I would like to specific my Acknowledgement to the ones humans, with out whose contribution,
aid and steerage this report might now not have seen the light of the day.

i am thankful and would love to specific my Gratitude to the Honorable Head of department
Mr. Archit kattyan Who were my project guide and the whole Institute for giving me a Platform
to have this high-quality opportunity and being able to get a glimpse of the corporate
international.

With Regards

SAKSHI SINGH
 TABLE OF CONTENT

Sn No. Topics Page No.

1. Introduction
 Project overview 08
 Introduction to the company 31

2. Literature review 39

Research Objective 42
Research Methodology 42
Types of research 43
3. Data collection method 43
Sampling technique 45
Sample Area 45
Sample size 45
4. Data Analysis & Interpretation 46
Findings 58
Conclusion 59
5.
Bibliography 60
Questionnaire 61

CHAPTER 1
 INTRODUCTION

PROJECT OVERVIEW

Rigorous sourcing became undertaken to recognize the recruitment process. applicants have been
interviewed and then capability candidates were shortlisted. throughout the tenure of the venture
I learnt to position the applicants beneath assessment exams and took the initial rounds of
interview. job Portals utilized by me for the recruitment of candidates via MONSTER and
NAUKRI.COM

The complete process of recruitment from a recruitment firm like Denave is a very hard one. it's
miles detail orientated in nature. The purpose why every employee gets influenced to do the
activity is due to the knowledge that at that specific moment that specific recruiter was liable for
giving task to those applicants. To generate employment is one issue but to recruit the right kind
of body of workers for a job is every other issue. It not best desires the fundamental know-how
of the client employer’s need to fill the placement in a period of time but it also calls for the
recruiter to be touchy of the needs of the candidate to discover the proper task for himself. All
this needs a incredible profundity of intellect.

Throughout my tenure at Denave, I learnt to work as professional. The one thing that were given
profoundly clean is that textual content books do not help inside the actual company global.
There are unwritten rules and widespread working approaches that each employee has to abide
to. Irrespective of what, income maximization is the core purpose of the life of every commercial
enterprise. Meeting objectives for your level dedicatedly is your contribution to the revenue
technology of the corporation.
Purposeful place of HRM

• Human useful resource auditing

• Human aid strategic planning

• Human useful resource planning

• Manpower panning

• Recruitment / choice

• Induction

• Orientation

• Training

• Management Improvement

• Compensation Improvement

• Overall Performance Appraisals

• Performance Management

• Career Planning / Development

• Coaching

• Counseling’s

• Team Of Workers Amenities Making Plans

• Event Management

• Succession Making Plans

• Talent Control

• Safety Management

• Personnel Communication

• Reward

Duty of HR department in massive organisation

Position process responsibilities

HR executive committee, corporation making plans, HR planning & coverage, organization

development manager, recruitment& employment Recruiting, Interviewing, trying out,
Placement & Termination supervisor ,reimbursement & advantages job analysis and evaluation,
surveys, performance appraisal, compensation management, bonus, profit sharing plans,
employee blessings. supervisor, education &development Orientation, training, management
improvement, career planning & development manager, employee family members EEO
relations, agreement compliance, staff help programs, employee counselling.
RECRUITMENT
Recruitment is described as, “a procedure to discover the resources of manpower to meet the
necessities of the staffing time table and to appoint powerful measures for attracting that
manpower in adequate numbers to facilitate powerful selection of an green group of workers.”
Edwin B. Flippo defined recruitment as “the procedure of looking for prospective personnel and
stimulating them to apply for jobs inside the agency.” In easy phrases recruitment may be
described as a ‘linking function’-joining together those with jobs to fill and those in search of
jobs.
purpose AND significance
the general cause of recruitment is to provide a pool of probably certified job candidates.
specially, the functions and wishes are:
• decide the existing and future necessities of the corporation at the side of its personnel-
making plans and process-analysis activities.
• increase the pool of process applicants at minimum price.
• assist growth the achievement rate of the choice system by using reducing the variety of
visibly, beneath qualified or overqualified activity candidates.
• help reduce the probability that process candidates, as soon as recruited and selected, will
leave the organisation simplest after a brief time frame.
• begin identifying and preparing capacity job candidates who can be suitable applicants.
• induct outsiders with a brand new angle to guide the enterprise.
• infuse fresh blood in any respect levels of the organization.
• increase an organizational lifestyle that attracts capable people to the enterprise.
• search for expertise globally and no longer simply in the organisation.

ELEMENTS AFFECTING RECRUITMENT

The subsequent are the 2 crucial elements affecting Recruitment: -

1. INNER FACTORS

• Recruiting policy
• temporary and element-time employees
• Recruitment of nearby residents
• Engagement of the enterprise in HRP
• corporation’s size
• value of recruitment
• corporation’s boom and growth

2) OUTSIDE ELEMENTS
• Deliver and Demand Factors
• Unemployment fee
• Labour-market situations
• Political and criminal concerns
• Social factors
• financial factors
• Technological factors

THEORIES AND GUIDELINES OF RECRUITMENT AND CHOICE

THEORIES:
1. OBJECTIVE CONCEPT
1) Assumes candidates use a totally rational method for making choices
2) for this reason, the greater facts you can supply them (e.g. salaries, advantages, working
situation, etc), the better applicants weight those factors to reach at a relative “desirability” index

2. SUBJECTIVE THEORY
1) Assumes applicants are not rational, however respond to social or mental wishes (e.g.
security, success, association)
2) as a consequence, play to these desires through highlighting task safety or possibilities for
merchandising or collegiality of work group, etc.

3. ESSENTIAL CONTACT PRINCIPLE

1) Assumes key attractor is first-class of contact with the recruiter or recruiter behavior, e.g.
(promptness, warm temperature, follow-up calls, sincerity, etc.)
2) studies indicates that greater recruiter contact enhances recognition of offer, additionally
skilled recruiter (e.g. middle-aged) extra a success than younger or green recruiter - may be
particularly essential while recruiting ethnic minorities, ladies, etc.
rules:

Recruitment policy of any business enterprise is derived from the employees policy of the same
enterprise. however, recruitment coverage by means of itself need to take into consideration the
government’s reservation coverage, coverage regarding sons of soil, and so on., personnel
policies of different businesses concerning benefit, internal assets, social responsibility in
soaking up minority sections, women, and so on.

UNIQUE TROUBLES WHICH MAY BE ADDRESSED IN RECRUITMENT

COVERAGE:
1) DECLARATION : Nondiscrimination (EEO corporation) or specific covered
magnificence participants that may be sought for distinctive positions (see additionally
Affirmative motion guidelines)

2) ROLE DESCRIPTION: Adherence to activity description (& qualifications) in

recruitment & choice -BFOQ’s -bonafide occupational qualifications

3) THE WAY TO HANDLE SPECIAL EMPLOYEES IN

RECRUITMENT/CHOICE: e.g. Family (nepotism) veterans (any special development toward
retirement for army revel in?), rehires (special consideration? Excursion days or other earlier
blessings?), part-time or brief employees (special attention? Blessings?)

4) RECRUITMENT BUDGET/PRICES: what's included? travel, lodging/meals, body of

workers journey to recruit, relocation, prices, and so forth.
5) OTHERS:
a. Residency requirement in district?
b. Favors, special issues related to recruitment? - e.g. get spouse a task?

INDUCEMENTS TO RECRUITMENT
Organisational inducements are all the fantastic functions and blessings provided via an company
that serves to draw task applicants to the organization. three inducements need precise point out
right here, they may be:-
• REIMBURSEMENT: starting salaries, frequency of pay will increase, incentives and
fringe advantages can all serve as inducements to capability employees.

• PROFESSION POSSIBILITIES: these assist the present employees to develop

personally and professionally and additionally entice correct humans to the company. the feeling
that the employer takes care of worker career aspirations serves as a effective inducements to
capacity personnel.

