A STUDY ON

RECRUITMENT & SELECTION

(A STUDY WITH REFERENCE TO DASPALLA HOTELS, VISAKHAPATNAM)

A Project report submitted to Andhra University, Visakhapatnam

in partial fulfillment of the Degree of

Bachelor of Business Administration

Submitted by
T. PAVAN KUMAR
Regd No: 116131607080
ACADEMIC YEAR:2016-2019

Under the guidance of

Mrs. GURKIRAN MAKKAR
M.Sc , MBA , B.Ed
DEPARTMENT OF MANAGEMENT STUDIES

PRISM DEGREE & P.G. COLLEGE

(AFFILIATED TO ANDHRA UNIVERSITY)

VISAKHAPATNAM

1
 CERTIFICATE

This is to certify that the project report titled “A Study on RECURITMENT AND
SELECTION” is being submitted by T.PAVAN KUMAR in partial fulfillment for the
award of the Degree of BBA has been carried out by him under my guidance and
supervision.

Project Guide

Mrs. GURKIRAN MAKKAR

2
 DECLARATION

I hereby declare that this project work entitled “A Study on RECURITMENT AND
SELECTION submitted by me to Andhra University, Regd. No. 116131607080 in partial
fulfillment for the award of Degree of BBA is entirely based on my own study is being
submitted for the first time and it has not been submitted to any other university or institution
for any degree or diploma.

Place: Visakhapatnam T . PAVAN KUMAR

Date:

3
 ACKNOWLEDGEMENT

Apart from the efforts of me, the success of this project depends largely on the

encouragement and guidelines of many others. I take this opportunity to express my gratitude

to the concerned that have been instrumental in the successful completion of this project.

I extend my heartfelt gratitude to Mrs. GURKIRAN MAKKAR, for her consistent

encouragement, benevolent criticism, inseparable suggestions which were the main reasons

to bring the work to present shape.

I wish to convey my sincere regards to our Principal Sri. Ch. S. GOPAL KRISHNA

MURTHY, PRISM DEGREE & PG College for his Inspiration, timely help in the official

clearances and valuable suggestions throughout my course.

I am also thankful to all our faculty members who helped me directly and indirectly

for the successful completion of my project work.

I am immensely thankful to Mr.N.APPA RAO (MANAGER-HR) who have guided

me at every stage in preparing and finishing this project with their valuable suggestions.

Finally I would like to express my deep sense of gratitude to my beloved parents and

my family members for their love and blessings to complete the project successfully.

T.PAVAN KUMAR

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 CONTEXT
CHAPTER-1 (6-12)

INTRODUCTION

 NEED FOR THE STUDY

 OBJECTIVES OF THE STUDY

 METHODOLOGY OF THE STUDY

 LIMITATIONS OF THE STUDY

CHAPTER-2 (13-37)

 INDUSTRIAL PROFILE

 COMPANY PROFILE

CHAPTER-3 (38-60)

 THEORTICAL FRAME WORK OF THE STUDY

CHAPTER-4 (61-81)

 DATA ANALYSIS AND INTERPRETATION

CHAPTER-5
(82-86)
 CONCLUSION
 SUMMARY
 LEARNINGS
 FINDINGS
 SUGGESTIONS

QUESTIONNAIRE (87-89)

BIBLIOGRAPHY (90)

5
CHAPTER 1

6
 INTRODUCTION

Human resource management (HRM or HR) is the strategic approach to the effective

management of organization workers so that they help the business gain a competitive

advantage, Commonly known as the HR Department, it is designed to maximize employee

performance in service of an employer's strategic objectives. HR is primarily concerned with

the management of people within organizations, focusing on policies and on systems.HR

departments are responsible for overseeing employee-benefits design, employee recruitment,

training and development, performance appraisal, and rewarding (e.g., managing pay and

benefit systems). HR also concerns itself with organizational change and industrial relations,

that is, the balancing of organizational practices with requirements arising from collective

bargaining and from governmental laws.

Recruitment refers to the process of finding possible candidates for a job or function,

undertaken by recruiters. An employment agency or a member of staff at the business or

organization looking for recruits may undertake it. Advertising is commonly part of

recruiting process, and can occur through several means through- newspapers, using

newspapers dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus interviews, etc.

Once the required number and kind of human resources 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 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

7
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 finding, 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 a clear cut about the function of recruitment.

The increasing competition in sourcing right talent and lack of potential database of

candidates paved the way of raise in the consultancy industry. Consultancies serve

organizations by providing suitable human resources at right time from their employee

database. Continuously changing technology demands resources with different skill sets and

thus the recruitment and selection process of consultancies keep in tune with the changing

needs of the industry.

Another reason for the organization to concentrate on the consultancies is to get more

time to focus in the core functions of the human resources in the organization. Consultancies

take care of the behavior and attitude of the personnel that influences the successful

performance and success of the organization. Consultancies conduct behavioral interviews

for picking up the resources with right attitude and by conducting various tests. Hence, there

is an increasing relevance of recruiting consultancies in the staffing activities of the

organizations. Thus, their importance is growing and their contribution to the industry is

price worthy.

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NEED FOR THE STUDY

Human resources play a major role in any industry. It is very important to select right person

for the right job at the right time, who can perform the job successfully with high standards.

1 People with friendly and outgoing personality, self discipline are mainly needed for

any type of industry because a customer sees a company through its employees.

2 The employees are mainly in contact with the customers depending upon the jobs

they are performing.

3 Recruitment and selection has been regarded as the most important function of

personal administration, because unless the right people are hired, even the best plans

of the organizations and control system would not do much good to the organization.

4 Human resources are the assets to the organization. Any organization will get its

recognition through its employee’s performance, skills, innovativeness and their

professional knowledge.

5 Hence we can say that recruitment and selection plays a major role in an organization.

Because right personnel should be selected for the right job and at the right time. It is

the responsibility of the organization to hire that right personnel who can increase the

productivity and overall performance of the organization. Thus, the study is

conducted in Daspalla Group of Hotels.

9
OBJECTIVES OF THE STUDY

1. To know about the various recruitment sources of Daspalla Group of Hotels,

Visakhapatnam.

2. To know about the selection process.

3. To know about the various tests conducted at the time of interview.

4. To know about the various recruitment techniques which are used to motivate the

candidates.

5. To develop practical knowledge with theoretical aspects.

6. To know about the role and various activities of a Recruiter.

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METHODOLOGY

The data for the present study is collected from primary and secondary sources.

1. Primary Sources:

Data is collected by personal discussions with senior officer-management development and

training manager and also contacts with various staff members of the personnel department.

2. Secondary Sources:

The information regarding the study is also collected from various reports and journals of
Daspalla Group of Hotels and also from various textbooks.

A questionnaire of about 20 questions regarding the subject was put to the employees of
Daspalla Group of Hotels. This questionnaire gives us a measure of executive development
and how far the training is helpful in shaping their personality and in developing their inter
and intra personal relations.

RESEARCH METHODOLOGY

The process used to collect information and data for the purpose of making business
decisions. The methodology may include interviews, surveys and other research techniques,
and could include both present and historical information.
Research methodology comprises of defining and redefining the problems, collecting,
organizing and evaluating the data, making decisions and reaching to conclusions.

Sample size: Sample size = 100 Employees

Sample Area is HOTEL DASPALLA,
Visakhapatnam.

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LIMITATIONS OF THE STUDY:
1 As the managers of the organisation are busy with their work schedule it was difficult

to collect detailed data.

2 Time was the major constraint as the mentioned period was not enough to collect the

data in detail.

3 Survey was done only with the sample size of 100 as the employees of the company

work in shifts and as they are busy with their schedule.

12
 CHAPTER 2

INDUSTRY PROFILE

13
 Hotel industry has been playing an important role in the economic development of

various countries. Almost all the developed countries and a majority of developing countries

emerged as service economies. USA was the first economy to become a service economy.

