Comprehensive Project Report

ON

“A comprehensive study on Roles of Human

Resource Management and Managing of the
Resources in the Organizations”

Submitted to the ASBM UNIVERSITY in partial fulfilment

of the requirements for the award of the Degree of
Bachelor of Business Administration (Hons.)

Submitted by- Arpan Ray

Reg.No- BBA/2019-22/09

Under the Guidance of- Prof. Avijit Mondol

ASIAN SCHOOL OF BUSINESS MANAGEMENT

CERTIFICATE
 CERTIFICATE

This is to certify that the work contained in the Report

entitled “A Comprehensive Study On Role of Human
Resource Management and Managing of the Resources in
the Organizations”, submitted by Arpan Ray (Reg.No -
BBA/2019-22/09) for the award of the degree of Bachelor of
Business Administration (BBA) to Asian School of
Business Management (ASBM UNIVERSITY) is a record of
research works carried out by her under my direct
supervision and guidance.
I considered that the Report has reached the standards
and fulfilling the requirements of the rules and regulations
relating to the nature of the degree. The contents
embodied in the report have not been submitted for the
award of any other degree or diploma in this or any other
university. Any help or source of information which has
been availed in this connection is duly acknowledged.

Date: - (Prof. Avijit Mondol)

Place: - Bhubaneswar
 DECLARATION

I do hereby declare that the Report entitled “A

Comprehensive Study On Role of Human Resource
Management and Managing of the Resources in the
Organizations”,

submitted to “ASBM University” for

the partial fulfilment of the degree of ‘Bachelor of Business
Administration’ of Asian School
of Business Management (ASBM UNIVERSITY), Bhubaneswar
is an original piece of work
done by me and has not been published elsewhere or
submitted for any other degree in full or in
part.

Date: - (Arpan Ray)

Place: - Bhubaneswar
 ACKNOWLEDGEMENT

It is a moment of pleasure to present this project report undertaken

by me as the fulfilment of our dissertation for our course of
Bachelors of Business Administration. Having completed this project,
I realized the importance of the people who have been a lot support
to me. First of all, I would like to thank Almighty God to whom I owe
my very existence. I am grateful to Him for giving me strength that
keeps me standing and for the hope that keeps me believe that this
study would be possible. Every study requires guidance of someone
eminent in the respective field. I have been fortunate to receive that
from my guide and mentor Prof. Avijit Mondol. My most earnest
acknowledgement must go to him who has been instrumental in
ensuring this academic venture ever since. I am extremely grateful to
him for solving all my problems throughout the dissertation. I would
also like to express my sincere gratitude to our all faculties of ASBM
for their constant support and encouragement. I express my
sincere thanks to “AdhyapakOnline .” for providing me with an
opportunity of hard–core marketing. I am extremely thankful to the
Chief executive officer at “AdhyapakOnline.” Thanks to my parents,
dear friends and all those who have supported and motivated me to
work hard and gave me an opportunity to prove myself throughout
the dissertation.
Certificate of Internship
 Table of contents

Sr.no Content

1. Acknowledgement

2. Certificate Of Internship

3. Preface

4. Executive Summary

CHAPTER INTRODUCTION
:1
1.1 OBJECTIVES OF STUDY

1.2 SCOPE OF STUDY

1.3 COMPANYS PROFILE

1.3.1 COMPANY’S MISSION AND VISION

1.3.2 COMPANY’S POLICY- SNAPSHOT

1.3.3 COMPANY’S PRODUCT AND COURSES

1.3.4 COMPANY’S SLOGAN

1.4 ORGANIZATIONAL STRUCTURE

1.4.1 SIZE OF ORGANIZATION

 1.5 RECRUITMENT AND SELECTION PROCESS
OF ADHYAPAK ONLINE

1.6 ACTIVITIES OF DIFFERENT DEPARTMENT

SR NO. PARTICULARS
CHAPTER : REVIEW OF LITERATURE
2
2.1 INTRODUCTION
2.2 LITERATURE REVIEW

CHAPTER : RESEARCH METHODOLOGY

3
3.1 INTRODUCTION
3.2 RESEARCH DESIGN
3.3 SAMPLE DESIGN
3.4 DATA COLLECTION
3.5 SAMPLE SIZE
3.6 POPULATION
3.7 SAMPLING UNIT
3.8 LIMITATIONS

CHAPTER : DATA ANALYSIS AND INTERPRETATION

4
SR NO. PARTICULARS

CHAPTER SUMMARY AND CONCLUSION

:5
5.1 RESULT OF STUDY
5.2 SUGGESTION
5.3 SCOPE FOR FURTHER STUDY
5.4 CONCLUSION

CHAPTER REFERENCES
:6
QUESTIONAIRES

Preface
As a part of BBA curriculum and in order to gain
practical knowledge in the field of management, we
are required to make a report on “A Comprehensive
Study On Role of Human Resource Management and
Managing of the Resources in the Organizations” The
basic objective behind this project report is to get
knowledge of different tools of Human Resource
Management. Doing this project report helped us to
enhance our knowledge regarding to recruit
people from various parts of India and also
managing people inside the Organization. Through
this report, we come to know about importance of
team work and role of devotion towards the work.

Executive Summary
 Adhyapak online is E-learning platform. who also gives internship
opportunity for different domains. Here HR plays major role in
recruiting and selection of vacant staff required for different domain.
HR plays important role in any organization. Adhyapak online is ideal
place for HR to learn HR related activities thoroughly. An excellent
team of management of HR division conducts all the HR related issues.
Their dedicated work makes them possible to get suitable people for
suitable positions. They maintain actual flow of each and every step of
Recruitment and selection process. Reducing turnover rates proves the
recruitment and selection of Adhyapak online is an ideal example and
they recruit right person for right position.
The report mainly concentrated on the Human Resource Division. As
it is E-learning platform and people do internship here so work pressure
is very high in recruitment and selection. So they need candidates who
are willing to work and learn otherwise whole operation will mess up.
This is great challenge for any company to find out such talented
people.
To know the future demand of human resource in Adhyapak online,
the Human Resource Division collects data that when we will require
manpower for what division and how much manpower is required. The
HR division then sets out to recruit and select necessary number of
competent and efficient people in adhyapak online. Adhyapak online
practices both the recruitment and selection process but it differs for
different job positions.

