CIS REPORT

Contents page no’s

CHAPTER -1 2-28

 Introduction to the topic

 Definition by different authors

 Importance of HRM

 Objectives

 Methods

 Limitations

 Definition of Recruitment & Selection

 Objectives of Recruitment & Selection

 Recruitment process

 Selection process

 Factors affecting Recruitment & Selection

 Regulatory framework of Recruitment & Selection

CHAPTER-2 29-31

 Review of literature

CHAPTER -3 32-33

 Findings & Suggestions

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 HUMAN RESOURCE MANAGEMENT:

Human resource management is the process which develops and manages the
element  of an enterprise i.e., recruit; select, trained develop members of an
organization, not  only management skills but also the attitudes and aspirations of
people. Human  resource management is concerned with integration getting all the
members of the  organization involved and working together with a sense of common
purpose.
HRM  is proactive rather than reactive, qualitative improvement of people who are 
considered the most valuable assets of an organization. Today Human Resource 
occupies, more than ever, the center stage of all economic activities. It is alarming 
time for all those organization that wish to be successful in global markets to gear up 
and implement desired shift in their prevailing.
HRM is that branch of management  that deals with managing one of the resources of
the organization-Human Resources.  The function of Human Resource management is
to acquire train, develop and retain  the human resources of the organization.  

Definition of Human Resource Management:

HRM is the part of the organization that is concerned with the people
dimension. HRM deals with human relations of an organization starting from recruitment to
Labor relation. HRM is concerned with the people dimension of management. It is a process of
acquisition, development, motivation, and maintenance of human resources of an organization.

HRM is a part of General Management that deals with the human aspect. Many authors defined
it in different manner. Some of them are quoted below:

1. M. J. Jucious: “The field of HRM involves planning, organization, directing and controlling

functions of procuring, developing, maintaining and utilizing a labor force.”

2. Dale Yoder: “HRM is the provision of leadership and direction of people in their working or

employment relationship.”

3. Mathis and Jackson: “HRM is the effective use of Human resources and organization
through the management of people related activities.”

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4. Ricky W. Griffin: “Human Resource Management is the set of organizational activities
directed at attracting, developing and maintaining an effective workforce.”
5. Gray Dessler: “The policies and practices one needs to carry out the people or human
resource aspects of a management position, including recruiting, screening, training, rewarding,
and appraising.”

What is Human Resource Management (HRM)?

Human Resource Management can be defined as the effective management of people in an

organisation. Hr management helps bridge the gap between employees’ performance and the
organisation’s strategic objectives. moreover, an efficient hr management team can give firms an
edge over their competition.

Role of hr managers:
 Recruitment: 

One of the major responsibilities of a hr manager is to recruit personnel. the success of an

organisation largely depends on the workforce employed, so it is essential that the right
people are hired for the right role.

 Learning and development: 

Learning is a continuous process and essential to enhance employees’ productivity. Hr

managers are responsible for the orientation and induction of new employees, as well as the
professional development of existing employees. they are responsible for strategising
development programmes. furthermore, they must have the ability to identify and analyse the
areas that employees need training for.

 Building employee relations:

 Effective employee relations go a long way in boosting productivity and contributes

significantly to an organisation’s success. employee relations strategies are implemented
to ensure that an organisation caters to the overall well-being of employees.

 Compensation and benefits: 

A major component of a hr manager’s job role is handling compensation and benefits.

they are responsible for devising compensation strategies, performance management
systems and compensation structures, as well as negotiating pay and benefit packages
with potential employees.

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Importance of HR managers in organizations:
 Strategy management: 

This is an important aspect of any organisation and plays a vital role in human resource
management. hr managers manage strategies to ensure the organisation reaches its
business goals, as well as contributing significantly to the corporate decision-making
process, which includes assessments for current employees and predictions for future
ones based on business demands.

 Benefits analysis: 

HR managers work towards reducing costs, such as with recruitment and retention. hr
professionals are trained to conduct efficient negotiations with potential and existing
employees, as well as being well-versed with employee benefits that are likely to attract
quality candidates and retaining the existing workforce.

 Training and development:

 Since hr managers contribute significantly to training and development programmes,

they also play a pivotal role in strengthening employer-employee relationships. this
contributes to the growth of employees within the company, hence enhancing employee
satisfaction and productivity.

 Interactivity within employees: 

HR managers are responsible for conducting activities, events and celebrations in the
organisation which gives way to team building opportunities. moreover, it enhances
interactivity within employees and instils a sense of trust and respect among peers.

 Conflict management:

 The department to go to when any kind of professional conflict arises between

employees is hr. they ensure that issues and conflicts are resolved effectively,
approaching the problem with an unbiased attitude and encouraging effective
communication to reach a solution. in addition, they help employees understand various
ways of developing effective work relationships and the importance of not letting
personal judgement affect their behaviour.

 Establishing a healthy work culture:

A healthy work culture is pivotal in bringing out the best in employees. hr managers
contribute significantly in setting up a healthy and friendly work culture, which further
translates into better productivity among employees

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  Compliance:

 HR professionals work towards making the organisation compliant with employment
laws, as well as maintaining records of hiring processes and applicants’ log.

Objectives of HRM:

1. To ensure the effective utilization of human resources. The human resource will 
efficiently utilize all other organizational resources.
2.To establish and maintain an adequate organizational structure and a desirable 
working relationship among all the members of an organization by dividing 
organization tasks in to functions, accountability, authority for each job and its 
relation with other jobs in the organization.  
3. To generate maximum development of human resource within the organization by 
offering opportunities for the advancement to employees through training and 
education, or by effecting transfers or by offering retraining facilities.  
4. To secure the integration of the individual group goals with those of the 
organization in such a manner that the employees feel a sense of involvement, 
commitment and loyalty towards it.  
5.To identify the basic idea is to work out the irreducible number of core employees 
required to operate the system. 