• PHOTOGRAPH OR RECOGNITION: elements that have an effect on an agency’s

recognition consist of its standard treatment of employees, the nature and nice of its products and
services and its participation in profitable social endeavors.

CONSTRAINTS
• TERRIBLE IMAGE: If the image of the company is looked as if it would be low( due
to factors like operation within the declining enterprise, terrible high-quality products, nepotism
and so forth), the likelihood of attracting massive quantity of qualified applicants is reduced.

• UNATTRACTIVE JOBS: if the job to be crammed isn't always very appealing, most
potential applicants may flip detached and won't even observe. that is in particular authentic of
process this is uninteresting, tension producing, with out profession increase opportunities and
usually now not praise performance in a right manner( eg jobs in submit workplace and
railways).

• GOVERNMENT COVERAGE: government guidelines frequently come in the way of

recruitment as per the rules of agency or on the idea of advantage and seniority. regulations like
reservations (scheduled castes, scheduled tribe etc) need to be discovered.

• CONSERVATIVE INTERNAL RULES: corporations which move for internal

recruitments or in which labour unions are very energetic, face hindrances in recruitment and
selection planning.
RECRUITMENT- Relationship with other activities

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to any other. a few corporations like business banks
hotel to centralized recruitment while some groups just like the Indian Railway resort to decentralized
recruitment practices. employees department on the crucial office plays all the capabilities of
recruitment in case of centralised recruitment and personnel departments at unit level/zonal degree carry
out all of the functions of recruitment regarding to the jobs of the respective unit or sector.

ASSETS OF RECRUITMENT

The sources of recruitment may be broadly divided into two classes: inner assets and external resources.
each have their personal deserves and demerits.

INTERNAL ASSETS:-
persons who are already running in an company constitute the ‘internal assets’. Retrenched employees,
retired personnel, dependents of deceased personnel might also constitute the inner resources. every
time any vacancy arises, a person from within the organization is upgraded, transferred, promoted or
maybe demoted.

EXTERNAL RESOURCES

outside sources lie out of doors an agency. right here the corporation could have the services of: (a)
employees working in other corporations; (b) Jobs aspirants registered with employment exchanges; (c)
students from reputed instructional establishments; (d) candidates referred by unions, friends, household
and existing personnel; (e) candidates forwarded by means of seek companies and contractors; (f)
applicants responding to the advertisements, issued by using the employer; and (g) Unsolicited
packages/ walk-ins.

Merits and Demerits of ‘Recruiting people from ‘within’

Merits Demerits

1) Economical: The cost of recruiting internal 1) Limited Choice: The organization is

candidates is minimal. No expenses are forced to select candidates from a limited
incurred on advertising. pool. It may have to sacrifice quality and
settle down for less qualified candidates.
2) Suitable: The organization can pick the
right candidates having the requisite skills. 2) Inbreeding: It discourages entry for
The candidate can choose a right vacancy talented people, available outside an
where their talents can be fully utilized. organization. Existing employees may fail
to behave in innovative ways and inject
3) Reliable: The organization has the
necessary dynamism to enterprise
knowledge about suitability of a candidate
activities.
for a position. ‘Known devils are better than
unknown angels!’ 3) Inefficiency: Promotions based on length
of service rather than merit, may prove to
4) Satisfying: A policy of preferring people
be a blessing for inefficient candidate.
from within offers regular promotional
They do not work hard and prove their
avenues for employees. It motivates them to
worth.
work hard and earn promotions. They will
 work with loyalty commitment and
enthusiasm. 4) Bone of contention: Recruitment from
within may lead to infighting among
employees aspiring for limited, higher level
positions in an organization. As years roll
by, the race for premium positions may end
up in a bitter race.

The merits and demerits of recruiting candidates from outside an organization may be stated thus:

MERITS AND DEMERITS OF EXTERNAL SOURCES OF RECRUITMENT

Merits Demerits

Wide Choice: The organization has the Expenses: Hiring costs could go up
freedom to select candidates from a large pool. substantially. Tapping multifarious sources of
Persons with requisite qualifications could be recruitment is not an easy task either.
picked up.

Time consuming: It takes time to advertise,

Infection of fresh blood: People with special screen, to test and test and to select suitable
skills and knowledge could be hired to stir up employees. Where suitable ones are not
the existing employees and pave the way for available, the process has to be repeated.
innovative ways of working.
De-motivating: Existing employees who have
Motivational force: It helps in motivating put in considerable service may resist the
internal employees to work hard and compete process of filling up vacancies from outside.
with external candidates while seeking career The feeling that their services have not been
growth. Such a competitive atmosphere would recognized by the organization, forces then to
help an employee to work to the best of his work with less enthusiasm and motivation.
abilities.
Uncertainty: There is no guarantee that the
Long term benefits: Talented people could organization, ultimately will be able to hire the
join the ranks, new ideas could find meaningful services of suitable candidates. It may end up
expression, a competitive atmosphere would hiring someone who does not fit and who may
compel people to give out their best and earn not be able to adjust in the new setup.
rewards, etc.

METHODS OF RECRUITMENT
Internal Methods:
1. PROMOTIONS AND TRANSFERS

this is a technique of filling vacancies from internal assets of the organisation to acquire
most beneficial usage of a workforce member's abilities and abilties. switch is the
everlasting lateral movement of an employee from one function to every other role inside
the same or some other job class assigned to typically equal salary range. promotion,
however is the permanent motion of a personnel member from a role in one activity
magnificence to a role in some other process elegance of expanded duty or complexity of
obligations and in a better revenue variety.

PROCESS POSTING:

process Posting is an association in which a firm internally posts a list of open positions
(with their descriptions and requirements) in order that the prevailing employees who
desire to move to exclusive purposeful regions might also observe. it's also referred to as
activity bidding. It enables the qualified employees operating inside the business
enterprise to scale new heights, rather than seeking out better perspectives outside. It
additionally facilitates organization to hold its experienced and promising employees.
WORKER REFERRAL:

it is a recruitment approach in which the cutting-edge personnel are advocated and

rewarded for introducing appropriate recruits from many of the people they recognise.
The good judgment in the back of employee referral is that “it takes one to recognise
one”. blessings of this method are as follows:
 fine candidates
 value financial savings
 faster recruitment cycles
 Incentives to modern-day employees
then again it is essential for an corporation to make sure that nepotism or favoritism does
not take place, and that such aspects do not make inroads into the recruitment method.

OUTSIDE TECHNIQUES:
External strategies of recruitment are again divided into categories- Direct outside
Recruitment and indirect outside Recruitment techniques.

DIRECT OUTSIDE RECRUITMENT APPROACH

CAMPUS RECRUITMENT
In Campus Recruitment, businesses / corporate go to a number of the most critical
Technical and professional Institutes in an attempt to lease young wise and smart college
students at source. it is not unusual exercise for Institutes nowadays to hire a Placement
Officer who coordinates with small, medium and massive sized companies and allows in
streamlining the entire Campus Recruitment system.

BENEFITS OF CAMPUS RECRUITMENT

 organizations get the opportunity to pick from and pick the first-class expertise in
a brief span of time.
1. organizations turn out to be saving plenty of time and efforts that pass in
advertising and marketing vacancies,
2. screening and in the end selecting candidates for employment
3. college students who're just passing out get the possibility to offer themselves to
some of the best companies within their industry of hobby. landing a job offer whilst
nonetheless in university and joining just after graduating is absolutely what all students
dream of.
4. on the negative the front, campus recruiting method hiring human beings with
little or no work experience.

OBLIQUE EXTERNAL RECRUITMENT APPROACH

COMMERCIAL

 advertisements are the maximum not unusual form of external recruitment. They can be
found in lots of places (local and national newspapers, observe boards, recruitment gala's)
and ought to include some important data referring to the activity (process identify, pay
package deal, place, task description, a way to apply-both with the aid of CV or utility
form, etc). where a commercial enterprise chooses to market it will rely on the cost of
marketing and the insurance wanted i.e. how some distance away human beings will don't
forget making use of for the process.

