SUMMER INTERNSHIP REPORT SUBMITTED TOWARDS THE

PARTIAL FULFILLMENT OF THE DEGREE

OF
MASTER OF BUSINESS ADMINISTRATION

A Study of Effective process Of Talent Acquisition

SUBMITTED BY: SUBMITTED TO:

RIDHIMA SHRIVASTAV Dr. RINA PANDEY
MBA (2021-2023) Assistant Professor
A30101921042

AMITY GLOBAL BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH
SECTOR 125, NOIDA-201301, UTTAR PRADESH, INDIA

1
 DECLARATION

I hereby declare that the Project Work titled “A STUDY OF PRACTICES OF

RECRUITMENT AND ONBOARDING PROCESS IN L&T FINANCIAL

SERVICES” is originally completed by me and it is submitted to the AMITY

GLOBAL BUSINESS SCHOOL, NOIDA, AMITY UNIVERSITY, UTTAR

PRADESH in partial fulfillment of requirements for the award Masters of Business

Administration is a record of work done by me originally in the guidance of Dr.

RINA PANDAY.

Declared by: RIDHIMA SHRIVASTAVA

A30101921042

Batch:2021-23

Program- MBA

AGBS

2
COMPANY CERTIFICATE

3
 GUIDE CERTIFICATE

This is to certify that RIDHIMA SHRIVASTAVA of MBA bearing enrolment number

A30101921042 of batch (2020 – 2022) has made this project report titled “A STUDY OF
PRACTICES OF RECRUITMENT AND ONBOARDING PROCESS IN L&T
FINANCIAL SERVICES” under my guidance and supervision. The report is submitted in
compliance with the institutional norms and has not formed the basis for an award of any
degree/diploma in any university/institution. Her work is completely genuine and original. 

DATE:

Dr. RINA PANDEY

Assistant Professor

Amity Global Business School, Noida

Amity University, Uttar Pradesh

4
 ACKNOWLEDGMENT

I would like to express my heartfelt gratitude to you, Dr. GIRISH KATHURIA Sir,
Director, Amity Global Business School, Noida, for allowing me to work on this project.

I would like to express my heartfelt gratitude and appreciation to Dr. RINA PANDAY
Ma'am, Faculty Guide, Amity Global Business School, Noida, for your cooperation and
prompt guidance in completing this project. Her significant contribution and intrigue instilled
in me extraordinary motivation and trust in carrying out the investigation properly.

I would like to express my heartfelt gratitude to the L&T employees there, as well as my
friends and family, for providing key details and assisting me with various resources
throughout the project.

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 LIST OF CONTENTS

CHAPTER NO LIST OF TOPICS PAGE NO.

TITLE PAGE
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
LIST OF CONTENTS
LIST OF TABLES AND CHARTS
LIST OF FIGURES AND GRAPHS
ABSTRACT
INTRODUCTION
COMPANY PROFILE
OBJECTIVE
SCOPE OF THE STUDY
LITERATURE REVIEW
RESEARCH METHODOLOGY
DATA ANALYSIS AND INTERPRETATION
FINDINGS
SUGGESTIONS
CONCLUSION
REFERENCE
ANNEXURE

LIST OF TABLE AND CHART

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TABLE PARTICULAR PAGE
NO. NO

TABLE OF GENDER

TABLE OF AGE

TABLE OF EDUCATIONAL QUALIFICATIONS

TABLE OF EXTERNAL RECRUITMENT IN

ORGANIZATION

TABLE OF SOURCES OF RECRUITMENT IN

ORGANIZATION

TABLE OF RELATIONSHIP BETWEEN TRAINING AND

GROWTH
TABLE OF IMPLEMENTATION OF 3 R’S IN
ORGANIZATION
TABLE OF SELECTION PROCESS OF CANDIDATES

TABLE OF APPRAISES THE PERFORMANCE OF THE

EMPLOYEES

TABLE OF SELECTION OF EXPERIENCED

EMPLOYEES
TABLE OF RESUME SCREENING IN THE
ORGANIZATION

TABLE OF EFFECTIVE METHODS USED FOR

RECRUITMENT

LIST OF GRAPHS AND FIGURES

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GRAPH PARTICULAR PAGE
NO. NO.

GRAPH OF GENDER

GRAPH OF AGE

GRAPH OF EDUCATIONAL QUALIFICATION

GRAPH OF EXTERNAL RECRUITMENT IN

ORGANIZATION

GRAPH OF SOURCE OF RECRUITMENT IN

ORGANIZATION

GRAPH OF EFFECTIVE RELATIONSHIP BETWEEN

TRAINING AND GROWTH

GRAPH OF IMPLEMENTATION OF 3’Rs IN

ORGANIZATION

GRAPH OF SELECTION PROCESS OF CANDIDATES

GRAPH OF APPRAISES THE PERFORMANCE OF

THE EMPLOYEES

GRAPH OF SELECTION OF EXPERIENCED

EMPLOYEES

GRAPH OF RESUME SCREENING IN THE

ORGANIZATION

GRAPH OF EFFECTIVE METHOD USED FOR

RECRUITMENT

ABSTRACT

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The purpose of this study was to get an idea about the talent acquisition process used in L&T
financial services. L&T financial services ltd was involved in various sectors and used
various methods for effective hiring. The responsibility of talent acquisition includes finding
candidates through various means of sources, such as organizing interviews, using various
selection processes, and taking part in various career events to be a successful professional in
this career You must have the ability to create long-term recruitment plans and cultivate
trustworthy relationships with the potential candidates.

Based on the study, firstly I found that the company made a strong internal employee
relationship to get the best eligible candidates with the help of employee references.