Scope :

• Number of employees working.  

• Location considered - corporate office.  

Need  

The need of the study is to offer new and improved measures and strategies
of  recruitment and selection process.  

This report is an attempt to delve into the area of “Recruitment and Selection”
and  offer strategies customized.  

This study will be helpful to the juniors and will work as a guide.

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 Importance of recruitment & selection:
As a business owner, you want a team that you can count on to get the job done while you
focus on other things. Management of any large corporation will tell you that finding good,
loyal talent is hard. Take the time to develop a recruiting process that is constantly looking for
people with the skills you need and the motivation to work for you. A good process not only
finds great employees but saves you time and money on replacing and training new people.

Finding Quality Candidates:

Having good quality employees is the number one goal for any employer. Establishing a job
description and advertising in places where you know you will be able to attract people with
the right set of skills is the first step. It's important to identify which tasks you need the recruit
to complete and whether or not you are capable of training them. For example, a plumber
hiring a bookkeeper isn't going to want to train a bookkeeper on how to do the job.

Research how competitors pay for the same job and the types of benefits that they offer. Many
good employees will actually choose to work for an employer paying a little less if there are
benefits such as health or retirement plans. Get a feel for the market, establish a budget and
seek a candidate that meets the skill requirements for the job and pay them accordingly.

Save Training Time and Money with Proper Selection:

Go through a systematic set of questions and even skills tests to determine if candidates are
able to fulfill the job needs. This helps establish confidence in knowing that you have logically
gone through a recruiting process and choose people based on defined metrics rather than gut
feelings. When you do this, you increase your chances of having someone succeed in the job.

If you don't need to constantly replace people, you will save time and money on the recruiting
and training of new candidates. Understand that downtime could negatively affect your
business revenues if you become short-staffed; keeping turnover low is important. There are
costs and time spent putting out job ads, interviews and training new people. Taking the time
to choose properly the first time helps mitigate this.

Reduce Potential Legal Ramifications:

When you have a systematic process in place that you follow for every candidate, you reduce
the chances of finding yourself in employment-related legal issues. Employers can get sued for
bias if a candidate feels there was some level of discrimination that resulted in not getting the
job. Keeping interview questions professional and not asking personal questions is important to
prevent any misconceptions.

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Giving the same skills tests to all candidates means that no one was given preferential
treatment. Employers are not allowed to discriminate based on age, gender, religion or
disabilities.

METHODS OF DATA COLLECTION  

Primary Data  

The primary data is collected through the personal interview with the HR manager 
and the other employees of the HR circle. Observation is also made at the 
recruitments which were conducted at the time of the study. 

Secondary Data  

The secondary data is collected through the reference of the magazines, journals and 
books on the topic. The files of the company are also checked for further
information.  

Sampling technique  

The sampling technique used for the collection of information through

the  questionnaires is the simple random sampling.  

Sample size  

The sample size taken is 100 employees in the company.  

LIMITATIONS OF THE STUDY  

Time constraint Since the project is for a limited duration more information
could  not be collected from the company.  

Secondary data  

Since the data that has been considered for analysis and evaluation is secondary data, 
all the limitations that pertain to secondary data will be present. There is a possibility 
of biased information  

Reduces Cost of Selection  

By adopting a good recruitment and selection process the company can reduce
the  cost in selecting the prospective candidates.  

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Motivated employees  

Motivated employees can be brought in by the effective recruitment strategies

Reduction in Training expenses  

Training expenses can be reduced when the company’s recruitment and selection 
process is good. The candidates attracted will be efficient and the suitable candidate 
for the job will be selected. Because of his efficiency the candidate may not require 
additional training for his better performance. This reduces the training expenses.

Employee turnover  
Employee turnover can be reduced when the right candidates are selected and placed 
in the right position. There will be job satisfaction which in turn reduces the
employee  turnover and enhances the productivity. More work can be done at less
cost.

RECRUITMENT AND SELECTION:

MEANING OF RECRUITMENT AND SELECTION  

According to Edwin B.Flippo,”Recruitment is the process of searching the candidates 

for employment and stimulating them to apply for jobs in the organisation 
“.Recruitment is the activity that links the employees and the job seekers .  
DEFINITION OF RECURITMENT AND SELECTION  

According to Edwin B.Flippo,”Recruitment is the process of searching for

prospective  employees and stimulating them to apply for jobs in the organisation”  
According to DALE MODER “selection is the process in which candidates for 
employment are divided into two classes –those who are to be offered employment 
and those who are not”.  

OBJECTIVES  

This section aims to promote and maintain high standards of professional

recruitment  practice by encouraging recruiters to adhere to best practices.  

Its purposes are to  

a) Ensure that recruitment is considered an essential part of the human resource.

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 b) Strategy and consequently an integral part of the overall business strategy; 

c) Ensure and explain best practice for all types of recruitment; 

d) Maintain professional standards whether recruits are easy to find.

The Company Recruitment and Selection Policy will:  

Be fair and consistent;  

Be non-discriminatory on the grounds of sex, race, age, religion or disability; 
Conform to statutory regulations and agreed best practices.
 
