MINI PROJECT

ON RECRUITMENT AND SELECTION

IN APPLE
Submitted in Partial Fulfillment for the award of the Degree of Master
degree in Business administration 2020-2021

Affiliated to ABDUL KALAM TECHNICAL University,Lucknow

SUBMITTED TO SUBMITTED BY
Mr.Pankaj Pandey Aashi Bhulwal

RD Engineering college
NH-58, Delhi Meerut Road, Ghaziabad, Uttar Pradesh-201206.
DECLARATION
This is to certify that I have completed the Project Report titled “Study on
RECRUITMENT & SELECTION IN APPLE” under the guidance of “Mr.
Pankaj Pandey” in partial fulfillment of the requirement for the award of
Degree of Master of Business Administration at RD Engineering college,
Ghaziabad. This is an original piece of work & I have not submitted it earlier
elsewhere.
Aashi Bhulwal

ACKNOWLEDGEMENT
‘When a person is help, guide and co-operated his or her heart is

bound to pay gratitude.’

In preparation of my assignment, I had to take the help and guidance of

some respected persons, who deserve my deepest gratitude. As Mr.
Pankaj Pandey (Assistant Professor in MBA Department) for giving
me a good the completion of this assignment gave me much pleasure, I
would like to show my gratitude  guidelines for assignment throughout
numerous consultations and providing me an opportunity to learn
outside the classroom. It was a truly wonderful learning experience. I
would also like to expand my gratitude to all those who have directly
and indirectly guided me in writing this assignment.

Last but not the least I would like to thank all the respondents who
offered their opinions and suggestions and sometimes – critical views
throughout the survey that made me constantly update myself come out
with a successful project.

Aashi Bhulwal

EXECUTIVE SUMMARY
Progress is a continuous process. It is relative and absolute. We cannot
stop at a certain destination and declare that target has been achieved
and we need not go further.

The Research reports are designed to give managers the future of the
corporate happenings and work culture. These real life situations are
entirely different from the stimulated exercises enacted in an artificial
environment inside the research report are designed, so that the
managers of tomorrow do not feel ill case when the times comes to
shoulders responsibilities.

The experience that I have gathered during this period has certainly
provide me with an orientation which I believe will help me to shoulder
my assignment successfully in near future. During this period I have
collected all the information regarding recruitment and selection, in the
organization.

On the basis of my research report, I tried my best to arrange the work in

the systematic and chronological way. However the cover every detailed
information of organized media industry in such a short period was not
possible.

TABLE OF CONTENT
1. INTRODUCTION 1-6

2. COMPANY PROFILE 7-14

3. RECRUITMENT PROCESS 15-17

4. SELECTION PROCESS 18-21

5. SWOT ANALYSICS 22-30

6. RESEARCH METHODOLOGY 31-34

7. ANALYSIS & INTERPRETATION 35-43

8. FINDINGS 44-45

9. CONCLUSION 46

10.RECOMMENDATIONS 47

11.LIMITATION 48

12.BIBLIOGRAPHY 49

13.ANNEXURE 50-55

RECRIUTMENT AND SELECTION PROCESS:

 Introduction:

Recruitment and Selection is an important operation in HRM, designed

to maximize employee strength in order to meet the employer's strategic
goals and objectives. In short, Recruitment and Selection is the process
of sourcing, screening, shortlisting and selecting the right candidates for
the filling the required vacant positions. we will discuss the various
aspects of Recruitment and Selection such as the recruitment process,
the factors affecting recruitment, recruitment planning, methods of
recruitment, recruitment interviews, selection process and making an
offer. Recruitment is a core function of human resource management. It
is the first step of appointment. Recruitment refers to the overall process
of attracting, shortlisting, selecting and appointing suitable candidates
for jobs (either permanent or temporary) within an organization.
Recruitment or manpower selection process is the first step in the
employment of labour and the methods through which labour is brought
into industry has much to do with the ultimate success or failure of such
employment. Despite tremendous unemployment it is not easy to find
the right type of labour.

Careful recruitment of employees is particularly important in India for

two reasons: First, under the existing legal conditions, when an
industrial worker is discharged, and industrial dispute can be raised by
the workman in regard to such discharge and the Labour Court
adjudicating such disputes would determine whether the termination of
service was justified and to order reinstatement if such order was
appropriate. As a precaution against unreasonable discharge by way of
punishment, certain rules of procedure are required to be strictly
followed by the employees before the order of discharge is passed.
Failure to carry out this procedure undermines the case if it goes to an
industrial court.