1/3 PARTY TECHNIQUES

 STROLL-INS: stroll-ins is incredibly cheaper, and candidates may be filed and

processed whenever vacancies arise. stroll-ins offer an extraordinary public relations
possibility due to the fact properly-handled candidates are possibly to Sin form others.
then again, walk-ins display up randomly, and there can be no suit with available
openings. this is specially actual for jobs requiring specialised abilities.

 Public and private employment businesses: Public and private employment

groups are set up to fit task openings with listings of process candidates. these groups
 additionally classify and display candidates. maximum corporations administer paintings-
pattern tests, together with typing exams, to candidates.

 E-Recruiting: there are numerous methods used for e-recruitment, a number of

the essential methods are as follows:

A. JOB FORUMS: these are the locations wherein the employers publish jobs and
search for candidates. one of the dangers is, it is accepted in nature.
B. ENTERPRISE WEB SITES: these websites may be of the organisation owned
websites, or a site developed by using diverse employers.
C. PROFESSIONAL WEBSITES: these are for particular professions, abilities and
no longer fashionable in nature.

 Gate Hiring and Contractors: The idea of gate hiring is to pick out folks that
approach on their personal for employment in the corporation. This happens in the main
inside the case of unskilled and semi-professional workers. Gate hiring is pretty
beneficial and handy technique on the initial degree of the business enterprise whilst big
range of such humans may be required by using the employer

BROADEN AN EFFECTIVE RECRUITMENT STRATEGY EVALUATION OF

SOURCES OF RECRUITMENT
 Time-lapse facts: They display the time lag between the dates of requisition for
manpower supply from a branch to the real date of filling the vacancies in that
department. as an example, a organization's past revel in may additionally suggest that
the average variety of days from application to interview is 10, from interview to provide
is 7, from provide to recognition is 10 and from reputation to file for paintings is 15.
therefore, if the enterprise starts offevolved the recruitment and selection process now,
it'd require 42 days earlier than the new worker joins its ranks. Armed with this
information, the period of the time wanted for opportunity assets of recruitment may be
ascertained - earlier than pinning hopes on a specific source that meets the recruitment
goals of the business enterprise.

Yield ratios: these ratios suggest the quantity of leads/ contacts needed to generate a
given variety of hires at a point at time. as an instance, if a business enterprise desires 10
control trainees within the subsequent six months, it has to reveal past yield ratios in
order to discover the range of applicants to be contacted for this motive. On the premise
of beyond revel in, to maintain the equal example, the organization reveals that to lease
10 trainees, it has to extend 20 gives. If the interview-to-provide ratio is 3:2, then 30
interviews have to be conducted. If the invitees to interview ratio is 4:three then, as many
as forty candidates need to be invited. ultimately, if contacts or leads needed to discover
suitable trainees to ask are in 5:1 ratio, then 2 hundred contacts are made.

Surveys and research: Surveys may also be conducted to find out the suitability of a
specific source for certain positions. for instance', as pointed out formerly, employee
referral has emerged as a famous way of hiring humans in the facts generation enterprise
in recent times in India. Correlation studies could also be carried out to find out the
relationship between specific assets of recruitment and elements of fulfillment at the job.
further to those, statistics on employee turnover, grievances, and disciplinary action
would additionally throw light on the relative strengths of a specific source of recruitment
for unique organizational positions. before eventually figuring out the resources of
recruitment, the human aid managers need to additionally inspect the value or hiring a
candidate. The value in line with hire can be located out by dividing the recruitment value
with the aid of the variety of applicants employed.
DIFFICULTIES IN RECRUIT PROCOCESS

• talent Acquisition
• Retention of personnel
• high-priced
• Time Constraint
• finances
• handling Low attrition price

CHALLENGES IN RECRUITMENT AND SELECTION

• talent scarcity
• Attrition fee
• Remoteness of job
• Reservations and government.policies

STEPS OF RECRUITMENT METHOD CAN BE PERFORMED BY WAYS

• Recruitment for more energizing:

1. Written/aptitude
2. organization dialogue
3. Technical Interviews
4. HR Interviews

• Recruitment technique for higher post:

1. Psychometric test
2. commercial enterprise game
3. HR interviews
SELECTION:

selection is the procedure of selecting the maximum appropriate individual out of all of
the applicants. it is the process of matching qualifications of applicants with the job
requirement.
the choice of a candidate with the right mixture of training, work experience, mind-set,
and creativity will no longer most effective boom the excellent and balance of the group
of workers, it will additionally play a large function in bringing control techniques and
planning to fruition.

CAPABILITIES OF CHOICE
 choice is choosing the fine out of the recruited individuals.
 it is a poor procedure
 It reduces absenteeism and labour turnover
 It facilitates in increasing the efficiency and productivity
 It facilitates in constructing up of a strong team of workers

ELEMENTS AFFECTING CHOICE

• EXTERNAL ENVIRONMENT
 supply and demand of precise skill
 Unemployment rate
 legal and political issues
 employer’s photo

• INNER SURROUNDINGS
 organisation’s policy
 HRP
 value of hiring
SELECTION PROCESS

RECRUITMENT POLICY AT WIN-MEDICARE PVT. LTD.

RECRUITMENT POLICY

Recruitment policy asserts the targets of the recruitment and gives a framework of
implementation of the recruitment software inside the shape of procedures.

Recruitment and choice policy of DENAVE is such that:

 It specializes in recruiting the excellent capability humans.

 It guarantees that each applicant and employee is dealt with similarly with dignity and
admire.

 It resource and encourage personnel in figuring out their full capacity.

 It’s obvious, undertaking oriented and merit based totally selection.

 It gives weightage, at some point of selection, to factors that fit company desires.

 It Optimize manpower on the time of selection technique.

 It defines the equipped authority to approve each choice.

 It abides by applicable public coverage and rules on hiring and employment relationship.

 It integrates employee wishes with the organizational needs.

RECRUITMENT AT WIN-MEDICARE PVT. LTD.

WIN-MEDICARE PVT. LTD.is India’s main staffing agency and affords a range of manpower
solutions to over one thousand clients. The people who are deputed to numerous agencies who
favor to outsource their HR operations. The work for the business enterprise they are assigned to
knowknowledge are at the payroll of the staffing

• Recruit as in keeping with purchaser requirement and assign them to patron or switch
candidate identified through purchaser directly to WIN-MEDICARE PVT. LTD..

• Co-employment courting between the consumer, accomplice and WIN-MEDICARE

PVT. LTD..

• control HR administration, Payroll and Regulatory activities.

GAIN FOR CONSUMER

As business these days develop on a confounding charge, outsourcing the simple features like
recruiting turns into a common element. The need for flexi staffing is on call for and in this kind
of state of affairs WIN-MEDICARE PVT. LTD.renders those offerings to its clients.

A much defined method spans into 4 distinct ranges,

• Initialization

• Transition

• Operations

• dating control.

STRATEGIES OR STRATEGIES OF RECRUITMENT

DIRECT METHOD

those encompass sending recruiters to educational and professional institutions, employees’

contacts with public and manned understanding. most college recruiting is performed in co-
operation with the position office of the university. the location office commonly offers help in
attracting students, arranging interviews, furnishing area and offering student résumés. For
managerial, professional and income personnel, campus recruiting is an intensive workout. For
this cause, carefully prepared brochures describing the organizing and the job it gives are
disbursed among the students, earlier than the interviewer arrives.
OBLIQUE APPROACH

These methods involve in general marketing in newspapers, web sites, radio, in alternate and
expert journals, technical magazines and brochures. Groups advertise while certified or
experienced personnel aren't to be had from different sources.

THIRD BIRTHDAY PARTY TECHNIQUE

those consist of the usage of industrial or personal employment organizations, country businesses
and placement places of work of schools, recruiting firms, management consulting firms,
buddies and relatives.

PROFESSIONAL COMPANIES:

these businesses hold a pool of human resource for feasible employment. those companies also
are known as ‘head hunters’, ‘raiders’ and pirates through organizations who lose employees
idea their efforts. fundamentally there are two wonderful steps of recruitment and every is a
complete method in itself.