The basic intermediate demands for the development of the service sector are growth in

intermediate demand from various manufacturing organizations which are in the process of

unbundling and direct demand from customers. Service sector has been given important

place in the Indian planning since the sixth five-year plan. The service sector contribution to

the GDP of India rose from 28.6% to 45.19% in 1998-99. However the statistics do not

reveal the true picture as the hidden service sector and services in the unorganized sector are

not added to the total. There is a tremendous potential for the growth of service in the

country. The major services in the country are Transport and Communication, Trade, Hotels

and Restaurants, communities, social and personal services and Finance and real estate

services.

Service industry has shown a tremendous growth in India. In recent years according

to government estimates, service industry is growing to overtake the agriculture in Indian

economy. Apart from providing most jobs and benefits it is a major source for earning

foreign exchange in India. Service sector accounts for maximum employment and major

contribution to GNP of every economy in the World. Out of these contributions of service

sector, Health services provide the maximum employment. The travel and tourism industry is

the largest industry besides automobiles and food accounting for more than 10% of the

world’s gross national product. The service industry is constantly changing and developing to

meet the needs of the customer in the market. The food services industry is entering the 21st

14
century in a state of flux. Increased competition, labor shortages, more discerning and

demanding customers, rapid changes in technology, food safety concerns, and shifting

revenue streams are the Factor operators of every industry that will need to wrestle within the

coming years, the food service segment that might experience strong growth according to the

consensus.

Among industry seers are the upscale casual segment. These avenues may be more

expensive than their traditional casual dining counterparts, but they struck gold with an

increasing sophisticated customer who along with values wants more quality fresher

ingredients and flavors. In addition diners pressed for their time, tired after work and hungry

for bit of nurturing are looking for a more upscale atmosphere and better service even in

casual dining.

Fresh ingredients, higher quality foods, and fuller flavors more variety in spices,

increased use of vegetables and healthier eating made a fairly predictable list of food trends.

But the consumer’s tastes and preferences changes with startling rapidity and what's hot

today may not be tomorrow. Trends can be pinned down and the patterns and preferences

will matter into the new century can be discerned. However the eating out habit is hard to

break and frequency of dining outside will continue on an upward trend.

HOTEL - THE CONCEPT:

Initially the term hotel was meant for local motorists and foreign tourists travelling by

road. Basically hotels serve the needs and requirements of these travellers and meeting the

demand for transit accommodation. We can also call hotel over night stay. Some of the

important services offered by hotels are parking, garage facilities, accommodation, and

15
restaurant facilities. Hotels are found equipped with filling stations, accessories, service of

elevator to the automobile entrance restaurant etc., Hotel are found located outside the city.

Preferably by the side of high ways and important road junctions.

The accommodation available in the hotel is more in the category of a 'chalet facility'.

This has a dining hall with fixed menu. In USA the hotel accommodation is ranked at par

with hotel accommodation.

TYPES OF HOTELS:

Residential Hotel:

The residential hotels work as an apartment house. Often we call them apartment

hotels. The hotels charges rent on monthly, half- yearly or yearly basis. The hotels are

generally found located in big cities and towns where no meals are served to the customers.

Initially, the residential hotels were developed in USA. The services offered in the residential

hotels are comparable to an average well managed home.

Commercial Hotel:

The commercial hotels are meant for the people who visit a place for trade and

commerce or business purposes and therefore these hotels are found located at the

commercial or industrial center. These hotels focus their attention on individual travellers

and are generally run by the owners.

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Resort Hotel:

The resort hotels are meant for the holiday's makes, tourists and for those who need a

change in the atmosphere mainly on healthy ground. These hotels are found located near the

sea, mountain, and other areas having an attractive landscape and healthy climatic condition.

The tourists visit hotels mainly for relaxation. The entertainment and recreation facilities like

swimming pool, tennis courts, boating, golf-court, self-riding, and other indoor sports and

addition to restaurant and cafeteria, conference room, lounge, shopping arcade, entertainment

etc., become significant in the resort hotels.

International Hotel:

The international hotels are modern luxurious hotels, classified on the basis of

international guidelines. These hotels are placed in various star categories, e.g., Five-star-

deluxe, Five-star, Three-star, Two-star, One-star. The international hotels are mostly owned

by the public companies where board of director is constituted for its control. The overall

management in found in the hands of senior executives.

Floating Hotel:

The floating hotels are located on the water surface. The places are sea, river, and

lakes. These hotels provide all the facilities and services made available in a good hotel. In

the leading tourist generating countries of the world we find the practice of using old luxury

ships as floating hotels.

17
GROWTH OF HOTEL INDUSTRY:

The real boom in the hotels came in the 20th century. The new hotel area was first

dominated by the Oberoi Group, Taj, ITC - Welcome Group, ITDC and other large luxurious

groups of hotels. Asian hotels are the other groups which have made a mark for them. Many

groups are entering the hotel business. Apart from these chains which are mainly privately

owned (with exception of ITDC which is a government of India undertaking), the State

tourism corporation has come into the hotel business in order to cater to the growing tourists

and the business traffic.

Though the large chains have made their debut, the hotel keeping in India still has a

strong individualistic style since three fourths of the hotels all over the country are in the

hands of small operators. Changing market perceptions have forced even the major groups to

diversify into smaller budget hotels a competition has thus increased in the industry.

With the growth of tourism in India, the hotels in the holiday and availability of

modern technological gadgets and the future holds promise for a further mushrooming of

modern hotels.

The Popular Groups of Hotels in India are listed below:

 Oberoi Group

 Taj Group

 ITC's Welcome Group

 ITDC's Ashok Group

 Mahindra Group

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  Apeejay Group

 Amrita Group

 Leela Kempinski Holiday Inn

 Centaur Hotels

 Asian Hotels

New Hotels Entering India:

 Hilton International

 Radisson International

 Best Western

 Accor Asia Pacific

 Accor Asia Pacific

 Southern Pacific Hotels

 Holiday Inns

 Leela Venture

 Grand Hyatt

 Sterling Holiday Resorts

 Park Group

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BEST WESTERN HOTELS:

World's largest hotel chain comprising 4100 hotels across countries is being

represented in India as the exclusive general sales agent. The hotel chain with a strong back

up in the US and the growing awareness in Europe is slowly gaining ground in the Middle

East and Australia. With 16 hotels in India alone, the chain is all set to establish them as a

prominent chain in league with the Holiday Inn and on those aspects. The best advantage

with regard to Best Western, which has been a budget hotel chain and is the demand of the

hour.

The western hotels in an exclusive tie-up has launched a special promotion with

Amadeus to promote and sell Best Western Hotels worldwide. The incentives to the people

handling the systems range from a pen to a free holiday abroad. The promotion comes at a

very critical time when the season from India is dying out and the travel agents are less

engulfed with queries and have more time to think and plan.

A humble beginning was made in 1946, when Guertin found Best Western Hotels a

hotelier with 23 years of experience in the business. The chain began as an informal link

between properties with each hotel recommending other lodging establishments to travellers.

This "referral system" consists of phone calls from one front desk operator to another. In

1948 five million copies of the BMW guide were published. Today it is with world's best

rated online reservation system and a host of toll free lines at free numerous locations

worldwide.

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SAVOY:

The hotel was started in 1889 by a whiz kid impresario called Richard D'Oyly Carte.

At the age of 29 he had found his pot of gold by commissioning Gilbert and Sullivan to write

trial by Jury which was followed by other smash hits.

At the age of 39 the dreams of building the world's most perfect hotel and backed by

the glitziest nouveau riche angels. Lord Chamberlin opened the Savoy, the flashiest and the

most reputed hotel in the world. But still, respected society was not impressed. What was

needed was a star, a big one. Roping in Cesar Ritz, a young Hotelier with an enormous

following to turn the show and chief Auguste Escoffier, D'Oyly carte made hotel the hottest

ticket in town.

According to the largest figures, hotels and other tourism related industries

directly employed over 5.3 million people in the country. It is estimated that

at least another 13 million people were indirectly employed by the tourism

sector.

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SPACE HOTEL:

Within the next three decades those seeking out of this world vacation thrills will be

able to check into space hotel. The Japanese firm Shimuzu Corporation has created a

dedicated space research department to work out this project.