POLICY OBJECTIVES
1 .To meets Manpower requirements of the Organization in terms of approved 
Manpower Plan  

2.To fulfill requirements of competent HR in terms of requisite capabilities,skills, 

qualifications, aptitude, merit and suitability with a view to fulfill  Organization's
objectives.  

3. To attract, select and retain the best talent available keeping in view the
changing  needs of the organization.  

4. To ensure an objective and reliable systems of selection.  

5. To ensure placement of right man at the right job at the right time.  

6.To provide suitable Yinduction points for intake and thereby achieve the
desirable  level of qualification, skill and age mix as required to strengthen the
Human  Resource of the Organization.  

RESPONSIBILITY  

Ultimate responsibility shall lie with Group Head (HR&Admn). All 

activities pertaining to recruitment shall be coordinated by Corporate HR
Department.  However, representatives of other departments as deemed necessary
may also be  associated at various stages of recruitments and/or selection of
candidates.  

INDUCTION LEVELS  

Recruitment for various positions in the organization shall be done cadre wise  

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 A. Managerial Level: This level comprises of the grades from M1 to M5. The 
recruitment for these cadres will be done at Corporate Office coordinated by  both
Corporate HR and the concerned departments.  

  

Skilled/Semi skilled workers  

This level shall comprise some designations in Temporary category. Recruitment  for this
level may be done at Region/Site itself but final approval shall be obtained  from Group
Head (HR).  

Contract Workers  
Site Head can engage employees on Contract through contractor for a specified  period
based on requirements duly approved by the Regional Head and Group Head  (HR).  

APPOINTING AUTHORITY

Delegation of Authority to appoint will be as follows:  

SCHEDULING OF INTERVIEWS  

1. Fixing the interview dates should be done in consultation with the

concerned  HODs, Regional Head/Functional Head and Group Head (HR).  

2. Time period required for interview from the date of dispatch would be 10 days.  

3. All interview call letters should be sent by the HR department two weeks prior
to  the date of interview.  

4. Those called for interview on phone or e-mail should be given at least 3 days’
time  for attending the interview 

CONDUCTING INTERVIEWS  

1. HR department will call the short listed candidates for interview.  

2. HR department in association with the manpower –requesting department

shall  form the Interview Panel which will conduct interviews.  

3. Interview Panel should comprise of two or more members.  

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4. Mandatory requirement: One member from concerned department and one 
member from HR department. Panel members shall comprise as per the table given 
below.  

5. Candidate has to submit the duly filled up company‘s Standard Application Form  

6. Members of the interview panel should evaluate the candidates by using the 
interview evaluation sheet. Overall rating of the candidates should be good to 
Excellent for getting selected. Candidates rated as satisfactory may be considered for 
employment based on need, which will be decided by the Corporate HR and those 
rated as Average or poor will not be considered for employment.  

7. In case of any conflict in opinion, Corporate HR will be referring to Group

Head  (HR)/Executive Director  

RECRUITMENT PROCESS  

Kick of Meeting  

In Management structure is divided into Divisions, Regions & Departments.  Each division
will be represented by Division head and each region has their own  Regional Head &
Departmental Heads. Whenever a project comes the COC – Chief  Operating Committee
under the Chairman ship of Exe. Director sits and discuss the  project cost analysis and about
the man – power. Then Group Head – HR &Admn  will receive the requisition form the
Heads with an approval from Exe. Director.  

Manpower Requisition  
The Group Head receives the manpower requisition in a  formal method through mail or any
other communication like telephone or inter operator communication from different Region
Heads or Department Heads. As  YINDU TEXTILES deals with different kind of CIVIL
Projects. It is situated all over  with regional offices in different locations including all metro
and semi-metropolitan  cities. This particular task is been distributed to the recruiting team
by the GM - HR.  

1. Each department to raise manpower requisition in terms of profile, skills,

functions  and responsibilities as per Manpower Requisition Form.  

2. Manpower requisition should be raised by department head. Site Head will

forward  with his comments to Regional/Functional Head for authorization.  

3. HR department will forward the same with its remarks to the Executive Director
for  approval.  

4. HR department will keep the requesting department informed about the status
of  approval within a week from the date of the indent.  

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5. Approved, search for Manpower will commence, else HR department will send
a  note to the indenting department explaining the reasons for rejection

SELECTION PROCESS  

Resume Sourcing  

In RGTD, the Recruiting team uses different methods to fill the requirement. 

The methods are as follows  

• Browsing of Job Portals  

• Using the database  
• Campus Recruitment  
• Walk-In interview  
• Job Posting in internet  
• Internal and External Reference  
• Newspaper advertisement  
• Placement Agencies  

Job Portals  

Job Websites are a good source of recruitment. Prospective job seekers register 
themselves with these websites and offer their resumes online. Employers make use 
of these websites to reach suitable jobseekers.  

In the Recruiting team can collect the profiles of the candidate through the 
job portals like Naukri, Monster Etc. They browse the resumes according to the 
requirement given by the head.  

Campus Recruitment  

One of the best sources to fill the candidates is Campus  Placement. This is a
favorable choice for most organizations that are looking for  fresh talent. Company
Heads approach colleges, universities and conduct campus  interviews. Training is
provided to the prospective candidates during vacations to  give them background

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knowledge. HR Team covered different location such as  Andhra Pradesh Region,
Kolkata, Tamilnadu, Kerala, and Maharashtra recruited  fresher’s from Diploma, B.E,
ITI (Technical Trades) and M.B.A fresher for their  accounts and marketing
department 

Walk-ins  

The most common and least expensive approach for candidates is direct 

applications. Direct applications can also provide a pool of employees to meet future 

needs. These are particularly effective in filling entry-level and unskilled vacancies.  

