A

SYNOPSIS REPORT ON
RECRUITMENT AND SELECTION PROCESS
AT VIDEOCON.

SUBMITTED TO SCHOOL OF BUSINESS FOR THE PARTIAL FULFILMENT OF

REQUIREMENT OF DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION (MBA).

UNIVERSITY OF PETROLEUM AND ENERGY STUDIES,
DEHRADUN.

SUBMITTED TO – Dr. Anurag Sharma SUBMITTED BY – Raja Rocky.

MBA (HR) – R151220093.
 TABLE OF CONTENT

1.COMPANY OVERVIEW
2.INTRODUCTION
3.REVIEW OF LITERATURE
4.RESEARCH METHODOLOGY
5.LIMITATION OF THE STUDY
6.OBJECTIVE OF THE STUDY
 COMPANY OVERVIEW

INTRODUCTION
Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.
Recruitment process is a process of identifying the jobs vacancy, analysing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices which are RECRUITMENT PLANNING, STRATEGIC
DEVELOPMENT, SCREENING, EVALUATION AND CONTROL These five practices
ensure successful recruitment without any interruptions. In addition, these practices also
ensure consistency and compliance in the recruitment process.
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.
Almost all company follow the recruitment process so does VIDEOCON.
 ABOUT VIDEOCON

The story begins with the idea in the mind of a graduate boy who was very agile
and passionate about his ideas and have believe in them. He initiated with sugar
mill and ended with an MNC named Videocon India’s no. 1 brand in Consumer
electronics and Home appliances by almost 50 million people across the world.

The boy named was Shri Nandlal Madhavlal Dhoot, the founder of the Videocon
Group

Videocon Industries Limited, formerly named Videocon Leasing & Industrial

Finance Limited, is a global operating Indian conglomerate. The company was
found in 1979 by Nandlal Madhavlal Dhoot. With a mission: “To delight and
deliver beyond expectation through in genius strategy, intrepid entrepreneurship,
improved technology, innovative products, insightful marketing and inspired
thinking about the future”, after three decades of development, it is now a top
consumer electronics and home appliances brand in India and the third largest
CPT manufacturer in the world (The Economist, 2007). The company is under
control of the Dhoot family whom possesses over 70% of the company’s ownership.
Mr. Nandlal Madhavlal Dhoot initiated his sons into the company. One of his sons,
Mr. Venugopal Dhoot, the Chairman and Managing Director of Videocon, and
another son Mr. Pradip Kumar Dhoot, the company’s Whole-Time Director. The
Dhoot family has involved actively in managing Videocon’s business. In the 1980s,
along with the cooperation with Japanese corporation Toshiba, Nandlal launched
‘India’s first world-class color’ TVs: Videocon. Today, the company is one of the
most well-known household brands in domestic market, and is listed at Bombay
Stock Exchange Limited and National Stock Exchange Limited of India Limited.
REVIEW OF LITERATURE

The History of Human Resource Management is the strategic and coherent approach
to the management of an organization's most valued assets - the people working
there who individually and collectively contribute to the achievement of the
objectives of the business. The terms "human resource management" and "human
resources" (HR) have largely replaced the term "personnel management" as a
description of the processes involved in managing people in organizations. Human
Resource management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical
techniques of managing a workforce.

Human resource management has it roots in the late and early 1900's. When there
are less labor then there are more working with machinery. The scientific
management movement began. This movement was started by Frederick Taylor
when he wrote about it a book titled ‘The Principles of Scientific Management’. The
book stated, "The principal object of management should be to secure the maximum
prosperity for the employer, coupled with the maximum prosperity for each
employee.” Taylor believed that the management should use the techniques used
by scientist to research and test work skills to improve the efficiency of the
workforce. Also around the same time came the industrial welfare movement. This
was usually a voluntary effort by employers to improve the conditions in their
factories. The effort also extended into the employee’s life outside of the work
place. The employer would try to provide assistance to employees to purchase a
home, medical care, or assistance for education. The human relations movement is
the major influence of the modern human resource management. The movement
focused on how employees group behavior and how employee feelings. This
movement was influenced by the Hawthorne Studies.
 OBJECTIVE OF THE STUDY

Every task is undertaken with an objective. Without any objective a task is rendered
meaningless. The main objectives for undertaking this project are:

1. To understand the process of recruitment at VIDEOCON.

2. To know the sources of recruitment at various levels and jobs.
3. To identify the areas where there can be scope for improvement & give suitable
recommendations to streamline the hiring process.
RESEARCH METHODOLGY

RESEARCH is a ‘careful investigation or inquiry especially through search for

new facts in any branch of knowledge’.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem,

formulated hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of recommendations.
The data has been collected from both the sources primary and secondary sources.
My area of focus was the recruitment and selection in the organization.

DATA SOURCE

Questionnaire

Through Internet, Journals, Newspapers and Misc.

Data Collection Procedure: - Survey online.

Sample Size: - 100

Sample Area: - work done from Home.

Sample procedure: - Random sampling.

LIMITATION OF THE STUDY

The benefits of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment and selection procedures.

The key points of my research study are:

i. To study the fact about the VIDEOCON as a Group.

ii. To analyses the recruitment policy of the organization.
iii. To Understand and analyse various HR factors including recruitment
procedure at
VIDEOCON.
iv. To suggest any measures/recommendations for the improvement
of the recruitment procedures
v. It extends to the whole Organization. It covers corporate office,
sites and works appointments all over India.
vi. It covers workers, Clerical Staff, Officers, Jr. Management,
Middle Management and Senior Management cadres.