Secondly, you'll build robust talent pipelines for the present and upcoming employment
requirements of our organization.

CHAPTER -1

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 INTRODUCTION

What is talent acquisition?

The strategies, techniques, and procedures used to locate, hire and retain the human
resources a firm needs fall under the umbrella of talent acquisition. It consists of creating,
putting into practice, and assessing programs for sourcing, recruiting, hiring, and orienting.
In management when we talk about Talent acquisition it is a very broad area of any
organization, it deals with the overall process of the organization in the favor of the
employees.
Talent acquisition is a long-term process or a strategy, which is made by HR persons of the
organization, Talent acquisition is the factor of the organization which concedes the people,
People who work in our company are an asset of the organization and the talent they having
can play a vital role in the company's future accomplishments.
Talent acquisition is not a single-time process for the company, and the aim of the company
is not only to take persons in the organization to fulfill the vacancy, Talent acquisition is a
progressive process.
Instead of filling the seat l, Talent acquisition is a continuous process that tries to recognize
the best suitable candidates for the vacancies of the position in the company, through which
the company can also get a great leader. As talent acquisition is an ongoing process with the
help of talent acquisition (TA) companies can provide a proper training and development
program to their candidates, which will help them to make continuous improvements and
development in their personal life.
It is often very easy to demented between two these terms (talent acquisition and
Recruitment).
But there is a huge difference between talent acquisition and recruitment for the student of
the management.
The grail of both aspects is remained the same l, getting a right for the open vacancies
position in the company.
The main difference between talent acquisition and recruitment is talent acquisition is a
strategy, which is a long-term process in nature and which is very generic or familiar to each
one of us.
Recruitment is a short-term process basically for the filling of the post of the job in various
positions.
Tactics words are very near or clear for the recruitment.

Process of talent acquisition

10
Basically, Talent acquisition has 6 organized steps to follow: -

1. Procured and lead generation - beginning with the attractive job description.
For the lead generation organize events and conferences through various channels and
the communities where connoisseurs in our industry assemble.
While doing this process companies are able to construct a relationship with promising
candidates or a large number of candidates in the company to build a strong pipeline for
potential hires.

2. Recruiting and enchanting- while making the company values in the market or making a
strong brand of the company...it should adopt a unique design of culture in the company for
promoting the culture in the society. Creating a good compensation package as per the
competitive industries available. In the process of recruitment, it should consider that create a
good relationship with the stakeholders.
The main things which attract the candidates are keeping in touch with the candidates who
are not currently perfect for now but they could be in the future.

3. Interview and evaluate: - firstly go through the job description required for the position
and the performance key indicators which are already set. The interview is a very crucial part
of any recruitment process through any channel. the very first impression of the candidate
towards their career will be defined very easily.

4. Inspect Reference: - Many hiring managers bypass this step, however checking a
candidate’s references can solidify your intestine feeling approximately a candidate’s fit.
Validate your preference via way of means of checking references to look if there are any
very last worries or impressions you can have missed. If the reference is of the same opinion
the candidate has the individual and qualifications you are searching for, you’re set to begin
making offers.

5. Final selection: - While making the final process of selection you must have a clear
understanding of a candidate. Like as their previous employment record or proof there are
various channels through which a survey can do of the candidates. Nowadays some software
is also available (Equifax) is one of them through which we can find about the candidate
record.

6. Onboarding Process: - Although hiring and onboarding do not always fall below the
duties of the expertise acquisition team, it is virtually the closing and very last step of hiring
pinnacle expertise. Note that a sturdy onboarding system could make or destroy a brand-new
worker relationship, so put together and streamline this system as a good deal as feasible
earlier than your new worker starts.

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Important points for productive talent acquisition

1. Forecast: - Recognise which positions of the company are tough to hire for the and
make a list of that.

What kind of skills or experience is required for the role at the company? Is the
position for senior leadership, IT department, Or a particular department?
And for what time period does the company need the occupancy of the employee? Is
it temporary or permanent? So, all these important points should be discussed with the
entire team before the requirement.

2. Make a conduit: - Keep tune of the applicants you find, whether or not in an easy
spreadsheet at a smaller company, or prepared through a specialized software program
or platform (such as LinkedIn Recruiter) in case your organization has large skills
needs. Make certain to additionally carve out and timetable time — day by day or
weekly — for skills acquisition activities: networking, outreach, inputting and
updating candidate details, and maximum importantly, constructing relationships that
would be beneficial if you have a destiny function to fill.

3. Get each and every one On Board : - Don’t silo the efforts of your HR and skills
acquisition crew and hold an open thought approximately wherein the best applicants
can come from. Get the branch or maybe the whole corporation involved. Consider
introducing worker referral programs, economic rewards for key hires, etc. If the
personnel at your corporation understand what roles you’re hiring for, what styles of
human beings you’re seeking to fill the one’s roles, and your imaginative and
prescient approximately wherein the corporation is headed, you’ll probable discover
outstanding applicants faster.

4. Expend the proper time: - Interviewing is an extremely vital key skill in the talent
acquisition process. You need to peer how a candidate will act in a “formal” setting,
and the way they’ll suppose and carry out below fire. But often, a number of your
pleasant intuitions approximately people, performance, and cultural healthy come
from out of doors the convention room. Casual telecall smartphone conversations,
lunch meetings, and even a casual negotiation over a cocktail are approaches to get to
understand your potential rent that won’t be glaring from one fashionable interview.
And if the crew desires extra face-to-face time with a capability candidate, don’t
hesitate to carry them returned in to satisfy a couple of stakeholders. High performers
will possibly just like the more hazard to length all people up as we.