Newspaper Advertisements  

The popular method of seeking recruits prefers advertisements because of their wide 

reach. In the advertisements they describe the job and benefits, identify the employer, 

and tell those who are interested and how to apply. They are the most form of 

employment advertising.  

Resume Screening  

After collecting the profiles through various sources the team will separate the 

resumes according to the job profile of the candidates. They separate the profiles 

department wise like Buildings, Water, Power, Transportation, and Oil & Gas. Again 

they screen the resumes according to the experience & region etc.  

Short Listing  

After screening the profiles, the profile will be forward to the concerned 

department, in YINDU TEXTILES after Screening resumes, they shortlist the 

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 resumes according to the manpower requirement sheet given by the head of the HR 

they shortlist the resumes accordingly to required fields to check them technically. 

The particular department shortlist and will return the profiles to HR department. On 

the same day they fill the date and time with a technical person to conduct interviews. 

Sending Call Letters:  After short listing the resumes the HR executives make a

call to the interested  candidate to attend the interview. Also, they inform the candidates

through mail about  the date and time of interview.  

Interview Process : There are two rounds in interviews process. They are  Technical

round Personal round  The panel consists of technical person and HR person. After

completion of  interview, if the candidate is technically suitable, they have to face the HR

round. If  the candidate passes in HR round then there would be salary negotiation. When

the  candidates is attending to the interview they have to fill the  

③ Interview Evaluation Form (with proper comments of HOD)  

③ Standard Application Form (with photo attached)  

③ Latest copy of Resume  
③ Latest salary slip  
③ Experience certificates (latest to last)  
③ Educational certificates (descending order)  
Standard Application Form  
The Standard Application form would have the contents like general details of 
the candidate, family details, and other qualification and work experience details, 
where it must be filled only by the particular applicants.  

Evaluation Form  

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 Evaluation form is attached to the standard application form. In the evaluation 
form, the interviewer will evaluate the candidate in different aspects like 
Communication Skills, Self-expression, Analytical ability, Quality of Experience etc. 
of the candidate in the evaluation form.  

Compensation  

According to Company Salary Structure, depending upon previous  employment

and work knowledge of the candidate they offer Grade and Salary, and 

 
negotiate with the candidate. If the candidate accepts the offer, they will issue 
Appointment letter or Offer letter which is signed with the Group Head-HR. At the 
same time salary structure offered to the candidate would be explained in detail to the 
candidates.  

Issue of Appointment Letter  

After fixation of Compensation, they issue the Appointment Letter. All other 
norms like probation period or training period (if applicable), gross salary, 
designation, place of posting and name and designation of the person to whom the 
candidate has to report etc., are mentioned clearly in the Appointment.  

Letter of Appointment  

The appointment letter will be signed by the General Manager of HR 

Department

Job Description  

On appointment, an employee shall be given a job description. Each member of staff 

is expected to devote their time and attention to their work and the work should be
the  growth of the company.  

Probation  

The appointment order they specify the probation period of  employees for six
months. After six months, they do appraisal, if the candidate  performed well then
they will become regular in the company. If they do not perform  well, training would
be extended.  

Open Personal File  

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 Once the candidates accept of an appointment, the new staff member is
required  to complete the employee personal form. The employee should fill in the
form,  dependents, spouse and children. Employee should attach the Educational 
Certificates, Experience certificates, Salary slips, if any changes in personal status 
shall be reported promptly to the Human Resources Officer by completing a fresh 
Personal Data Form. Staff records and related correspondence shall be treated 
confidentially at all times. 

JOINING FORMALITIES:  

Objective  

This policy is to ensure that all joining formalities are completed when a  new person joins
with the company.  
VERFICATION OF CERTIFICATES  

1) HR Department shall verify the following original documents and collect the 

relevant Photostat copies at the time of joining.  

③ Date of birth certificate  

③ Academic and Professional qualifications  

③ Experience and Service certificate  

③ Relieving certificate from previous employer  

③ Last pay slip  

③ PAN Number  

③ Salary details of the previous employment  

③ Minimum 4 No. Passport size photographs  

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2). All new entrants shall fill up the following documents at the time of

joining.

  ③ Joining report  

③ Membership forms of EPF, ESI, Gratuity and Superannuation Scheme

③ Nominations of GPAI, Group General Insurance and Mediclaim etc., 

③ Personal declaration forms  

③ Application form to open bank account  

③ Confidentiality Letter of Pledge for the cadres G3 and above 

Induction Procedure  

Objectives  

1. To make the new employee feel at ease with the workplace  

2. To know about the formal and informal norms in the company 

3. To know about the dos and don’ts in the company  

4. To know the flow of activities in each department, familiarize with the 

employees and overall view of the organization.  

EMPLOYEE PLACEMENT  

After induction procedure the employee can be placed on a particular position. 

Then the employee’s duty can be started. By the placing of the candidate, the 
Recruitment and Selection process ends.  

RECRUITMENT NEEDS ARE OF THREE TYPES  

Planned  

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 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. 

PURPOSES AND IMPORTANCE  

③ Determine the present and future requirements of the firm in conjunction with 
its personnel-planning and job-analysis activities.  
Begin identifying and preparing potential job applicants who will be
appropriate  candidates. 
③ Increase organizational and individual effectiveness in the short term and long 
term.  
③ Increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.  
③ Evaluate the effectiveness of various recruiting techniques and sources for all 
types of job applicants.  
③ Increase the pool of job candidates at minimum cost.  