Secondly, the chances of mismatching the job and the person are much
higher in India, under the present labour market conditions in India, the
employee’s choice is very much limited and he will accept any job
irrespective of his suitability. Under these conditions, the pressure to
properly match man to job is only one-sided, that is, from employer’s
side only. Recruitment can also refer to processes involved in choosing
individuals for unpaid positions, such as voluntary roles or unpaid
trainee roles. Managers, human resource generalists and recruitment
specialists may be tasked with carrying out recruitment, but in some
cases public-sector employment agencies, commercial recruitment
agencies, or specialist search consultancies are used to undertake parts of
the process. Internet-based technologies to support In this tutorial, we
will discuss the various aspects of Recruitment and Selection such as the
recruitment process, the factors affecting recruitment, recruitment
planning, methods of recruitment, recruitment interviews, selection
process and making an offer. Recruitment (hiring) is a core function of
human resource management. It is the first step of appointment.
Recruitment refers to the overall process of attraction
Recruitment can also refer to processes involved in
choosing individuals for unpaid positions, such as voluntary roles or
unpaid trainee roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but
in some cases public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies are used to
undertake parts of the process. Internet-based technologies to support all
aspects of recruitment have become widespread.
 This module is about how to approach recruitment, selection and
induction of the people in your business. It is designed for people
starting to introduce a more formal business approach, perhaps as more
staff are taken on and the complexity of the farm business grows, and for
those employers wishing to improve their current approaches.
Recruitment is the process of attracting the most suitable people for the
position, selection is the process of choosing the best person for the
position, and induction is introducing the person to the position. This
module describes a series of well-tested steps to help you identify the
right person, to ensure he or she will fit well with your farm business,
and to meet the various legal obligations of an employer.
If recruitment is done well, the business benefits from happier and more
productive people, reduced staff turnover, good working relationships
and ultima.0tely a more profitable farm..

OBJECTIVES
The recruitment procedure is just one of the most basic value included
Human Resources Procedures. The employment is particularly crucial
for managers in the organization. The managers make use of the
employment process intensively, as well as contentment with Human
Resources is mostly concerning the fullfillment with the recruitment
process.

The employment procedure is sensitive to the exterior and inner

changes, and also it could be made use of as the most effective
indication for the future HR fads. By careful evaluation of Human
Resources Employment Actions, the Human Resources Administration
group could predict the trends in the work market simply.Key
Employment Refine GoalsThe recruitment procedure is made to staff the
organization with the brand-new staff members, and also it utilizes
several recruitment sources to draw in the best talent in the specified
quality and within a defined time.
● Discover the most effective talents for the openings
● Take care of the employment sources
● Take care of the vacancies in the organization
● Developing the strong Human Resources Advertising system
● Co-operation with neighborhood as well as international colleges
● Give feedback regarding the trends in the job market.

ADVANTAGES
⮚ Average cost of recruitment per candidate should be relatively
less due to economics of scale.

⮚ It would have more expertise available to it.

⮚ It enables the organisation to have centralised selection procedure,

promotional and transfer procedure.

⮚ It ensures the most effective and suitable placement to candidates.

⮚ It enables centralized training programs which futher brings

uniformly and minimizes average cost of staff.

DISADVANTAGES

⮚ The unit concerned concentrates only on those source where in

normally gets the suitable candidates.
 ⮚ The units would enjoy freedom in finding our, developing the
sources, in selecting and employing the techniques to stimulate the
candidates.

⮚ Units can recruit candidates as and when they are required without
any delay.

COMPANY PROFILE
Apple Inc. is an American multinational technology company that
designs, develops, and sells consumer electronics, computer software,
and online services. It is considered one of the Big Five companies in
the U.S. information technology industry, along
with Amazon, Google, Microsoft, and Facebook. Apple's software
includes iOS, iPadOS, macOS, watchOS, and tvOS operating systems,
the iTunes media player, the Safari web browser, the Shazam music
identifier, and the iLife and iWork creativity and productivity suites, as
well as professional applications like Final Cut Pro X, Logic Pro,
and Xcode. Its online services include the iTunes Store, the iOS App
Store, Mac App Store, Apple Arcade, Apple Music, Apple
TV+, iMessage, and iCloud. Other services include Apple Store, Genius
Bar, AppleCare, Apple Pay, Apple Pay Cash, and Apple Card.

