Research methodology

Definition of research- Research is defined as the creation

of new knowledge and/or the use of existing knowledge in a
new and creative way so as to generate new concepts,
methodologies and understandings. This definition of
research encompasses pure and strategic, basic research,
applied research and experimental development.
Research may be very broadly defined as systematic
gathering of data and information and its analysis for
advancement of knowledge in any subject. Research attempts
to find answer intellectual and practical questions through
application of systematic methods. It is a careful investigation
or inquiry specifically through search for new facts in any
branch of knowledge.  Research can simply be defined a task
of searching from available data to modify a certain result or
theory.
Objectives of research
 Research is carefully recorded and reported.
 Research activities are characterised by carefully
designed procedures.
 Research involves collecting new data from primary
sources or using existing data for a new purpose.
 Research is based upon empirical evidence.
 Research requires skills necessary to carry out
investigation, search the related literature and to
understand and analysed the data gathered.
  Research helps in formulate and calculate the data to
bring out the conclusion.
 Research demands accurate observation and description.
Recruitment
Definition
According to DeCenzo and Robbins, “Recruitment is a
process of discovering potential candidates for actual or
anticipated organisational vacancies. Or from another
perspective, it is a linking activity bringing together those
with jobs to fill and those seeking jobs.”
According to Plumbley, “Recruitment is a matching process
and the capacities and inclinations of the candidates have to
be matched against the demand and rewards inherent in a
given job or career pattern.”
Meaning
Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the
organisation. When more persons apply for jobs then there
will be a scope for recruiting better persons. The job seekers
too, on the other hand, are in search of organisation offering
them employment. Recruitment is a linkage activity bringing
together those with jobs and seeking jobs.
sources of recruitment
when the organisation plans for the recruiting process, then
the first thing is to consider the required number of applicants
that should be recruited. There are some possibilities that
some applications would not be accepted which may not be
qualified enough. So it is important to recruit higher number
of applicants than expected to hire.
The organisations have two options to fill the vacant posts of
the upper level management by either hiring employees from
outside of the organisation or by promoting the existing lower
level employees.
There are two sources of recruitment i.e. internal and external
recruitment.
Internal recruitment
When there come job vacancies in the organisation, the first
priority that an organisation focus is replacement from
internal environment of the organisation. The existing
employees think they should be prepared first for the vacant
positions in the company as they already serving the the
company with potential and commitment. It also becomes
easy for the HR as they have access to the records of the
existing employees and can select them according to their
capabilities.
Some of the main forms of internal recruitment are:
 Promotion from within: Many organisation prefer to
promote their entry level employees to the higher level
positions. The performance appraisal are reviewed for
the purpose of identifying the employees that have
potential and desire to be promoted.
 job posting: Under job posting, the organisation informs
its employees about the new job opening through
publications, bulletins and personal letters.
  Contacts and referrals: The organisation supports its
existing employees to attract the application of their
friends and relatives for the vacant posts. In this way the
employees refer their associates and friends to apply for
the post which is much cost effective and quick process
of recruitment.
 Demotion: depending on the performance of the
employees of the organisations, sometimes managers
have to take decisions regarding lowering the positions
of few employees of the organisation.
 Retired employees: If the organisation do not find the
right persons to fulfil the key managerial positions then
they call back the retired employees for achieving the
objectives.
 Transfer: Transfer refers to the process of interchanging
from one job to another without changing in the rank and
responsibilities. It can also be the shifting of employees
from one department to another department or from one
location to another location.
External Recruitment
The organisation is concerned with the external recruitment in
order to fill low level post, acquire different backgrounds
employees with unique ideas and obtaining of required skills
that existing employees do not possessed.
Sources of the external recruitment:
 Advertisements: To find the skill and more efficient
manpower giving advertisements for the vacant job
position is the better way. It is cheaper than approaching
third parties.
  Job portals: with the growing technology and internet
usage, job portals can inform up to date job alerts to the
candidates and offer attractive benefits and packages to
the employers.
 College and campus interviews: Every year students
with new skills and ideas graduated from different
colleges and streams are recruited which is beneficial for
both candidates and companies.
 Placement agencies: Placement agencies reduces the
time and efforts to find the right candidates from the pool
of skilled candidates. The main drawback of this method
is commission basis on hiring the candidates.