CHAPTER : 1
 INTRODUCTION

Human resource management started from industrial revolution in United Kingdom in

1850’s. Human resource management is strategic approach to the effective and efficient
management of people organization. HRM includes managing people, reading people’s mind,
attracting, developing, utilizing, retaining and motivating employees.
Human resource planning helps to decide number of people required in organization. Then
the recruitment follows human resource planning and goes together with selection process to
evaluate the suitable candidate for job. Job analysis and job specification allots roles and
responsibilities and required qualification for the job holders. Then selection of right
candidate is done in which selection involves with recruitment and selection.
Recruitment and selection
Recruitment is process where potential applicants are searched and encouraged to apply for
actual vacancy. Selection means the process of hiring employees among shortlisted
candidates. In short recruitment is searching candidates and selection is choosing from these
candidates. Selection is filtering the process. Right person for right job is principle for
recruitment and selection.
If any problem occurs in recruitment and selection there is high risk of negative impact on
business productivity, morale of employee, existing employees engagement and company’s
reputation. After getting suitable employee and completing recruitment and selection process
then the new employee moves towards on-boarding to know about the organization.
Adhyapak online has skilled human resource department who focuses on systematic
recruitment and selection process then selects and trains employee to achieve target and run
organization in effective manner.

1.1 OBJECTIVES OF STUDY

Primary objective:
⁕ To analyse management functions and operation of different levels of recruitment and
selection.
⁕ To learn about advantages and disadvantages of recruitment and selection.
⁕ To analyse the effectiveness of recruitment and selection process.
⁕ To experience management terms in real life which I studied in my course.

Secondary objective:
⁕ To gain confidence and to face real life situation.
⁕ To get familiar with recruitment process.

1.2 SCOPE OF STUDY

As I am doing my internship at Adhyapak online. The scope of study is only limited as this
internship is work from home (online). So the report does not cover all the functions of
human resource management of Adhyapak online.
 1.3 COMPANY’S PROFILE

Adhyapak online was registered in 2019 and its project started in august 2020. Adhyapak
online initiative is legal entity with The second space which is registered with government of
India. Adhyapak online has two registered office.

1- The second space 354, info-city road, patia, Bhubaneshwar, Odisha – 751024

2- The second space, parsvanath bibhav plaza, alpha-1 commercial belt, block E, Greater
Noida, Uttar Pradesh, 201301.

Website: www.adhyapakonline.com

Contact no: +91-789-444-888

Email id: head@adhyapakonline.com

counselor@adhyapakonline.com
jobs@adhyapakonline.com

Adhyapak online is sole proprietorship company and the scope of their program only remains
inside India.

Adhyapak online is e-learning platform for everyone. They offer home tuition for kids,
training and placement program for job seekers, yoga and engagement classes for senior
citizens. Also their virtual classroom have real time experience and experts for classes.
For the past several months of the year 2020 up to present due to the COVID-19 pandemic
around the world, almost all of the educational institutions, applied online classes as their
battleground to overcome its’ educational adversities and problems towards students.
Adhyapak Online is a Govt registered company, establish in early 2019 and into multiple
domains. Adhyapak Online project was started in August 2020. We are providing E-learning
platform for everyone. Our Learning Platform is empowering the learners of today and
tomorrow through live classes, Live Experiments and words from Mentors; which make
learning Interactive and Engaging. We focus on the transparency, ensured through visual
learning modules prepared by our seasoned team of academicians, experts and senior
members. Adhyapak Online gives complete attention and guidance for all online education
related needs, which allows you to learn anywhere, anytime!.
We offer Home Tuition for kids, Training and Placement Program for Job Seekers, Yoga/
Engagement Classes for the Senior Citizens. Scope of our program remains inside India
only.We are providing India’s first online Platform for all kinds of educations – kids,
youngsters and senior citizens as well. Our Adhyapak Online is offering different model of
educations for engaging students across different generations. We have young teachers and
old students as well – also vice-versa. Mission is to promote education for all the generations
via digital platforms.
 1.3.1 COMPANY’S MISSION AND VISION

Company’s mission is to promote education for all the generations via digital platforms.
Company’s vision is to make digital education affordable for common people.
Offering job oriented program, training and placement for freshers.

1.3.2 COMPANY’S POLICY - SNAPSHOT

 Respect for People

 Maintain Punctuality
 Be professional with your peers
 Take Accountability for your work/ assignments
 Respond to Emails and Chats promptly
 Dress up with Formals or Decent Casuals during business hours
 Don't share your Confidential information – like Client details, Salary, Employee Phone
number with anyone
 Always login by laptop in office hours. Phones login is not allowed.
1.3.3 COMPANY’S PRODUCTS AND COURSES
 COMPANY’S PRODUCTS AND COURSES

⁕ Competitive exams.
 Bihar police exam preparation
 NEET
 UPSC
 SSC
⁕ Crash course
 Online mock test for CBSE 10th and 12th.
 Website development
⁕ Job oriented program
 Business analytic
 Computer basic course
 Digital marketing
 Email etiquette
 Interview skills
 HR executive
 French language
⁕ Other courses
 Astrology class
 Painting at home
 Sanskrit classes

1.3.4 COMPANY’S SLOGAN

NOW INDIA WILL LEARN FROM ANYWHERE…..