12
Some examples of talent acquisition strategy.

1. Boost your brand: - A well-built brand may be your finest way in recruiting
pleasant candidates, so make certain your organization’s website, social profiles,
and organizational way of life communicate now no longer handiest in your goal
customer, however additionally to capability career-in search of candidates. Your
branding efforts, regularly led through marketing, communications, or HR
departments, are highly critical in grabbing the eye of pinnacle skills and making
them need to apply.

2. Get niche: - It can also additionally appear counterintuitive, however the extra
precise you may get approximately the beyond revel in and initiatives you’re
seeking out from applicants, the extra fulfillment you’ll have locating precisely
what you need. Niche roles in distinctiveness industries can slim the pool of
applicant’s manner down—specially withinside the fields of technology,
cybersecurity, medicine, law, and economic management. And, a smaller
expertise pool can regularly make outreach and networking efforts extra
manageable.

3. Progression planning: - This enterprise and HR approach grooms and promotes

personnel internally, as opposed to going out of doors to your organization to fill
open positions. lt begins off evolved with figuring out height performers in the
organization and taking the time to educate and put together them to tackle extra
obligation and leadership. An employer can paintings toward this month or maybe
years beforehand via way of means of supplying ordinary and targeted feedback,
inner mentorship programs, exceptional worker training, stretch assignments, and
supplying interim/trial runs for certified candidates. Circulate a listing of your
open roles on an ordinary foundation thru an inner wiki or email so personnel may
be aware.

How does Talent acquisition use LinkedIn?

Basically, LinkedIn is used for Talent acquisition to enhance the company process of TA.
The major three steps are used on LinkedIn: -

1) LinkedIn Recruiter: -Recruiter is LinkedIn’s all-encompassing platform for skills

specialists and is the closing aid for finding, connecting with, and handling pleasant skills in
the course of your team’s hiring process.

13
Step 1): -Find and call the proper people. With LinkedIn Recruiter, you may 0 in at the
capabilities which might be critical to your open function and quickly discover matching
profiles for folks that are the maximum likely to be inquisitive about your function primarily
based totally on their behavior. Then, touch your pinnacle candidate with customized InMail,
or use the batch-InMail characteristic with a templated message.
Step 2): - Build a deep bound: -Armed with facts from us seek insights tools, assignment
folders, and tags, and you’ll quickly emerge as a professional withinside the marketplace
you’re looking in.
Step 3): - Connect your Applicant Tracking Systems (ATS): -Software lets you in combine
your personal ATS, including candidate records, collaboration tools, and even extra applicant
facts with the Recruiter.

2): - Channel Builder: - Pipeline Builder is a LinkedIn device that works seamlessly with
Recruiter and offers you the capacity to create and edit custom touchdown pages, in addition
to tune views, or even talk with fascinated leads.
Step 1): -gain out: -Use subsidized content material and/or recruitment advertisements to
goal individuals primarily based totally on task function, region, skills, seniority, or different
criteria.
Step 2): - Seeking Talent: -Get applicants excited with customized touchdown pages sharing
greater facts approximately the role, team, business enterprise, or recruiter, and might
characteristic wealthy and thrilling media along with photos, videos, or slideshows.
Step 3): - Involve the candidates: - Interested leads, together with people who had indicated
hobby through the touchdown web page contributors who've indicated hobby, all our
recruiting group or hiring managers can comply with up at once.

3) Goal or Career Page: - Career Pages helps you to create custom pages that indicate your
culture, brand, and modern opportunities — and in the end drive excellent applications.
Step 1): - Continue, go on: No possible manner to inform your enterprise tale higher than you
and your colleagues. Highlight your way of life with videos, photos, and tailor-made
messaging to seize the proper candidate.
Step 2): - To Attract: Use cantered recruitment advertisements to power eyeballs for your
customized, branded Career Pages.
Step 3) Evaluate the Result: Take benefit of strong analytics to track, improve, and
percentage the effect of your emblem on your recruitment goals.

What is Recruitment?
The process of actively seeking out, finding, and hiring candidates for a specific position or
job is known as recruitment. The recruitment definition encompasses the entire hiring
process, from initial screening to the integration of the individual recruit into the company.

14
The Human Resources department's primary function is recruitment. It is a procedure that
includes identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and
onboarding employees.

Depending on the size of the organization, recruitment teams can be large or small. In smaller
organizations, however, recruitment is usually the responsibility of a recruiting manager.

Many businesses outsource their recruiting needs, while others rely solely on advertisements,
job boards, and social media channels to fill new positions. Many businesses today use
recruitment software to improve the effectiveness and efficiency of their hiring processes.

7 Phases in a Recruitment Process

The recruitment lifecycle consists of seven interrelated steps which are as follows:

1. Identifying the Hiring Needs

Whether an activity starting is newly shaped or simply vacated, you cannot locate
what you want in case you don’t realize what you want withinside the first place.
So, your recruitment procedure ought, to begin with figuring out the vacancies that exist
observed through studying the activity specs which include the knowledge, competencies,
and enjoy wished for the role. Here’s how you may decide your hiring desires:

Figure out which gaps are on your contemporary team. Check when you have new desires in
phrases of ability, overall performance, or personality. Ask yourself in case you want a
person to attend to something that isn't always being addressed currently. This will let you
know that there are hiring wants.

15
Keep a tune of entering as opposed to output on the subject of your team. See if there's a
boom in workload that desires to be addressed through hiring.
Regularly examine overall performance and make a listing of lacking qualities, qualifications,
competencies, and proficiencies which you want to feature in your team. This also can sign in
the direction of hiring desires.
Be aware of current personnel leaving. This is virtually whilst you will have a hiring wants.
Every time you understand that there's certainly a hiring need, act earlier than it turns into an
urgent matter.
The recruitment system begins off evolved with recruitment making plans that include
reading and describing task specifications, qualifications, experience, and talents required to
fill the open positions.
If the recruitment plan isn't always well-structured, it could fail to draw capable personnel
from a pool of candidates.