APPLE INC.

Type Public
Founder Steve jobs

April 1, 1976; 44 years ago

Founded:
Area served World wide

Key people Chairman: Arthur levison

CEO : Tim cook
COO : Jeff Williams
Headquarters 1 Apple park way
Cupertino , California US

Number of location 510 Retail shop till 2020

Number of 147000 in 2020

Employees

PRODUCTS OF APPLE
 Apple Ipad

Apple headphone

Apple computer
Apple Glasses

Apple mobile

Apple watch
 MILESTONES

July 1976 - Company's first product, Apple I, launched - it is little

more than a circuit board that comes without a keyboard, monitor or
case; each is handmade by Wozniak and priced at $US666.66. 1977 -
2nd-generation device Apple II launched at a computer fair; later models
among first devices to take incorporate floppy disk drive.

1979 - Jobs changes Apple's focus to graphical user interface after

seeing Xerox use boxes and windows as graphics, as well as virtual
folders to organise items on the screen, instead of text.

1984 - Jobs launches the Macintosh. An advert for the device depicting
George Orwell's world of 1984 being shattered by the arrival of the
Macintosh is shown during the Super Bowl; it's the beginning of Apple's
"Think Different" era.

1985 - After a strong start, Macintosh sales fall away, and Jobs rows
with chief executive John Sculley; after Jobs reportedly plots a coup to
remove him, the Apple board sides with Sculley and strips Jobs of his
responsibilities. He resigns and immediately creates NeXT

1993 - ill-fated Newton tablet launches; the device struggles; its The
handwriting recognition feature is even made the butt of a joke on The
Simpsons. Sculley is removed as CEO and replaced by Michael
Spindler, who is replaced by Gil Amelio in 1996. Amelio eventually
decides to buy NeXT for its operating system, returning Jobs to Apple.

1998 - After he replaces Amelio as CEO in July 1997, Jobs launches

the iMac. Comes in a range of colours and first major product to be
influenced by Jony Ive; it's a success.

2001 - First iPod announced, which enables users to have "1000 songs
in their pocket" for the first time; followed by iTunes Store in 2003,
ushering in age of digital downloads

2007 - Moments after announcing company changing its name from

Apple Computer to Apple Inc, Jobs reveals its first smart mobile device,
the iPhone

2010 - Returning from medical leave following cancer treatment, Jobs

introduces the iPad. Initially questioned as a needless device, the tablet
market soon explodes

2011 - Jobs takes another leave of absence, this time indefinitely. Tim
Cook assumes day-to-day control of Apple. Jobs reappears in June to
unveil iCloud, his last appearance. He resigns as CEO in August.

2014 - iPhone 6 and Apple Watch

The Apple Watch, unveiled at an event in September 2014, was the
first new product line released after Steve Jobs' death. It went on sale
in April 2015. Apple hasn't released sales data, and the tech
community can't decide whether it's a success or a failure.
2015 - Apple quarterly profits break global quarterly profit record for
any public company. Apple Watch goes on-sale.

2016 - Apple's AirPods offer a new type of wireless headphone

When they were first introduced, Apple's AirPods were ridiculed for
their bulky design. But the $150 device, which Apple promised was
easier to pair and use with your devices because of special wireless chips
the company developed, have become a hit. 

2017 - The iPhone X changes things up

For a decade, the front of Apple's iPhones looked pretty much the same,
with large bezels on the top and bottom that were used for a home
button, fingerprint reader or selfie cam. The iPhone X did away with that
style, removing the home button and expanding the selfie cam, which
now has sensors for identifying users with Face ID. Apple called it "the
biggest leap forward since the original iPhone." It was also Apple's first
new iPhone to cost $999, instead of the typical $650. Despite the high
price, Apple said it quickly became a best-seller.

2018 - Apple becomes the highest-valued company, ever

To Apple faithful, the company was already of high value. In the
summer of 2018, the stock market made offered its opinion when it
pushed the company's market capitalization to more than a trillion
dollars, the first time that level had been reached by a US company. In a
memo sent to Apple employees, CEO Tim Cook called the valuation a
"significant milestone" but added that it wasn't the "most important
measure" of the company's success.

