A summer report on

Recruitment and selection processin learnovatee-commerce .

Submitted in partial fulfilment for the award of the degree

Master of Business Administration

Chhattisgarh SwamiVivekanand TechnicalUniversity,Bhilai

Submitted by,

MIKKY KUMARI
Enrollment No : BK2559

MBA – 3 rd SEM

Session 2021 -2022

Approved By, Guided By,

Dr.HIMANSHUVAISHNAW Ms. Namrata ojha
Head of the Department Asst. professer

LakhmiChandInstitueo Techology
Bilaspurt (C.G
f )n
 DECLARATIONBY THE CANDIDATE

I the undersigned solemnly declare that the report of the thesis work entitled A summer report on
recruitment and selection process in learnovate e-commerce is based on my own work carried out

I assert that the statements made and conclusions drawn are an outcome of
my research work . I further declare that to the best of my knowledge and belief the report does not contain
any part of any work which has been submitted for the award of MBA degree or any other
degree/diploma/certificate in this University or any other University of India or abroad .

(Signature of the Candidate)

MIKKY KUM ARI

Enrollment No : BK2559

during the course of my study under the supervision of Ms. Namrataojha.

 CERTIFICATEOF SUPERVISION

This is to certify that the work incorporated in the thesis A summer report
On recruitmentand selectionprocessin learnovatee-commerce is a record of research work carried out
by MIKKY KUMARI bearing Enrollment No.: BK2559 under my/our guidance and supervision for the part
fulfillment for the award of MBA Degree of Chhattisgarh Swami
 Vivekanand Technical University , Bhilai ( C.G.), India.

To the best of my knowledge and belief the thesis

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,

iii) Is up to the desired standard both in respect of contents and language for external viva.

Ms. Namrata ojha

( Asst. Professer )

(S
ignature)
 ACKNOWLEDGEMENT

A report usually falls short of its expectationsunless it is aided and guided by the right people
at the right time. I humbly wish to mention that this report is not a fruit of my individualeffort
but of a number of people who have guided us and have associated with us throughout the
span of the industry integration.For preparingthis report I want to acknowledge to the
Reliance group and I would like to express my sincere thanks to all those instrumentalin this
project work.

First of all, I would to thank Dr. HIMANSHU

VAISHNAW, HOD of MBA Department for giving me this opportunityto do this projectand
learn from it. I would also like to thank my faculty guide Ms. Namrata ojha for helping me for
this report .
 PREFACE

The Training Project program is the integral part of MBA curriculum during the course of
management; the research is expected to use and apply their academic knowledge and gain a
valuable insight into corporate culture with all its environment operational complexities. The
research offers a valuable opportunity to the researcher to meet their academic knowledge to the
real world situation. I have undertaken commercial department to study about the various activities
.In this report I have put my finest efforts to compile the data with utmost accuracy and hope this
report will give complete satisfaction regarding the various aspects of recruitment & selection
activity .

Contents:-

Chapter 1 – Introduction………………………………………………………………………… 1-2

Chapter 2 – Company

Profile………………………………………………………………….. 2-8
Chapter 3 – Literature review& Overview of Recruitment& Selection…………. 9-37

Chapter4 – Research Methodology……………………………………………………

. 38-40

Chapter5 – DataAnalysis……………………………………………………………………
.. 41-49

Chapter6 – Findings& Objectivesof thestudy……………50-54

Chapter7 – Recommendations………………………………………
55-56

Chapter8 – Conclusion…………………57-58

Chapter9 – Questionnaire……………61-63
CHAPTE
-1
R
INTRODUCTI
ON

Recruitment and Selection is an important operation in HRM, designed to

maximize employee strength in order to meet the employer's strategic
goals and objectives. It is a process of sourcing, screening, shortlisting and
selecting the right candidates for the required vacant positions. This is a
brief introductory tutorial that explains different methods of hiring and
how to make effective and efficient utilization of Recruitment and
Selection. In addition, it also explains the best recruitment practices for
specific requirements.
Audience
This tutorial will be useful for students from management streams who
aspire to learn the basics of Recruitment and Selection. Professionals,
especially HR managers, regardless of which sector or industry they
belong to, can use this tutorial to learn how to apply the most effective

pg. 1
type of Recruitment and Selection as per their specific requirement, in
their respective project environments.
Prerequisites
The readers of this tutorial are expected to have a basic understanding of
the complexity of Recruitment and Selection that an HR manager handles
for hiring a right candidate for a required vacant position

CHAPTER
-2

COMPANY
PROFILE

ABOUT THE COMPANY:

pg. 2
 LearnovateE-Commerce
Learnovate is an online platform that offers Buying & Selling of All-Genre of Pre-
Owned, New books, Second hand books & Study Equipment's . Our Vision is to
serve High Quality & Affordable Books for Learners & to become the Leading Book
Distributor in INDIA. We do 5 Step quality check where everything from the page
count to the binding of the books are checked and approved before being offered to
our reader. We offer our customer both the options of buying low priced new book
or even lowered priced second hands books.