GUIDANCE

KNOW YOUR CONSUMER

Gaining knowledge of about businesses is valuable due to the fact knowing what a organization
values will help an agent to assess the applicants better. Pertinent information about the tactics of
the organisation might additionally help you examine cvs and find the proper candidate. This
will be carried out by analyzing the company website or calling the enterprise for in addition data
or using your own network and find out the ‘work tradition’.

This will assist one to understand approximately the history of the company, their center values,
their customers and strategies, the blessings personnel can experience and the profession boom
chart. While one has know-knowknowledge approximately those essential parameters, it turns
into less difficult to assess a resume based totally on these parameters. Moreover, whilst one is
prepared with such critical statistics approximately the organization and the job profile, it allows
to motivate and mold the right know-how reluctant candidates to wait the interview.

EXAMINE THE JOB DESCRIPTION (JD)

A process description is a written report of the obligations, duties and requirements of a specific
job. it is involved with the job itself and not the paintings. it's far a assertion describing the job in
such phrases as “identify, area, obligations, running circumstance and risks”. An updated task
description is critical for an awesome selection interview. It enables one to provide an
explanation for the nature of labor to the prospective candidate properly with none over or below
commitment. This additionally helps to place the candidate, the customer agency and the agent at
the equal platform.

PUT TOGETHER A JOB SPECIFICATION (JS)

it's miles a written record of the necessities sought in an person worker for a given activity. In
different words, it refers to a summary of the personal traits required for a activity. as soon as the
agent is aware of what the task is, then he can determine what type of man or woman he/she
would need to do it. every so often the activity specification is already organized and given with
the aid of the patron together with the process description. In this sort of case, the job of the
agent turns into less difficult. The activity specification is for the gain of the personnel operating
in Denave. It is prepared reference to test at the requirements that one needs to keep in thoughts
whilst sourcing for the exclusive customers. It makes the entire venture simpler and extra
convenient.

Implementation

Sourcing: Sourcing is the most of all recruitment sports. it's also tough being monotonous in
nature. A recruiter desires to be self-inspired to do the task. The sourcing takes location in one of
a kind tiers and in all of the verticals of the industry. The strategies concerned are discussed
below. Even before sourcing is started out, it's miles very important to have a clear expertise of
the requirement of the client agency. The recruiter need to have all expertise approximately the
company he/she is about to supply for. It makes sure that all the questions that a candidate has
regarding the profile or the credibility of the agency are satisfactorily responded. Sourcing is
described as the manner in which the recruiter creates a pool of capability applicants to fill up a
position. it is step one of recruitment. Sourcing entails logging on to a process-portal and doing a
search for the capacity candidates. After the hunt is generated, the most important part of
sourcing begins. specifically 4 steps are worried in Sourcing. they're mentioned underneath:

ANALYZE THE CURRICULUM VITAE (CV):

now could be the time to scrutinize the candidate’s resume. it's far human nature to generally
pass over the bad points while developing a resume or to exaggerate the achievements. though
maximum of the time humans are straightforward whilst forming their resumes, others can
disguise or no longer point out things that could portrait a poor photograph of them. a good CV
is one that is specific and presentable. It have to incorporate all information of schooling and
work enjoy have to be arranged in reversed chronological technique as a way to emphasize on
the most recent one. reading a CV enables in quick- list a candidate.
SUIT THE JD AND JS:

while a CV has been analyzed and is considered as a very good one, the next step is to in shape it
with the task description. it's far important to in shape it with the profile given with the aid of the
organization. Matching it with the JD offers an concept if the person will be capable of serve
properly within the role or now not. next it is vital to match it with the job specification. The JS
offers the information of the desired skills and the mandatory competencies. those are the
standards for selection.

SHORTLIST THE CANDIDATE:

as soon as the CV has been matched with the task description and paired with the process
specification, CV can shortlisted. the sort of candidate is then known as in for a face-to-face
interview. there may be an person interview of the recruiter and the candidate. in this interview
the candidate solutions the questions the recruiter asks to ensure that the candidate would fit the
profile of the activity.

MANAGING THE REJECTED APPLICANTS:

it's miles very crucial expertise a recruiter manages the rejected applicants. it is vital to make the
candidate in which his lacunas are and what can he do approximately it. on this way not handiest
the recruiter facilitates the candidate to correct itself understanding everknowledge also enables
in creating an affiliation with them that is so very critical in the carrier industry.

INTERVIEW

Interviews decide if a ability candidate can be a finalist and if he shall match the job. loads of
factors get clear at some stage in an interview. A face to face communicate with the candidate
guarantees that the recruiter evaluates the candidate on phrases of attitude, self belief and verbal
exchange. The gaps that seem inside the resume also are puzzled. The candidate may
additionally have an reason for it. information if he is lying, then he can be go-puzzled about
this. a number of the targets of interview are:

• To get an possibility to judge an applicant’s qualifications and characteristics as a simple

for sound selection and site.

• to offer an applicant vital records about the task and the employer you're recruiting for.

• to set up a rapport.
• To sell goodwill about the agency whether or not interview culminates in employment or
now not.

• To get a actual feel of the candidate.

the character of the task determines which of these interviews could in shape best. all the
interviews aren't carried out for all of the job profiles. The complexity of the interview depends
at the complexity of the process.

THE TELEPHONIC INTERVIEW

it's miles said that listening closely gives a terrific idea of what a person want to mention and
what a person does not say. The sound, intonations, the varying pressures that a prospective
candidate uses at the same time as he/she speaks tells lots about his/her mind-set. This in flip
enables the recruiter to choose that if the candidate might be appropriate for the process or no
longer. in contrast to the face-to-face interview wherein the recruiter can study the non-verbal
languages, in a telephonic interview he has to even sharper. listening to the words used and their
tone used gives tremendous messages approximately the candidate.

As a recruiter, one has to be absolutely prepared earlier than taking a telephonic interview. the
following steps may be kept in mind even as taking a telephonic interview:

1) You should keep the CV next to you and make notes even as taking the interview.

2) should put together a hard and fast of questions that might healthy the JD.

3) to use a call script. This enables in being expert and saves time to in drawing near the
right candidate.

4) Do now not understanding any terrible emotion throughout the interview. not to over or
below dedicate everybody.

DEVISE INTERVIEW QUESTIONS:

preparation in advance of an interview is important if one is to make a a hit lease. critical in the
preparation technique is the improvement of interview questions that elicit tangible records from
all candidates. essentially, two guidelines are kept in thoughts while framing the questions with
the intention to suggest whether or not or no longer an applicant meets the requirements you
mounted for the placement:

RULE 1: Ask questions that concentrate on the applicant’s beyond performance – to allow
reliable assumptions approximately future fulfillment.

RULE 2: Ask questions that relate immediately to at least one in every of your listed
requirements to maximise the statistics you will benefit within the time allocated.
STANDARD QUESTIONS:

 tell me approximately yourself

 What do you about the employer?

 What are your dreams?

 What are your strengths and weak spot?

 What has been your most massive contribution for your university/previous organisation?

 Why ought to we rent you?

SPECIFIC QUESTIONS:

 How could you solve a struggle in a undertaking group?

 What became revel in in preceding enterprise?

 From information long you're operating there?

 INTRODUCTION OF THE AGENCY

INTRODUCTION TO THE INDUSTRY

It is said that behind every successful business is a person who once made a courageous decision. In the
case of the Modi Group of companies, one of the largest conglomerates in India, the man who took the
big decision was Gujarmal Modi.

From humble beginnings in 1932 with only Rs.400/- in his pocket, Rai Bahadur Gujarmal Modi, the
founder of the Modi Group left the security of his home and family to create his own business. His belief
in himself and the concept of self-entrepreneurship was strong and he worked hard to create an empire.
Today the Modi Group is among the top Industrial Conglomerates in India. The Group has large number
of joint ventures with world leaders such as Philip Morris, Estee Lauder, Olivetti, Acatel, Revlon, Rank
Xerox and Walt Disney.

