Professional Documents
Culture Documents
Session 2010-2013
SUBMITTED TO SUBMITTED BY
9646392104
ACKNOWLEDGEMENT:
I have taken efforts in this project. However, it would not have been possible
without the kind support and help of many individuals and organizations. I
would like to extend my sincere thanks to all of them.
AMANDEEP
PREFACE
In our three years degree program of B.B.A. of their’s provision for doing
summer training, after II semester. The essential purpose of this project is to
given an exposure and detailed outlook to the student of the practical concept,
which they already studied research. For this purpose, I was assigned the
project for the ‘RECRUITMENT AND SELECTION´ in Vallabh Textiles, Ltd. It
is a matter of great privilege to get training from Vallabh Textiles, ltd.
S.No Particulars:
1. Introduction:
Objective of study
Scope of study
Sources of data collection
Research methodology
Research design
2. Review of literature
3. Data analysis and interpretation:
The benefits of the study for the researcher are that it helped to gain
knowledge and experience and also provided the opportunity to study and
understand the prevalent recruitment and selection procedures.
In the research I have found new ideas by which I can explain the views of
respondents on whom I have conducted research on the topic and on that
basis I have found their views and can suggest some decision problems and
opinions by analyzing and interpreting the facts I have found.
Research Design: It is the frame work by which we can conduct study on any
topic and can collect data and can analyze that. In this study the information
was collected by using:
Primary Data
Secondary Data
PRIMARY DATA:
The primary Data was collected through personal interviews conducted with
the help of a structured questionnaire. The questionnaire was designed with
closed ended question, which was used to collect data from the distributors,
Retailers and Customers in that particular area.
SECONDARY DATA:
The secondary data was collected by the researcher with the help of various
publications and internet, listed in the bibliography.
RESEARCH DESIGN:
A research design is the specification of methods and procedure for acquiring
the information needed to structure or to solve problems. It is overall
operation pattern or framework of the project that stipulates what
information is to be collected from which source and with what procedures.
Most employers recognize the fact that their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new
employee becomes effective in the shortest time. The success of an
organization depends on having right number of staff, with the right skills and
abilities. Organizations may have dedicated personnel/human resource
function overseeing this process, or maybe involved, and all should be aware
of the principles of good practice. Even it is essential to involve others in the
task of recruitment and induction.
MANPOWER PLANNING:
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
4. Arrange interviews.
METHODS OF RECRUITMENT:
Job centers often specialize in recruitment for specific sectors. They usually
provide a shortlist of candidates based on the people registered with the
agency. They also supply temporary or interim employees.
3. Head hunting.
4. Recruitment by Advertisements
Company can buy data from job websites for a week or a month to search
candidates.
6. Employee referral
7. Contract staffing.
8. Word-of-mouth recruitment
You can post your recruitment ads at free websites such as forums, blogs…
SELECTION PROCEDURE:
7. The selection decision: the final step in the selection process requires the
line manager to make decision to hire or reject an applicant. There are several
approach can be made, they are:
The compensatory approach: the manager considers all the selection data
(favorable and non-favorable) for candidates who have passed the initial
screening successfully. This allows the manager to form an overall impression
of the applicants.
The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage. The percentage of the people opinion
were analyzed and expressed in the form of charts and have been placed in
the next few pages.
Manpower Planning:
1. Specify the time period(s) for which the estimates are made?
S.No. Opinion No. of respondent Percentage
1. 0-2 years 9 30%
2. 2-3 years 6 20%
3. 3-4 years 9 30%
4. 4 and above years 6 20%
No. of respondent
0-2 years
2-3 years
3-4 years
4 and above years
20% people said that the company specifies 0-2 year for making
estimation of forecasting
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the
estimation of forecasting.
20% people said that the company specifies 4 & above time period for
making forecasting.
Percentage
30 Yes
0 No
No. of Respondent
Past experience
20% people said that their company forecast on the bases of Total cost of the
project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different
phases of the Project.
10% people said that the company forecast on the bases on of the above.
No. of Respondent
Yes
No
To some extent
20% people said that the company’s recruitment policy is not helpful
in achieving the goals.
30% people said that the company’s recruitment policy is helpful to
some extent in achieving the goals.
No. of Respondent
Internally
Externally
Both
20% people said that the company recruits the employee from the internal
sources.
60% people said that the company recruits the employee from the external
sources.
20% people said that the company recruits the employee from the both
sources.
6. Which of the following external sources you choose for the
recruitment of the employees?
No. of respondent
Employee exchange
consultant
Private employee
agencies
Advertisement
Internet
Any Other
20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way.
Yes
No. of Respondent
Percentage
100% people said that the company uses the latest method of
recruitment.
Percentage
27 Yes
3 No
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.
5-10 emp.
10-15 emp.
15 and above
80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year.
No. of respondent
Percentage
20% people are not in favor of recruiting the employee through Internet.
0 Yes
100 No
Yes
No
To some extent
70% people said that the procedure adopted for recruitment and
selection of employees
enable to place the right person for the right job.
10% people said that the procedure adopted for recruitment and
selection of employees
does not enable to place the right person for at the right job.
20% people said that the procedure adopted for recruitment and
selection of employees
enable to some extent to place the right person for at the right job.
Structured
Unstructured
Both
60% people said that the company uses the structure technique for
selection.
10% people said that the company uses the unstructured technique
for selection.
30% people said that the company uses both the techniques for
selection.
No. of respondents
Percentage
80% people said that the company has the provision for
evaluation and control of
recruitment and selection.
20% people said that the company does not have the provision for
evaluation and control
of recruitment and selection.
No. of respondents
Percentage
100% people said that the company has the facility for absorbing the trainees.
4. CONCLUSION AND RECOMMENDATIONS:
1. During the selection process not only the experienced candidates but
also the fresh candidate should be selected so as to avail the
innovation and enthusiasm of new candidates.
3. Candidates should be kept on the job for some time period; if suitable
they should be recruited. During the selection process, the candidates
should be made relaxed and at ease.
4. Company should follow all the steps of recruitment and selection for the
selection of the candidates.
CONCLUSIONS:
Based on the analysis through the questionnaire responses the
following is the conclusion of the study.
The organization follows the rules and regulation involved in
their Recruitment and Selection Procedure of the organization.
However, there is some scope for improvement with regard to
following:
LIMITATIONS OF STUDY:
The project has inherent limitations due to its potential scope
1) Eight weeks is too short to give shape to a new idea in an old set
up like escorts.
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investment.
BIBLIOGRAPHY:
_ Personnel management by K.V Mishra, Aditya publishing
house Madras, 1992.
_ www.vallabhgroup.com
_ www.google.com
QUESTIONNAIRE:
DEAR Respondent,
We are conducting a survey on the managerial satisfaction level
for the RECRUITMENT SELECTION PROCEDURE. Your free and
frank opinion would be very valuable in conducting the survey.
Please answer the following questions with a (3) in the appropriate
boxes:
MANPOWER PLANNING:
1. If yes, then please specify the time period(s) for which the
estimates are made?
RECRUITMENT POLICY:
8. If yes then the company use own web site or this purpose.
(a). Yes ( b). No
THANKS