in this project RATE THE EFFECTIVENESS OF THE INTERVIEWING PROCESS & OTHER SELECTION

INSTRUMENTS LIKE TESTING?

a)poor b) adequate c) excellent

22%

POOR
ADEQUATE
EXCELLENT

78%

1. DOES THE HR TEAM ACT AS A CONSULTANT TO ENHANCE THE QUALITY OF THE APPLICANT
PRE SCREENING PROCESS?
a) Yes b) no c) Cant say

2. DOES HR TRAIN HIRING EMPLOYEES TO MAKE THE BEST HIRING DECISIONS?

a) Yes b) no
3. RATE HOW WELL HR FINDS GOOD CANDIDATES FROM NON TRADITIONAL SOURCES?
a) Poor b) adequate c) excellent

4. HOW WOULD YOU RATE THE HR DEPARTMENTS PERFORMANCE IN RECRUITMENT &

SELECTION?
a) Poor b) adequate c) excellent
 5. IS THE HR DEPARTMENT EFFICIENT IN SELECTION POLICY OF THE EMPLOYEES?
a) Yes b) no

CHAPTER-V
CONCLUSION & SUGGESTION

In order to achieve the same we are committed to

 Consistently provide product as per customers' requirements to enhance satisfaction

 Prevent pollution and improve environmental performance,
 Comply to all applicable legal & other requirements to which IFCAL subscribes,
 Involve people working for and on behalf through training& exposure And Establish
measurable objectives and review them for continual improvement of Environment&
Quality management system

CONCLUSIONS

Super achievers don't waste time in unproductive thoughts, esoteric thoughts or catastrophic
thoughts. They think constructively and they know that their level of thinking determines their
success.

Success is the progressive realization of a worthy goal. I don't know the key to success, but the key
to failure is trying to please everybody. Success and happiness go hand in hand. Whatever the mind
of man can conceive and believe, the mind can achieve. It becomes very important for an HR
professional to be very thoughtful, constructive and disciplined in its people oriented approach.

I would like to mention here, that HR professional is having a big responsibility to hire the best
person from the available talent pool. At the same time, one needs to be cost conscious. It is a good
practice in recruitment to be objective and seek to identify the candidates' abilities or ambition,
based on applicant's .sex, caste, age religious belief, sexual orientation or any disability is a bad
practice 7 should be avoided

At IFCAL, Jajpur Röad, I appreciate the practice of the payment of relocation cost to the employees
which serves as a motivating factor to convince the candidate to join the organization. I even
appreciate the concept of on line application forms& job posting through portals as in today's era of
automation, online application form is highly preferred and recommended

At the end, I would like to mention the IR's strong initiatives to add some programmes to improve
and engage their employees like brain storming sessions, SAP trainings, Workers Education
Programme, Yoga shivirs for relaxation, professional quizzes and many more, are highly
commendable.

SUGGESTIONS
1. Man power planning for different departments should be complete within a short span so as to
streamline the recruitment process

2. Appropriate measures should be taken to in order to overcome infrastructural flaws so as to

facilitate a well structured interview process.

3. The entire interview flow diagram should be made very clear and there must be a defined panel to
conduct the intervievw

4. In absence of the concerned authority, the power to conduct the interview should be delegated to
his nexlevel sothat the recruitment process does not get hampered.

5. Common amenities including sitting arrangement, conveyance facility including sitting

arrangement, conveyance facility should also be improved.

6. I suggest the use regret letters to intimate to the candidates who are rejected. This is not a yery
time consuming,cxercise as a standard format can be developed and Sentsto the respective
candidates through e-mail This also helps in creating a better and more professional image of the
company.

7. In the process of making, the positions & their respective roles should be made very clear so that
the entire departmental activities could be properly coordinated towards the achievement of
organizational objectives as a whole.
 BIBLIOGRPHY

1. Human Resources Management - P Subba Rao

2. Principles & Practice of Management - L.M. Prasad
3. Essentials of Management - Weihrich & Koontz
4. Internet