 This is the story of Rai Bahadur Gujarmal Modi who founded the Group in year 1933. From then
on there was the Sugarcane Development Cooperative Society was set up in 1938-39.

 Vanaspati factory, using cotton seed oil was set up in June 1939.

 The washing soap factory utilizing the waste sludge was established in 1940.

 The toilet soap factory emerged in the year 1941. Soaps were manufactured under the brand
names, Modi No.1 and Perfect soap.

 The Modi Tin Factory was established in 1941 to fulfill the demand of the Vanaspati unit for tin
containers.

th
 Modi Food Products was born on 28 May 1941 this factory was separated from the sugar and
th
converted into a public limited company on 18 December 1941.
 Sometime later a new company, Modi Supplies Corporation Ltd. Was set up to process dry fruits
into cakes and tablets for the use of the armed forces.

 A Biscuit manufacturing factory and a confectionary factory plant wads also set up in 1943.

NOTE ABOUT THE CHAIRMAN

UMESH K. MODI,CHAIRMAN,PRESIDENT&CEO

The youngest son of Rai Bahadur Gujar Mal Modi, Umesh K Modi, Chairman,President and CEO of
Modi Group Of Industries, is a name to reckon with in Indian industries firmament. A gold medalist in
chemical engineering, his futuristic vision and youthful dynamism have changed the complexion of the
domestic industrial scenario. Particularly creditworthy is his insistence and perseverance in introducing
innovative technologies, thereby aiding the countrys industrial development. In fitting gesture. The
Ministry of Industries honoured him with the “Man of the Year” award for 1984.

He has also held the prestigious chairmanship of various organizations such as the Steel furnance
Association of India, Western U.P Sugar Mills Association, Steel Wire Manufacturers Association of
India, Sponge Iron Association of India as well as the Presidentship of the Institute of Economic Studies.
He continues to be an active member and office-bearer of many international organizations such as the
Young Presodent organization, industrial Council Development, etc. Starting with the singular
inheritance of Modi Sugar Mills, his Group has chartered an unprecedented growth course driven by the
imaginative and practical dynamism of Umesh K. Modi.

With an annual turnover of 7.5 billion(US$155 million), and a highly motivated workforce of 3000 plus
employees, Umesh K. Modihas been a multifaceted portfolio of activities. The principal being with
sugar, consumer goods, pharmaceuticals,cosmetics, sponge iron and steel , engineering and power.
Umesh K. Modi has been instrumental in bringing the internationally renowned collaborations to India
and the group continuously monitors,markets and applies this proven blend of business acumen and
Entrepreneurial spirit to encash relevant opportunities.

GROUP OF COMPANIES

Modi Sugar Mills

SBEC Sugar Limited

Win-Medicare Pvt.Ltd

Modi Mundipharma Pvt. Limited

Win Healthcare

Modi Revlon Pvt. Ltd

Modi Distillery

Si-al SBEC Bioenergy Limited

Modi Senator (India) Pvt. Limited

Bihar Sponge Iron Limited

Morgardshammar India Limited

SBEC Systems (India) Limited

Technicast Engineers Limited

Modiline Travel Service Pvt. Limited

Barcode

MM Printers

H M Tubes Pvt. Limited

WIN-MEDICARE LIMITED

“Medicine is the most distinguished of all arts.” Hippo Crates

What began as a vision of healthcare business in early 1980s, Win-Medicare today is amongst the fastest
growing pharmaceutical companies in India and is considered the undisputed leader in select segment.
In a country with a highly fragmented Parma market, Win-Medicare enjoys a respectable share.
Sourcing technologies, pharmaceutical and healthcare products as well as the latest in research and
development from USA, Germany and Switzerland, Win-Medicare has grown from strength to strength
while pursuing its mission of fulfilling the healthcare needs of the country.

Win-Medicare began its business with a number of pioneering concepts and products from Sterling Drug
Inc., USA and concertedly worked towards making them established contemporary medical practice.

In the mid-eighties, Win-Medicare took a quantum leap and tied up with Mundipharma Group of
Companies, a pharmaceutical giant from Switzerland, Mundipharma AG, Switzerland and its R&D and
manufacturing affiliates, Knapp Pharmaceutical Group, UK and the Purdue Fredrick Co., USA are
renowned for their novel formulation expertise, state-of-the –art production and Quality Assurance
facilities. The biggest gain from this venture is the topical microbicide Beta dines. In 75 countries, Beta
dine is trusted for its uncompromising antiseptic efficacy.
Amongst the recent growth and expansion bids, Win-Medicare has established licencing arrangement
with Merz & Co. GmbH, Germany for marketing their hepatotherapeutic and other pharmaceutical
products and IBSA, Switzerland for bolstering it‟s gynecological portfolio. The company is well
represented through an efficient Marketing and Distribution network in the Domestic, South Asian,
African and Middle East markets. Currently the company offers options for infection control, pain relief,
management of infertility and many other specialized areas.
MODI MUNDIPHARMA LIMITED

“Wherever the art of Medicine is loved, there also is love of humanity.” Hippo Crates

Encouraged by the success of Win-Medicare, another landmark joint venture was formed to serve the
health needs of the country. Christened Modi-Mundipharma Ltd., the tie up with the Mundipharma
Group of Switzerland has further strengthened the Group‟s positioned in the pharmaceutical segment.

Napp Pharmaceutical, UK (Mundipharma Group)

A rapidly growing Pharma company, Modi-Mundipharma draws its primary strength from sound
Research and Development as well as existing and effective formulations of the Mundiphama Group
companies‟ worldwide, Medical fraternity, across the length and breadth of India, perceives Modi-

Mundipharma to be a Parma company that offers long acting formulations in specialized

therapeutic segments. Modi-Mundipharma has reached this position with consistent exposure of the
benefits of revolutionary Continues technology at large and subsequent discussions of the brand benefits
derived from controlled drug delivery.

The focus of Modi-Mundipharma is to offer state-of-the-art and

latest high-tech pharmaceutical solutions through introduction of
differentiated products in the field of Asthma, Pain and Heart
diseases. The company is effectively represented in the Domestic and South Asian markets.

MODI REVLON LIMITED

The Dream Merchant

It started with one single product…nail enamel,

which was like nothing else anyone had ever seen. Then
followed the subsequent fashion breakthroughs, which
turned Revlon into an undisputed leader in the
cosmetic world. The images evoked by its very
mention are of the world‟s most beautiful women –
those with glorious hair, perfect nails, flattering make-

up and a glowing skin.

Modi-Revlon is the formidable alliance between the Modi Group and the world famous Revlon of
USA. Modi-Revlon has entered the Indian market and has redefined the concept of beauty care in India.
It brings to the Indian women an exciting range international cosmetics, toiletries and fragrances – all
adapted to suit the local conditions and preferences. Modi-Revlon draws on the expertise on Revlon‟s
premier Research Center bin Edison, New Jersey (USA), to harmonies its international product
offerings with the needs and preferences of the Indian women.
Mr. Jerry Lewin (Revlon); Mr. Umesh K. Modi and Mr.
Paul Block the company „thinks Global, but acts Local‟. The
manufacturing standards of Modi-Revlon are as exciting as
elsewhere in the world. The toughest QC standards in line with the
global norms are as followed. The products‟ advertising
features international celebrities and super models. Modi-
Revlon product portfolio currently consists of Lipsticks,
Nail Enamels, Eye and Face Make-up, Flex Shampoos,

Flex Conditioners, Charlie Cologne, Body Sprays, Talc and Fire and Ice cologne.
 We

represent

Modi-Mundipharma Private Limited, a 50:50 JV between the privately held Mundipharma group

(known as Purdue Pharma in the US, Napp Laboratories in the UK and Mundipharma in Europe)

and Mr. Umesh K. Modi of the Modi Group of Industries, a leading business conglomerate in India.