Factors That Influence Recruitment

 Size of the organization
 Salary structure
 Work culture and working conditions within the organization
 The growth rate of the organization
 The current state of employment in the economy

2. Preparing the Job Description

Once you realize precisely what you want in phrases of knowledge, abilities, and
experience, it's time to decide the responsibilities and duties of the task.
Preparing a complete task description (JD) will assist you to realize what your capability
personnel has to have in an effort to meet the needs of the role. More importantly, it presents
your possibilities with a tick list or a listing that they could examine themselves earlier than
applying. It is a device to make certain that you get programs from the proper candidates
(hopefully).
A process description has to encompass all the following and may be as complete as you
want:

16
 3. Talent Search

Broadly, there are two sources of recruitment that can be tapped for a talent search:

Internal Sources of Recruitment

When recruiters use inner reasserts for recruitment, it really works to inspire the present
personnel to be extra efficient and maximizes their process pride and feel of security.
Recruiting via inner reasserts additionally reduces the attrition charge in conjunction with
value and effort.
 Transfer
 Promotion
 Demotion
 Existing Employees
 Retired Employees
 Previous Applicants

External Sources of Recruitment

Recruiting via outside reasserts gives a far wider scope for choice from a massive range of
certified candidates. The manner moves tons quicker even for bulk necessities at the same
time as removing the possibilities of partiality or biases.

 Advertisements
 Job Portals
 Company’s Careers Site
 Social Networking Platforms
 Placement Agencies
 Job Fairs
 Campus Placements
 Professional Bodies

4. Screening and Shortlisting

In order to transport ahead with the recruitment system, you want to display screen and
shortlist candidates successfully and accurately. This is which the recruitment system
receives tough and challenging.

17
Steps to Effectively Screen or Shortlist Candidates

 Screen packages on the premise of minimal qualifications.

 Next, find resumes that have the favored credentials by searching at their
certifications, applicable experience, area expertise, technical abilities, and different
abilities which might be required for the role.
 Then, shortlist applicants who've each the favored credentials and the minimum
qualifications.
 Finally, flag any worries or queries withinside the resume so that they may be
clarified for the duration of the interview.

5. Interviewing

The shortlisted packages will now flow thru the interview system previous to
receiving a proposal letter or a rejection note. Depending on the scale of the hiring
crew and their recruitment needs, numerous interviews can be scheduled for each
candidate.

 Telephonic Screening/Video Interviewing

 Psychometric Testing
 Face-to-Face Interviewing

6. Evaluation and Offer of Employment

This is the very last degree of the recruitment process. You must by no means take it
without any consideration that the candidate will be given you provide. However, in
case your candidate has patiently finished all the office work and waited via the
choice process, the chances of accepting the provide are high.

The recruitment system isn't easy, so when you have an established layout to follow,
you land up with extra time to live targeted on locating the proper suit to your
business.

 Checking the References

 Making the Job Offer
 Onboarding
 Evaluation and Optimization of the Recruitment Process

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 7. Introduction and Induction of the New Employee

When candidates receive the process offer, they formally come to be the personnel of
the company. The becoming a member of date and time is communicated to the
employee. Once that’s done, pre-employment screening that consists of reference and
history tests are conducted. Once the verification is done, the personnel are then
delivered to the organization. The induction method of the personnel then begins.
During the induction method, a welcome package is commonly given to the brand-
new personnel, after which the employment agreement is signed.

What is selection?

Selection is the procedure of figuring out a man or woman from a pool of process candidates
with the considered necessary qualifications and abilities to fill jobs withinside the
organization. This is an HR procedure that allows differentiation among certified and
unqualified candidates by making use of numerous techniques.

What is the selection process?

The Selection is a procedure of selecting the proper candidate with prerequisite qualifications
and talents to fill the roles withinside the organization.

The selection process is quite lengthy and complex as it involves a series of steps before
making the final selection. The procedure of selection may vary from industry to industry,
company to company, and even from department to department. Every organization designs
its selection process, keeping in mind the urgency of hiring people and the prerequisites for
the job vacancy.

Selection Process

The selection procedure comprises of following systematic steps:

Preliminary Interview: The initial interview is likewise referred to as a screening interview

in which the applicants are removed from the similarly choice method who do now no longer
meet the minimum eligibility standards as required with the aid of using the organization.
Here, the people are checked for their instructional qualifications, talent sets, own circle of
relatives’ backgrounds, and their hobby in operating with the firm. The initial interview is
much less formal and is largely achieved to weed out the fallacious applicants very a good
deal earlier than intended with a full-fledged choice method.

Receiving Applications: Once the man or woman qualifies for the initial interview, he's
required to fill withinside the software shape withinside the prescribed format. This software

19
consists of the candidate records which include age, qualification, enjoy, etc. This data allows
the interviewer to get an honest concept approximately the candidate and formulate inquiries
to get extra data approximately him.

Screening Applications: Once the packages are received, they are screened with the aid of
using the screening committee, who then put together a listing of these candidates whom they
locate appropriate for the interviews. The shortlisting standards may be the age, sex,
qualification, enjoy of a man or woman. Once the listing is prepared, the certified applicants
are referred to for the interview both thru registered mail or e-mail.