OBJECTIVES OF RECRUITMENT  

③ To attract people with multi-dimensional skills and experience that suits the 
present and future organizational skills.  
③ To induct outsiders with a new perspective to lead the company. 
③ To induce fresh blood at all levels of the organization.  
③ To develop an organizational culture that attracts competent people to the 
company.  
③ To search or head hunt people whose skills fit the company’s values. 
③ To devise methodologies for assessing psychological traits.  
③ To seek out non-conventional development grounds of talent
,  ③ To search for talent globally and no just within the company.

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  ③ To design entry pay that competent on quality but not quantum.
  ③ To anticipate and find people for positions that does not exist yet.  

Sub-systems of Recruitment  

The recruitment consists of the following sub-functions  

1. Finding out and developing the sources where the required number and kind of 
employees will be available.  
2. Developing suitable technique to attract the desirable candidates. Employing 
The techniques to attract candidates.  

3. Stimulating as many candidates as possible and encouraging them to apply for 

jobs irrespective of number of candidates required.  
Management has to attract more candidates in order to increase selection ratio
in  order to select the most suitable candidates out of the total candidates.
Recruitment is positive as it aims increasing the number of applicants and selection
is somewhat  negative as it selects the suitable candidates in which process the
unsuitable are  automatically eliminated
. Though, the function of recruitment seems to be easy, a  number of factors
make performance of recruitment a complex one. Recruiting the  wrong kind of
people can become a serious issue for any company. A defined  recruitment process
needs to be followed to ensure that the right person reaches the  right place. A
general recruitment process involves Identifying vacancies, prepare job  description
and person specification, advertising, managing the response, short-listing, 
arranging interviews, conducting interviews, decision making, convey the decision 
and appointment action.
This means that a lot of time and resources have to be  investigated. Interviews
are an important and a crucial part of recruitment process.  The person taking the
interview of the candidate has to be well prepared in advance.  Concerns like the
location of the interview, the time table, the structure of the  question strategy, style
of taking the interview needs to be decided beforehand so that  nothing is left
ambiguous in.
A general recruitment process may include a written test  to judge particular
skills of a candidate. In this case, the test should be prepared  carefully, not deviating
from the subject. A lot can be judged about the candidate from  his CV. A proper
presentation of his CV in an organized and refined manner speaks a  lot about the
individual. His mindset and attitude can be judged according to his CV.  

There are a few things that need to be kept in mind during the recruitment  process.
Until the final decision about a certain candidate is taken, it is important to  keep in
regular touch with the candidate. The decision making process should not take  very
long to avoid the candidate from taking up some other opportunity. A candidate 
should be duly informed once the decision is taken. He should be told the complete 

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 process of his appointment clearly with details of all the documents that he needs to 
submit.

A record file should be maintained of the candidate for any future reference.  The
recruitment process must be robust and justifiable and should stand up to external 
scrutiny. Only a good recruitment agency with good understanding can perform the 
same with a good understanding. 

 
SOURCES OF RECRUITMENT  

There are several sources and they may be broadly classified into two

types.  1) Internal sources  

2) External source  

INTERNAL RECRUITMENT  

Present Employee  

Promotions and transfers from among the present employees can be a good  source
of recruitment. Promotion to higher positions has several advantages. They are  

i) It is good public relations  

ii) It builds morale  
iii) It encourages competent individuals who are ambitious  
iv) It is cheaper than going outside to recruit  
Promotion can be dysfunctional to the firm a advantage of hiring 
outsiders who may be better qualified and skilled is denied. Promotion also results in 
inbreeding which is not good for the organization. Promotion, to be effective, 
requires using job posting, personal records and skill banks. Job posting means 
notifying vacant positions by posting notices, circulating publications or announcing 

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at staff meetings and inviting employees to apply. Personnel records are also useful 
to effect promotions. Examining personal records may help discover employee who 
are below their educational qualifications or skill levels.  

Employee referrals  

This can be good source of internal recruitment. Employees can develop good 
prospectus for their families and friends by acquainting them with the advantages of a 
job with the company. When employees recommend successful referrals, they are 
paid monetary incentives which are called “finder’s fees”. 

Former employees:  

Former employees are also an internal source of applicants. Some retired 

persons employees may be willing to come back to work on a part-time basis or may 
recommend someone who would be interested in working for the company. 
Sometime, are willing to come back and work. An advantage of this source is that the 
performance of these people is already known.  

Previous applicants :Although not truly internal sources, those who have previously
applied for jobs can be  contracted by mail, a quick and inexpensive way to fill an
unexpected opening.  

EXTERNAL SOURCES  

Professional or Trade associations  

Many associations provide placement for their members. These services may 
consist of compiling job seekers, lists and providing access to member’s regional or 
national conventions. Professional or Trade associations are particularly useful for 
attracting highly educated, experienced or skilled personnel. Another advantage of 
these sources is that recruiters can zero in on specific job seekers, especially for hard 
to-fill technical posts.  

Advertisements  

Advertising in newspapers and periodicals is one of the most important 

methods of recruitment today. This is specially so in case of recruitment of 
management and technical personnel. The company needing advertisers details about 
requirement, salary, perquisites , duties and responsibilities etc. the advantage of 
advertising is that all details about the job can be given I advertisement to allow self 

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 screening by the prospective candidates. Advertisement gives the management a 
wider range of candidates from which to choose. Its disadvantage of applicant’s 
whole screening cots may be quite heavy.
Employment Exchange  
Employment exchanges have been set up all over the country in deference to  the
provisions of the employment exchange act 1959. The major functions of the 
exchanges are to increase the pool of possible applicants and to do preliminary 
screening. Thus, employment exchanges act as a link between the employers and the 
prospective employees. These offices are particularly useful in recruiting blue-collar, 
white-collar, and technical workers.  
Campus recruitment  
Colleges, universities, research laboratories, sports fields and institutes are  fertile
ground for recruiters, particularly the institutes. Four reasons can be given to  explain
this trend.  
First: -Changes in the economic front have thrown open new opportunities in the 
home country.  