Companies managed and controlled by Mr. Umesh K. Modi, span a wide range of businesses:

Pharmaceuticals: Modi Mundipharma, Win-Medicare and Win-Healthcare (Market leaders in several

formulations) alliances with Mundipharma group (Switzerland), Merz Pharma (Germany), Tillots
(Switzerland), Orion (Finland), HRA Pharma (France), IBSA (Switzerland), and LEO Pharma
(Denmark).

Cosmetics: Modi-Revlon: It was set-up in 1995, as collaboration between the Modi Mundipharma
(74%) and Revlon, Inc. USA (26%). Modi-Revlon was the first company in India to introduce the
concept of Beauty advisors in stores. Today, Modi Revlon has a distribution reach in more than 25,000
stores and includes more than 1500 beauty advisors. Modi Revlon is consistently growing since its
inception.

Other businesses, which our group has diversified into, include:

Modi Sugar, Modi Distillery, Iron & Steel, Writing Instruments, Bio-Energy, Entertainment and Modi
Motors

Details on our Pharmaceutical Business (Modi-Mundipharma and Win-Medicare)

Our two pharmaceutical companies coexist independently in terms of product portfolio, sale and
marketing networks (Modi Mundipharma has a field force in excess of 500 people, while Win
Medicare has its dedicated field force numbering 600 people) as well as distribution chain.
While Modi Mundipharma Private Limited focuses on products using the proprietary
„Continus‟ time release technology of the Mundipharma group, Win Medicare private limited
focuses on products licensed from international partners such as Merz Pharma of Germany
(HepaMerz, Contractubex/ Mederma), Tillots of Switzerland (Asacol), IBSA of Switzerland
(Gonadotrophins), Orion Pharma of Finland (Divigel and other HRT products), HRA Pharma of
®
France (Norlevo – Emergency Contraceptive),and LEO Pharma of Denmark (DAIVONEX ) for
their dermatology portfolio

OTC Division – Win Healthcare

Win Healthcare, today has pan-India presence in the top 50 metros towns with direct retail
coverage in almost 4000 outlets. The distribution comprises of a mix of Retail pharmacies,
Health & beauty outlets and departmental stores.

The market is being serviced using the Carrying and Forwarding agent model. Currently CFA‟s
are servicing the market using a network of Distributors and Sales Representatives.

The distribution cover will be extended to over 7500 outlets by end‟2008

 Product range includes:

 Mederma (Merz Pharma, Germany)- Under active promotion

 Revlon Touch & Glow – OTC market launch commenced in April‟07

 Absolute Whitening (Revlon, USA)

 Nutritional Supplements – Locally sourced product to be launched in May‟08

Our business philosophy involves working with international pharmaceutical companies.

Some of our success stories are:

Betadine, has grown to be the undisputed leader in the Antiseptic Disinfectant market in India,
with a market share of 75% (more than 3 times the sale of its nearest competitor) inspite of
being about 30% premium priced to its competition, with over 30 competitive brands in the
Indian market.

Depending on the commercial viability and the partner‟s comfort we either import finished
products, or import bulk products with repackaging in India or manufacture the products locally
under license from the licensing partner.

Within India, we have offices in all the major cities and towns. We have a reach to over 200,000
drugstores across the country. We have four manufacturing plants and one of them is our new
production facility for exports, which is UKMHRA approved. In addition to our domestic
presence, we have our own sales and marketing teams in Sri Lanka, Bangladesh & Nepal while
we operate through distributors in South East Asia, East Africa and Eastern Europe.

We are looking for strategic alliances with companies such as yours, which have leading global
brands.

Future Plans:
a) Foreign Exchange Advisory Services

 Foreign Exchange Treasury Products

 International Trade Finance

 Advisory Services

 Corporate Foreign Exchange Exposure Management

b) Project Advisory Services

 Identification of Project

 Assistance in Letter of Intent, Foreign Collaboration Approval, etc.

Providing total and customized solutions in financial services, MLCS is synonym with
collective business acumen and strategy.
INTRODUCTION TO THE ORGANIZATION

As my project in Win Medicare Pvt. Ltd., I worked on the analysis of the financial position of the
company. For this main tool, which is used, is Ratio Analysis. Financial Analysis is the process of
identifying the financial strengths and weaknesses of the firm by properly establishing relationship
between the items of the balance sheet and profit and loss account.

“The science of financial analysis”, says Navin Chandra Joshi, “is assuming art increasingly
important role for appraising the real worth of a going concern.”

An analysis of several financial tools provides all-important basis for valuing securities and
appraising managerial programs. Financial analysis is a vital apparatus for the interpretation of
financial statement.

Financial statements of a company include Trading and Profit and Loss Account, Profit and Loss
Appropriation and Balance Sheet.

These statements may be fruitfully used if they (statements) are analyzed and interpreted to have an
insight into the strengths and weaknesses of the firm.

UTILITY OF FINANCIAL ANALYSIS:

 Financial analysis seeks to spotlight the significant facts and relationships concerning managerial
performance, corporate efficiency, financial strengths and weakness and credit worthiness of the
company.

Financial analysis can be undertaken by management of the firm, or by parties outside the firm, viz.
owners, creditors, investors and others to form firm. In other word it can be said that financial
statements are of much interest to a number of different groups like:

1. OWNERS

Owners can evaluate the efficiency of the firm to know about how efficient business is going on and
knowing the liquidity and financial position of the firm.

2. SHAREHOLDERS

Shareholders can evaluate the efficiency of the management and determine whether to buy, sell and
hold the shares.

3. CREDITORS
 Creditors can find out the financial strength and capacity o a borrower, the value of a floating share
on the assets held as security and the value of unquoted shares.

4. MANAGEMENT

The top management can measure the success or otherwise of a company‟s operations, determine the
relative efficiency of various departments, processes and products appraise the individual
performance and evaluate the system of internal control.

5. LABOR UNION

The labor union assesses whether the company presently affords a wage increase.

6. ECONOMISTS

The economists analyze the financial statement with a view to studying the prevailing business and
economic condition
QUALITY OBJECTIVE

Products and service shall consistently satisfy customer needs.

To increase market share in organized sector.

Establish effective cost system to achieve consistent quality.

To improve all types of wastage perpetual.

To improve customer satisfaction through improvement in quality.

To reduce working capital for better utilization of resources.

GLOBAL PREFERENCE

Maintaining a lead in the domestic market is easy but what really counts is the rapport
with international customers. For any manufacturing unit the most important sector is the
exports.

Win Medicare Company maintaining a lead in exporting products to countries likes

Uganda, Dubai and Pakistan.

52
WIN MEDICARE SPECIALIZE IN

The high quality products of Win Medicare Company are spun out daily on the machines
ad technology. All believes here specialized product has to be made specialized
technologies and quality efforts are required.

Win Medicare Company specializes in making all types of medicines.

CHAPTER 2
LITERATURE REVIEW

53
Maximum employers identified the reality that there workforce is there best asset, and the
right recruitment and induction procedures are important in making sure that the brand new
worker will become effective in the shortest time. The fulfillment of an company relies upon
on having the right no. Of team of workers, with the proper talents and abilties. Firms may
additionally have devoted employees/human aid characteristic over seeing this system or they
may devolve these duties to line manager and supervisor. Many people can be involve, and
all should be aware about the standards of desirable exercise. Even it's far crucial to involve
others inside the undertaking of recruitment and choice.

Ms.ambika verma(2009) in their survey research on the use technologies in recruiting,

screening and selection process for task applicants performed in measurement organization
located that most company carried out era primarily based recruitment and choice tools to
improve efficiency, lessen price and increase the applicant pool.

The meta-analysis of the research performed by using chapman, uggersler, carroll, paisentin
and jones (2005) concluded that well timed reaction from hr managers become connected to
greater applicant attraction to a job with in an employer.

In line with robins, in his take a look at revealed that, “the correct recruitment attempt will
attract a large numbers of certified applicants who will take the job if it is offered. So
recruiting is a method of coming across the capability candidates for actual organizational
vacancies”.