Mission of the company :

Our Mission is to inculcate good quality reading habits by making good quality
books affordable and accessible globally to the customers.

pg. 3
 Visionof thecompany:

Our Vision is to provide quality but affordable books for education, entertainment, self-
development and self-fulfillment to all when the need arises by providing a wide range
of books to satisfy our clients .

Mottoof the company:

Our Motto is to deliver the high quality books at every corner of world at affordable price
at doorstep of customers.

ServiceOfferings :

pg. 4
 Learnovate ecommerce establish as the online book selling company for unused
as well as used books. Now , the company provides variety of services to
customers other than selling books in online. The company offers the following
services – Digital marketing ,Human Resources Operations , Finance Operations ,
Word press , internship to college students and the graphic designing to the
customers.

The Company offers internship to

the college students in the different streams such as Finance , Human Resources ,
Social Media Marketing , Digital Marketing , Web Developer Intern , Market
Research and Campus ambassador . The company offers remote intern and it is
helpful to the students all over India . Each domain has particular roles and
responsibility . The company Provides services to the customers based on their
need and the company diversifying the product portfolio well.

ABOUT THE INDUSTRY:

E-commerce (electronic commerce) is the buying and selling of goods and services, or
the transmitting of funds or data, over an electronic network, primarily the internet.
These business transactions occur either as business-to-business (B2B), business-to-
consumer (B2C), consumer-to-consumer or consumer-to-business.

pg. 5
How does e-commercework?

pg. 6
E-commerce is powered by the internet, where customers can access an online store to browse
through, and place orders for products or services via their own devices. As the order is placed, the
customer's web browser will communicate back and forth with the server hosting the online store
website. Data pertaining to the order will then be relayed to a central computer known as

the order manager -- then forwarded to databases that manage inventory levels, a merchant system

that manages payment information (using applications such as PayPal), and a bank computer --
before circling back to the order manager. This is to make sure that store inventory and customer

funds are sufficient for the order to be processed.

After the order is validated, the order manager will notify the
store's web server, which will then display a message notifying the customer that their order has
been successfully processed. The order manager will then send order data to the warehouse or
fulfillment department, in order for the product or service to be successfully dispatched to the
customer. At this point tangible and/or digital products may be shipped to a customer, or access to
a service may be granted.

CHAPTER - 3

LITERATURE
REVIEW &
pg. 7
 OVERVIEWOF
RECRUITMENT&
SELECTION
2. LITERATUREREVIEW:

Definition:
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.”
In simpler terms, recruitment and selection are concurrent processes and are void without each other.
They significantly differ from each other and are essential constituents of the organization. It helps in
discovering the potential and capabilities of applicants for expected or actual organizational vacancies. It
is a link between the jobs and those seeking jobs.
Work by Korsten (2003) and Jones et al. (2006):
According to Korsten (2003) and Jones et al. (2006), Human Resource Managementtheories emphasize on
techniques of recruitment and selection and outline the benefits of interviews, assessmentand
psychometric examinations as employee selection process. They further stated that recruitment process
may be internal or external or may also be conducted online. Typically, this process is based on the levels
of recruitment policies, job postings and details, advertising, job application and interviewing process,
assessment,decision making, formal selection and training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment policies and
defining managerial objectives.
Successfulrecruitment techniques involve an incisive analysis of the job, thelabour market scenario/
conditions and interviews,and psychometric tests in order to find out the potentialities of job seekers.
Furthermore, small and medium sized enterprises lay their hands on interviews and assessment with main
concern related to job analysis, emotional intelligence in inexperienced job seekers, and corporate social

pg. 8
responsibility. Other approaches to selection outlined by Jones et al. (2006) include several types of
interviews, role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may lead to difficulties
and unwanted barriers for any company, including untoward effects on its profitability and inappropriate
degrees of staffing or employee skills (Jones et al. 2006). In additional, insufficient recruitment may result
into lack of labour or hindrances in management decision making, and the overall recruitment process can
itself be advanced and amended by complying with management theories. According to these theories,
the recruitment process can be largely enhanced by means of Rodgers seven point plan, Munro-Frasers
five-fold grading system, personal interviews, as well as psychological tests (Jones et al. 2006).
Work by Alan Price (2007):
Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint
the most appropriate manpower. There existing competition among business enterprises for
recruiting the most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants who
would be the best fit for the corporate culture and ethics specific to the company (Price 2007).
This would reflect the fact that the managementwould particularly shortlist able candidates
who are well equipped with the requirements of the position they are applying for, including
team work. Since possessing qualities of being a team player would be essential in any
management position (Price 2007).