Employment Tests: To test the intellectual cap potential and talent set of a man or woman,
numerous exams are carried out. Such as intelligence exams, flair exams, hobby exams,
mental exams, character exams, etc. These exams are carried out to choose the suitability of
the candidate for the task.

Employment Interview: The one-on-one consultation with the candidate is carried out to
benefit extra insights approximately him. Here, the interviewer asks questions from the
applicant to find out extra approximately him and to present him with the correct image of the
form of a task he's required to perform.
Also, the briefing of sure organizational rules is achieved, which is critical withinside the
overall performance of the task. Through an interview, it's far simpler for the organization to
recognize the candidate’s expectancies from the task, and additionally, his conversation
talents in conjunction with the self-belief degree may be checked at this degree.

Checking References: The corporations typically ask for references from the candidate to
pass a look at the authenticity of the data furnished with the aid of using him. These
references may be from the schooling institute from wherein the candidate has finished his
research or from his preceding employment wherein he changed into previously engaged.
These references are checked to realize the behaviour and conduct of a man or woman and
additionally his ability to get to know new jobs.

Medical Examination: Here the bodily and intellectual health of the candidate are checked
to make sure that he is able to appear the task. In a few organizations, the clinical exam is
achieved at the very start of the choice method whilst in a few instances, it's far achieved after
the very last choice.
Thus, this degree isn't inflexible and might take region everywhere withinside the method.
The clinical exam is a vital step withinside the choice method because it allows for
ascertaining the applicant’s bodily cap potential to meet the task requirements.

Final Selection: Finally, the candidate who qualifies for all of the rounds of a choice method
is given the appointment letter to enroll in the firm.

20
 CHAPTER-2

Company name: - L&T financial services ltd

Company logo: -

Headquarters: -Mumbai (India)

Company type: - Private held
Company size: -10,001+
Industry type: - Finance
Founded: - 1 May 2008
Parent organization: -Larsen and Toubro
Website: -www.ltfs.com
Contact us: - T +912261053000
+912261084662

21
Overview of the L&T financial services ltd: -
Larsen & Toubro is a main-era engineering creation production and monetary offerings
conglomerate with international operations. The business enterprise is certainly considered
one of the biggest and maximum reputable groups in India's non-public sector.
L&T Finance Holdings (LTFH) is a leading, well-diverse Non-Banking Financial Company
(NBFC) with a targeted variety of economic services and products throughout rural, housing,
and infrastructure finance together with mutual funds. The corporation is promoted with the
aid of using Larsen & Toubro Ltd. LTFS follows a comparable set of values and pointers as
that of L&T. The company's philosophy is constructed on a wealthy legacy of honest and
obvious governance and disclosure practice. This includes admiration for human values,
character dignity, and adherence to honest, moral, and expert conduct.

Purpose: -
L&T Finance Holdings Ltd is a registered non-banking monetary organization working in
India. The organization operates via 5 major segments done with the aid of using its totally
owned subsidiaries. These consist of Rural, Housing, Infrastructure, Defocused and Other
businesses. Its rural enterprise accommodates Farm Equipment, Micro Finance, and Two-
Wheeler Finance. Infrastructure Business accommodates Infrastructure Finance, Structured
Corporate Loans, and Supply Chain Finance. Defocused Business accommodates
Commercial Vehicle Finance, Construction Equipment Finance, SME time period loans, and
Leases. And Others accommodate Asset Management and Wealth Management. L&T
Financial Services (LTFS) is certainly considered one of India’s main NBFC manufacturers
imparting a numerous variety of monetary services and products throughout the rural,
housing, and infrastructure finance sector. It additionally gives mutual fund merchandise and
funding control services. Headquartered in Mumbai, it caters to the enterprise necessities of
its developing consumer base via a national community of branches and assembly centers, a
product portfolio masking 5 exclusive enterprise verticals.

Our Products
1) Two-wheeler Finance
2) Farm Equipment Finance
3) Microloans
4) Housing Finance
5) SME Finance
6) Consumer Loans
7) Real Estate Finance
8) Infra finance

22
9) Mutual Fund

Our companies
1)L&T Finance
2) L&T Investment Management
3)L&T Infra Credit
4)L&T Consultants

Our Implementing Partner

1) SABUJ SANGHA
2) AFARM
3) SEWA BHARAT
4) SRI AUROBINDO SOCIETY
5) CHIP
6) HABITAT HUMANITY FOR INDIA

23
 CHAPTER-3
OBJECTIVE OF THE STUDY

The motive of the report on the study of talent acquisition can be encapsulated as given
follow: -
Talent acquisition is extra than simply posting a requisition and increasing an offer. Talent
acquisition is a strategic technique for identifying, attracting, and onboarding pinnacle skills
to meet dynamic commercial enterprise needs correctly and efficaciously. Recruiting is extra
tactical and tends to awareness totally on instantaneously hiring needs.

Talent acquisition has the extra strategic rationale of bringing in a gifted body of workers in
sure important positions and roles withinside the Company during numerous tiers of
hierarchy on the way to facilitate withinside the average fulfillment of Company desires and
objectives.

1) To the analysis of the best candidates Making clear plans and strategies (long term) for
recognizing the best employees. Seeking them into the organization, And on Board them with
a great pool of skills and talents, which should be able to match the requirements of the job
role.

2) To identify the brand of the company, Talent acquisition attracts the best candidates as per
the quality they have and mentions the ethics of the company.

3) To identify the pool of knowledge or skills, it worked on filling the gap between where the
company is today and where it wants to go.

4) To analyse that talent acquisition is a long-term process so it constructs the pragmatic

experience with the candidate, and handles other candidates’ communities. As we know that
selection is a negative process so through Talent acquisition company gets access to all the
information about the candidate if any candidate is not get selected the company should
remain managing relationships with those candidates so they can improve in the future.