The space hotel scheduled to open in 2020 will be built around a central 240 meters

cylinder. It will have 64 rooms arranged in the form of a doughnut, 40 meters in diameter. It

will orbit the earth at height of 450 kms and rotate on its axis at a rate of three times a minute

to create artificial gravity close to the earth.

The Windsor in Melbourne an Oberoi hotel has been awarded by the Australian Hotel

Association for "Top Hotel Accommodation" and "Best Restaurant" the selection criteria of

which were standards of service and food, staff training and the provision of special feature

in the building.

"REVIVAL HOTEL", BARODA WINS FHRAI AWARD:

The Barot groups Revival Hotel in Baroda has won the prestigious federation of

Hotel & Restaurant Association India's Environmental Friendly of the year award, in

the second position. The property a boutique hotel has been among the first in the

hospitality industry to accord great significance to the concern for ecology. The

award will be presented to revival at the FHRAI convention held in Mumbai. The

hotel's Kamlesh Barot says "It is the first time that a professional body like the

FHRAI, besides the tourism department, Government of India is giving an award on

Environment; We humbly and gracefully accept it".

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MEGA CONVENTION CENTER PLANNED FOR CHENNAI:

The state government is planning to build a world-class Convention Center on a 500-

acre expense between Chennai and Mamallapuram.

According to the policy note demands for grant presented in the assembly by the tourism-

Five Star Hotel comprises of a mini conference hall, a shopping arcade, an ethnic village and

a handicraft emporium, children's park, textile museum, swimming pool, bar, theater, modern

communication links, car parking area, an exhibition mansion, an art gallery etc.

THE NEW 'PARK HOTEL':

In the heart of the capitals business, government and tourist centers across the street

from the Jantar Mantar a hop skip away from Connaught place just down the road from the

Parliament, the Park Hotel has opened business.

The property has all the amenities of a deluxe 24 hours hotel, a coffee shop,

especially restaurants and bars, landscaped gardens and swimming pool. It also has an

Exclusive conference and banquet hall facility and fully equipped business center. It is third

link in the part chain after Calcutta and Visakhapatnam.

101st "MERIDEN" OPENS IN PUNE:

Le Meriden Hotels and resorts recently opened its 101st property worldwide at Pune.

Designed by architect Hafeez contractor in the royal Indian style the Le Meriden is pune's

only five star deluxe hotels and has 177 rooms with facilities that include interactive

23
television. The hotels convention center sprawls over 6000 square feet and can accommodate

up to 1200 delegates.

"QUALITY INN": INDIA'S NEWEST HOTEL CHAIN:

Enter Quality Inn India's Newest Hotel Group. It is the result of the joint venture

between A.K. Dave & Associates and Quality International the world's largest hotel chain.

The tie up is because this is the first time moderately priced hotels will be franchised by an

international chain. The commitment of the foreign collaborates include equity stake in the

venture, a strong reputation on the board and will spend a good pat of their fees on promotion

activities with in India itself. Quality Inn India begins with two operating hotels at Mysore

and Ooty and other projects are under way a Hyderabad, Bangalore, Ahmedabad and Delhi.

WELCOME GROUP'S HOTEL IN VISAKHAPATNAM:

Welcome Group's Grand Bay, a 100-rooms property is open for business in

Visakhapatnam. The hotel offers deluxe and executive clubrooms with tariffs ranging from

Rs.1800 to 4200 and deluxe suites. It is being marketed as a tourist-cum-business address.

"HOTEL DASPALLA" IN VISAKHAPATNAM:

The Tourism department has awarded Hotel Daspalla as the best hotel for the services

it has provided to the tourists. It has gained second position in Andhra Pradesh. Hotel

Daspalla has recently been added to Quality Inn chain of hotels in India.

24
"GREEN PARK" IN VISAKHAPATNAM:

Green Park, Visakhapatnam has been awarded for its excellence in customer services.

Following a number of stringent parameters and checks done on customer services, Hotel

Green park- Visakhapatnam came up with flying colors. HSBC a leading multinational bank

has recognized the hotel for its excellence in customer's services. This is yet another feather

in the cap of Hotel Green Park, a hotel which has been nominated "The Best Business Class

Hotel in India" and it's General Manager of the year (India) "during the past year by the

Hotel's &Food services India.

25
COMPANY PROFILE

26
 HISTORY AND BACKGROUND

HISTORY:

Daspalla Hotel Visakhapatnam:

Daspalla is a Four Star Hotel located right at the heart of Vizag’s business district. Built to
mark a renaissance in standards of service and style, the 125 exquisitely-furnished guest
rooms and suites offer the finest in hospitality. The hotel is equipped with a state-of- the-art
business centre, banquet convention halls, restaurants serving fabulous cuisines, and a health
club and swimming pool. The hotel is located 12 kms from the airport and 2 kms from the
railway station.

27
LOCATION:

28
Facilities:

This group of hotels has been in the hospitality industry for many years and Daspalla,
their flagship hotel, with all the latest facilities for business as well as pleasure, will make
one's stay a memorable one. This hotel caters totally to all the needs of the guests and ensures
his / her total satisfaction. Some of the facilities available are:

 Business Centre

 Central air-conditioned

 24-hr room service

 Currency exchange

 Direct dialing Local / S.T.D,

 Safe Deposit Lockers

 Internet

 In-house laundry

 Multi-cuisine Restaurant with attached Bar

 Two Vegetarian Restaurants

 Special Andhra Non-Vegetarian Restaurant

 Florist

 Airport pick-up

 Travel desk

 Doctor on call

 Extensive 2 tier Parking Space for 2 & 4 wheelers

 Convenience Store

 Exclusive accommodation for drivers

29
Restaurants:

 DHARANI:

The very popular 150 cover vegetarian restaurant DHARANI serves north and south

Indian breakfast, snacks and thalis.

DHARANI is open from 6.30 a.m. until 11.00 p.m.

 VAISAKHI:

This exclusive 60 cover restaurant specializes in north and south Indian vegetarian thalis.

Open for lunch & dinner.

 DAKSHIN:

Traditional 110 cover multi cuisine restaurant. Serves South Indian, Non-veg buffet.

Open for lunch & dinner.

 DIMPLE - Bar & Restaurant:

160 cover Multi cuisine restaurant with a well-stocked bar. Serves Indian, Mughlai,

Continental and Chinese cuisine. Lunch Buffet every day.

Open for Lunch & Dinner.

 HONEY DEW - The sweet shop:

A wide variety of excellent sweets and savories including traditional Andhra and popular

Indian preparations are available. Bulk orders are accepted for Weddings, Marriage

Receptions, Festivals and Religious Functions. Special Gift Packs and Customized Corporate

Gift Hampers are also available for New Year, Diwali etc.

30
Banquets Facilities:

 BOARD ROOM:

It is provided with latest state-of-the-art facilities to cater to your company's needs. The

Business Centre has a board room style conference hall with sitting capacity of 10-12

persons, ideal for conducting Interviews, Board meeting, Press Meet etc., and Internet,

Photocopying, Laser Printer, Telephone & Fax Facilities.

 SAMSKRUTI:

An exclusive Party suite - ideal for very private and special gatherings. Samskruti

comes attached with a spacious, open to the sky, private balcony.

 AMATYA:

A well-equipped boardroom which can accommodate up to 45 persons. It is tastefully

designed to suit the demands of the corporate world.

 MAITRI:

Aesthetically designed and pleasing to the eye, Maitri, is a hall best suited for hosting small

or private parties up to 60 persons ,It is ideal for hosting functions from 40 to 60 persons.

 TRIVENI – SANGAMAM:

Conference hall with a partition. It Can accommodate 100 each or 200 persons without the

partition . It is suitable for exhibitions and sales.

31
  NIVEDIKA:

Nivedika is a multi-purpose function hall with a soothing decor. 75-100 guests can be

accommodated here.

 VEDIKA:

This is a spacious banquet hall with an excellent ambience. It can accommodate

300-500 guests comfortably and is specially designed for weddings / wedding

receptions, conferences and large gatherings.

 DARSHINI:

A spacious banquet hall with a good view of the city. This can comfortably seat 400-500

guests and is most ideal for get-togethers and official parties.