Second: - Quality of life in India has improved considerably.  

Third: - It is becoming highly difficult for foreign students to secure work permits in  the
US.  

Fourth: - Sentiment and love for the mother country compels them to return India.  Campus
recruitment is often an expensive process, even if the recruiting  process eventually produces
job offers and acceptances.  

Consultants  

Consultants are useful in as much as they have nation-wide contacts and lend 
professional to the hiring process. They also keep prospective employer and the 
employee anonymous.  

Contractors  

Contractors are used to recruit causal workers. The names of the workers are 
not entered in the company records and to this extent, difficulties experienced in 
maintaining permanent workers are avoided. 

Radio and television  

Radio and television are used but sparingly, and that too, by government  departments
only. Companies in the private sector are hesitant to use the media  because of high costs.
Radio and television can be used to reach certain types of job  applicants such as skilled
workers.  

E-recruiting  

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Perhaps no method has ever had revolutionary an effect on recruitment  practices as the
internet. There are respective company websites devoted in some  manner to job-posting
activities. Currently, employers can electronically screen  candidates soft attributes, direct
potential hires to a special website for online skill  assessment, conduct background
checks over the internet, interview candidates via  videoconferencing, and manage the
entire process with web-based software.  Companies benefit immensely through cost
savings, speed enhancement and extend  worldwide candidate reach which the internet
offers.  

FACTORS AFFECTING RECRUITMENT  

Both internal and external factors affect recruitment. The external factors include 
political, legal requirement and government policies, social factors, information 
systems etc. The internal factors include the company’s pay package including salary, 
fringe benefits and incentives, quality of work life, organizational culture, career 
planning and growth opportunities, size of the company, company’s product/services 
geographical spreadof the company’s operations viz., local, national or global, 
company’s growth rate, Role of Trade Unions and cost of recruitment.  

Functions of Recruitment  

Performing the function of recruitment, increasing the ratio is not as easy as it 
seems to be. This is because of the hurdles created by the internal factors and external 
factors which influence an organization. The first activity of recruitment i.e.
searching  for prospective employees is affected by many factors like Organizations
policy  regarding filling up of certain percentage vacancies by internal candidates.  

1. Local candidates 

2. Influence of trade unions  

3. Government regulations regarding reservations of certain number of 
vacancies to candidates based on community/region/caste/sex;  
4. Influence of recommendations, nepotism etc. As such, the management is not 
free to find out or develop the source of desirable candidates and  alternatively it
has to divert its energies for developing the sources within the  limits of those
factors thought it cannot find suitable candidates for the jobs.  
FACTORS AFFECTED BY RECRUITMENT  

It is also affected by internal factors like  

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 1. Working conditions  
2. promotional opportunities  
3. salary levels, type and extent of benefits;  
4. other personnel policies and practices;  
5. image of the organization  
6. Ability and skill of the management to stimulate the candidates 
It is also affected by external factors like:  
1. Personnel policies and practices of various organizations regarding
working  conditions, salary, benefits, promotional opportunities, employee
relations 
2. Career opportunities in other organizations  
3. Government regulations.  

SELECTION  

“Selection is the process of differentiating between applicants in order to

identify  those with a greater likelihood of success in a job”. The selection procedure
is  concerned with securing relevant information about an applicant this information
is  secured in a number of steps or stages. The objective of selection process is to 
determine whether an applicant meets the qualifications for a specific job and to 
choose the applicant who is most likely to perform well in that job.  

The selection procedure is the system of functions and devices adopted in a 

given company to ascertain whether the candidate's specifications are matched with 
the job specifications and requirements or not. The selection procedure cannot be 
effective until and unless: 

Selection Test  

Job seekers who pass the screening and the preliminary interview are called 
for tests. Different types of test mat be administered, depending on the job and the 
company.  

Ability tests or Achievement tests assist in determining how well an individual

can  perform tasks related to the job.  

Aptitude tests help determining a person’s potential to learn in a given area.  

Personality tests are given to measure a prospective employee’s motivation

to  function in a particular environment.  

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Interest tests are used to measure an individual’s activity preferences. These tests
are  particularly useful for students considering many careers or employees deciding
upon  career changes.  

Graphology test is a test that seeks to predict success or failure through one’s 
handwriting. It’s vastly used in the U.S but is yet to make its presence felt in
India.  

Medical test reveal physical fitness of a candidate.  

Employment Interview:  

An interview is conducted at the beginning of the selection process. Interview is 

a formal, in-depth conversation conducted to evaluate the applicant’s acceptability. It 
is considered to be an excellent selection device. Interview can be adapted to 
unskilled, skilled, managerial and professional employees. It allows a two-way 
exchange of information, the interviewers learn about the applicant, and the applicant 
learns about the employer.  

The employment interview can be  

i) one-to-one  
ii) Sequential  
iii) Panel  

In the one-to-one interview, there are only two participants- the interviewer and
the  interviewee. The sequential interview takes the one-to-one a step further and
involves  a series of interviews, usually utilizing the strength and knowledge-base
of each  interview can ask questions in relation to subject area of each candidate.  