 1.4 ORGANIZATIONAL STRUCTURE

1.4.1 SIZE OF ORGANIZATION

Adhyapak online is start-up so the size of organization is limited. It would be around 30-40
people working in different department such as marketing, HR, finance, customer care and
executive assistant.
 1.5 RECRUITMENT AND SELECTION PROCESS AT ADHYAPAK ONLINE

Adhyapak online have policy that every intern for post of marketing , HR , finance, executive
assistant, customer care they have to take 3 months of internship and as per their performance
they can be hired as an permanent employee. And for teachers they require 20 years of
working experience.
Following steps are included in recruitment and selection process:
⁕ Resume screening
Here candidate apply through linked in , various job portals and from college placement.
There resumes are screened and those who qualify the criteria send for the 1st round
interview. Criteria includes knowledge about applied position.
⁕ 1st round call interview
After screening their resumes candidates are send for there 1st round of telephonic interview
in which HR team asks candidates about there basic details and also makes sure that
candidate have laptop and good internet connectivity and if candidates fulfills requirement
then he appears for 2nd round interview
⁕2nd round interview
Second round interview is on Microsoft teams in which candidate have to turn on his camera
and have to appear for interview. In this round of interview internet speed of candidate is also
checked.
⁕ On-boarding
If candidate clears his interview and fulfills all the requirement then he appears for his on-
boarding in which candidate gets to know about basic information about the company, his
roles and responsibility ,rules and regulation of company. Also those candidate gets
application for offer letter on on-boarding program.
⁕ Training
Once candidate completes hi on-boarding then that candidate appears for training in his
respective department and department head trains that candidate and observes for initial first
three days.

Once any employee completes there three months of internship and if their performance is
good then they can receive offer as permanent employee of organization.
 1.6 ACTIVITIES OF DIFFERENT DEPARTMENT

Activities Of Human Resource Department.

The human resource division at adhyapak online mainly focuses on following roles and
responsibility.

 Posting on job sites for vacancies

 Screening of resumes
 1st round calls
 2nd round interview
 Finalizing candidates
 On-boarding
 Preparing offer letter
 Managing and observing other department
 Handling employees issues
 Background check of employees
 Making placement calls in different universities
 Preparing certificate
 Increasing linked-in connection
 Posting on linked-in about vacancy
 Creating task list of organization
 Giving access to employees of share point.
 Evaluating hiring priorities
 Performance management of employees.
 Preparing and conducting training session.
Activities Of Marketing Department.

Marketing executive team at adhyapak online mainly focuses on following roles and
responsibility.

 Creating banners on Canva.

 Increasing likes and audiences for various social media channels
 Promote different courses via social media
 Generating leads for different courses
 Achieving marketing and sales target.
 Updating leads from different areas.
 Have to brief about active/trending course.
 Creating banners for social media like linked-in, Facebook, Instagram, and twitter.
 Improve and shoot company’s introduction video
 Preparing layout of certificates.
 Improving and offering content up to date.
 Maintaining personal social media accounts.
 Daily assigned tasks should be completed daily on priority basis.
 Providing innovative ideas and strategy for marketing and sales team.
 Edit videos from different courses for different faculties.
 Time to time coordination with team and team leaders.
Activities Of Finance Department.

Finance executive team at Adhyapak online mainly focuses on following roles and
responsibilities.

 Maintaining records of everyday transactions.

 Preparing audit
 Preparing balance sheet
 Tracking of bank deposit and payments.
 Assist with budget preparation
 Review and implement financial policies
 Review categories of listed companies.
 Opening demat account.
 Technical analysis.
 Future and options of trader and stock.
 Analyzing of bank nifty stock.
 Doing trading in morning half.
 Identifying different stock
 Monitoring stock
 Also have to do live trading.
 Record accounts payable and accounts receivable.
 Prepare monthly, quarterly, annual financial reports.
Activities Of Software Developer

Software development team at Adhyapak online mainly focuses on following roles and
responsibility.

 Work with developers to design algorithms and flowcharts

 Produce clean, efficient code based on specifications
 Integrate software components and third-party programs
 Verify and deploy programs and systems
 Troubleshoot, debug and upgrade existing software
 Create technical documentation for reference and reporting.
 Have to develop everyday task
 UL design
 Website design from front end
 Website design from back end
 Software front-end
 Software back-end
 Have to create PPT
Activities Of Customer Care

Customer care executive at Adhyapak online mainly focuses on following roles and
responsibility.

 Answer all the incoming calls professionally to provide necessary details about the
products
 Provide accurate, complete and valid information to the customers through right
communication
 Handle customer complaints, provide appropriate solutions and alternatives within the
time limits
 Identify and assess customer needs to achieve satisfaction
 Prepare product or a service report by collecting and analyzing customer information.
 Solve the queries of candidates.
 Manage/monitor list
 Tell customer about the service we offer.
 Provide accurate answers and solutions to the customer queries.
 Identifying customer needs.
 Follow up to ensure necessary actions were taken within the time frame or the customers
satisfaction.
 Keep record of customer interaction.
 Process customer accounts and file documents.
 Prepare product or service report by collecting and analyzing customer information.
Activities of Executive Assistant

Executive assistant in Adhyapak online mainly focuses on following roles and

responsibilities.

 Manage executive calenders and set up daily meetings.

 Take minutes during meeting
 Oversee the performance of other clerical staff.
 Act as the point of contact among executives, employees, clients and other external
partners.
 Manage information flow in a timely and accurate manner.
 Make travel and accommodation arrangements.
 Act as an office manager by keeping up with office supply inventory.
 Rack daily expenses and prepare weekly, monthly, or quarterly reports.
 Format information for internal and external communication, memos, emails,
presentation and reports.
 Screen and direct phone calls and distribute correspondence.
 Manage monitor task list.
 Maintain the customer/candidate account and collect the necessary customer information.
 Tell customer the service we offer.
Activities of Campus Ambassador

Campus Ambassador Executive in adhyapak online mainly focuses on following roles and
responsibilities.

 Update linked-in profile.