 SANDARSHINI:

A large rooftop terrace garden that is suitable for open-air gatherings. It can accommodate

400 to 500 persons.

Note: There is an option of combining Darshini and Sandarshini – this suitable for

marriages or gatherings where a large number of guests are expected - 800 or

more.

32
  SPANDANA (Open Air):

The open-air marriage hall (kalyanamandapam) can be decorated as per the host's choice. It

can accommodate up to a 800 guests comfortably and has become an all-time favourite to

Vizagites since its inception.

 HEALTH CLUB:

Fully Equipped Multi Gym with Runner, Abdomen Cruncher, Weights, Weight Lifting

Accessories, Fully air-conditioned with city view.

Accommodation:

A classic elegance greets you from the lobby right up to the luxurious rooms and

suites. This is the most centrally located hotel in the city. All the rooms are well furnished

and comfortable and have been designed keeping the safety of the guest in mind, without

compromising on the aesthetic appeal.

125 well - appointed Rooms, which include 38 Standard Rooms, 07 Standard Deluxe

Rooms, 43 Superior Rooms, 04 Superior Deluxe rooms, 19 e-Club Deluxe Rooms, 09 Suites

& 05 Presidential Suite rooms.

Exclusive Facilities for e-Club:

Broadband Internet Connectivity, Electronic Door Locking System, Electronic Safe-

Locker, Bath cubicles, Remote Control Electrical Switches, Healthcare products in

Bathroom, Mini-bar, Fruit Hamper, Tea/ Coffee Maker are exclusively available in only e-

Clubrooms.

33
Daspalla Executive Court Visakhapatnam:

Daspalla Executive Court is a 3 Star property with 46 elegantly furnished rooms & suites.

Daspalla Executive Court is conveniently located on Waltair Main Road, minutes away from
the business district and corporate offices.

Location:

It is 11 kms from the airport and 3 kms from the railway station. Vizag's famous

beach is less than 2 kms away from the hotel.

34
Facilities:

 Business Centre

 Centrally air-conditioned

 24-hr room service

 Currency exchange

 Direct dialing Local / S.T.D / Voice-mail

 Fax

 Safe Deposit Lockers

 Internet

 Laundry

 Multi-cuisine Restaurant with attached Bar

 Coffee Shop

 Airport pickup

 Travel desk

 Doctor on call

 Fitness Centre

 Convenience Store

35
Restaurant:

 Any Time:

An exclusive "Coffee Shop" 84 cover that serves South & North Indian executive thalis, veg

and non-veg, Chinese, Continental and Indian fare.

Open from 6.00 a.m. to 3.00 a.m.

 Royal Palate:

Multi-cuisine restaurant bar with 74 cover - serves buffet breakfast and an extensive choice

from Indian, Tandoori, Chinese and Continental cuisines for lunch & dinner.

Banquets Facilities:

 Lazarus:

Named after “Lazarus Bungalow” where the Executive hotel stands today, this 1200 sft hall

can accommodate up to 150 guests. A well-equipped place with all modern amenities. It is

suitable for meetings, birthday parties, wedding receptions etc.

 Sree:

Sree is a tastefully designed 600 sft mini conference hall with all facilities.

Can accommodate 50 guests, Ideal for board meetings / workshops / seminars and small

gatherings.

Accommodation:

The accommodation is aesthetically designed and tastefully decorated with

3 elegant suites, 3 well-furnished economy suites, and 40 well-furnished rooms.

36
FINANCIAL STATUS OF DASPALLA HOTELS:

Daspalla Hotels Private Limited is a Private incorporated on 21 February 1981. It is

classified as Non-govt company and is registered at Registrar of Companies, Hyderabad. Its

authorized share capital is Rs. 25,000,000 and its paid up capital is Rs. 18,227,200.It is

inolved in Hotels; camping sites and other provision of short-stay accommodation [

Restaurant facilities operated in connection with the provision of lodging remain classified in

this group. Also included are the operation of sleeping cars when carried on by separate

units]

Daspalla Hotels Private Limited's Annual General Meeting (AGM) was last held on 23

September 2017 and as per records from Ministry of Corporate Affairs (MCA), its balance

sheet was last filed on 31 March 2017.

37
 CHAPTER 3

THEORETICAL FRAMEWORK OF THE STUDY

38
RECRUITMENT AND SELECTION:

For a job, With high employment opportunities, good candidates may be scarce.

Conversely where there are low employment opportunities, many good candidates can be

found. Recruitment means searching and attracting candidates from external or internal

sources for filling job vacancies. New people are found and brought into the organization.

This involves communicating with actual or potential job seekers, motivating them to apply

and persuading candidates that they really want to come and work for the firm. The

objectives are to attract candidates of the right quality in the right number.

Competition and inertia exists in a labour market. Many candidates must decide to leave

their present job; the best may be looking reluctant to move from the-situation-they-know to

the-situation-they don't-know. Recruitment occurs across all occupations from school and

college leavers to the unskilled and semi-skilled, to technologically oriented staff and

successful senior managers. The police service, forces and even judiciary have recruitment

problems and systems.

39
Recruitment activity has an element of:

1)Public Relations:

The organization opens its doors to job seekers and hence the outside world. Certain

organization development, marketing, promotional and quality aspects take recruitment

activity beyond being just a maintenance process. Strategic policy questions are raised. The

organization in communicating to recruits and potential recruit’s wishes to present itself in

the best possible light - as a virtuous, successful, worthy organization.

2) Culture Maintenance and Power:

The processes of recruitment are enacted by the powerful. Gate keepers to the organization

select those they feel will not only be competent but who are acceptable to the organization -

according to criteria, which are variously defined. They may recruit according to:

1 Some iconic vision of an "ideal type" for the organization today.

2 Their own preferences and desires. This could be called a "doppelganger

effect”, they recruit in their own mirror image, with a slight 'phase' difference

but nonetheless as a clone or doppelganger.

3 Some notion of proper and perhaps ethically guided belief.

Selection - a later stage of recruitment. It involves choosing

1 Competent and qualified applicants suited to the job.

2 New members of the organization.

40
Selection Methods

The prescriptions, the "how-to do-it" of selection, are problem-solving strategies

(heuristics of general and specific scope) which, is taken as a cocktail, may narrow

down the selection decision and increase the chances of choosing the "right"

candidate although probably "best available" is a better term.

Selection methods range across :

 Interviews

 References

 Personality Profiling

 Evaluation of candidate behaviour/ performance in group activities

 Work attachments/experience (trial periods)

 Skill testing with task/work simulations e.g. typing, computer

programming, brick-laying and candidates making presentations etc

 Knowledge, aptitude and psycho-metric tests of various facets of know-

how, intelligence and personality

 Presentations

Selection is a social, interactive activity and skill development and the textbooks recommend

the use of structured and tested methods to secure objectivity, reliability and reduced risk and

uncertainty.

41
Recruitment Practice vs. Theory

Academically, recruitment activity is treated more as experience-based knowledge about

practice than as a body of theory. There is a vacancy if someone leaves the organization. We

are short of a brain and a pair of hands. It is functionally necessary to fill the post. As to how

best to fill the job (decision-making), it’s demands need to be understood and a skilled,

systematic approach is needed for this "personnel" task. The literature on recruitment tends to

give more space to selection processes than the wider practices of recruitment (systems &

procedures for job definition, advertising, short-listing and overall administration of

selection).

How to do it guidelines (prescriptions) on "best approaches" typically recommend:

1 Common, logical sequences to follow when recruiting.

2 Methods for evaluating job requirements.

3 Skills and understandings associated with processes of selection, e.g. for traditional
interviews.

4 Further methods/techniques for ascertaining candidate suitability. These may even

substitute for the interview and include tests of ability, aptitude and intelligence.

5 Policy frameworks to satisfy the legal side of the recruitment problem.

42
"A Systems Approach” vs. "Be Systematic”

Analysis of the input and output process and environmental contexts of recruitment and

selection systems helps us to understand the strengths and weaknesses of the propositions of

"take a systematic approach" prescriptions. Generally these prescriptions recommend that If

those doing recruitment and selection take systematic care, use the right methods and apply

specific expertise, giving attention to detail, then they will make more reliable selection

decisions.