5) To identify the sourcing for recruiting by all the channels which include social media, net
searches, referrals, and lots more.,.

24
Work intently with the Recruiters on posting new positions, sourcing, and scheduling
interviews as consistent with their requirements.

6) To analyse the candidate pipelines via emails, telephone calls, and lively looking
withinside the database.

7) To identify that Talent Acquisition is a long-term process for the organization and it is a
strategy and on the other hand Recruitment is a short-term process or for a specific purpose in
the organization.

25
 CHAPTER 4
SCOPE OF THE STUDY

Based on the modern-day aggressive marketplace scenario it's far very crucial for the HR
crew on behalf of the control stages of the corporations to very cautiously and carefully go
through the method of Manpower Planning in Talent Acquisition because it's far without
delay associated with the increase and sustainability of the organization. If any candidate has
not good feedback from their previous employment and anyhow if company recruit that
employee, it will be going to harm the company, So L&T financial services ltd use Equifax
software through which a company is able to identify the feedback or performance of the
employee in their previous organization. In Talent acquisition from the process of recruitment
to selection or the onboarding of the employee, only the HR department performs a very
crucial part in this, because employees are the real assets of the company and it provides
success to the whole company.
Hence the HR crew ought to carry out a careful screening of the applicants to carry out a
blunder unfastened choice of the applicants to offer a certified bunch of capacity applicants to
the managers to the employer to new heights. Another predicament with the recruitment
method stays the tendency of the applicants to go away from their jobs after education or
from some months of becoming a member on the lookout for a higher target.
In L&T financial services ltd recruitment of the employee is divided into two various groups
which are hiring through various channels. The scope of the L&T financials is very broad.
Because it contains a huge number of employees in the organization. Talent acquisition is
having different parts of the recruitment to selection or onboarding process through which the
company can screen the candidates or take them into the organization.

26
 CHAPTER 5
LITERATURE REVIEW

Talent Acquisition is the manner of identifying, attracting, attractive and

maintaining highly certified and gifted individuals. Acquiring and Retaining the
quality expertise acts as competitive advantage, however it similarly crucial and
tough to discover the proper character for the proper job.The multiplied
competitiveness withinside the recruitment marketplace has caused enterprises
spending extra time, attempt and sources on growing their recruitment
strategythe techniques worried in recruiting the proficient staff. A incorrect
recruitment technique can incur the groups massive loses. So, for hiring proper
man or woman on the proper place, designing a zero-blunders recruitment
technique is important. The Internet also can be used to facilitate the techniques
of: attraction (advertising/recruiting), choice and assessment (screening and
testing), and on-boarding (imparting and closing, induction). Also, e-
recruitment may be used, in parallel, to guide applicant monitoring and
workflow systems.
In the Internet Era, the conventional technique of recruitment has additionally
been revolutionized. Earlier, the newspaper classified ads had been the simplest
formal outside manner of posting a emptiness and attracting capacity
employees. The neighborhood newspapers had been used for hiring the
neighborhood expertise and country wide newspapers for PAN India. Internet is
one of the finest recruitment sources available to recruiters these days for
finding certified activity candidates, making newspaper marketing and
marketing an out of date recruitment technique.
E-recruitment has proved to be boon for the activity seekers for over the
beyond ten years. The net is a medium which connects the activity seeker and
the business enterprise for the recruitment motive virtually. E-recruitment looks
after the whole recruitment process, from setting the activity classified ads to
receiving the resumes and deciding on the proper candidate for the proper
activity, on-line in a simplified and price powerful manner. E-Recruitment is
likewise referred as Online Recruitment, Internet-primarily based totally
recruitment.
27
Step 1) IDENTIFY THE NEED FOR RECRUITMENT Job descriptions of
numerous positions are created after studying the company's goals. Based on the
Job Description of the vacant position, the process specification of the potential
applicants can be identified.
Step 2) DESIGN AN EFFECTIVE JOB ADVERTISEMENT The purpose of a
process ad is to draw interest, talk quick and in reality the essential (attractive
and relevant) points, and to offer a clean response. Design ought to pay
attention on readability or text, layout, and on conveying a expert image. An
powerful process ad ought to in reality specify the Job Title, Company Profile,
Job Description, qualification required and how to use for the position.
Step 3): RESEARCH FOR THE FEASIBLE ONLINE RECRUITMENT
ADVERTISING SPACE AVAILABLE Depending at the finances and the
supply of the capacity applicants, determine whether or not to put it on the
market on line on very own company‟s internet site or entirely on a recruitment
site.
STEP 4: HOW APPLICANTS WILL APPLY TO THE POSITION Consider
whether or not the candidates need to at once touch you thru an electronic mail
or a telephonic call. Candidates also can practice on line at the company‟s
internet site, including themselves to the company‟s databank of resumes.
STEP 5: ATTRACT CANDIDATES Post the activity ad and appeal to capacity
applicants in the direction of the company. The organizations that use their
company internet site for the cause of recruitment, are both a famous emblem as
an corporation or take measures to force activity seekers to their internet site.
Advertising channels like jobs forums or print media may be used to force
human beings to the site.
STEP 6: SORT THE APPLICATIONS AND CREATE A TALENT POOL
Screen the applicants primarily based totally at the necessities of the activity
description of the vacant position. Also, the resumes of all of the applicants may
be stored as a “expertise pool” and accessed at a later date every time any other
emptiness arises.
STEP 7: CONTACT THE SHORTLISTED Contact and speak to the shortlisted
applicants for the very last spherical of interview without delay thru

28
telecellsmartphone calls or emails, earlier than they may be employed via way
of means of any other company.