Work byHiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizationalstrategies as well as organizationalperformance. He conducted his research
on HR manager and company officials of 319 companies in Europe regarding HR practices and
policies of their respective companies and discovered that employment security, training and
development programs, recruitment and selection, teamwork, employee participation, and
lastly, personnel planning are the most essentialpractices (Hiltrop 1999). As a matter of fact, the
primary role of HR is to develop, control, manage, incite, and achieve the commitment of the

pg. 9
 employees. The findings of Hiltrop’s (1996) work also showed that selectively hiring has a
positive impact on organizational performance, and in turn provides a substantial practical
insight for executives and officials involved.Furthermore, staffing and selection remains tobe an
area of substantial interest. With recruitment and selection techniques for efficient hiring
decisions, high performing companies are most likely to spend more time in giving training
particularly on communication and team-work skills (Hiltrop 1999). Moreover the finding that
there is a positive connection existing between firm performances and training is coherent with
the human capital standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR
practices that are more focused on training in order to achieve competitivebenefits
Work by Silzer et al (2010):
However, the process of recruitment does not cease with application of candidature and selection of
the appropriate candidates, but involves sustaining and retaining the employees that are selected, as
stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management,and through their work they
were successful in resolving issues like whether or not talent is something one can be born with or is it
something that can be acquired through development. According to Silzer et al (2010), that was a core
challenge in designing talent systems, facing the organization and among the senior management. The
only solution to resolve the concern of attaining efficient talent management was by adopting
fullyexecutable recruitment techniques. Regardless of a well-drawn practical plan on recruitment and
selection as well as involvement of highly qualified management team, companies following
recruitment processes may face significant obstacles in implementation. As such, theories of HRM can
give insights in the most effective approaches to recruitment even though companies will have to
employ their in house management skills for applying generic theories across particular organizational
contexts. Word conducted by Silzer et al (2010) described that the primary objective of successful talent
strategies is to create both a case as well as a blueprint for developing the talent strategies within a
dynamic and highly intensive economy wherein acquisition, deployment and preservation of human
capital-talent that matter,, shapes the competitive advantages and success of many companies (Silzer et
al. 2010)

It can be clearly concluded that for a company to succeed all it takes is the proper recruitment and
selection strategies which also shapes the overall manpower management of the company. By conclude
this literature review, the study emphasizes on the fact that the recruitment and selection process is

pg. 10
integrated with other processes such as strategic plan of the company, training and development
schemes, compensation, rewarding/incentive system, performance appraisal, and lastly, industrial
relations. Furthermore, according to Silzer et al (2010), there exist several reasons why the most
apparent information have beenmore promising; including the well-structured nature of interviews,the
use of questionnaires based on a job analysis, inclusion of panel of interviewers,the practice of
notemaking during the interview, and the use of rating scale based on behavioural factors to gauge the
interviewee’s answers all play an integral part in the improvement of the recruitment validity.
Therefore, the study has offered an incisive review of literature of as many as six authors based on their
individual studies and research on recruitment and selection processes

WhatisRecruitment?
Recruitment is a process of identifying, screening,
shortlisting and hiring potential resource for filling up the
vacant positions in an organization. It is a core function of
HumanResource Management.
Recruitment is the process of
choosing the right person for the right position and at the
right time. Recruitment also refers to the process of
attracting, selecting, and appointing potential candidates to
meet the organization’sresource requirements.

Importanceof Recruitment
Recruitmentis one of the most fundamentalactivities of the
HR team. If the recruitment process is efficient, then –
• Theorganization gets happier and more productive employees
• Attrition rate reduces.
• It builds a good workplace environment with good employee
relationships.
• It results in overall growthof the organization.
Here is a list that shows the purpose and importance of Recruitment in an organization:

pg. 11
 • It determines the currentand future job requirement.
• It increases the pool of job at the minimal cost.
• It helps in increasing the success rate of selecting the rightcandidates.
• It helpsin reducing theprobability of short term employments.
• It meetsthe organization’ssocial and legalobligations with regards to the work force.
• It helps in identifyingthejob applicants and selecting theappropriate resources.
• It helps in increasingorganizationaleffectivesfor a short and long term.
• It helps in evaluatingthe effectivenessof thevarious recruitmenttechniques.
• It attractsand encourages theapplicants toapply for the vacancies in an organization.
• It determinesthe present futures requirementsof the organizationand plan according.
• It links the potentialemployees with the employers.

• It helps in increasing thesuccessratioof the selectionprocess of prospective candidates.

• It helps in creatinga talentpool of prospective candidates,whichenables in selectingthe right
candidates for the rightjob as per the organizationalneeds.
Recruitment is an important function of the Human Resource Management in an organization,
and it is governed by a mixture of various factors. Proactive HR Professionals should understand
these factors influencing the recruitment and take necessary actions for the betterment of the
organization.

When the market condition changes, the organization also needs to monitor these changes and

pg. 12
discover how it affects the resources and analyze these functions for making recruitment an

We have Internal Factors as well as External Factors that influence the recruitment process . In this

Internal Factors

Organizations have control over the internal factors that affect their recruitment functions . The
internal factors are:

 Size of organization
 Recruiting policy
 Image of organization
 Image of job

Size of Organization
The size of the organization is one of the most important factors affecting the recruitment
process . To expand the business, recruitment planning is mandatory for hiring more resources,
which will be handling the future operations .

effectiveprocess. chapter,we will be discussing

these factors in detail.

pg. 13
Imageof Organization
Organizations having a good positive image in the market can easily attract competent
resources
resources . Maintaining good public relations, providing public services, etc., definitely helps an
organization in enhancing its reputation in the market, and thereby attract the best possible

Imag e of Job
Just like the image of organization, the image of a job plays a critical role in recruitment . Jobs
having a positive image in terms of better remuneration, promotions, recognition, good work
environment with career development opportunities are considered to be the characteristics to
attract qualified candidates .