This is sensible enough - but proof is difficult. The aim is to maximize

 The validity of decision making criteria and testing methods.

 The reliability (predictability) of methods and decisions with due attention to

utility (cost).

However a systems approach requires definition of -

 The purposes, elements and relationships of the system under study.

 An understanding of the inputs, processing mechanisms and outputs of the system.

 Remember that recruitment and selection systems are open systems, which interact

with its environment (other systems) and thus need to be adaptive. They are subject to

human frailty.

 They are a lost political, value-based systems .

43
 Recruitment and Selection Stages:

Having a recruitment policy (defined procedure) in a large organization guides

managerial action. Such a policy usually reflects the prescriptions of the literature on

recruitment which themselves form an implementation checklist covering e.g. use of

interviews of given sequence and composition, adoption of educational qualification

standards, use of limited sources for recruits, strict regulation of references and candidate

vetting, use of a psychometric test etc. The steps form a heuristic - a general, sensible chart

with which to navigate the recruitment maze. Standardization serves to reduce risk and share

experience. In a bureaucratic framework it circumscribes discretion and behavior of decision-

makers in the organization.

Typical stages of recruitment and selection can be summarized as:

Stage What is involved?

1 Response to vacancy

 Vacancy arises. Impact on staffing plan? Job re-design, re-shuffle?

 Permission to recruit/replace?

 Exit interviews

44
2 Job analysis

 Do participants in the process understand the post?

 What are the priorities, demands, competencies required? Analyze the job.

 Produce/up-date job description, personnel specification.

 Define target groups - where are they and what will attract them to apply?

3 Employment terms

 Define the terms and conditions of employment.

 Agree with rewards package internally.

 Anticipate anomalous relationships with other jobs.

 Equal opportunities.

4 Communicate Vacancy

 Where will we get our candidates from (sources)

 Should the vacancy be offered openly

 Is there scope for internal promotions and job transfers

 External sourcing. DIY and/or use agencies

 Determine budgets and placement schedules

45
  Prepare copy and place. Advertising – standards

5 Process applications

 Is the administrative machine ready to respond to applications? Is job

documentation for candidates prepared

 Log applications/CV’s. Compare each with personnel profile.

 Follow-up on references/security clearances .

 Decide and organize recruitment programme. Who, when (meetings,

appointments), where (on-site, off-site).

 Short-list and invite candidates to selection activity.

 Courteous rejections/hold-on candidates.

6 Carry out selection programme

 Organize candidate accommodation, Cook's tour and arrangements for

testing .

 Brief reception staff.

 Finalize selector briefing /training and interviewer preparation/strategy.

 Implement selection programme: conduct interviews, exercises, tests .

 Review candidate data and make selection .

46
7 Make job offer(s) and finalize contract

 Advise unsuccessful candidates of rejection or stand-by

 Process job acceptances

 Complete reference investigations

 Confirm terms and conditions of employment

 Confirm arrangements for job start

 Design new starter induction programme

8 Evaluate effectiveness of

 Recruitment process and methods. Validity, reliability and utility

 The recruitment service - internal or external agency. Were all the costs
necessary

 The selection decisions. Is the new employee really suitable? If not how was
the selection process at fault

47
SOURCES OF RECRUITMENT:

(A) Internal Sources:

Best employees can be found within the organization. When a vacancy arises in the
organization, it may be given to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a higher post is given to a
deserving employee, it motivates all other employees of the organization to work hard. The
employees can be informed of such a vacancy by internal advertisement.

Methods of Internal Sources:

1. Transfers:

Transfer involves shifting of persons from present jobs to other similar jobs. These do not
involve any change in rank, responsibility or prestige. The numbers of persons do not
increase with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions falling vacant may be filled up from
within the organization. A promotion does not increase the number of persons in the
organization.

48
A person going to get a higher position will vacate his present position. Promotion will
motivate employees to improve their performance so that they can also get promotion.

3. Present Employees:

The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them. Management is
relieved of looking out prospective candidates.

4. Advertisements:

The persons recommended by the employees may be generally suitable for the jobs because
they know the requirements of various positions. The existing employees take full
responsibility of those recommended by them and also ensure of their proper behavior and
performance.

Advantages of Internal Sources:

1. Improves morale:

When an employee from inside the organization is given the higher post, it helps in
increasing the morale of all employees. Generally every employee expects promotion to a
higher post carrying more status and pay (if he fulfills the other requirements).

2. No Error in Selection:

When an employee is selected from inside, there is a least possibility of errors in selection
since every company maintains complete record of its employees and can judge them in a
better manner.

3. Promotes Loyalty:

It promotes loyalty among the employees as they feel secured on account of chances of
advancement.

49
4. No Hasty Decision:

The chances of hasty decisions are completely eliminated as the existing employees are well
tried and can be relied upon.

5. Economy in Training Costs:

The existing employees are fully aware of the operating procedures and policies of the
organization. The existing employees require little training and it brings economy in training
costs.

6. Self-Development:

It encourages self-development among the employees as they can look forward to occupy
higher posts.

Disadvantages of Internal Sources:

(i) It discourages capable persons from outside to join the concern.

(ii) It is possible that the requisite number of persons possessing qualifications for the vacant
posts may not be available in the organization.

(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot
be followed.

(iv) If only seniority is the criterion for promotion, then the person filling the vacant post
may not be really capable.

In spite of the disadvantages, it is frequently used as a source of recruitment for lower

positions. It may lead to nepotism and favouritism. The employees may be employed on the
basis of their recommendation and not suitability.

50
(B) External Sources:

All organizations have to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.

Methods of External Sources:

1. Advertisement:

It is a method of recruitment frequently used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and professional journals. These advertisements
attract applicants in large number of highly variable quality.

Preparing good advertisement is a specialized task. If a company wants to conceal its name, a
‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box
Number or to some advertising agency.

2. Employment Exchanges:

Employment exchanges in India are run by the Government. For unskilled, semi-skilled,
skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has
been made obligatory for the business concerns to notify their vacancies to the employment
exchange. In the past, employers used to turn to these agencies only as a last resort. The job-
seekers and job-givers are brought into contact by the employment exchanges.

3. Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e. placement) which
require technical or professional qualification has become a common practice. A close liaison
between the company and educational institutions helps in getting suitable candidates. The
students are spotted during the course of their studies. Junior level executives or managerial
trainees may be recruited in this way.

51
4. Recommendation of Existing Employees:

The present employees know both the company and the candidate being recommended.
Hence some companies encourage their existing employees to assist them in getting
applications from persons who are known to them.

In certain cases rewards may also be given if candidates recommended by them are actually
selected by the company. If recommendation leads to favouritism, it will impair the morale of
employees.

5. Factory Gates:

Certain workers present themselves at the factory gate every day for employment. This
method of recruitment is very popular in India for unskilled or semi-skilled labour. The
desirable candidates are selected by the first line supervisors. The major disadvantage of this
system is that the person selected may not be suitable for the vacancy.

6. Casual Callers:

Those personnel who casually come to the company for employment may also be considered
for the vacant post. It is most economical method of recruitment. In the advanced countries,
this method of recruitment is very popular.

7. Central Application File:

A file of past applicants who were not selected earlier may be maintained. In order to keep
the file alive, applications in the files must be checked at periodical intervals.

8. Labor Unions:

In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where
there is instability of employment) all recruits usually come from unions. It is advantageous
from the management point of view because it saves expenses of recruitment. However, in
other industries, unions may be asked to recommend candidates either as a goodwill gesture
or as a courtesy towards the union.

52
9. Labor Contractors:

This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled
workers in brick industry. The contractors keep themselves in touch with the labor and bring
the workers at the places where they are required. They get commission for the number of
persons supplied by them.

10. Former Employees:

In case employees have been laid off or have left the factory at their own, they may be taken
back if they are interested in joining the concern (provided their record is good).

11. Other Sources:

Apart from these major sources of external recruitment, there are certain other sources which
are exploited by companies from time to time. These include special lectures delivered by
recruiter in different institutions, though apparently these lectures do not pertain to
recruitment directly.