STEP 8: CLOSE THE DEAL Offer the task to the chosen candidate. Once he
accepts the offer, the deal is stated to be closed. Else look for every other ability
candidate.

METHODS USED IN THE PROCESS OF E-RECRUITMENT

E-Recruitment may be achieved via
1. THE CORPORATE WEBSITE The company internet site of the agency
may be used for posting a process via a hyperlink for profession alternatives
wherein the capacity applicants can log in for the cutting-edge openings. On
corporation‟s personal internet site, HR branch has a preference of posting the
vacancies freely and imply the profession course anticipated after becoming a
member of the organisation. The company internet site draws best the involved
applicants toward itself. For attracting different applicants, different channels
need to be used.
2. COMMERCIAL JOB PORTALS OR JOB BOARDS The corporation can
use industrial process portals (like www.naukri.com, www.timesjobs.com,
www.monsterindia.com etc) for posting the process classified ads and look for
proficient applicants.
3. PROFESSIONAL WEBSITES Human Resource Management webweb sites
like www.shrm.org also can be used for the recruitment purpose.

WHY E-RECRUITMENT?
Internet offers 24 through 7 get admission to each to the employers and the
process. The advantages of E-recruitment for firms include:
1. COST EFFICIENCY
Job Advertisements published on net are inexpensive in comparison to the ones
on newspaper or magazines. Posting the process emptiness in your very own
company‟s internet site fees not anything while posting on a process portal can
price few hundred rupees, while a newspaper advertisement can price in
thousands.

29
2. WIDER POOL OF APPLICANTS In the generation of globalization, the
pool of candidates has widened and crossed the national borders. Today, the
youngsters is net-savvy and you can actually go online the net from anywhere,
at any time.
3. REDUCED PAPER WORK Administrative paintings is performed
electronically.
4. FASTER PROCESS
Internet quickens the recruitment system. From hiring time to shortlisting the
CV to calling applicants for the interview to the very last choice has reduced. A
process emptiness commercial may be published on a process webweb page
withinside the morning, the primary programs arrive via way of means of
lunchtime, and a candidate interviewed via way of means of the give up of the
day, saving the overall time ate up withinside the system of recruitment and
choice.
5. BETTER CHANCES OF SUCCESS
The fulfillment of a process commercial relies upon at the wide variety of
human beings making use of for the process and hiring a certified talent. The
availability of a process emptiness commercial on a process portal or
company‟s internet site is 24 via way of means of 7. Interested Candidates can
come again to it once more and apply.

CURRENT TRENDS OF E-RECRUITMENT

1. ONLINE NEWSPAPER ADVERTISEMENTS All

the countrywide dailies are to be had on net as epaper. The approach of posting
commercial in newspaper draws interest of each the newspaper readers and
those who use net for making use of to the job.
2. SPEEDY COMMUNICATION
Company and the potential candidate can speak with every different through
blogs. The method is not constrained to 1 manner conversation like mails, faxes
only. Podcasts are the offerings of virtual media files. Vodcasts are the video
podcasts.
3. CANDIDATE’S PREFERENCE

30
Earlier the employers had the privilege to be selective in hiring method, in
particular in screening resumes however have been now no longer constantly
correct. Because of the time limitations, it changed into now no longer viable to
undergo all of the applications. Today, the applicants have the proper to be
selective in posting the resume and select their employers.
Price (2007), in his work Human Resource Management in a Business
Context, formally defines recruitment and choice as the manner of retrieving
and attracting compaign a position application for the reason of employment.
He states that the manner of recruitment isn't a easy choice manner, even as it
desires control selection making and large making plans so as to appoint the
maximum suitable manpower. There present opposition among business
enterprises for recruiting the maximum capability workers in on the pathway
towards creating innovations, with control selection making and employers
trying to lease best the quality candidates who could be the quality fit for the
company tradition and ethics particular to the company (Price2007).
WORK BY ALAN PRICE (2007)

SLAUGHTER,J.E.(2010).
The researchers examined the relationship among a process offer being familiar
and the time lag among a process applicant’s very last interview and an offer
being extended .For sample so the college graduate sand more experienced
employees, the shorter the time lag, the much more likely a process offer
become to be familiar. Becker et al. also discovered that for every sample,
having for a new process made it less likely that process offer become
familiar.
SLAUGHTER,J.E.(2010).

This bankruptcy examines how recruitment effectiveness has been evaluated in

past studies. Based on this review, Carlson and Mecham highlighted limitation
softy pical assessment strategies (e.g. heavy emphasis on applicant attitudes)
and mentioned how the assessment strategies used
havelimitedourunderstandingoftheeffectivenessofvariousrecruitmentpracticesast
herecruitmentprocessunfolds.

31
 CARLSON, K. D.,&
MECHAM, R.L
(2013)

Connerley reviewed studies on recruiter characteristics (e.g., demographic

variables, training, and behaviour) and their affiliation with applicant activity
pursuit intentions, perceptions of activity-agency appeal and activity choice
decisions with a focal point on how and why recruiter attributes should affect
activity applicant’s experience with the recruitment process.
CONNERLEY,M.L.(2013)

The cost of hiring via worker referrals. These researchers examined the
blessings to employers of hiring primarily based totally on worker referrals
Compared to other kinds of activity candidates, candidates referred through
modern employees have been greater probably to be hired, accomplished at a
better degree and have been less probably to quit. The decrease value of
recruiting by using worker referrals was an additional advantage of this
approach
BURKS,S.V.,COWG
ILL,B.,HOFFMAN,M.,&HOUSMAN,M.(2015)