Recruiting Policy
Recruitment policy of an organization, i.e., hiring from internal or external sources of
organization is also a factor, which affects the recruitment process . It specifies the objectives of
the recruitment and provides a framework for the implementation of recruitment programs .

pg. 14
Externalfactors

Externalfactors are those that cannotbe controlled byan organization.Theexternalfactors that

affectthe recruitmentprocess include the following:

• Demographic factors – Demographic factors are related to the attributes of potential

employeessuchas theirage,religion,literacylevel,gender,occupation,economic status,etc.

• Labor market – Labor market controls the demand and supply of labor. For example, if the
supply of people having a specific skill is less than the demand, then the hiring will need
more efforts. On the other hand, if the demand is less than the supply, the hiring will be
relativeeasier.

• Unemployment rate – If the unemployment rate is high in a specific area, hiring of

resources will be simple and easier, as the number of applicants is very high. In contrast, if
the unemployment rate is low, then recruiting tends to be very difficult due to less number
of resources.

• Labor laws – Labor laws reflect the social and political environment of a market, which are
created by the central and state governments. These laws dictate the compensation,
working environment, safety and health regulations, etc., for different types of
employments. Asthe governmentchanges,the laws too change.

• Legal considerations – Job reservations for different castes such as STs, SCs, OBCs are best
examples of legal considerations. These considerations, passed by government, will have a
positiveor negativeimpact on the recruitment policies of the organizations.

• Competitors – When organizations in the same industry are competing for the best
qualified resources, there is a need to analyze the competition and offer the resources
packages thatare best in terms of industry standards.
RecruitmentProcess

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, analyzing the job requirements,
reviewing applications,screening,shortlisting and selecting the right candidate.

pg. 15
 To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions . In addition, these practices also ensure
consistency and compliance in the recruitment process .

Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviewsand finally selecting the right candidates.

RecruitmentPlanning

Recruitment planning is the first step of the recruitment process, where the vacant positions
are analyzed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

pg. 16
candidates . The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization .

Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains :
• Number of posts to be filled
• Numberof positions
• Duties and responsibilities to be performed
• Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the
position is required or not, permanent or temporary, full-time or part-time, etc. These parameters
should be evaluated before commencing recruitment. Proper identifying, planning and evaluating
leads to hiring of the right resource for the team and the organization.

Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills,
abilities, and work environment of a specific job. These factors help in identifying what a job
demands and what an employee must possess in performinga job productively.

pg. 17
Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job relatedness of employment procedures such as
selection,training,compensation,and performance appraisal.

The following steps are important in analyzing a job:

• Recording andcollecting job information

• Accuracy in checking the job information
• Generatingjob description based on the information
• Determiningthe skills,knowledgeand skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.
Job Description

Job description is an important document, which is descriptive in nature and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process.

Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the organization

pg. 18
 Job Specification
Job specification focuses on the specifications of the candidate, whom the HR team is going to hire.
The first step in job specification is preparing the list of all jobs in the organization and its locations.
The second step is togeneratethe information of each job.

This information about each job in an organization is as follows:

pg. 19
•


•









pg. 20


the relative

RecruitmentStrategy

SearchingtheRightCandidates

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will
be initialized. This process consists of two steps:

 Source activation: Once the line manager verifies and permits the existence of the
vacancy,the search for candidates starts.

pg. 21
  Selling: Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources .

InternalSources
Internalsources of recruitment referto hiring employees within the organization through:

• Promotions
• Transfers

pg. 22


pg. 23
Reviewingof Resumesand Cover Letters
Reviewing is the first step of screening candidates. In this process, the resumes of the candidates
are reviewed and checked for the candidates’ education, work experience, and overall background
matching the requirement of the job.

While reviewing the resumes, an HR executive must keep the following points in mind, to ensure

• Shortlisting 5to 10 resumes for reviewby the hiring managers

• Providinginsightsandrecommendations to the hiring manager
• Helps the hiring managerstotake a decision in hiring the rightcandidate

EvaluationandControl
Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process, hence it is important that the performance of the recruitment process is
thoroughly evaluated.

pg. 24
The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following:

• Salaries to the Recruiters

• Advertisementscost andother costs incurred in recruitment methods, i.e., agency fees.

• Administrative expenses and Recruitment overheads

• OvertimeandOutstandingcosts, while the vacancies remainunfilled
• Cost incurredin recruitingsuitable candidatesfor the final selection process
• Time spent by the Management and the Professionals in preparing job description, job
specifications,and conducting interviews.
Finally, the question that is to be asked is, whether the recruitment methods used are valid
or not? And whether the recruitment process itself is effective or not? Statistical
informationon the costs incurred for the process of recruitment shouldbe effective

pg. 25
 RecruitmentInterviews
An interview is a purposeful exchange of ideas, the answering of questions and
communication between two or more persons . Generally, an interview is a process of
private meeting conversation between people, where questions are asked and answered,
for obtaining information about qualities, attitudes, prospectus etc.

An interview refers to a conversation with one or more persons acting as the role of an
interviewer who ask questions and the person who answers the questions acts as the
role of an interviewee .