2019 - Apple switches to services

After more than four decades making money primarily by selling
gadgets, Apple said it intended to expand efforts in monthly
subscriptions. The company unveiled Apple TV Plus, a streaming
service for original shows funded by Apple, Apple News Plus, a news
service with access to about 300 publications, and Apple Arcade, a video
game service.

March 2019 - Apple has a credit card now

Apple also said it was creating a credit card in partnership with Goldman
Sachs and MasterCard. Like so many things from the Cupertino,
California tech giant, it's designed to stand out. The card is made of
titanium, doesn't have any numbers on it, and is more of a tech accessory
to the company's Apple Pay wireless payments system than a standalone
credit card.
 Recruitment Process of Apple

The Apple

recruitment process is made of four different stages; each requiring you

to do your best and outperform your competitors if you want to land
your dream job. Our step-by-step guide provides you with expert tips for
each of the stages of Apple’s recruitment process, which is as follows:

Apple
Apple online
telephonic
Application
interview

Apple
 Interview assessment
center

STEP – 1 Apple online Application

This part of the recruitment process is your first chance to set a good
impression and stand out from your competition. The online form will
ask you to provide details of your education and any academic results, as
well as your work experience.  This part of the recruitment process is
your first chance to set a good impression and stand out from your
competition. The online form will ask you to provide details of your
education and any academic results, as well as your work experience. 

STEP -2 Apple telephonic interview:

After you passed the online tests stage, you will be invited to the Apple
office for their first round interview. This is a chance for you to
demonstrate your passions and skills that would make you suitable for
the role.
It will be conducted over the phone and will be competency
based (CBI). We recommend that you consider past projects you have
worked on, in your professional and educational experiences, and think
about what your role was, what you achieved, and how you approached
any problems.

STEP – 3 Apple Assessment centre

The Apple Assessment Centre will be a chance for you to network with
professionals working at Apple, and learn more about the company. It is
the perfect time for you to get a better insight into what it is like to work
at Apple.
The exercises you might be expected to take are:
 ● Apple Group Exercise

This exercise will examine your ability to work as part of a team.

Throughout this task, a number of Apple employees will observe you on
your ability to solve problems as part of a team.
It is important that you are confident to share and argue for your ideas,
but also be ready to contribute to somebody else’s input. Most
importantly, speak clearly and do not interrupt anyone.

STEP – 4 Apple Final Interview

Congratulations, you’ve reached the last stage of Apple’s recruitment
process. This stage will consist of a one-on-one interview with a director
or senior manager from the business area you wish to join. Interviews
will be competency based, and will be a final chance for you to
demonstrate your passion, skills and enthusiasm for wanting to work at
Apple.
 SELECTION
The Selection is a process of picking the right candidate with
prerequisite qualifications and capabilities to fill the jobs in the
organization The selection process is quite lengthy and complex as it
involves a series of steps before making the final selection. The
procedure of selection may vary from industry to industry, company to
company and even from department to department. Every organization
designs its selection process, keeping in mind the urgency of hiring
people and the prerequisites for the job vacancy.
 SELECTION PROCESS :

Preliminary Refrence Medical

Interview Checking Examination

Receiving Final
Interview
Application Selection

Screening Employment
Application test
1.Pr
eliminary Interview: The preliminary interview is also called as a
screening interview wherein those candidates are eliminated from the
further selection process who do not meet the minimum eligibility
criteria as required by the organization. The preliminary interview is less
formal and is basically done to weed out the unsuitable candidates very
much before proceeding with a full- ledged selection process.

2.Receiving Applications: Once the individual qualifies the preliminary

interview he is required to fill in the application form in the prescribed
format. This application contains the candidate data such as age,
qualification, experience, etc. This information helps the interviewer to
get the fair idea about the candidate and formulate questions to get more
information about him.
3.Screening Applications: Once the applications are received, these are
screened by the screening committee, who then prepare a list of those
applicants whom they find suitable for the interviews. The shortlisting
criteria could be the age, sex, qualification, experience of an individual.
Once the list is prepared, the qualified candidates are called for the
interview either through a registered mail or e-mails.

4.Employment Tests: In order to check the mental ability and skill set
of an individual, several tests are conducted. Such as intelligence tests,
aptitude tests, interest tests, psychological tests, personality tests, etc.
These tests are conducted to judge the suitability of the candidate for the
job.