 Posting on social media everyday to generate momentum and create buzz about
company’s product
 Generating leads for courses
 Conducting talks/sessions for students who are interested to know more about company’s
courses.
 Form a group/club in respective college.
 Organizing webinars.
 Representing our company in college and university.
 Create awareness among students and your social circle about our courses, internships
and the webinars organized by us.
 Work on lead generation and conversion targets.
CHAPTER : 2
 2.1 INTRODUCTION

In today’s world each organization requires planning. Human resource planning is by far an
essential key for the success of any organization in long run. There are various techniques
that needs to be followed by organization that guarantees that it helps to get right number and
type of people at right time, and right place, so organization can achieve there planned
objectives.
The most important step for every organization is to employ a right person on right position.
Recruitment and selection plays vital role during such situations. Various researchers have
contributed to the field of human resource management and have offered intensive and
valuable knowledge of human resource management such as scientific recruitment and
selection, manpower management, job analysis, and need and purpose of recruitment.
Edwin Flippo defines recruitment and selection process as “A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization.

2.2 LITERATURE REVIEW

A systematic review of literature on recruitment and selection process

A systematic review of literature on recruitment and selection process (Kanagavalli G , DR
Seethalakshmi R, DR Sowdamini T 5th march 2019) The main purpose of this study is to
provide a new, macro level model of strategic staffing to bridge the gap in knowledge
regarding how practices within recruitment and selection system can work to provide
advantage among various department. The study identifies the various methods of
recruitment and selection process through a systematic review of literature, which would be
right fit for attracting and selecting employees in organization.
The aim of this research reveals that recruitment and selection is carried out in organization
by adopting latest technologies like online portals, outsourcing, job fair and mobile
recruitment. The representation of this practice is to find the best candidate for organization.
While adapting latest technology, consideration of expatriate factor would lead to effective
way of recruitment in finding right candidate for right job and create better working
environment.
The impact of recruitment and selection criteria on organizational performances
This study investigates the impact of recruitment and selection criteria performance using
Fidelity bank PLC. Djabatey (2012) revealed a scenario that increasing attention being paid
to people aspect of organization wealth because development of people, their competencies
and process development of total organization are fulcrum of HRM (Mullins,1999; Djabatey
2012) while recruitment is process of identifying and attracting potential candidates from
within and outside organization to begin evaluating them for future employment.
Robbins (2005) observed organizations human resource policies and practices represent
important for shaping employee behaviour and attitude. This study adapted survey research
design and structured questionnaires to collect data. The research population covered six
main business division. The data was analyzed using descriptive and inferential statistics.
Chi-square was used to test the relatedness of hypothesis.
The result from the analysis indicted strong agreement. The finding of study in tandem with
existing information in literature. The recruitment and selection criteria have significant
effect on organization performance.According to Okah(2005) not just that organization
selection practices determine who is hired, the use of proper criteria will increase the
probability of selecting right person. It is observed that organizational environment is ever
changing the management is implored to constantly evaluate selection method on basis of
their validity, impartiality, scope of usage and cost.
Statistics of variations in recruitment and selection method.
The research undertaken to determine reasons of statistical variation in recruitment method
used in UK, every year 91 percent of employers and potential graduate recruits prefer the
internet as ideal method of large organizations(Mohamed,2008) and 89 percent was the use of
career literature such as prospects, GET directory, prospects today. Other method such as
milk rounds and career fairs were less popular after the research it was around 45 percent
while recruitment agencies was the least popular at 15 percent (Mohamed,2008).
The research also considered the cause of variations in terms of selection method used by UK
graduate recruitment and selection industry. The use of CVs and cover letters was preferred
by small and medium type of employers and the use of assessment centers and aptitude tests
were less preferred. Shortlisting applicants before inviting them for the interview was also
commonly used selection. In situations where interviews were conducted, a combination of
both single and panel interview was used in variations according to the members in the
interviewing panel (Mohamed,2008).
The variations in recruiting and selection method among the graduates, accuracy and
relevancy of the selection and recruitment methods are overriding factor. The employers cited
the employer application form as being the most accurate and reliable method for assessing
the characteristics and qualities of employees. This can be attributed to fact that employers
application forms provided high levels of accuracy when collecting information, assessing the
company’s competencies in simplification of the selection process. (Mohamed,2008). in
terms of cost saving, the CV and cover letter provided the highest cost saving due to ease of
sending and providing more information.the use of interviews in gathering crucial but first

information about the applicants. The two interaction, fairness, ability to fill gaps left by
other forms, and the ease of validation were cited as the factors that promoted t5he use of
interviews in the selection process (Mohamed, 2008).

Development in recruitment and selection research

Recruitment and selection constitute one of the oldest areas in the field of applied psychology
and still is one of the most important domain of talent management and human resource
appealing to large number of researchers and HR practitioners (Ryan and Ployhart 2014). the
strategic role that recruitment and selection plays in organization has triggered a host of new
development and expanded traditional concepts of recruitment and selection practices with
insights of other discipline like economics and marketing (eg: organizational branding Yu
and Cable 2012) information, communication and computer technology (eg: social media,
Van Iddekinge, Lanvivch, Roth and Jonco, 2013) serious games that are introduced as hybrid
kind of recruitment and testing terms.
The most challenging and pressing drivers are current demographic changes, due to currently
unseen migratory waves in Europe which can create more complex society and diverse labour
market (eg: Artuc, Docquier, Ozden and Parsons, 2015). These dynamics that issue the
assessment of minority groups are most important in upcoming years. The greatest challenge
in recruitment and selection practices is considered to be technological linked (Cyan el al.
2015 ). technological advancement means use of multimedia tools and use of online applicant
tracking system. It can increase efficiency for both recruiter and applicant.
The area of recruitment and selection is rapidly evolving, affecting a broad range of topic in
searching, attracting and assessing talented worker that warrants close monitoring and
examination.

What is role of technology in recruitment and selection?