Then there are video films which are sent to various concerns and institutions so as to show
the history and development of the company. These films present the story of company to
various audiences, thus creating interest in them.

Various firms organise trade shows which attract many prospective employees. Many a time
advertisements may be made for a special class of work force (say married ladies) who
worked prior to their marriage.

These ladies can also prove to be very good source of work force. Similarly there is the labor
market consisting of physically handicapped. Visits to other companies also help in finding
new sources of recruitment.

53
Recruitment and Job Analysis:

Recruiters obviously need to comprehend job requirements fully, thus methods of job

analysis are needed.

 Job analysis and exit interview can confirm the nature and contribution of the job

role, which may often turn out to be more complex than originally thought.

Information from job analysis, and sources such as exit interviews, can help to

restructure the job and resolve potential difficulties;

 Scope and authority

 Job demands (over load, under load),choices and constraints

 Ambiguities and uncertainty

 Complexity and technical challenge

 Incompatibility (person-job-organization)

 Conflict and stress

We can identify needs for supervisory support and developmental opportunity etc. Job re-

design is an organizational re-structuring activity.

 And useful (utility) tests for different types of jobs/staff.

 A job description can be prepared - what needs to be done in the job - a definition of

54
 the main responsibilities and tasks/priorities. This is useful for recruiters and

applicants.

 Once we understand the job we can specify the attributes (education, skills,

experience, and competencies) required from a person who is likely to do the job

successfully - a person profile - modelling those candidates most likely to be

successful in the job.

Job analysis generates:

 Job prospectus information needed by applicants.

 We will generate a recruitment campaign that will attract suitable candidates

(inclusive of job advertising).

 Better understanding of how applications received must be handled/processed to

evaluate candidates (candidate-to-candidate and candidate-to-job) and produce an

initial short-list to invite for interview.

 Better information so that selection decisions as objectively as possible. It is known to

be prone to unhelpful subjectivity, stereotyping and premature judgments. The

soundness of decisions can be readily undermined by the perceptions, attitudes and

values, arrogance and ignorance (vis a vis the job) of selectors.

55
  A better understanding of what selection methods – interviews, tests etc might serve

as valid, reliable Clear decision-making criteria for selectors to use. Such criteria

must be relevant/valid for performance of the job in question otherwise forms of

discrimination may creep in running counter to equal opportunities status.

Recruitment and Information Processing:

Data processing is costly. Processing applications and dealing with applicants involves a lot

of work. It is no wonder that busy line managers need a recruitment service section to co-

ordinate the burden for them.

PROCESSING APPLICATIONS:

We can decide to receive applications for vacancies in a number of ways each with good and

bad points.

 Completion of a standard application form - likely to have a covering letter

 Submitting a curriculum vitae with a covering letter

 On spec. Telephone applications leading to invitations to an interview

 On spec. Inquiries where applicants turn up at the workplace or to a recruitment

centre (job shop) adjacent to it.

 Application via an agency - where the candidate may already be on the agency's

books .

56
  Head-hunting by an agency - candidates may again be on the agency's books .

 Internal vacancy notification - circulated or put on notice boards across the

company. Internal candidates may apply.

 Some applications may not seem like applications - no application form will be

filled in! If we are recruiting from a network, for a senior management post say,

we may not even use an application form. We would merely invite the candidate

in to dine with us. We have to persuade them to give up a good job and join our

venture. The interview becomes a "mutually beneficial discussion" .

 In other situations a telephone contact may be the appropriate initial interview e.g.

when advertising for a tele sales person. Poor applicants can be tested

immediately. However for most jobs an initial meeting with the candidate is

essential at which spoken, presentational and practical skills can be tested.

The application form as a test:

The application form requires ability to fill it in. It is a test of hand writing, literacy and

meticulousness. The content must be composed. Questions may be asked which require an

explanatory narration.

57
 Even for manual work situations the recruiter must know that the candidate has filled

out the application form personally and not a third party (their mum or spouse). If another

unknown person has completed it - what additional test will the recruiter use to ascertain if

the candidate can read and write? Is this a job requirement e.g. for health and safety purposes

A Recruitment Information System:

Processing applications involves data capture, storage, processing (updating, sorting, ranking,

evaluating, verifying against reference data such as the job criteria, summarizing), outputting

results into the next processing stage and communicating results to various system users and

back to candidates.

We will be involved in:

 A job file

Creating a job file containing all job information. Copies of some of the

contents to be sent to candidates in an applicant's pack. This file will contain

the job analysis documents, details of anticipated terms and conditions of

employment, Copies of job advertisements etc. Information may be stored

relating to numbers of applications from different sources and other costs

associated with filling the vacancy. We may use such data to evaluate the

effectiveness of the recruitment campaign.

 An applicant file and the life history of an applicant, to store the details of

applicants. An applicant may :

58
 Begin as an Enquirer

Make a formal application

Be short-listed

 Invited for interview

Withdraw at any stage

Attend for a test

Make an expenses claim

 Be paid an expenses claim

 Be accepted for the next stage

 Be rejected

 Be placed on a waiting list

 Made a job offer

 Accept a job offer

 Have agreed terms and conditions of employment

 Start work as an employee at which time their application details become

part of their employee record.

59
  All applicants are "work in progress" whose details need to be up-dated from

time to time. We can see the value - in a large firm or system. Once the details of a

job vacancy are recorded, applicants can be linked to the job. Personal details of

applicants are available to be merged with any letters (some of which will be

proforma) that are sent to applicants as they progress through each stage of

recruitment. Every transaction that an applicant makes with the system or the system

makes with an applicant can be recorded. Usually this will mean merely up-dating

the current record. From the system databases, we can extract summaries of expenses

and costs. We can list all applicants by jobs that are in processing. We store details of

all applicants who were entered onto the system.

We have to read/analyze all applications and compare these against job selection criteria.

Recruitment decisions involve discrimination. Some organizations that receive thousands of

applicants may use a formula approach to reject candidates. The formula approach will be

based on essential job criteria e.g. education and job experience. Only those candidates who

satisfy the essential (relevant but high level) requirements of the firm will be invited for

interview. Nonetheless the basic application details of all candidates will be captured on

computer - name, address, job applied for, age, sex, basic qualifications, relevant experience

etc. The application forms may themselves be stored as microfiche images. In this way the

organization will be able to look up any applicant - if a claim for discrimination is made - and

show that the decision to reject was based upon relevant job information.

60
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

61
1. How often is recruitment for vacancies done in Daspalla hotel?

a) Every year b) 2 Years c) Immediately as vacancy formed

Time No. of response Percentage of response

Every year 5 5%
2 years 35 35%
Immediately as vacancy 60 60%
is formed
TOTAL 100 100

DATA ANALYSIS:
From the above table we have come to know that 5% candidates respond every Year, 35%
candidates as 2 years and 60% candidates as immediately as vacancy is formed.

60%

50%
Every year
40%

30% 2 years

20%
Immediately as vacancy is
10% formed

0%
Percentage of the vote

INTERPRETATION:
According to the result obtained in the survey, the recruitment of vacancies done in Daspalla
hotel is immediately as vacancy is formed.

62
 2. Which type of interview is more reliable for evaluating the candidate?

a) Technical b)Non-Technical c)Both

Type No of response Percentage of response

Technical 65 65%
Non – Technical 25 25%
Both 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 65% of them responded as technical, 25% of
them responded as non-technical and 10% of them as both technical and non-technical.

70%
60%
50%
40% Technical
30% Non - Technical
Both
20%
10%
0%
Percentage of the votes

INTERPRETATION:
According to the survey for evaluating the candidate, the more reliable interviewing
techniques is Technical skills. In Recruitment process the technical skills of candidate were
tested.

63
3. What kind of source is used to recruit an employee into the organization?

a) Internal b) External c) Both

Type No of response Percentage of response

Internal 45 45%
External 50 50%
Both 5 5%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 45% of them responded as internal source, 50%
of them responded as external source and 5% from both the sources.