The primary purpose of an interview is to transfer information from interviewee to

interviewer. Interviews can be either formal or informal , structured or unstructured .
Interviews can be carried out one-to-one or in groups ; they can be conducted over
telephone or via video conferencing .

There are different meanings of the word “interview”, as different scholars defined the term
differently. However,interviews havesome basic objectives,which are as follows:

• Through interviews, recruiters can verify the information obtained through application

pg. 26
 forms and tests.

Recruiters can obtain additional information about the candidates which are not
mentioned in the application forms or resumes.

Interviews provides an applicant the information and the necessary facts about the job and
the organization.

Interviews establish a mutual understanding between the applicant and the organization

HowtoInterview?
Various researches have proved that organizations that spend more time on recruitment have
benefitted greatly in long term . An important thing to do, when you are planning for an interview is to
think, whom you are interviewing and what kind of information you want from that person . Hence,
you should prepare a list of questions, which you want to ask, prior to conducting an interview .

Interviewing is both an art and a science . Hence, how to interview is a technique that every HR
professional should learn and try to implement .

pg. 27
interviewing:

Prepare : Preparation is the first step of conducting an interview. Prior to interview, the interviewer
should make sure that he/she understands the key elements of the job. And the interviewer should go
through the resume of the candidate for understanding his/her qualities and efficiencies .

Purpose : The interviewer should have knowledge about the purpose of the interview, why he/she is
conducting it. The interviewer should project the organization as the best place to work to the
interviewee, which helps in selecting the right candidate .

Performance : An interviewer must identify the attitude, attributes, knowledge and skills of the
applicants, who are needed for the success of the organization . If the requirement is about special
education and technical skills, then hiring high-performing applicants plays an important role.

•  People Skills: The applicant, who comes for an interview, will not be completely
transparent. Hence, it is the job of an interviewer to un-mask the applicant and discover
the inner qualities and skills during the interview. This good practice of hiring will help
in selecting the right candidate for the organization.

• Process: Every interviewer should follow a structured interview process to get better
results. A structured process of interview avoids bias and gives equal and fair chance to
all the applicants. The best way for accomplishing this process is by using the behavioral
based questions and situational questions.

ImportanceofInterview
An interview provides an organization the scope to learn more about the applicants, who
come for an interview, while the applicants get an opportunity to become more familiar
with the demands of a given position. Interviews enable both the parties to exchange
information, ask questions and also help in evaluating the potential for establishing a
professional working relationship with the organization.

pg. 28
 Interviews help in gathering a wide range of information about the applicants’ attitude,
feelings and motivations, which in turn help in the decision-making process to hire the
right candidates
The following points explain theimportance of conducting interviews:
• Interviewshelp in selecting the right candidate from a group of applicants,who

 Interviews are a medium to help collect useful information about potential

candidates.

 Information given in the application form or resume is very less. Recruiters can ask
the candidates to provide an elaborate explanation during the interview.

 A good interviewer gives good impression about the organization, which in turn
increases the goodwill of the organization.

 Interviews also help in promotions and transfers of the candidates, as per the
requirem ents of the organization.

InterviewProcess
Interviewing candidates is the final stage in the recruitment process. Hence, to find the
right person for a specific position, there should be a proper process, that has to be
followed for the right results.

applied for a job.

pg. 29
An ideal interview process for selecting the right candidates is as follows:

 Determine the requirements of the job. Conduct a thorough job analysis.

 Prepare a specific job description and a job specification.

 Make a plan − how and where to find qualified candidates.

 Collect and review applications and resumes and from them, select the most potential
and qualified candidates for further proceedings.

 Interview the shortlisted candidates based upon the job description and specification.

 Verify the candidates ’ background with the references provided by them.

Following such an interview process, the HR department can hire the best possible candidates
for a vacant job position.

WhatisSelection?

pg. 30
 Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization . In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization, which will
be helping the organization in reaching its objectives .

Different authors define Selection in different ways. Here is a list of some of the definitions:

 Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants, who have the qualifications to
fill the vacant job in an organization.

• Selection is a process of identifying and hiring the applicantsfor filling the vacancies in an
organization.

pg. 31
 Employee selection is a process of matching organization’s requirements with
the skills and the qualifications of individuals.

A good selection process will ensure that the organization gets the right set of
employees with the right attitude.

Recruitment Selection

Recruitmentis defined as the process of Selection is defined as the process of choosing the
identifying and makingthe potential right candidates for the vacant positions.
candidates to apply for the jobs

Recruitmentis called as a positive process Selection is called as a negative process with its
with its approach of attracting as many elimination or rejection of as many candidates as
candidates as possible for the vacant jobs possible for identifying the right candidate for the
position

Both recruitment and selection work hand in hand and both play a vital role in the overall growth of an
organization.

pg. 32
 ImportanceofSelection

Selection is an important process because hiring good resources can help increase
the overall performance of the organization. In contrast, if there is bad hire with a
bad selection process, then the work will be affected and the cost incurred for
replacing that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can meet
the requirements of the jobs in an organization, who will be a successful
applicant. For meeting the goals of the organization, it is important to evaluate
various attributes of each candidate such as their qualifications, skills,
experiences, overall attitude, etc. In this process, the most suitable candidate is
picked after the elimination of the candidates, who are not suitable for the vacant
job.