5.Employment Interview: The one on one session with the candidate is

conducted to gain more insights about him. Here, the interviewer asks
questions from the applicant to discover more about him and to give him
the accurate picture of the kind of a job he is required to perform.

6.Checking References: The firms usually ask for the references from

the candidate to cross check the authenticity of the information provided
by him. These references could be from the education institute from
where the candidate has completed his studies or from his previous
employment where he was formerly engaged. These references are
checked to know the conduct and behavior of an individual and also his
potential of learning new jobs.

7.Medical Examination: Here the physical and mental fitness of the

candidate are checked to ensure that he is capable of performing the job.
In some organizations, the medical examination is done at the very
beginning of the selection process while in some cases it is done after
the final selection.
Thus, this stage is not rigid and can take place anywhere in the process.
The medical examination is an important step in the selection process as
it helps in ascertaining the applicant’s physical ability to fulfill the job
requirements.
8.Final Selection: Finally, the candidate who qualifies all the rounds of
a selection process is given the appointment letter to join the firm.

SWOT ANALYSICS OF APPLE INC

Apple’s Strengths
1. Most valuable brand 

Apple is ranked # 1 for the 7th consecutive year by Interbrand – with a

brand value of $234 billion.

2. Globally Iconic

Apple is one of the most reliable company when it comes to

personalized advanced computers and smart technology devices. It has
millions of loyal customers with steady increment.

3. Brand Of Choice 

It isn’t big news that Apple is a demanded brand in corporate offices.

Apple has a specific business page that offers top quality technology
solutions for every corporation’s needs.

4  Expansion in services 

Apple has been expanding its services portfolio for many years. For
example, about 19% of Apple’s annual revenue ($53 B out of $274 B in
FY 20) came from its services, which is the second biggest
contributor to its revenue after the iPhone (50% of its revenue).

Apple’s Weaknesses
1. High Priced Products

Apple’s products can be considered a luxury due to

their premium prices. The products are priced for middle and high-
income consumers. Low-Income consumers can’t simply afford Apple
products.

Due to their premium pricing, only middle or high-class individuals can

afford their products.

2. Limited advertisement & promotions

Apple has solidified their grounds by establishing loyal customers, even

with limited advertising resources. Apple marketing relies heavily on its
iconic and flagship retail stores.

Because of their success, Apple does not feel the need to have excessive
spending towards advertisement in comparison to other big brands such
as P&G, Coca Cola and Samsung technology.  

3. Incompatibility With Other Software

When a customer buys an apple product, they enter the Apple universe.
Apple’s products do not support other software or technologies making
them incompatible with other devices.

Apple’s Opportunities
1. Consistent Customer Growth

Apple has been dominating the technology sector for years now. They
provide top quality and cutting-edge technology that offers a
breakthrough in customer experience.

Their customer retention rate of 92% is phenomenal. Apple can always

rely on the power of the internet for future opportunities to gain new
customers and form new alliances.
2. Qualified Professionals

Apple’s researchers, developers, and product specialists are a team of

highly qualified professionals that have years of experience in branding
consumer products. With the expansion of their team, Apple can
continuously build new opportunities.

3. Expansive Distribution Network

Apple Inc. has the opportunity to expand its distribution network.

Currently, the distribution network that Apple has is very limited and
leaves room for minimal growth.

4. Deliver Self-Driving Software Technology

The demand for autonomous is increasing rapidly. Apple has the

expertise needed to deliver self-driving car technology rather thlly-
functional autonomous or electric cars.

Apple’s threats

1. Coronavirus Outbreak

Apple is highly dependent on China for its manufacturing and supply

chain. In addition, about 14.5 % of its $274 billion in revenue came
from China (a big market for Apple). The outbreak has significantly
affected and may continue to disrupt  Apple’s sales in the fiscal year
2021. 

2. Supply Chain Disruption

The recent events have significantly affected and disrupted its
operations. It reported flat revenue in Q2 of 2020 and declined to offer
annual revenue estimates for FY2020 due to supply chain uncertainties.

3. Increasing Competition

Although Apple as a brand has solidified itself, it still faces threats from
competitors. With the advancement in technology, brands
like Samsung, Google, and Dell are giving Apple tough competition.

As the competition is getting stronger, Apple either has to introduce new

technologies or revise its pricing policy to stay ahead of its competition. 