Robert (2005), in his examine titled, “strategic hr evaluate,2004,”states that successful

recruitment and selection can improve agency performance.

Bowen, et al (1991), in his have a look at tested, “that incorporated recruitment and selection
manner enables recruiters to pick out the candidates to in shape the traits of an employer
subculture.”

54
Beardwell, et al (2003), in his observe examined that, “choice is finished via business
enterprise as a means of candidate’s capacity and actual overall performance and the intake of
personnel will make the maximum suitable contribution to organization-now and in destiny.”

CHAPTER 3

RESEARCH METHODOLOGY

55
 RESEARCH OBJECTIVES

The number one objective is to examine, apprehend and analyze components associated with
various HR tactics of Recruitment and selection at WIN-MEDICARE PVT. LTD., Noida.

OBJECTIVES OF TAKE A LOOK AT

 To examine the prevailing coverage of WIN-MEDICARE PVT.

LTD.regarding Recruitment and selection manner.

 To know the delight degree of employees toward the prevailing recruitment

and choice method.

 To discover the internal and outside resources of recruitment and selection.

STUDIES METHODOLOGY

The observe may be carried out to achieve the aforesaid objectives such as each exploratory
and descriptive in nature and involve personal interviews as a way to be primarily based on
the questionnaire format. A research method defines the purpose of the research, how it
proceeds, the way to measure development and what represent achievement with appreciate
to the goals decided for carrying out the research look at. there is a unique technique that
Denave adopts to render the carrier.

56
• The studies methodology for the existing study has been adopted to reflect
these realties and help reach the logical end in an objective and medical manner.

TYPE OF RESEARCH

EXPLORATORY STUDIES

A research layout is the specification of methods and strategies for obtaining the data had to
structure or remedy the problem. it is the overall operational pattern or framework of the
assignment that stimulates what statistics is to be accrued from which supply and by way of
what procedure. On the idea of essential purpose of our research the EXPLORATORY
studies was determined to be maximum suitable. This form of studies has the primary
objective of development of insights into the hassle. It studies the principle place where the
problem lies and additionally attempts to evaluate some suitable guides of movement.

RECORDS COLLECTION

The assignment of facts collection starts after a studies trouble has been diagnosed and the
research layout has been chalked out. even as determining the approach of statistics series to
be used for the study, the researcher should keep in thoughts two forms of facts:

a. number one records

b. Secondary records

57
 In this studies mission the statistics being accumulated is as follows:

Primary facts: The survey approach is used to acquire the number one data in this studies as
it is the Analytical studies to discover the shortcomings and place of improvements consistent
with the skill required for recruitment team. The facts this is amassed first hand with the aid
of a person in particular for the purpose of facilitating the study is known as number one
records. So in this research the statistics is accumulated from respondents thru
QUESTIONNAIRE.

 number one source of statistics :

(i). personal interview

(ii). Questionnaire method.

QUESTIONNAIRE - Survey a number of the officials and personnel of MONARCH.

personal INTERVIEWS with the organization representatives regarding recruitment and

choice practices in organization.

Secondary facts:

The secondary information is likewise used in a lesser share to discover the name and
designation of the corporation who are working with this company and the agency profile.
Secondary records seek advice from data collected via a person other than the researcher
accomplishing the current take a look at. Such information may be inner or external to the
organisation and accessed via the net or perusal of recorded or posted facts.

Secondary sources of information provide numerous records for studies and trouble solving.
Such records are as we've seen by and large qualitative in nature.

Secondary source of information :

(i). organisation brochure.

(ii). internet.

(iii). web sites

58
 (iv). Organizational reports & facts.

(v). business magazines

(vi). Journals and so forth

SAMPLING METHOD

SIMPLE SAMPLING

easy sampling is a sampling technique that utilizes a few form of random selection. In
opportunity sampling, each unit is drawn with known probability, or has a nonzero hazard of
being selected within the sample. Such samples are normally decided on with the assist of
random numbers. With probability sampling, a measure of sampling variant may be acquired
objectively from the pattern itself. simple Random sampling has been followed for this
studies. beneath which we have taken into consideration the sampling which has been
accomplished for a specific designated population, due to the fact here a small cluster of
experts has been considered out of the entire universe which has been divided in small
institution like recruitment crew & employee.

PATTERN SIZE

sample size refers back to the quantity of objects to be decided on from universe to represent
a sample. The pattern size should be foremost as it ought to fulfill the goal of the research.

40 Nos.- general manpower power is 450 and i've targeted upon 10% of general personnel of
DENAVE. (protecting every and each department).

SAMPLE VICINITY

The sample area refers to the universe to be studied underneath our research venture. The
region denotes the place or the place to be studied and brought into research attention.

59
accordingly, the pattern location selected for this research challenge is WIN-MEDICARE
PVT. LTD., Noida.

CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

60
 DATA ANALYSIS AND INTERPRETATTION

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

S.No. Options No. %

1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12.5

4. Moderately disagree 3 7.5

5. Can’t say 2 5

Strongly agree
Moderately
agree
Strongly
disagree

INTERPRETATION

An agency should have a properly-described recruitment policy corresponding to the

enterprise and vacancy necessities. present employees can deliver a honest feedback at the
suitability of the coverage. Responding to it 30 out of 40 personnel (75%) advised that there's
a valid recruitment coverage in organisation that may be evaluated through comparing

61
competencies and expertise of latest recruits and current personnel. 8 out of forty employees
(20%) experience that the enterprise’s recruitment coverage isn't always well defined. And
rest 2 couldn't say approximately the recruitment coverage. Majority of personnel felt that
policy became nicely described that's a first rate morale victory at the a part of control; still
there are probabilities of its development as 20% personnel have terrible opinion about the
policy.

Q2) Which internal source of recruitment is followed by the company and given more
priority?

S.No. Options No. %

1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

Job Posting 25

Employee Referrals 25

Internal Promotion 50

0 10 20 30 40 50 60

INTERPRETATION

Inner Recruitment seeks candidates for positions from folks that are presently employed.
Responding to above requested query, 50% personnel inform that organization prefers
internal advertising as inner source of recruitments. 25% employees tell that worker referrals
are given due priority and rest 25% say that job posting is desired. Majority of personnel

62
truly thinks that inner advertising is given priority and accompanied by way of business
enterprise as internal supply of recruitment.

Q3) Which external source of recruitment is followed by the company and given more
priority?

S.No. Options No. %

1. Campus Interview - -

2. Advertisement 3 7.5

3. Online Job Portals 2 5

4. Walk-in Interview 35 87.5

5. Agencies/ Consultancies - -

6. Employment Exchanges - -

Agencies/ Consultancies 0

Walk-in Interview 87.5

Online Job Portals 5

Advertisement 7.5

Campus Interview 0

0 10 20 30 40 50 60 70 80 90 100

INTERPRETATION

external sources of recruitment lie within the organisation.35 out of 40 personnel (87.5%)
sense that company opt for online process Portals for hiring from outside. five% personnel
(appx.) assume that organisation prefers commercial as external source of recruitment. 7.five
say that Campus Interviews and Consultancies hiring from out of doors did no longer pick

63
with the aid of the business enterprise. evaluation indicates that extra than 87% employees
tell that preferred outside supply of Hiring and finds those recruiting inexpensive, quicker and
doubtlessly extra effective.

Q4) which source of recruitment is replied upon when immediate requirement arises?

S.No. Options No. %

1. Internal 4 10

2. External 36 90

90%

10%

Internal External

INTERPRETATION

Each agency has the option of selecting the candidates for its recruitment methods from two
varieties of assets: internal and external assets.

Responding to recruitment supply query, nearly all of the personnel tell that outside resources
are relied upon whilst there's any instant manpower requirement in organisation.