The organization has to follow a proper selection process or procedure, as a huge

amount of money is spent for hiring a right candidate for a position. If a selection
is wrong, then the cost incurred in induction and training the wrong candidate
will be a huge loss to the employer in terms of money, effort, and also time.
Hence, selection is very important and the process should be perfect for the
bettermentof the organization.

pg. 33
 AdvantagesofSelection

A good selection process offers the following advantages:

 It is cost-effective and reduces a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.

 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.

 It provides a guideline to evaluate the candidates further through strict verification and
reference-checking.

 It helps in comparing the different candidates in terms of their capabilities, knowledge,

skills, experience, work attitude, etc.

A good selection process helps in selecting the best candidate for the requirement of a vacant
position in an organization.

CHAPTER – 4
RESEARCH

pg. 34
 METHODOLOG
Y
1.Research Methodology
The research design and the methods used to conduct the research. It will discuss the methods
used in the research and the reasons of using such methods. Hence the research comes to the part
where the research methodology was to be selected.

2.ProblemStatement
This research is based on the major problems faced by the HR department of an organization in
regards to the recruitmentandselectionmethodsorsources andthese are stated below:

(1)Do the HR personnel’s pay due attention to the recruitment and selection methods or do they
follow their own way of doing it?
(2) Analyze the outcome of the traditional and modern way of recruitment and selection

methods. The recruitment and selection of the personintendedfor the job or not?

(3)Do the standards and requirements of the recruitment and selection sources or methods turns
out to be feasible or not?

3. Theoretical Framework
The theoretical frame work of the research is to find the best possible solution of the problems stated
above and to this some analysis and findings had to be done and to do this the research methods were
used to identify the problems and then analyze it to find the conclusion and recommendations. The
research method used is the methods used to conduct the research are interview which is the qualitative
method of the research and questionnaire which is the quantitative method of conducting the research.
And the audiences for the research are the HR personnel and employees from English Heritage and
National Trust. Interviews were held and questionnaires were given out to management and staff in the
organizations, which were found out to be very useful for the research and the outcome of the analysis and
findings. While we conducting the research, we used both primary and secondary data. The questionnaire

pg. 35
and its analysis is discussed and shown the analysis and discussion. There were 10 questions asked to the
respondentsandthe rate of return,analysisandanswershave been included.

4. Methodology
The methodology used for this research is given below, it has been described in brief and
some other methods are also there. Methodologies can be classified in different ways; some
writers (e.g. Saunders et al. [10]) distinguished between Qualitative and Quantitative
methodologies reflecting the distinctionbetweenvarious paradigms.

(1)The SampleSize(Population)
The population or the sample size for this research was derived from the Managers and
staff of English Heritage and National Trust and some of the staff working on the higher levels
of management in the organization. The other respondents of the research method were the
new recruits who were recently appointed in the organi- zation. The sample size was
minimized due to the shortage and non availability of members and hence still was able to
find the answersto the most of the part of the research.

(2) Measuresof Variables

The variables involved in this research were the HR policies for the recruitment and
selection which was an independent figure and the other was the company’s productivity
after the recruitment and selection was done. The questionnaire was based on 10 questions
which were administered and distributed in the levels of management and staff to find the
results and put the results in the analysis phase, and from the result it was analyzed that the
HR policies implemented in the organization in regards to recruitment and selection sources
comes to the ratio of 75%.
(3)DataCollection Method

Table 1 shows the close-ended questionnaires were given out and some interviews were
held with the managers and staff of English Heritage (E.H) and National Trust (N.T). The
questionnaire was finalised keeping in mind the nature of the job and the organizations
portfolio and culture.
The questionnaire was handed back in confidence of no material to be published hence
only for the use of the research, it comprised of about six parts and hence is attached in the
appendix. The three factors to keep in mind whencollecting data are the Validity,Reliability
andEasy to use.

pg. 36
 CHAPTER
--5
DATA
ANALYSI
S

DATAANALYSIS
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 analysis and expressed in the form of
charts and have been placed in the next few pages.

pg. 37
 DATAINTERPRETATION
A questionnaire waspreparedfor the purpose of getting feedbackfrom the employeesand
managerregardingrecruitmentand selectionprocedureof their company.50 employeesare
taken from different department and were distributed the questionnaire
for the purposeof the
study.

1. Does the organization clearly definethe position objectives, recruitmentof

candidatespecificationin the recruitmentprocess?

Options Respondents %

Yes 40 80

No 10 20

Fig 3

No
20%

Yes
80%

Interpretation: It was found that Rama magneto mall defines the 80% about the position,
objectives of organisation, requirement of candidate for the vacant job. Whereas sometimes it may
not clearly defines about the job position and requirement of candidate.

pg. 38
 2. Is the organizationdoing time to time recruitment& selectionprocess?