Selection
Definition:
According to David and Robbins, “Selection process is a
managerial decision-making process as to predict which job
applicants will be successful if hired.”
According to R.M.Hodgetts, “Selection is the process in
which an enterprise chooses the applicants who best meet the
criteria for the available positions.”
Meaning:
Selection means choosing a few from those who apply. It is
picking up of applicants or candidates with requisites
qualification and qualities to fill jobs in the organisation. It is
the process of choosing the most suitable candidates from
those who apply for jobs to desired candidates.
Recruitment and selection process:
 1.job vacancy

8.employee
2.job analysis
evaluation

7induction and 3.attracting

training candidates

6.selecting and
4.screening
appointing
applications
candidates

5.interviewing
candidates

Challenges faced by HR
 Lack of qualified employees
 Attracting the right job candidates is the greatest
challenge for HR managers. They have to waste their
precious time
 Inefficient talent sourcing- HR professionals spends
countless hours and invest a lot of effort trying to find
them, but with poor results.
 Not having enough resources
 Finding workers who fit the company culture.
 Fetching right candidates at right time.
 FACTOR ANALYSIS

1.Recruitment procedures followed by the companies.

recruitment precodure

35% centralised
decentralised

65%

Table 1: recruitment procedures

Interpretation:
Every company have their own procedures of recruiting
employees considering company’s capacity and financial
capability.
According to the above information centralised procedure is
most preferred than decentralised i.e 65% are in favors of
centralised than 35% in decentralised.
In centralised procedure cost of recruiting per employee is far
less than decentralised procedure. That’s why HR department
of Rajesh Exports consider centralised procedure.

2. Recruitment Sources

PERCENTAGE
INTERNAL RECRUITMENT EXTERNAL RECRUITMENT
E-RECRUITING

15%

25%
60%

Table 2: recruitment sources

Interpretation:
Each company have their own methods of recruiting
employees which are both favourable for the employees and
the organisations. Recruitment are either done by internally or
by externally otherwise by both procedure and including E-
recruiting. Internal recruitment is a process where employees
are recruited within the organisation whereas external
recruitment is done using outside resources. E- recruiting is
done by uploading information on the internet with some
applied conditions (which can also be called external
recruitment).
The above pie chart shows that 60% of the respondents or
employees of Rajesh exports are in favour of internal
recruitment and the rest 25% are in favour of external
recruitment and 15% are in favour of E- recruitng. That means
mostly employees consider internally recruiting than the
externally recruitment. As it also create sense of security
among existed employees and it also cut the additional
expenses for externally recruiting.
3. E-recruitment (key drivers of e-recruitment)

key drivers of E-recruitment

50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
reduced recruitment cost increase the speed of employee better tool for improving the corporate
time recruitment team image and profile

key drivers of E-recruitment

Table 3. key drivers of e- recruitment

Interpretation:
Improvement of the corporate image and company profile is
the most preferred key driver of E-recruitment with 46%. And
the least preferred key driver is the increase speed of time
with 14%. As e-recruitment eases or reduces the time
consumes on recruiting process. As the Rajesh Exports wholly
doesn’t depended on e- recruiting as it also be considered as a
part of external recruitment.

4. Factors affecting recruiting policies.

Chart Title

rank 5

rank 4

rank 3

rank 2

rank 1

0% 10% 20% 30% 40% 50% 60% 70%

recruitment cost and financial implications organisational need

preferred recruitment source personnel policies
organisational goals

Table 4: Factors affecting recruiting policies

Interpretation:
In every company, there are some factors which affects the
recruiting policies. the most preferred factor affecting
recruitment policies are organisational need followed by the
organisational goals, recruitment costs, recruitment source and
personnel policies. Every factors have their own weight in
formulating the recruitment policies. Rajesh Exports found
that organisational need should have the first priority in
formulating recruitment policies.

5. Total number of employees

number of employees
135000

130000

125000

120000

115000

110000
2017 2018 2019

number of employees

Table 5: total number of employees

Interpretation:
The above bar graph shows the total number of employees of
Rajesh Exports from the year 2017 to the year 2019.the
maximum number of employees are in the year of 2017
i.e.132800 and the lowest number of employees is in the year
of 2018 i.e. 119700.
The fluctuation of the population of employees is because of
the need and requirements of the company. It also depends on
the HR policies of the company which change every year.

6. Number of recruitment in different department

(manpower supply covering)

Chart Title
350%

300%

250%

200%

150%

100%

50%

0%
2017 2018 2019

sales product marketing designing finance

Table 6: Number of recruitment

Interpretation:
The above data shows the number of recruitments made by
the company in different departments of the organisation from
year 2017 to the year 2019. As the requirement of the
employees in respective fields fluctuates every year. In 2017
the company invested more in finance department following
by sales, marketing, product and designing. In 2018, the
company invested more in designing and finance following by
sales, marketing and product. In 2019, the company invested
more in marketing and finance followed by sales and product
designing.
7.Employees about the awareness of Recruitment and
selection of the company.

employees about the awareness of recruitment and selection

process
completely partially yes parially partially no not at all

20%

40%

20%

20%

Interpretation
From the above graph 40% of the employees are completely
aware, 20% are partially yes, 20% are partially, 20% re
partially no are aware of the recruitment and selection of the
company. Majority of them have complete awareness about
recruitment of the company. So it is necessary to ensure the
recruitment awareness to all job seekers for the effective and
efficient employees.
8. Bases for selection

bases for selection

experience both academic

13%

26%

61%

Interpretation
From the above graph it was found that both experience and
academic are considered during the selection process.
However, experienced people are given more consideration
rather than freshers.