A STUDY ON RECRUITMENT PROCESS IN

A SHIPPING COMPANY
• Finding the organization's human resource needs is necessary for successful human resource management. Recruitment is the
process of identifying potential activity by bringing together those who are looking for work and those who have jobs to fill.
• An effective recruitment campaign will draw in a sizable pool of qualified candidates who will take the position once it is made
available. A strong recruiting programme’s should attract qualified candidates while rejecting unqualified individuals.
• It should also give information so that unqualified prospects can self-select themselves out of job candidacy. It will be less expensive
to process unqualified applications thanks to these two objectives.

TYPES:
1. By Road Shipping
2. Air Cargo Shipping
3. Rail Shipping
4. Ship or Sea Cargo Shipping
PART A – INDUSTRY ANALYSIS
PESTEL ANALYSIS AND PORTER’S ANALYSIS
 PART B – COMPANY ANALYSIS
• SWOT ANALYSIS:

• 7- S STRATERGY: ( Strategy, Structure, System, Shared Values, Skills, Style )

• BCG : Boston Consulting Group

• Ansoff Analysis: (Market penetration, Market Development, Product Development, Diversification)

PART C - MANAGEMENT CONCEPT

RESEARCH OBJECTIVES
The main objective of recruitment is to increase the number of applications for the job available in the organization, to select
the best applicant who is the best fitted to the job.
a. To refine the quality of your candidates.
b. To find candidates who fit your company's culture.
c. Encourage leadership development.
NEED OF THE STUDY
Human resource practices and policies must be effective in the shipping industry. Training, performance appraisal, hiring,
and compensation are some of the most important personnel-focused services managed by HR that impact efficiency and
productivity. HR should be agile
SCOPE OF THE STUDY:
a. Managing excess or scarcity of resources

b. Examining the organization's recruitment policies, processes, and procedures

RESEARCH METHOD

• In this research, the methodology section indicates how the research was conducted. This includes
getting information through articles, online surveys. So the detailed information is mentioned below.

• PRIMARY DATA : The source of secondary data is an online survey.

• STATISTICAL TOOLS USED FOR ANALYSIS : Pie Chart method and tabular method have
been used for analysis data.
ANALYSIS PART – C
RECOMMENDATION AND SUGGESTION

RECOMMENDATIONS SUGGESTION
1. Begin with a Fantastic Careers Page.
1. Diversify and redefine your job requirements
2. Increase candidate sourcing.
2. Employ a new approach to discovering talent
3. Streamline your background check strategy 3. Avoid hiring for multiple positions at the same
4. Start hiring for attitude and training for skills time.
5. Collect and analyse feedback from candidates 4. Create flowcharts and lists where you may group
6. Training each job posting according to its prerequisites.
7. Policies and Procedures
5. Make the most of all of the top job-search
resources that are out there.
6. Use is any electronic-system benefits as you can
in your employment operations.
CONCLUSION

• The main point I want to make is that, thanks to the analysis and feedback generated by the questionnaire, I
discovered that the company is following an effective Recruitment and Selection process to the greatest extent
possible. According to my research, the best method of sourcing candidates is getting references through
references and networking.
• Throughout the process, I came across several examples of how an HR manager's role and the relevant traits he
looks for in candidates were demonstrated. The company should prioritize long-term consistency over short-
term results. The emphasis on recruiting skill development and training must be increased and consistent.
• Despite the fact that an HR manager faces numerous challenges in ensuring that the human resource department
contributes to the bottom line and emerges as a success, it is "Talent Acquisition" that is a strategic partner in the
business.
• The key determining factor in how well a Human Resource department contributes to the achievement of the
organization's overall goal, and thus a daunting task for any HR manager.