Options Respondents %

Yes 40 80

No 10 20

Fig 4

No
20%

Yes
80%

Interpretation: It was found that 80% of recruitment process is done on the right time without

any delay, while 20% of recruitment activity was not done at right time.
3. How would you rate the HR department performance in recruitment &
selection?

pg. 39
 Options Respondents %

Poor 0 0

Adequate 5 2.5

Excellent 45 22.5

Fig
Poor Adequate Exellent
0%
10%

90%

Interpretation: It was found that 90% of the respondentssays that HR department

performancein recruitment& selectionwas excellent.

4. Whichtype of test have you givenat the time of selection?

Option Respondents %

Aptitude test 10 5

Technical or
functional test
30 15

Medical test 0 0

Personality
assessment test
10 5

pg. 40
 Fig 6
Aptitudetest Technical or functional test
Medical test Personality assessment test

20% 20%
0%

60%

Interpretation: It was found 60% candidates give technical or functional test, 20% are
given aptitude test and 20% are given personality assessment test.

5. Which method the organization mostly prefer for recruitment and selection?

Options Respondents %

Direct 30 15

Indirect 5 2.5

Third party 15 7.5

pg. 41
 Fig 7

Third party
30%

Direct
Indirect 60%
10%

Interpretation: About 60% of the managers prefer to go for direct recruitment, 10% of the
managers go for indirect recruitment and selection whereas only 30% of the managers go for third
party recruitment.

6. Do you think direct recruitment and selection method is quite simple and short
at Rama magneto mall?

Options Respondent Percentage

Yes 40 80%
No 10 20 %

Fig

2%

YE
N

8%

Interpretation: It was found 80% candidates are say recruitment & selection procedure of the
organization is quite short and simple.
7. How well are the organization’s affirmative action needs clarified and supported in the
selectionprocess?

pg. 42
 Options Respondent Percentage

Poor 5 10

Adequate 25 50

Excellent 20 40

Poor
20
Adequat
25

Interpretation: For the above table it is clear that 50% is adequately affirmative action needs clarified
and supported in the needs, 40% is excellent affirmative action needs clarifiedand supportedin needs
and 10% is poor in affirmative in action needs clarifiedand supportedin the selectionprocess.

8. Rate the effectiveness of the interviewing processand other selection instruments such as
testing?

Responses Percentage
Poor 5 10
Adequate 25 50
Excellent 20 40
Total 50 100

pg. 43
 20 Poor

Adequate
Excellent
25

Interpretation: For the above table it is clear that 50% is adequate, 40% is excellent and10% is poor
to rate the effectiveness of interviewing process and other selection instrument, suchas testing.

9. How did you come to know about the vacancy at Rama magneto mall, Bilaspur ?

Options Respondents %
employee reference 16 8
walk-in-interview 2 1
Website 22 11
Newspaper 13 6.5
Consultancy 0 0

Fig
employee walk-in- Websit
Newspape Consultanc
0%

2% 3%

4% 4%

Interpretation:
It was found that about 41% of the candidates are know about vacancy from company website, by
newspaper advertisement 25% and 30% by employee reference
10. Are you Satisfied with the selection processin Rama magnetomall ?

OPTIONS RESPONSES PERCENTAGE

Yes 40 80

pg. 44
 No 10 20

Fig

2%

YE
N

8%

Interpretation: It was found 80% candidates are say in Rama magneto mall Satisfied with the
selectionprocess
.

CHAPTER -- 6
FINDINGS&

pg. 45
OBJECTIVESOF
THESTUDY
FINDINGS :-

pg. 46
 5% of employees are recruited through campus

 60% of employees are highly satisfied about the

selection process,
40% of employees are
satisfiedabout
theselectionprocess.

 50% of theemployeesfeltpreliminaryinterviewis
important,5% of employeesfeltothersourcesare
important.

 Thereis a RelationshipBetweenAge& Satisfaction About

theselectionprocess

interview is more effective, 50% of the employees are

recruited through direct hiring is, advertisement.

pg. 47
 Objectives of Recruitmentand Selection

The main objective of recruitment and selection is fairly obvious: to hire the most -qualified
candidate to fill an available position. Additional objectives include:

•Creating a large talent pool of candidates to ensure the organization can hire the best

employee.

•Finding people who will fit in with the company culture and contribute to the organization's

•Reducing the likelihood that a candidate will leave after a brief time by finding the right

employee for the position the first time around.

•Meeting the organization's diversity and social commitments by selecting candidates based

solely on their merits and the way they fit in with the company values, goals and culture.

goals.

pg. 48
•Improving the company's reputation throughfair, unbiased andeffectivehiring practices.

•Expediting the future recruitment and selection process and reducing costs by gathering a large

pool of talented candidates who may be interested in future vacancies.

•Improving and streamlining the recruitment and selection process, including expediting future

job analyses for similar positions.

•Evaluating the effectiveness of different recruiting and sourcing techniques and sources for job

applicants.

Beyond the main objectives of the overall process, each step of recruitment and selection has its
own objectives, which is why the overall process can be so time consuming. For example, the
main objective of the job analysis is to understand what tasks the vacancy encompasses, which is
necessary to create a list of specifications or ideal qualifications for the new employee. To better
understand the full scope of objectives for the recruitment and selection process, it's beneficial
to look at the objectives for each individual step .

pg. 49
 SCOPEOFTHESTUDY

The present researchis confinedto study the recruitment and selection process
followedat sai globalyarntex private limited.
The study reveals the recruitment
andselectionprocessfollowedin the organization.Whetheremployeesare
satisfiedwiththe recruitmentprocess?Is the organizationis providingethical
processforrecruitingemployees?Theorganizationalstudyofsai globalyarntex
privatelimitedwasdonewiththe studyof recruitmentandselection.