The research explores new development in the field of employee recruitment and selection
which focuses on four stages of technological development in recruitment and selection.
Attraction stage discuss about on-line recruitment and social networking websites screening
discusses about applicant tracking system which offers opportunities and threats to recruiter
and candidates in employee selection it focuses on digital interview and game based
assessment and the main sector of technological development in on-boarding and
socialization. Employee recruitment, selection, and assessment has been for many years and
still remains one of the most prominent and important areas of research and practice in
work/organization psychology (Ryan and Ploy-hart 2014).
The first study exploring roles of e-hr appeared in 2000s (karakanan, 2000; Stanton and
Coovert 2004) predicting the beneficial impact of technology, across HR function.
Technology have made tremendous progress across all different aspects of social and
professional life and also changed life cycle of recruitment and selection. social media though
and also social networking websites have been most important development in field of digital
attraction.
In research they found out that there is limited research on how company career sites, job
boards and social media impact on attracting and screening suitable candidates. Two new
selection method (digital interview and gamification) have increased attention for
practitioners. The impact of technology in recruitment and selection is facilitation of research
and practice which increased opportunities for collaboration with other discipline such as
computer and data sciences which is very important and cannot be missed.

Best practices and emerging trends in recruitment and selection.

Best practices and emerging trends in recruitment and selection. (Chungyalpa W and
Karishma T, 2016) This research examines recruitment and selection process contains job
analysis, manpower planning and recruitment and selection.
Currently the recruitment and selection approach to understand the undergoing tremendous
changes fueled by technological innovation and changes in strategic outlook. Recruitment
and selection us important function as competition increases between firms, the firms not
only need to head hunt but also maintain existing employee. Recruitment and selection have
evolved in new form where it lies on firms to advertise, attract, and retain top talents. Internal
based technologies and various software and internet system have provided new capabilities.
in future there will be increased role of internet based solution in recruitment and selection
process.

Will artificial intelligence take over human resources recruitment and selection?
Will artificial intelligence take over human resources recruitment and selection ( Bilal H
moud, varallyailaszlo 2019) this research contains position of HR recruitment and selection
aspect of HR management, regarding artificial intelligence solution. It also contains questions
like to what extent will human use AL (artificial intelligence) to hire humans ? to what extent
and how AI affect recruiters job ? AI will be the future smart system with a strong impact on
human lives. The importance of the recruitment and selection process stems from its pivotal
role in determining the HR inputs in Organization ( Sims, 2002 ; Cook 1998).
Fairness and human biases are one of the major concerns for organizations throughout and
design and implementation of hiring system. The term AI was suggested by John McCarthy
(1958); Stuart and Peter (1995). After the vast advancement in big data, internet connectivity
and computer hardware such as memory capacity and high speed processors, intelligent

software and robots are able to perform complex task beyond human capability (Lucci and
Kopec, 2016)

AI plays essential role in optimizing recruitment strategies it decreases the burden of time
consuming repetitive tasks like sourcing and screening applicants. AI adds more transparency
to hiring process, eliminate human biases and improve job seeker perception about the
employers mechanical and analytical intelligence have replaced jobs at task level. The
importance is decreasing in favour of advance intuitive and its intelligence.
AI provides promising solutions for recruiter to optimize talent acquisition. AL application
recruitment will continue to emerge at higher level at core competencies. AL solution will
facilitate talent access which increase competitiveness and place more pressure on
organization and adapt their recruitment strategies.

The UK Graduate Recruitment and Selection.

This research examines the effectiveness of recruitment and selection process among UK
based organization. The graduate recruitment and selection process is essential in all
activities underlying the management of human resource within many organization (Gilmore,
and Williams, 2009). the activities include the acquisition of training and developing the
talent and awarding the performance of the acquired talent. The list of desirable qualities
among employers have become complex desirable qualities from job applicants. the
association of graduate recruiters reports recruitment and hiring agencies receive tons of
applications from graduates, but the employers still find it difficult to find the applicants who
meet their needs.
There could be a problem with the recruiting and selection process? Do graduate applicants
fail to fulfill the hiring needs, qualities,or qualifications? These examples need to answer in
order to understand the reason as to why employers still find it difficult to get right candidate
for their job (Shiona, 2010). The availability of limited vacancies, potential employers have
to deal with increased volume of job applicants.
Employers often recruit workers whom they can train and develop in order to utilize their
skill and knowledge (Roberts,2005). what does it take to be a good graduate? What processes
do employers use to identify good graduate? Another important issues is of recruitment and
selection process within UK job industry is relationship between the employment labour
market and the higher education sector. Higher education is supposed to nurture and prepare
graduates for the job market by enhancing knowledge and learning, it is not their duty to
protect employment opportunities for the graduates. This can be attributed to the fact that the
higher education market is responsible for preparing graduate to fit the needs of employment
sectors and making it difficult to provide training to individuals. The study by (Carless, 2007)
revealed that institution of higher learning plays critical role in efficiency and efficacy among
graduates.
Studies by Andereson, Haddleton, Silvester, Cunningham-Snell, and Gibb (2000) tells about
the points in recruitment and selection in UK has undergone tremendous change in the recent
past and the majority of such changes entail the streamlining of selection procedures to
reduce costs. They have highly adopted strategies are the use of virtual selection methods
such as video call interview, telephone call interview and internet means.

The organizations in UK recruiting industries found it that it is lot easier to recruit candidates
from the list of job applicants, who have accepted the form of job offering (Mohamed,2008)
in contemporary UK job market , lots of applicants can apply for vacant job positions but it
becomes difficult to recruit the best candidates. This can be attributed to the different trends
and development that have occurred in recruitment and selection process. Increase in
competition among graduate employers, technological advancements, and socio-economic
and political changes and other factors that have created complexities in recruitment and
selection process.

Employer Branding Through Recruitment And Selection.

