Professional Documents
Culture Documents
of
Recruitment And Selection At “Coromandel International Limited”
INTRODUCTION:
With the human resource management paradigm, they are not simply mechanism for
filling vacancies. Recruitment & selection is a function of major importance to the
success of an enterprise.
Placing the interview by:
1. Merit basis
2. Considering the persons interest, background & physical capacities.
3. Examining the job available
4. Matching the available job recruitments with individual capacities
Recruitment:
According to Flippo- “It is the process of searching for prospective employees &
stimulating & encouraging them to apply for job in an organization.” It is the activity
which links employer and job seekers.
It is often learned positive in that it stimulates people to apply for jobs to increase hiring
ratio i.e. the no. of applications for a job.
The process of generating pool of qualified candidates for a job is the first step in the
hiring process.
The aim of recruitment is to attract qualified job candidates; the word qualified is
stressed because attracting applicants who are unqualified for the job is a costly waste
of time. Unqualified applicants need to be proceeded and perhaps tested or interviewed
before it can be determined that they are not qualified, to avoid these costs the
recruiting efforts should be targeted solely applicants who have the basis qualification
for the job.
Recruitment from the first stage in the process which continue with selection & ceases
with placement of the candidates. Recruitment & selection are critical elements of the
effective human managements.
“The art of choosing men is not nearly as difficult as the art of enabling those one has
chosen to Attain their full worth”.
Recruitment is the process by which organizations locate and attract individuals to fill
job vacancies. Most organizations have a continuing need to recruit new employees to
replace those who leave or are promoted in order to acquire new skills and promote
organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by
which organizations evaluate the suitability of candidates. With successful recruiting to
create a sizeable pool of candidates, even the most accurate selection system is of little
use.
Recruiting begins when a vacancy occurs, and the recruiter receives authorization to fill
it. The next step is careful examination of the job and enumeration of skills, abilities and
experience needed to perform the job successfully. Other steps follow:
Selection Procedure:
The various steps in the selection of the desirable person in the employment procedure
starts only after the applications from the prospective employees are receive by the
concern. These applications are scrutinized considering the standard set out by the
organization, The application is screened out at each step and those who are found
borne job are selected finally. The following are the necessary steps generally involved in
the selection process; -
1. Preliminary interview
2. Application blank
3. Employment Test
4. Employment interview
5. Reference check
6. Medical examination
7. Final selection
1. Preliminary interview: It is the first step after receipt& scrutiny of the applications
forms in the Selection process. The purpose of this type of interview is to
eliminate the unqualified or unsuitable candidates. It should be quite brief just to
have an idea of general education, experience, training, appurtenance, personality
etc. of the candidate & to obtain his salary requirements.
4. Employment Interview: Perhaps this is the most complex & difficult part of the
selection process. The purpose of interview is to determine the suitability of the
applicant for the applicant for the job & job for the applicant. Interview must be
conducted in a friendly atmosphere & the candidate must be asked the Basis of
job specification. Unwanted questions should be avoided.
1. The objective of the study is to analyse and evaluate selection process for
Coromandel International Limited
2. To know the perception of employees regarding recruitment and selection
process.
3. The main objective is to select right candidates to the right jobs to reduce the cost
of the employment and losses occurred due to error made by the employees
which are not appropriate to the corresponding job.
4. The objective of this study is to find out the most efficient employee for the
organization i.e. Coromandel International Limited.
5. To suggest ways to improve Recruitment and Selection in Coromandel
International Limited.
6. To know whether employees are working according to their predetermined duties
and responsibilities or not.
7. To Study the implication of HR Manager in finding out what are various ways and
means to improve working capacity of the employees that have been adopted by
the Company.
Sample Size: The study was conducted with sample size of 30 employees selected at
random from both supervisory and management staff of” COROMANDEL
INTERNATIONAL LTD”.
RESEARCH METHODOLOGY:
Collection Data:
Secondary data: Secondary data was gathered from academic texts and company
profile from company’s website.
ANALYSIS:
The data collected through questionnaires distributed to the employees was analysed
and Interpreted using the MS-EXCEL.
LIMITATIONS:
No project is without limitations and it becomes essential to figure out the various
constraints that we underwent during the study. The following points in this direction
would add to our total deliberations: -
• During the study, on many occasions the respondent groups gave us a cold
shoulder.
• The employees were busy with their daily schedule and it was very much difficult
for them to give time.
• Time and money were also an important constraint. Lack of time is the basic
limitation of this project.
• Lack of proper information and experience due to short period of time.