4. Market Penetration

There has been a significant change in market penetration by other

brands in the smartphone market. Companies like Samsung, HTC, and
Lenovo are using Android software to create new smartphones.

5. China Tariffs

US government has imposed a higher tariff on imports from China,

increasing the overall cost of the products. Consequently, it adversely
affects the gross margin on the products and may make the product more
expensive for customers.
Sales Curve of All Product of Apple INC
Sales Graph of All Product of Apple INC.
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure.

This includes overall research design, the sampling procedure, the data
collection method, and analysis procedure.

The sample procedure chosen for this are statistical sampling method.
Here randomly employees are selected and interviewed. Information,
which I collected, was based on the questionnaires filled up by the
sample employees.
Under secondary method I took the help of various reference books
which I have mentioned in bibliography and also by way of surfing
through the company website.

Research is an organized inquiry designed and carried out to provide

information to solve the problem. The fact, search is an art of scientific
investigation of a certain problem. “Research is the process of
systematically

Sample size:
Obtaining accurate answers to significant and pertinent questions by the
use of the scientific methods gathering and interpreting information”.

Sample size is 50. Data was analyzed by surveying employees from

different departments.

Sample design:

This part is done through discussing and analyzing with my project

guide and referring to the subject regarding this topic. It was a random
sampling.

Mode of analysis:

The methods used to analyze the data are as follows:

1) To gather information from employees relating to the

importance of recruitment and selection in the organization
and present the same in the form of graphs, diagrams, etc .
2) To measure employee satisfaction with the present system of
recruitment and selection by comparative analysis through
the pie charts.
Interpret and analysis of the data and present it in a proper manner.

3) Uses of Microsoft excel for preparation of graph.

 SOURCES OF DATA

Data Collection is the collection of necessary detail to gain further

information. This requires both primary and secondary data.

A. Primary data:

Questionnaire and personal interview.

B. Secondary data:

Periodicals, journals, newsletters and official documents of Apple.,

helped me in secondary data collection.

Field Work:

Fieldwork is done for the purpose of collection of data. The

fieldwork involved here are:

1.Regular research to gather information on the relevant topic and

have them compiled according to the project specification.

2.For getting proper guidance for the project, often discussion with
the guide was done.

DATA ANALYSIS & INTERPRETATION

Q1) How do you find the written test conducted before your selection?

A)Easy
B) Average
C) Difficult
D)NA
 14 out of 150 find it easy, 35 find it average and 65 find it difficult.
So from the above we can deduce that it was difficult as most of them
found it so.

Q2) How do you find the interview?

A)Easy
B) Average
C) Difficult
D)Learning
Most of the people found it difficult but still some of them found that it
was learning means interview made them learn. A same amount of
people found it average which shows the diversified population.

Q3) How do you find the EQ test conducted after the written test?

A)Easy
Average
B) Difficult

EQ test is used to measure the Personality and traits of the respondent.

This is really helpful in measuring the feasibility of prospective
employees. Most of the sample found the EQ test Average.
Q4) How do you find the training given to you before you are placed in
the concerned department?

A)Good
B) Average
C) Below Average
D)Excellent

Most of the sample found it good means the training given before hand
is helpful in attaining the targets given them. There were also people
who found it really excellent.

Q5) How do you find the staff members of the HR department?

A)Co-operative
 B) Motivating
C) Responsible
D)Goal oriented

The HR department is the backbone of any organization. They are the

one who not only prepare but choose prospective employees. A big
chunk of people found it responsible and goal oriented. But it came as a
result that they were not too motivatin which is a prerequesite of HR.

Q6) Were you made aware of your roles & responsibilities at the time of
joining?
 A)Yes

B) No

The HR were responsible and most of the employees in time got the
information regarding their joining dates.

Q7) Are you completely aware of the welfare policy, leave policy, rules
& regulations of the company?

A)YES

B) NO
Again the HR played a good role and most of the sample was aware of
responsibilities they have to take up. They have been told clearly the
roles and they were aware of the policies etc.

Q8) Do you think that uniform should be made compulsory or should it

not be there?

A)Yes

B) No
107 out of 150 voted for uniform as they feel comfortable in it. They
need not to arrange or choose outfits everday
Q9) How do you find the Induction programme conducted by the
company?

A)Good

B) Average

C) Below Average

D)Excellent

About half of the sample found the induction program excellent.

Least votes were for below average. Means the induction program
was successful.
 Q10) How do you rate the overall selection process of the
company?