Employer branding through recruitment and selection (S. Arbak and J. Pavithra 2020).
This study is based on effectiveness of employers branding in creating employee value
proposition, strategies of employers to build brand through recruitment and selection, to
analyse the perspective of ex employees, current employees and prospective employees
towards software company, to identify the factors that increase job satisfaction of employees,
to analyze the factors that makes organization a good brand, to provide suggestions and
recommendations to enhance the quality of employers brand.
This research was conducted with reference of employees in software company which helps
organization to make itself a distinguished brand as an employee, also this study covers all
the factors that organization consider to establish best employer and to understand preference
of employees to raise external customer satisfaction towards internal customer satisfaction.
The finding are based on information that has been given by the respondents and the opinion
of the employee are likely to change in future.
Employer branding can help to achieve and to increase the organization productivity,
profitability, employee retention and employers attractiveness as well as reduction of
recruitment costs and period from hiring a new specialist. Employer branding also helps to
enhance employee commitment towards organization goals and also improve employee
relationship in the organization.

The Impact Of Human Resource Management Information System On The Quality Of

Human Resource Activities ( concentrated on recruitment and selection process)
(Somayeh Pouransari, 2013)
The purpose of this study is to examine impact of new HRIS in human resource department
with specific focus on human resource department of Johnson-Mathey catalyst company to be
able to find how organization faced with the new HRIS several interview conducted with HR
team to identify the impact of system HR activities it is important to have understanding of
human resource management, information system and human resource information system.
The important thing about HRIS is how strong it has to collect data about people, job and
organization and sort them in way to be helpful for work flow in organization (HR managers
guide book, 1995). HRIS plays considerable role in any medium to large organization. Staff
planning and analysis, training, job analysis, hiring and many more other activities fall within
the scope of integrated Human Resource Management Information System. (Ralph ET AL,
2008). it can be said that information system is used in three different levels of activities the
first one is operation and administration, TPS (transaction process system) second
management of day to day activities MIS (management information system) and third long
term decision SIS (strategic information system) (Hussain and Proase, 2004).

How HRIS impact on different levels of HR department? Does HRIS efficient to be apply in
HR department? The analysis is done regarding the purpose of research is presented. The

limitation of research are considered and recommendations for future research or any
suggestion to the company.
HRIS is new system but impact of implementing new system in quality of HR activities could
be different it can be different in same pattern from organization to organization. In short
human resource management information system impacts positively on human resource
activities and in some cases the result was uncertain that human resource team expects
success rather then failure.
CHAPTER : 3
 3.1 INTRODUCTION

Research methodology is the specific procedure or techniques used to identify, select,

process, and analyze information about any topic. Research methodology refers to the
analysis of the methods used appropriate to a field of study. It is a systematic way of
accomplishing certain tasks and is defined as a collection of procedures, techniques, took and
documentation aids that helps a software developer to speed up and simplify the software
development process.

MEANING OF RESEARCH

Research is a systematic and an organized method to find answers for the question. Research
is defined as the creation of new knowledge and the use of existing knowledge in a new and
creative way so as to generate new concepts, methodologies and understandings. The
definition of research encompasses pure and strategic basic research, applied research and
experimental development.

METHODOLOGY

The analysis of the principles of methods, rules, and postulates employed by a discipline. The
systematic study of methods that are, can be, or have been applied within a discipline.
The method used for carrying out this research is done by using data collection, sampling and
data analysis.

3.2 RESEARCH DESIGN

Research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
The research design refers to the overall strategy that you choose to integrate the different
component s of the study in a coherent and logical way, thereby, ensuring you will effectively
address the research problem; it constitutes the blueprint for the collection, measurement,
and analysis of the data.
 TYPES OF RESEARCH DESIGN

QUANTITATIVE RESEARCH DESIGN

Quantitative research is defined as a systematic investigation of the phenomena by gathering

quantifiable data and performing statistical, mathematical, or computational techniques.
Quantitative research collects information from existing and potential customers using
sampling methods and sending out online surveys, online polls, questionnaires etc. The
results of which can be depicted in the form of numerical. After careful understanding of
these numbers to predict the future of a product or service and to make changes accordingly.

QUALITATIVE RESEARCH DESIGN

Qualitative research methods are probably the oldest of all scientific techniques, with the
ancient Greek philosophers qualitatively observing the world around them and trying to
understand and explain what they saw.
While qualitative methods are sometimes assumed to be easier or less rigorous than
quantitative ones, the fact is that information of this kind can provide a depth of
understanding about phenomena that cannot be achieved.
In this report I have used quantitative research.
 3.3 MEANING OF SAMPLE DESIGN

a sample design is the framework or road map that serves as the basic for the selection of a
survey sample and effects many other important aspects of a survey as well.the sample design
provides the basic plan and methodology for selecting the sample. A sample design can be
simple or complex.
Sample design is the process of obtaining information from a sample pf a larger group of
population. Sampling is used in statistical testing when population sizes are too large for the
test to include all possible members or observation.
TYPES OF SAMPLING DESIGN

PROBABLITY SAMPLING METHOD

Probability sampling is defined as a sampling technique in which the researcher chooses

samples from a larger population using a method based on the theory of probability. The
participant to be considered as a probability sample, the participant must be selected using a
random selection.
The elements in the population have some known , non zero chances or probability of being
selected as sample subjects.
 NON PROBABLITY SAMPLING METHOD

Non-Probability sampling, the sample selected based on non-random criteria, and not every
member of the population has chance of being included.
The elements do not have a known or predetermined chance of being selected as subjects.
For this report, I have selected population sampling.

3.4 DATA COLLECTION

Data collection is the process of gathering and measuring information on variables of interest,
in an established systematic fashion that enables one to answer stated research questions, test
hypotheses, and evaluate outcomes.
Data collection is defined as the procedure of collecting, measuring and analyzing accurate
insights for research using standard validated techniques.