The panel interview consists of two or more interviewers and the figure
may  go up to as many. It is less intimate and more formal than the one-to-one, but if  
handled and organized well, it can provide a wealth of information.  

Reference and Background Checks:  

Many employers request names, addresses, and telephone numbers or 

references for the purpose of verifying information and, perhaps, gaining additional 
background information on an applicant.  

Selection Decision: If a candidate successfully overcomes all the obstacles or tests 

given above he would be declared selected. An appointment letter will be given to 
him/her mentioning the terms of employment, pay scales, post on which selected etc.  

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 Steps in the selection procedure are not rigid. They may vary from
one  organization from another or in the same organization from job to
job.  

Physical Examination:  

Candidates who have crossed the above hurdles are required to go for the 
medical examination. This is very important because a person of poor health cannot 
work completely and the investment in him may go waste. So it is essential. 

      Job offer  

Job offer is made through letter of appointment. Such a letter generally contains a 
date by which the appointee must report on duty. The appointment must be given a 
reasonable time for reporting. It is necessary when he or she is already employment, 
in which case the appointee is required to obtain a relieving certificate from the 
previous employer.

    

Contracts of Employment  

After job offer has been made and the candidates accept the offer, certain 
documents need to be executed by the employer and the candidate. One document is 
the Attestation form. This form contains certain vital details about the candidate 
which are authenticated and attested. It is valid for future reference.  

Multi-dimensional testing  

However, the need for multi-skills is being felt be most of the companies 
consequent upon globalization, competitiveness and the consequent customer
centered strategies. Organization have to develop multi-dimensional testing in order 
to find out whether the candidates possess a variety of skills or not, candidates ability 
to integrate the multi-skills and potentiality to apply them based on situational and 
functional requirement.  

Factors Affecting Selection Decision  

The goal of selection is to sort out or eliminate those judged unqualified to 
meet the job and organizational requirements, whereas the goal of recruitment is to 
create a large pool of persons available and willing to work. Thus, it is said that 

recruitment tends to be positive while selection tends to be somewhat

negative. A  number of factors affect the selection decisions of candidates. The
important among  them are:  

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a) Profile matching: Possible care is taken to match the candidate's bio-data with
the  job specifications.  

b) Organizational and social  

Environment some candidates, who are eminently suitable for the job, may
fall  as successful employees due to varying organizational and social environment.
Hence,  candidates' specifications must match with not only job specifications but also
with  organizational and social environment requirements

c) Successive hurdles  

In this method hurdles are created at every stage of selection process. Therefore, 
applicants must successfully pass every screening device in case of successive 
hurdles.  

d) Multiple correlations  

It is based on the assumption that a deficiency in one factor can be counter

balanced by an excess amount of another. Each of these steps represents a decision 
point requiring some affirmative feedback for the process to continue. Each step in 
the process seeks to expand the organization’s knowledge about the applicant’s 
background, abilities & motivation increases the information from which decision 
makers will make their predictions and final choice  

RECRUITMENT IS DISTINCT FROM EMPLOYMENT AND SELECTION  

Once the required number and kind of human are determined, the
management  has to find the places where required human resources are will be
available and also  find the means of attracting them towards the organization on
before selecting suitable  candidates for jobs. All this process is generally known as
recruitment. Some people  use the term ‘recruitment’ for employment. These two are
not one and the same  recruitment is only one of the steps in the entire employment
process. Some others  use the term recruitment for selection. These two terms are not
one and the same  either.  

Technically speaking the function of recruitment precedes the selection 

function and it includes only findings, developing the sources of prospective 
employees and attracting them to apply for jobs in an organization, whereas the 
selection is the process of finding out the most suitable candidate to the job out of the 
candidates attracted. Formal definition of recruitment would give clear cut idea about 
the function of recruitment. Recruitment is defined as, “a process to discover the 
sources of manpower to meet the requirements of the staffing schedule and to employ 
effective measures for attracting that manpower in adequate numbers to facilitate 
effective selection of an efficient workforce”.

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 Regulatory framework of recruitment & selection:
As recruitment and selection is very important part for any organisation, there
will be a lot of legislation that every company will need to comply of. This is to
ensure that the process is fair and that everyone can have equal access to job
vacancies. They are quite a number of legislation that involves recruitment around the
UK.

Some of the legislations are also governed by the EU (European Union) as the
UK is part of the EU. Some of the main pieces of legislation that are currently
affecting the UK as part of the EU are briefly outlined here. All these laws will
change all the time and all the organisations will need to be aware of the latest
changes that include the effect on recruitment and selection.

Sex Discrimination Act 1995/97 This act means that all men and women are
treated equally. The people must not be discriminated against because of their marital
status, sex, or even if they had their gender reassigned. Indirect and direction
discrimination are both unlawful in the Sex Discrimination Acts. This act applies to
direct and indirect discriminations. For this act, direct discrimination means a less
qualified man could be given a job over a more qualified woman.

Indirect discrimination means when a job has requirements that one sex is
unable to perform like the person must be six feet tall. Very few women are this tall.
Sometimes jobs do not have to comply with this act if they are performed by a
particular sex like a youth worker specialising in helping young women may have to

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be a female. If a group is underrepresented, positive steps can be made to encourage
that particular group such as offering free management courses to women in particular
organisation because there were not...

REVIEW OF LITERATURE:

Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and jones et al. (2006) human resource

management

theories emphasize on techniques of recruitment and selection and outline the

benefits of interviews, assessment and psychometric examination as employee
– selection process. They further stated that recruitment process may be
internal or external or may also be conducted online.