Analysis honestly represents that 36 out of 40 employees (ninety%) display that external
sources are select for immediate beginning in agency but my examine suggests that internal
hiring could be higher choice for instant establishing in organization in which business
enterprise will have sufficient knowledge about the internal candidate and it is less luxurious

64
Q5) what type of interview is taken while selection?

S.No. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

100
90
80
70
50
60
50
40 25
30 12.5 12.5
20
10
0
Patterned Stress Depth Others

INTERPRETATION

The PATTERNED INTERVIEW format has a shape to it. there may be a fixed of pre-
determined questions in an effort to be requested from each candidate for a function. The
stress INTERVIEW is the interview wherein the interviewers try to 'discomfort' the
applicants in various methods and take a look at how they react to diverse tough conditions.
An IN-intensity INTERVIEW is a qualitative research approach that permits man or woman
to man or woman discussion. it may cause elevated perception into humans's thoughts,
emotions, and behavior on important troubles. This form of interview is frequently
unstructured.

Responding to the sort of interview 20 out of forty personnel assume that patterned
interviews are commonly taken. 25% personnel have the opinion that intensity interviews are
frequently used. rest believes that strain or any other kind of interview is being taken.

65
Q6) the recruitment and selection process of company meets the current and legal
requirements?

60
50
50

40

30 25
%
20
12.5 12.5
10

0
Agree Disagree Moderately No opinion

INTERPRETATION

Each business enterprise has the choice of choosing the applicants for its recruitment
techniques. In this studies maximum employees spoke back definitely to this question. They
feel that the organisation follows one-of-a-kind recruitment system for specific positions.

Analysis truely represents that 25 out of 40 employees (sixty two.five%) display that
maximum personnel are accept as true with this procedure whereas 10 out of forty personnel
(25%) did not just like the current recruitment procedure whereas 12.five% were unable to
answer.

66
Q7) Are you happy with the salary what you offered by the company?

Sn. Options No. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

60
50
50

40

30 25 25 %
20

10

0
Yes No Can’t Say

INTERPRETATION

The primary focus of each business enterprise is to fulfill the employees with its very own
compensation plan. in this studies most personnel responded positively that they may be
happy with their salary. They sense that the corporation has suitable reimbursement plan for
their employees.

analysis definitely represents that 20 out of forty personnel (50%) display that maximum
personnel are happy with their profits 10 out of 40 employees (25%) did no longer like their
cutting-edge earnings whereas 12.5% have been unable to answer.

67
Q8) what were the sources of recruiting the candidates for your current client?

Sn. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

Others 12.5

Internal Movement 12.5

Reference 25
%

Existing Database 12.5

Direct Walk In 37.5

0 5 10 15 20 25 30 35 40

INTERPRETATION

Each company follows various resources of recruitment to acquire a very good talent for his
or her agency. In this research i should find the various ranges of diverse assets of
recruitment.

Evaluation actually represents that 15 out of forty personnel(37.five%) display that

recruitment is finished thru direct walk ins, five out of forty personnel(12.5%) show that
recruitment is performed thru present database, 10 out of 40 employees (25%) display that
recruitment is carried out via worker referrals and five out of forty employees(12.five%)
display that recruitment is achieved through internal motion whereas five employees show
that recruitment is accomplished through other assets.

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Q10) Is any training session apart from the domain training provided?

Sn. Options No. %

1. Yes 25 62.5

2. No 10 25

3. Can’t Say 5 12.5

70
62.5
60
50
40
30 25 %

20
12.5
10
0
Yes No Can’t Say

INTERPRETATION

Each corporation attempts to enable their personnel for their provided task function along
side a great repayment plan for which the agency provides schooling. On this studies most
personnel agreed positively that they may be supplied training classes aside from the area
schooling. They feel that the business enterprise has right schooling programs for their
personnel.

Evaluation surely represents that 25 out of forty employees (62.5%) display that most
personnel are happy with the training application provided to them. 10 out of forty employees
(25%) did not agree on the education programs supplied to them while 12.5% were unable to
reply. 

69
CHAPTER 5

70
 FINDINGS

• gift personnel of WIN-MEDICARE PVT. LTD.are satisfied with recruitment

method of organization.
• inner Promotions, walk-in interview and task Portals are commonly used
recruitment source.
• Written check isn't always given weight age in the course of choice process.
• to a degree employer has preset-criteria for sorting the candidate’s programs.
• concerned departmental head is given special attention even as choosing a
candidate of the department.
• employees are inside the favour of reference check after choice of candidate.
• job analysis prior to recruitment is not completed so nicely.
• Succession planning has in the main accomplished in company.
• Orientation/Induction is given to new joiners; nonetheless personnel are in
favour of its development.
• present choice manner in WIN-MEDICARE PVT. LTD.and its procedure,
assessments and interview type is ideal.

CONCLUSION
71
every business enterprise seems for an worker, who can paintings effectively. they may be in
search of someone who has the most skills required for the process. After choosing the right
person, the employer’s major intention is to area that character on the right task. the main
energy of any organization is its employees. powerful workers are the satisfactory direction to
success. for this reason, organization's strives to attract and rent the nice, and to provide the
excellent vicinity to work.

some of the largest and most consistent demanding situations that plague organization is
humans associated because they don’t vicinity extra emphasis on getting the recruitment
system right. if they get the right character within the proper process at the proper time,
bottom-line and plenty of different enterprise advantages are immediately, tangible and
massive. if they get the incorrect man or woman inside the wrong job, then productivity,
subculture and retention prices can all take successful in a massive manner.

WIN-MEDICARE PVT. LTD.has able and committed body of workers, nonetheless there are
scope for more enhancements. To make sure that company recruits the proper humans, it has
to perceive important talents and behaviours that applicants ought to show. For every role
there must be a job description outlining common responsibilities and responsibilities and a
person specification defining personal talents and competences. The emphasis have to be on
matching the needs of the company to the desires of the candidates. this will limit worker
turnover and decorate pride.

it is essential for the business enterprise to have a clean and concise recruitment coverage in
place, which can be finished successfully to recruit the first-class skills pool for the choice of
the right candidate at the right place fast. developing a appropriate recruitment policy is step
one within the green hiring technique. A clean and concise recruitment policy allows make
certain a sound recruitment method.

control have to structure and systematically arrange the whole recruitment procedures. It need
to provide tolls and helps to beautify productiveness, solutions and optimizing the
recruitment processes to make sure stepped forward ROI. The Recruitment management
device (RMS) must be such that it helps to save the time and prices of the HR recruiters in
employer and improving the recruitment processes.

BIBLOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second

Edition.
 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition
 www.denave.com

72
 www.google.com
 Research Methodology -C.R.Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

73
 QUESTIONNAIRE

Kindly mark the most appropriate option, which gives the extent to which you agree or disagree with
the statement.

Q1) Is there a well-defined recruitment policy in your organization?

1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

Q2) Which internal source of recruitment is followed by the company and given more priority?

1. Internal Promotion

2. Employee Referrals

3. Transfer

4. Job Posting

Q3) Which external source of recruitment is followed by the company and given more priority?

74
 1. Campus interview

2. Advertisement
S.No. Options
3. Online job portals
1. Strongly Agree
4. Walk-ins interview
2. Agree
5. Agencies/Consultancies
3. Disagree
6. Employment Exchange
4. No Opinion

Q4) Which source of recruitment is relied upon when immediate requirement arises?

1. Internal

2. External

Q5) What type of interview is taken while selection?

1. Patterned

2. Stress

3. Depth

4. Others

Q6) The recruitment and selection process of company meets the current and legal
requirement?

75
Q7) Are you happy with the salary what you offered by the company?

S no. Options
Q8) What were the sources of recruiting the
1. Yes candidates for your current client?
2.Sn. No
Options
3.1. Can’t Say
Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others

76
 Q9) How do you think about
S.No. Options
Recruitment and selection procedure
1. Agree
in your company?
2. Moderately

3. Disagree

4. No opinion

Sn. Options
Q10) Is any training session apart from the
1. Satisfactory
domain training provided?
2. Unsatisfactory

3. Can’t Say

77