TYPES OF DATA COLLECTION

There are two types of data collection

 Primary data
Primary data are those which are collected a fresh and for the first time and thus happen to
be original in character are known as primary data.

 secondary data
Secondary data are those which have been collected by someone else and which have
already been passed through the statistical process are known as secondary data.
This report contains primary data.
 3.5 SAMPLE SIZE

Sample size determination is the act of choosing the number of observations or replicates to
include in a statistical sample. The sample size is an important feature of any empirical study
in which the goal is to make inferences about a population from a sample.
The sample for the study would be limited to 15 respondents.

3.6 POPULATION

The comprehensive group of individual, institutions, objects and so forth with have a
common characteristic that are the interest of the researcher.
Population for this survey will be the employees working as HR in Adhyapak online.

3.7 SAMPLING UNIT

For this study the respondents will be the employees of HR team in Adhyapak online.

3.8 LIMITATIONS

As Adhyapak online is new company and it has only interns working in company so the
respondents are less. Also it was work from home internship so I have received limited
response with the help of Google form questionnaire.
CHAPTER : 4
 DATA ANALYSIS

Data analysis is the process of systematically applying statistical and logical techniques to
describe and illustrate, condense and recap, and evaluate data.
An essential component of ensuring data integrity is the accurate and appropriate analysis of
research findings.

Q.1 Age wise distribution ?

Findings:
Particulars count
18-20 1
20-22 7
22-24 5
24-more 2
Total 15

Interpretation:
From above figure and table it shows that majority of employees that is 46.7% of age group
of 20-22 are working in HR of Adhyapak online where 33.3% of employee belong to the age
group of 22-24 and 13.3% of employees belong to age group of 24 and above and 6.7% of
employee belong to age group of 18-20. thus it can be concluded that majority of people who
are working belongs to the age group of 20-24 years.
Q.2 Which source did they used to apply ?
Findings:

Particulars Count
Linked-in 4

Collage placements 9

Reference 1

Other 0

Total 14

Interpretation :
Above figure and table have clear result that maximum number of people who are applying
are coming from college placement with 64.3% and then there are some employees who have
been applied from linked-in with 28.6% and there are just 7.1 who are coming from reference
of someone and there are no respondent for other sector. So, from this we can consider that
majority of people are applying are coming from college placement.
Q.3 Which hiring method is better to recruit and select candidates ?
Findings:
Particulars Count
Face to face interview 15
Telephonic interview 0
Group discussion 0
Aptitude test 0
Total 15

Interpretation:
The above figure and table have clear result with 100% response on face to face interview,
and 0% for telephonic interview, group discussion, aptitude test. Thus it is clear that face to
face interview is best method to recruit and select candidates.
Q.4 Which recruitment method is better ?
Findings:

Particulars Count

Internal 6

External 9

Total 15

Interpretation:
The above chart we can clearly see that 60% of employee thinks that external recruitment
method is better to recruit and select employees for Adhyapak online.
Q.5 Stages should be involved in selecting the candidate ?
Findings:

Particulars Count
1 0
2 10
3 5
More 0
Total 15

Interpretation :
From the above chart there is clear picture that 66.7% employees think that there should be 2
stages to recruit the candidate. Also 33.3% employees think there should be 3 stages for
recruiting a candidates and there is no response for 1 and more then 3 stages of recruiting a
candidates. Thus we can conclude that there should be 2 stages to recruit a candidate.
Q.6 For which position people are applying more ?
Findings:

Particulars Count
HR 7
Marketing 7
Finance 1
Other 0
Total 15

Interpretation:
Above figure shows that there are equal number of candidates who are applying for HR
position and Marketing position with 46.7% and for finance 6.7% people are applying. Thus
it is clear that majority of people are choosing for HR and Marketing position.
Q.7 What intent candidates are applying ?
Findings:

Particulars Count
Internship 4
Job 2
Internship + Job 9
Total 15

Interpretation
From the above chart we can clearly observe that people who are applying are looking for
internship + job with 60% majority. Also there are 26.7% of people are applying for
internship and there are only 13.3% people who apply for job.thus, we can assume that there
are majority of people applying for internship + job in Adhyapak online.
Q.8 We use first round interview to determine suitability of candidates for vacant position ?
Findings:

Particulars Count
Agree 13
Disagree 2
Total 15

Interpretation
The above table and figure have clear majority with 86.7% employee agrees that first round
interview in Adhyapak online is used to determine suitability of candidates for vacant
position and there are 13.3% of employees who disagrees doesn’t think that first round
interview in adhyapak online is used to determine suitability of candidates.
Q.9 What duration do the prospective employee most frequently choose ?
Findings:

Particulars Count
2 Months 11
3 Months 3
Job 1
Total 15

Interpretation
It is clear from the above figure that majority of people 73.3% are applying for 2 months of
internship while there are 20% who are applying for 3 months of internship and also there are
6.7% of people who are applying for job. So the majority of people who are applying are
joining for 2 months of internship.
Q.10 What is average time spend by HR to recruit one candidate ?
Findings:

Particulars Count
10 Minutes 9
20 Minutes 6
30 Minutes 0
More 0
Total 15

Interpretation
This figure shows that there are 60% employees who spend 10 minutes to recruit one
candidate and 40% spends 20 minute to recruit one candidate where it is clear that maximum
20 minutes is spend to recruit one candidate in Adhyapak online.
CHAPTER : 5
 5.1 RESULT OF STUDY

 I have done survey on Recruitment and selection process at Adhyapak online.