50%

40%

30% Internal
External
20%
Both
10%

0%
Percentage of votes

INTERPRETATION:
According to the result obtained, in the recruitment process in Daspalla hotel they mostly use
the external sources for recruiting the candidates. The source which were used to recruit the
candidates from outside the organization is External sources like direct recruitment or
Outsourcing.

64
4. Do you agree that Daspalla hotel follows reservation policy for the reserved post of SC/
ST/ BC/ PH (as per government rules)?

a) Strongly agree b) Disagree c) Strongly Disagree

Opinion No of response Percentage of response

Strongly agree 35 35%
Disagree 55 55%
Strongly disagree 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 35% of them agreed strongly, 55% of them
disagreed and 5% are strongly disagreed.

60%

50%

40%
Strongly agree
30% Disagree
20% Strongly disagree

10%

0%
Percentage of votes

INTERPRETATION:
According to the result obtained in survey, employees strongly agree that Daspalla follows
reservation policy for the reserved pos-t of SC/ ST/ BC/ PH (as per government rules).

65
5. Do you agree that the job description of an employee is matching with job specification
of the company?

a) Agree b) Disagree c) Strongly Disagree

Opinion No of response Percentage of response

Agree 45 45%
Disagree 35 35%
Strongly disagree 20 20%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 45% of them agreed strongly, 35% of them
disagreed and 20% are strongly disagreed.

50%

40%

30% Agree
Disagree
20% Strongly disagree

10%

0%

INTERPRETATION:
The recruiters in Daspalla agree that the job description of an employee is matching with job
specification of the company according to the results obtained in the survey.

66
6. Are the employees being recruited based on contract?

a) Yes b) No c) Sometimes

Opinion No of response Percentage of response

Yes 35 35%
No 45 45%
Sometimes 20 20%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 35% of them responded as yes, 45% of them
responded as no and 20% of them responded as sometimes.

50%

40%

30% Yes
No
20%
Sometimes
10%

0%
Percentage of votes

INTERPRETATION:
Up to 2011 the contract basis system was followed in the Daspalla but now only for some
cadres employees were recruited on the contract basis. According to the results of the survey
the employees were not recruited on the contract basis.

67
7. Do you agree that the candidate with more experience should be given preference
regardless to merit level?

a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

Opinion No of response Percentage of response

Agree 25 25%
Strongly agree 5 5%
Disagree 40 40%
Strongly disagree 30 30%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 25% of them agreed, 5% of them strongly
agreed, 40% are disagreed and 30% of them strongly disagreed.

40%
35%
30%
25% Agree
20% Strongly agree
15% Disagree
10% Strongly disagree
5%
0%
Percentage of votes

INTERPRETATION:
According to the results the employees disagree that the candidates with more experience
should not be given preference regardless to the merit level. The person with experience and
merit level must be given preference.

68
8. The evaluation of candidate is done basing on which of the following?

a) Educational qualification b) Technical Skills c) Experience

Types No of response Percentage of response

Educational qualification 55 55%
Technical skills 30 30%
Experience 15 15%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 55% of them responded as educational
qualification, 30% of them responded as technical skills and 15% of them responded as
experience.

60%

50%

40%
Educational qu
30% Technical skills
20% Experience

10%

0%
Percentage of vote

INTERPRETATION:
According to the result obtained in the survey the evaluation of the candidate is done basing
on the educational qualification besides the technical skills and experience.

69
9. Does the advertisements for vacancies play a major role in the recruitment and selection
process in Daspalla?

a) Yes b) No c) Sometimes

Opinion No of response Percentage of response

Yes 65 65%
No 25 25%
Sometimes 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 65% of them responded as yes, 25% of them
responded as no and 10% of them responded as sometimes.

70%
60%
50%
40% Yes
30% No
Sometimes
20%
10%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the advertisement for vacancies in newspapers,
emails are playing a major role in recruitment and selection process in Daspalla. Because of
the advertisements, candidates come to know about the vacancy and apply for the job.

70
10. What type of selection is mostly used in Daspalla?

a) Internal b) External c)Both

Opinion No of response Percentage of response

Internal 35 35%
External 55 55%
Both 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 35% of them responded as internal, 55% of them
responded as external and 10% as both.

60%
50%
40%
Internal
30% External
20% Both
10%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the type of recruitment which was mostly
followed in Daspalla is external type of recruitment.

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 11. Does Daspalla consider experience as mandatory in selection of a candidate in higher
position?

a) Yes b) No c) Sometimes

Opinion No. of response Percentage of response

Yes 70 70%
No 20 20%
Sometimes 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 70% of them responded as yes, 20% of them
responded as no and 10% of them responded as sometimes.

70%
60%
50%
40% Yes
No
30%
Sometimes
20%
10%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey Daspalla considers the experience as
mandatory in selection of a candidate for higher position. Because an experienced person can
know about the functions and working procedure so that he can handle the job easier than a
fresher.

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 12. What do you think is the most critical test in the entire recruitment process in Daspalla?

a) Written test b) Mental ability c) Oral test

Tests No. of response Percentage of response

Written test 35 35%
Mental ability 45 45%
Oral test 20 20%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 35% of them responded as written test, 45% of
them responded as mental ability and 20% of them responded as oral test.

50%

40%

30% Written test

Mental ability
20%
Oral test
10%

0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the most critical test in the entire recruitment
process in Daspalla is testing of the mental ability of the candidate.

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13. Is it necessary for every trainee to enter into a contract at the time of joining in Daspalla?

a) Yes b) No c) Sometimes

Opinion No. of response Percentage of response

Yes 65 65%
No 25 25%
Sometimes 10 10%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 65% of them responded as yes, 25% of them
responded as no and 10% of them responded as sometimes.

70%
60%
50%
40% Yes
No
30%
Sometimes
20%
10%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey it is necessary to make every trainee enter into
a contract at the time of joining in Daspalla in order to retain him in the organization without
leaving the organization after completion of the training period.

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14. Are you satisfied with internal promotion in Daspalla?

a) Satisfied b) Partially Satisfied c) Dissatisfied

Opinion No. of response Percentage of response

Satisfied 50 50%
Partially satisfied 35 35%

Dissatisfied 15 15%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 50% of them responded as satisfied, 35%
of them responded as partially satisfied and 15% as dissatisfied.

50%

40%

30% Satisfied
Partially satisfied
20%
Dissatisfied
10%

0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the employees in the Daspalla are satisfied
with the internal promotions.

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 15. Are you satisfied with appointment by transfer?

a) Fully satisfied b) Satisfied c) Dissatisfied

Opinion No. of response Percentage of response

Fully satisfied 20 20%
Satisfied 40 40%
Dissatisfied 30 30%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 20% of them responded as fully satisfied,
40% of them responded as satisfied and 30% as dissatisfied.

40%
35%
30%
25%
Fully satisfied
20% Satisfied
15% Dissatisfied
10%
5%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the employees are satisfied with the
appointment by transfer in Daspalla. Any employee who has acquired the required
qualification in another stream can be recruited to that particular job by the method of
appointment by transfer.

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 16. Are you satisfied with the performance of the existing man power?

a) Satisfied b) Partially Satisfied c) Dissatisfied

Opinion No. of response Percentage of response

Satisfied 35 35%
Partially satisfied 40 40%

Dissatisfied 25 25%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 35% of them responded as satisfied, 40%
of them responded as partially satisfied and 25% as dissatisfied.

40%
35%
30%
25% Satisfied
20%
Partially satisfied
15%
Dissatisfied
10%
5%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the employees were partially satisfied with the
performance of the existing man power in Daspalla because still there are many posts which
are to be fixed.

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17. Are you satisfied with the prohibition period kept by Daspalla?

a) Fully satisfied b) Satisfied c) Partially Satisfied

Opinion No. of response Percentage of response

Fully satisfied 20 20%
Satisfied 55 55%
Partially satisfied 25 25%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 20% of them responded as fully satisfied,
55% of them responded as satisfied and 25% as dissatisfied.

60%

50%

40% Fully satisfied

30% Satisfied

20% Partially
satisfied
10%

0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the employees are satisfied with the
prohibition period kept by Daspalla.