A)Good

B) Average

C) Below Average

D)Excellent

All the components of HR made it success as more than half of sample

said that the selection process was excellent. No one voted for below
average. So it was a successful process.
 FINDINGS

● After the study it was concluded that 9% of the total people felt
that the written test were easy, 23% felt it was average, 44% felt it
was difficult and rest 24% did not attempt the question.

● Most of the people found it difficult but still some of them found
that it was learning means interview made them learn. A same
amount of people found it average which shows the diversified
population.

● EQ test is used to measure the Personality and traits of the

respondent. This is really helpful in measuring the feasibility of
prospective employees. Most of the sample found the EQ test
Average.

● Most of the sample found it good means the training given before
hand is helpful in attaining the targets given them. There were also
people who found it really excellent.
● The HR department is the backbone of any organization. They are
the one who not only prepare but choose prospective employees. A
big chunk of people found it responsible and goal oriented. But it
came as a result that they were not too motivatin which is a
prerequesite of HR.

● The HR was responsible and most of the employees in time got the
information regarding their joining dates.

CONCLUSION
In the new millennium when the corporate world is designing newer
techniques for developing employees and retaining them, behind and
the organizational structure is such that people work hand in hand to
align the organizational goals with the individuals’ goals.

Evaluation of employees’ performance is helpful as to strengthen the

employees’ productivity, their promotion, transfer, training and
development needs etc. The organization has implemented the
evaluation process not only to evaluate the performance of employees
but also for their increment and promotion. The company follows a
transparent recruitment and selection system with no personal bias
because it is wholly based on individuals’ contribution towards the
organization. But there are some loopholes in the system that should be
analyzed and corrective measures should be taken.

To sum it up, this project has provided me with opportunities to learn

different areas of the HR function and has given me stepping-stones to
climb up to reach the summit of HR at the end of my career

RECOMMENDATION
● During the selection process not only the experienced candidates
but also the fresh candidate should be selected so as to avail.
● In the organization where in research report facility prevailing then
such kind of practices must be adopted so that the student can learn
and again from their practical views
● Candidates should be kept on the job for some time period, if
suitable they should be recruited. During the selection process, the
candidate should be made relaxed and at ease.
● A company should follow all steps of recruitment and selection for
the selection of the candidates.
● Selection process should be less time consuming.
● The interview should not be boring, monotonous. It should be
made interesting. There must be proper communication between
the interviewer and interviewee any the time of interview.
● Evaluation and control of recruitment and selection should be
done fair judgment.

LIMITATIONS
 ● Time limitation. Stipulated time period was not enough to conduct
the in-depth study over this topic.

● Secondly, the limitation that the scope of collection of sample size

which was confined to only one department, which would have
otherwise made my study and observations in an effective manner.

● Bias data, the secondary data collected through various sources can
be bas also.

BIBLIOGRAPHY

BOOKSs
 ● Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th
Edition, Chapter 16, pages 636-641.
● Koontz Harold & Weihrich Heinz, Essentials of Management,
Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245.
● Decenzo A. David & Robbins P. Stephen, Personnel/HR
Management, Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages
117-209.

WEBSITES

● www.apple.com
● www.indiatimes.com

QUESTIONNAIRE

Q1) How do you find the written test conducted before your selection?
E) Easy
F) Average
G)Difficult
H)NA

Q2) How do you find the interview?

E) Easy
F) Average
G)Difficult
H)Learning

Q3) How do you find the EQ test conducted after the written test?

C) Easy
D)Average
E) Difficult

Q4) How do you find the training given to you before you are placed in
the concerned department?
 E) Good
F) Average
G)Below Average
H)Excellent

Q5) How do you find the staff members of the HR department?

E) Co-operative
F) Motivating
G)Responsible
H)Goal oriented

Q6) Were you made aware of your roles & responsibilities at the time
of joining?

C) Yes

D)No

Q7) Are you completely aware of the welfare policy, leave policy, rules
& regulations of the company?

C) YES
 D)NO

Q8) Do you think that uniform should be made compulsory or should it

not be there?

C) Yes

D)No

Q9) How do you find the Induction programme conducted by the

company?

E) Good

F) Average

G)Below Average

H)Excellent

Q10) How do you rate the overall selection process of the company?

E) Good
F) Average

G)Below Average

H) Excellent.