 Employees who are working in Adhyapak online are doing internship.
 The result shows that mostly 20-22 years of age group employees are working in
Adhyapak online.
 Mostly employees uses college placements as a source to apply in Adhyapak online.
Also there are 28.6% of candidates who have applied through linked-in.
 All the employees at Adhyapak online thinks that face to face interview is better to
recruit and select candidates.
 Majority of employee thinks that external factor of recruitment is better to recruit and
select candidates.
 Mostly employees thinks that selection have two stages to select candidate while there
are also some employee that thinks that three stages are involved to select candidate.
 There are same percentage of response that now a days there are same demand for HR
and marketing. So for HR and marketing position more candidates are applying.
 In Adhyapak online many candidates are applying for internship + job and also 26.7%
of candidates are just applying for internship.
 Majority of employees agrees that first round interview in Adhyapak online is used to
determine suitability of candidates for vacant position.
 Mostly employees who are applying in Adhyapak online choose two months of
internship. While some choose three months of internship
 While taking interview in Adhyapak online majority of HR takes 10 minutes to select
one candidate, while some HR takes 20 minutes to select one candidate, so the maximum
minute that HR takes is 20 minutes to select one candidate.
 5.2 SUGGESTION

From the survey I have collected response of 15 employees and from the survey employees
gave suggestion regarding recruitment and selection policy at Adhyapak online.
 Employees should focus more on external factor of recruitment and selection of
candidates.
 As candidates are applying more through college placement so Adhyapak online should
start hiring candidates who are applying from college placement.
 Majority of employees who are doing internship for two months so HR team of
Adhyapak online should start to focus on hiring such candidates who are looking for 3
months + job.
 As there are more candidates for HR and marketing so HR teams also need to find and
focus on candidates for other position such as finance, customer care, executive assistant
and software developer.
 5.3 SCOPE FOR FURTHER STUDY

Recruitment and selection plays an important role now a days as every company depends on
it. If we hire good candidate according to the job role then all the work will be done in
efficient and fluent manner but if we lack or make a mistake in selecting right candidate then
everything turns out negative. For Adhyapak online it is better to recruit people from the
college placements rather than any other job portals. Also recruitment and selection is basic
and necessary element which is required in every company and organization. The scope of
recruitment and selection is very wide and it consists of various operation resources are
considered as most important asset for any organization.
 5.4 CONCLUSION

The modern business world is one of the fastest flow of competition which is growing wider
and wider to have sustainability in this competitive world the organization are formulating
new strategies and business plan with maximum efficiency levels in all sectors. While
recruitment and selection plays major role for the company’s growth as it depends on hiring
the right candidate which can help and lead business growth.
Adhyapak online is E-learning platform which gives opportunities to interns and to people
who are looking for job and to work and learn about prospective management roles. Majority
of people who are applying are of age group of 22-24 years so these people are those who are
doing bachelors or masters and the mostly all those employees who are working are coming
from college placements for their internship, also there are many employee who have applied
through linked-in and some came from references of people who are working in the
company.
The employees who are working in Adhyapak online agrees that face to face interview is best
to recruit and select candidates, also internal and external method can be also used to recruit
candidates. As of pandemic it is remote working and work from home so majority of
employee thinks that two stages are required to select candidate which includes first round
interview and second round interview. As per current situation people are applying more for
HR and marketing domain so if hiring of more candidates are done then it can be helpful for
promotion and selling of courses.
Candidates are applying for internship with job so they do 3 months of internship first then if
there performance is good they can be hired as an permanent employee in the company but
mostly candidates are choosing two months after applying. And HR spends average 15-20
minutes to recruit and select one candidate.
CHAPTER : 6
 REFERENCES

 https://www.adhyapakonline.com/
 https://core.ac.uk/download/pdf/268004252.pdf
 https://www.researchgate.net/profile/Aphu-Elvis-
Selase/publication/327622968_The_Impact_of_Recruitment_and_Selection_Criteria
_on_Organizational_Performance_GN_Bank_Greater_Accra_Region_of_Ghana_a
s_the_Mirror/links/5b9a1fcd92851c4ba8182699/The-Impact-of-Recruitment-and-
Selection-Criteria-on-Organizational-Performance-GN-Bank-Greater-Accra-
Region-of-Ghana-as-the-Mirror.pdf
 https:/cnscienicepub.com/doi/abs/10.1139/f82-678
 https://www.emerald.com/insight/content/doi/10.1108/eb055545/full/html
 https://in.search.yahoo.com/search?fr=mcafee&type=E211IN826G91505&p=What
+is+role+technology+in+recruitment+and+selection%3F
 https://ww.yourhomeworksolutions.com/wp-
content/upoads/edd/2019/10/best_practices_and_emerging_trends_in_recruitment_
and_selection_2169_026x_1000173-1.pdf
 https://cholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Will+artificial+intelli
gence+take+human+resources+recruitment+and+selection%3F&btnG=
 https://scholar.google.com/scholar?hl=en&as_sdt=5&q=The+UK+Graduate+Recru
itment+and+Selection.&btnG=
 https://scholar.google.com/scholar?hl=_sdt=0%2C5&q=Employer+Branding+Thro
ugh+Recruitment+And+Selection.&btnG=
 https://mediaweb.saintleo.edu/courses/MBA531/v1/MBA531Articles/The-Impact-of-
Human-Resource-Information-System-(HRIS)-on-Organizational-Effectiveness_-A-
Case-Study-of-the-Textile-Industry-in-Thailand.pdf
 QUESTIONAIRES

1) What age group do you belong ?

A. 18-20
B. 20-22
C. 22-24
D. 24 and above

2) From which source did you applied ?

A. Linked-in
B. College placement
C. Reference
D. Other _____

3) Which hiring method is better to recruit and select candidates ?

A. Face to face interview
B. Telephonic interview
C. Group discussion
D. Aptitude test

4) Within our organization which recruitment method is important ?

A. Internal
B. External
5) How many stages should be involved in selecting the candidates ?
A. 1
B. 2
C. 3
D. More

6) For what position people are applying more now a days ?

A. HR
B. Marketing
C. Finance
D. Other ____

7) For what intent candidates are applying ?

A. Job
B. Internship
C. Internship + Job

8) We use first round interview to determine suitability of candidate for vacant position in our
company ?
A. Agree
B. Disagree

9) What duration do the prospective employee most frequently choose ?

A. 2 Months
B. 3 Months
C. Job
10) What is average time spend by HR to recruit one candidate ?
A. 10 Minutes
B. 20 Minutes
C. 30 Minutes
D. More