CHAPTER – 7

RECOMMENDAT
IO NS
pg. 50
 Recommendation:-

• The organization should practice proper learnovate ecommerce guideline.

The purpose of Human Resource Managementis toimprove the productive
contribution of people. To get effective and efficient employee. the
organizationshould arrangeproper trainingand developmentprograms.
• The entire HR department should be well informed regarding the
employment personal. The organizationshould provide well direct
compensation as well as direct to itsstaffs.

• The management should have job evaluated salary structure, which is most
competitive thanother organizations inthe country.
• To evaluate employee's performance; the management should follow
promotion policy properly.
• In order to get competitiveadvantageand to deliverquality service. top
managementshould try to modify the services.
• Periodicalperformanceappraisal and givingrecognitionand rewards to the
qualified employees to keep motivating them.

• Proper training needed for ensuringefficientperformanceOf the employees.

• learnovate ecommerce should hire specialist for each individualsector.
• The management should create customers databaseand continuously
informing the investorsabout the available facilities or opportunities which
will work to achieve twin goal at a time; one is direct marketing and
another is large pool of customersdatabase.

pg. 51
 CHAPTE– 8
R
CONCLUSIO
N

Conclusion

Effective recruitment and selection can contribute towards an organization’s success. During the
recruitment process, both internal and external sources of employees should be considered. This will
increase the probability of organizations attracting a wide range of candidates. In addition, a
comprehensive recruitment and selection process should be followed .

From the above discussion it can

conclude such a way that since human resource management is a continuously practicing issue so it plays
a significant role on organizations overall performance. If an organization wants to gain full benefit from
human resource managementit should follow all the sections of HRM. As a small AMC few persons are

pg. 52
recruited for its operations and performances. But it will expand soon or later and then the number of
HR employee may not be enough to run the company. Committed and trustworthy employees are the
most significant factors tobecoming an employerof choice, it is no surprise that companies and
organizations face significant challenges in developingenergized and engagedworkforces. However,there
is abundance of research to demonstrate that increased employee commitment and trust in leadership
can positively impact the company's bottom line. In fact, the true potential of an organization can only
be realized when theproductivity levelof all individuals and teams are fully aligned, committed and
energizedto successfully accomplish the goals of the organization. Thus. the objective of every company
should be to improve the desire of employees to stay in the relationship they have withthe company.

References:

Erasmus, B. & Swanepoel,B. & Schenk, H. (2009). South African human resource management: theory
and practice. New York: Juta and Company Ltd.

pg. 53
Evers, A., Anderson, N. & Voskuijl, O. (2005). The Blackwell handbook of personnel selection . New York:
Wiley-Blackwell.

Dale, M. (2003). Managers guide to recruitment and selection. London: Kogan Page Publishers. Dessler,
G. (2005). Human resource management. New Jersey: Pearson Prentice.

Hitt, M., Ireland, D. & Hoskisson, R. (2009). Strategic management: competitiveness and globalization:
concepts and cases . New York: Cengage Learning.

Jackson, S., Schuler, R. & Werner, S. (2008). Managing human resource . New York: Cengage Learning
Mathis, R. & Jackson, J. (2007). Human resource management . New York: Cengage Learning.

Roberts, G. (1997). Recruitment and selection: a competency approach . London: CIPD Publishing.

pg. 54
pg. 55
 RECRUITMENTAND SELECTION QUESTIONNAIRE

Employee detail Studentdetail

Name : Name: MikkydKumari

f
Designation : College: LCIT

Name of the organization : Course: MBA

Location :

1. Does the organization clearly define the position objectives, recruitments & candidate
specificationin the recruitmentprocess?

1. Yes

2. No

2. Is the organizationdoing time to time recruitment& selectionprocess?

1. Yes

2. No

3. How would you rate the HR departmentperformanceinrecruitment& selection?

1. poor

2. adequate

3. excellent
4. Which type of test have you given at the time of selection?

pg. 56
 4. Personality Assessment Test (Psychometric Test)

5. Which method the organization mostly prefer for recruitment and selection?

1. Direct

2. Indirect

3. Third party

6.Do you think direct recruitment and selection method is quite simple and short at
Learnovate ?

1. Yes

2. No

7.How well are the organization’s affirmative action needs clarified and supported
in the selection process?

1. Poor

2. Adequate

1. Aptitude Test

2. Technical or Functional Test

3. Medical Test

pg. 57
 3. Excellent

8. Rate the effectiveness of the interviewing process and other selection instruments, such as
testing?

1. Poor

2. Adequate

3. Excellent

9. How did you come to know about vacancies in Learnovate ?

1 Employee reference
2 Walk-in interview
3 Website
4 Newspaper
5 Consultancy.

10. Are you Satisfied with the selection process in Learnovate ?

1. Yes

2. No

pg. 58