Successful recruitment techniques involve an incisive analysis of the job, the

labour

market scenario/conditions and interviews and psychometric tests in order to

find out the potentialities of job seekers.

Alan price(2007):

Price (2007), in his work human resource management in a business context

formally defines recruitment and selection as the process of retrieving and
attracting able applications for the purpose of employment. He states that the
process of recruitment is not a simple selection process, while it needs

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management decision making and brought planning in order to appoint the
most appropriate man power.

Slizer et Al.(2010):

However, the process of recruitment does not cease with application of

candidature and selection of the appropriate candidature, but involves
sustaining and retaining the employees that are selected, as stated by silzer.

The Experts say on HRM Today

“Companies cannot promise their people lifetime employment. Global

competition is too fierce and economic cycles too frequent for any such
guarantees. But they can promise their people every chance for employability
– skills that will make them more attractive if they are forced to part ways.” –
Jack Welch

“To manage people well, companies should ... Elevate HR to a position of

power and primacy in the organization, and make sure HR people have the
special

qualities to help managers build leaders and careers.” – Jack Welch

HRM-SWOT-ANALYSIS

STRENGTHS

Young, Dynamic and qualified team.

Having varied back ground and versatile experience.

No financial constrains for development activities.

Management encourages professionalism activities and change.

Excellent brand image.

High emphasis on training and development.

Working environment is quite congenial.

Encourages creativity and team work

Free to Participate in Decision Making.

People are empowered.

WEAKNESSES

No learning center and library.

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 Less focus on business orientation.

Inadequate focus on business learning.

Less focus on communication.

Rationalization of compensation

OPPORTUNITIES

Develop Talent and creativity.

Create role models and change agents.

Visualize people problems with human face.

To plan for employee retention policies and strategies.

Standardize integrated performance management system.

To improve communication.

To inculcate positive work culture.

To promote career planning and succession planning.

THREATS

Difficult to source with core competencies.

Erosion of existing talents.

Less focus on mentor management.

Inadequate focus on employee orientation.

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 FINDINGS & SUGGESTIONS

Findings:

1) Recruitment sources the characteristics of applicants attracted.

2) Recruitment materials have a more positive impact if they contain more specific information.
3) Organization image influence applicants initial reactions to employers.
4) Applicants with a greater number of job opportunities are more attentive to and more
influenced by early recruitment activities.
5) Recruiter demographics have a relatively small effect on applicants attraction to the
organizations
6) Realistic job previews (e.g. brochures, videos group discussions that highlight both the
advantages and the disadvantages of the job) reduce subsequent turnover.
7) Applicants will infer job and organizational information based on the organizational image
projected and their early interactions with the organizations if the information is not clearly
provided by the organizations.
8) Recruiter warmth has a large and positive effect on applicant’s decisions to accept a job.
9) Applicants beliefs is a good fit between their values and the organizations influence their job
choice decisions.

Practical Applications:

1) Use sources such as referrals (e.g. from current employees) that yield applicants less likely to
turnover and more likely to be better performers
2) Provide applicants with information on aspects of the job that are important to them, such as
salary, location, and diversity.
3) Ensure all communications regarding an organization provide a positive message regarding
the corporate image and the attractiveness of the organization as a place to work.
4) Ensure initial recruitment activities (e.g. Web site, brochure, on-campus recruiting) are as
attractive to candidates as later activities.
5) Worry less about matching recruiter / applicant demographics and more about the content of
recruiting messages and the organization’s overall image in terms of diversity.
6) Provide applicants with a realistic picture of the job and organization, not just the positives.

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7) Provide clear, specific and complete information in recruitment materials so that applicants do
not make erroneous inferences about the nature of the job or the organization as an employer.
8) Individuals who have contact with applicants be chosen for their interpersonal skills.
9) Provide is like so that they can make accurate fit assessments

CONCLUSION:

An effective recruitment and selection process reduces turnover, we also get much better
resultsin our recruitment process if we advertise specific criteria that are relevant to the job.
Include allnecessary skills, and include a list of desired skills that are not necessary but that
would enhancethe candidate's chances. If we fail to do this, we might end up with a low-quality
pool ofcandidates and wind up with limited choices to fill the open position. When we choose
acandidate based upon the qualifications demonstrated in the resume, the interview,
employmenthistory and background check, we will land the best fit for the position. Based on
our decisionsabout a specific candidate upon specific evidence rather than any gut instincts. If
we hire peoplewho can do the job instead of people we merely like, we will have higher
productivity andquality in our products or services. (Kevin Johnston 2017)

The recruitment and selection process is the time we not only identify a candidate
who has theexperience and aptitude to do the job that we are looking to fill, but also to find
someone whoshares and endorses our company’s core values. The candidate will need to fit in
well within ourcompany’s culture. The selection and recruitment process should provide our
company with anemployee who adapts and works well with others in our business. Failure to
recruit and select forthe long term can result in high turnover. (Kevin Johnston 2017)

Besides, selection function provides a vital opportunity for us to focus on what

candidates canoffer our company. It is important to select carefully, either by using our own
judgment or byenlisting the help of managers we trust. The interviewer must know what the job
is and what willbe required for a new hire to perform well. The interview process also allows us
the opportunityto express our company’s vision, goals and needs. Last but not least, It is vital
that the interviewelicits responses from applicants that can be measured against our expectations
for the position.If we don’t use the interview to effectively eliminate applicants who don’t fit into
the companyculture, we might end up dealing with turnover, confusion and disgruntled
employees.

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