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 18. Are you satisfied with the recruitment process in Daspalla ?

a) Fully satisfied b) Satisfied c) Partially Satisfied

Opinion No. of response Percentage of response

Fully satisfied 20 20%
Satisfied 25 25%
Partially satisfied 55 55%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 20% of them responded as fully satisfied,
25% of them responded as satisfied and 55% as partially satisfied.

60%

50%

40%
Fully satisfied
30%
Satisfied
Partially satisfied
20%

10%

0%
Percentage of votes

INTERPRETATION: According to the result obtained in the survey the employees are
partially satisfied with recruitment process in Daspalla because the total process is carried out
manually which is time taking.

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19. What is the overall opinion about recruitment and selection process in Daspalla?

a) Excellent b) Good c) Average

Opinion No. of response Percentage of response

Excellent 25 25%
Good 45 45%
Average 30 30%
TOTAL 100 100

DATA ANALYSIS:
From the above table we came to know that 25% of them responded as excellent,
45% of them responded as good and 30% as average.

45%
40%
35%
30%
25% Excellent
20% Good
15% Average

10%
5%
0%
Percentage of votes

INTERPRETATION:
According to the result obtained in the survey the overall opinion about the recruitment and
selection process in Daspalla is good.

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20. Do you support the compassionate provision being followed in the Daspalla?

a) Yes b) No c) Up to a certain level ok

Opinion No. of response Percentage of response

Yes 65 65%
No 25 25%
Up to certain level ok 10 10%
TOTAL 100 100
DATA ANALYSIS:
From the above table we came to know that 65% of them responded as yes,
25% of them responded as no and 10% of them responded as up to certain level ok.

70%
60%
50%
40% Yes
30% No
Up to certain level ok
20%
10%
0%
Percentage of vote

INTERPRETATION:
According to the result obtained in the survey the employees support the compassionate
provision which has been following in the Daspalla because in benefits the dependents of
employee.

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CHAPTER 5

82
CONCLUSION:

It is to be concluded that evaluation of the Recruitment & Selection programs on the basis of

results or organizational impact may not be the ultimate measure. In the years, little has been

added in the way of specific valid tools to objectively measure training impact.

Unfortunately, we may see few examples of this approach in the literature, as it lacks

scientific vigor that most journals favor.

It would also be a good idea to conduct further studies in a greater variety of occupational

settings to determine reasonable, more precise estimate of performance differences between

trained and untrained employees as well as value. This project, however, may have some

ethical hurdles to cross if it involves consciously with holding training and development from

the people.

Ultimately, we can conclude that the process of recruitment and

Selection is done in a most formal manner.

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SUMMARY:

Daspalla Group of Hotels is a private company which was incorporated in the year

1964 and its production was started in the year 1967 with a capital investment of 50 crores,

its present turnover is around 613 crores. Recruitment & Selection at Daspalla Group of

Hotels is being given much importance and is followed in a systematic and pre-planned way.

The following are suggestions offered to the management for improving effectiveness of

recruitment and selection programs.

LEARNINGS:

1. I came to know the complete work flow in recruitment and selection process.

2. I acquired good communication skills while conducting survey on data analysis.

3. I have learnt patience while interacting with higher officials.

4. I have learnt time management.

5. I came to know that recruitment and selection process plays a crucial part to achieve

successful targets in any organisation.

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FINDINGS OF THE STUDY:

 It is observed that 5% candidates respond every Year, 35% candidates as 2 years and
60% candidates as immediately as vacancy is formed.

 65% of the employees responded as technical interview is more reliable for

evaluating a candidate, 25% of them responded as non-technical and 10% of them as
both technical and non-technical.

 45% of the employees responded as internal sources as reliable, 50% of them

responded as external sources and 5% from both the sources to recruit an employee.

 Where 45% of the employees agreed strongly that the job description of an employee
is matching with job specification of the company, 35% of them disagreed and 20%
are strongly disagreed.

 For Recruitment based on contract,35% of the employees responded as Yes, 45% of

them responded as No and 20% of them responded as sometimes.

 25% of the employees agreed that the candidate with more experience should be
given preference to merit level, where 5% of them strongly agreed, 40% are disagreed
and 30% of them strongly disagreed.

 65% of the employees responded as Yes that advertisements play a major role in
recruitment and selection process, while 25% of them responded as No and 10% of
them responded as sometimes.

 35% of the employees responded as internal selection is mostly used in Daspalla,

55% of them responded as external and 10% as both.

 50% of the employees responded that they are satisfied with Internal Promotion,
while 35% of them responded as partially satisfied and 15% as dissatisfied.

 20% of the employees stated that they are fully satisfied with appointment by
transfer,40% of them responded as satisfied while 30% as dissatisfied.

85
SUGGESTIONS:

1. Daspalla Group of Hotels can conduct campus interviews to get potential candidates

to the organization.

2. Depending upon the job description Daspalla can take graduates.

3. Daspalla can motivate internal employees with promotions and good increments.

4. Daspalla can recruit and select fresh candidates depending upon their skills and

knowledge, So that they can get chance to prove them.

5. Some online methods should be adopted to satisfy the employees regarding existing

recruitment and selection process.

86
 QUESTIONARRIE

Name:

Gender:

Age:

Designation:

Experience:

1.How often is the recruitment of vacancies done in Daspalla?

a) Every year b) 2 years C) Immediately as vacancy is formed.

2.Which type of recruitment is more reliable for evaluating the candidate?

a) Technical b) Non-technical c) Both

3.What kind of source is used to recruit employees in to the organization?

a) Internal b) External c) Both

4.Do you agree that Daspalla follows reservation policy for the reserved post of SC/ ST/ BC/
PH (as per government rules)?

a) Strongly agree b) Disagree c) Strongly disagree

5.Do you agree that the job description of an employee is matching with job specification of
the company?

a) Agree b) Disagree c) Strongly disagree

6.Are the employees recruited on contract basis?

a) Yes b) No c) Sometimes

87
7.Do you agree that the candidate with more experience should be given preference
regardless the performance in selection process?

a) Agree b) Strongly agree c) Disagree

8.The evaluation of candidate is done basing on which of the following?

a) Educational qualification b) Technical knowledge

c) Personal/Interpersonal Skills d) Experience e) All

9.Does the advertisements for vacancies play a major role in the recruitment and selection
process in Daspalla?

a) Yes b) No c) Sometimes

10.Does Daspalla consider experience as mandatory in selection of a candidate in higher

position?

a) Yes b) No c) Sometimes

11.What type of selection is mostly used in Daspalla?

a) Internal b) External c) Both

12.What do you think is the most critical test in the entire recruitment process in Daspalla?

a) Written test b) Mental ability c) Oral test

13.Is it necessary for every trainee to enter into a contract at the time of joining in Daspalla?

a) Yes b) No c) Sometimes

14.Are you satisfied with the internal promotion system followed in Daspalla?

a) Satisfied b) Partially satisfied c) Dissatisfied

15.Are you satisfied with appointment by Intra-Organization transfer?

a) Fully satisfied b) Satisfied c) Dissatisfied

88
16.Are you satisfied with the performance of the existing man power?

a) Satisfied b) Partially satisfied c) Dissatisfied

17.Are you satisfied with the prohibition period kept by Daspalla?

a) Fully satisfied b) Satisfied

c) Partially satisfied d) Dissatisfied

18.Are you satisfied with the recruitment process in Daspalla?

a) Fully satisfied b) Satisfied

c) Partially satisfied d) Dissatisfied

19.What is the overall opinion about recruitment and selection process in Daspalla?

a) Excellent b) Good c) Average d) Bad

20.Do you support the compassionate provision being followed in the Daspalla?

a) Yes. b) No. c) Up to certain level.

21.Further Suggestions/Recommendations:

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
_________________________________________________________________________

89
 BIBLIOGRAPHY

Human Resource Management .................................. Aswasthappa

Recruitment and Selection .................................. Dipak Kumar Bhattacharya

A Study on Recruitment and Selection Process …………………Kumari Neeraj

References:

Magazines

Newspapers

Company Reports

Website:

www.daspallahotels.com

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