CHANGING AN UNFAVORABLE EMPLOYER REPUTATION

Unfavorable enterprise reputation canimpairan agency sability to recruit activity
seekers. The gift studies hired a four-week longitudinal experimental design to
investigate whether recruitment messages can positively extra an existing
unfavorable enterprise reputation .Two hundred and twenty-two (222) activity
seeker started their perceptions of an agency earlier than and after being
randomly assigned to acquire a sequence of high- or low information
recruitment messages. As expected, activity seekers receiving high-data
messages modified their perceptions greater than activity seekers who have
been uncovered to low-data messages .In addition ,activity
seekers’initialfamiliaritywiththeenterprisewasnegativelyrelatedtoextrade of their
perceptions of enterprise reputation. Finally, there has been
someevidencethatactivityseekers’familiaritywiththeenterpriseinfluencedtheimpa
ctof different recruitment messages. Implications for studies and practice are
mentioned.

32
 CHAPTER 6
RESEARCH METHODOLOGY

Research procedure is an approach to making sense of how a scientist expects to complete

their examination. It's a coherent, deliberate arrangement to determine an examination issue.
A system subtleties a specialist's way to deal with the exploration to guarantee dependable,
legitimate outcomes that address their points and targets. It incorporates what information
they will gather and where from, as well as how it's being gathered and examined.

An exploration procedure gives research authenticity and gives logically sound discoveries. It
likewise gives a point by point plan that assists with keeping specialists on target, making the
cycle smooth, viable and reasonable. A scientist's technique permits the peruser to
comprehend the methodology and strategies used to arrive at resolutions.

Having a sound exploration procedure set up gives the accompanying advantages:

1) Different scientists who need to repeat the examination have sufficient data to do as
such.
2) Specialists who get analysis can allude to the system and make sense of their
methodology.
3) It can assist furnish specialists with a particular intend to follow all through their
examination.
4) The philosophy configuration process assists scientists with choosing the right
techniques for the targets.
5) It permits specialists to record what they plan to accomplish with the exploration all
along.

Sorts of examination strategy

While planning an exploration procedure, a scientist has a few choices to make. One of the
most significant is which information technique to utilize, subjective, quantitative or a mix of
the two. Regardless of the kind of examination, the information accumulated will be as
numbers or depictions, and analysts can decide to zero in on gathering words, numbers or
both.

33
Here are the various techniques and their applications:

1)Subjective
Subjective exploration includes gathering and investigating composed or verbally expressed
words and literary information. It might likewise zero in on non-verbal communication or
visual components and assist with making a nitty gritty depiction of a scientist's perceptions.
Scientists ordinarily accumulate subjective information through meetings, perception and
center gatherings utilizing a couple of painstakingly picked members.

This examination strategy is emotional and additional tedious than utilizing quantitative
information. Specialists frequently utilize a subjective strategy when the points and goals of
the examination are exploratory. For instance, when they carry out groundwork to
comprehend human insights in regards to an occasion, individual or item.

2) Quantitative
Scientists typically utilize a quantitative system when the target of the exploration is to affirm
something. It centers around gathering, testing and estimating mathematical information,
normally from an enormous example of members. They then break down the information
utilizing measurable investigation and correlations. Famous strategies used to accumulate
quantitative information are:

A) Studies
B) Polls
C) Test
D) Information bases
E) Hierarchical records
This examination strategy is level headed and is frequently faster as analysts use
programming programs while breaking down the information. An illustration of how
scientists could utilize a quantitative system is to gauge the connection between two factors
or test a bunch of speculations.

Multi Channels Methods

This contemporary research methodology combines quantitative and qualitative approaches
to provide additional perspectives, create a richer picture and present multiple findings. The

34
quantitative methodology provides definitive facts and figures, while the qualitative provides
a human aspect. This methodology can produce interesting results as it presents exact data
while also being exploratory.
Sorts of examining configuration in research approach
While making an example plan, a specialist chooses from who or what they'll gather
information. They additionally pick the methods and methodology they'll involve to choose
things or people for the example. There are a few kinds of test plan that fall into two primary
classes:

Likelihood testing
This testing technique utilizes an irregular example from the pool of individuals or things
you're keen on, called the populace, and is arbitrary or chance examining. Each individual or
thing in the populace has an equivalent possibility being chosen. Utilizing this technique is
the most ideal way to get a genuinely delegate test, and scientists can sum up the review's
outcomes to the whole populace.

inspecting Nonprobability
Nonprobability inspecting isn't arbitrary, as the analyst purposely chooses individuals or
things for the example. Specialists additionally allude to this strategy as purposeful testing,
judgment examining or purposive inspecting. Each individual or thing in the populace doesn't
have an equivalent possibility being chosen, and the outcomes are commonly not
generalizable to the whole populations.

NORMAL INFORMATION ASSORTMENT TECHNIQUES

When a scientist has finished their populace test, they need to choose how to gather
information. There are a few choices for information assortment, and the best exploration
strategy to utilize will rely upon the examination subject, philosophy, kind of information and
the populace test.
Despite the fact that there are numerous ways of gathering information, individuals
frequently extensively bunch them in these ways:

INTERVIEW: Researchers can do interviews in an organized, semi-organized, or

unstructured configuration, contingent upon how formal the inquiries are.

OVERVIEW: Surveys can be on the web or face to face and have either free-reply,
exposition style questions, or shut, different decision style questions. Contingent upon the
information required, a study could likewise utilize a combination.

CENTER GAQTHERING: Focus bunches have interviewees give their contemplations,

sentiments, points of view and insights on unambiguous subjects. A mediator for the most
part drives the gathering to assist with directing the conversation and guarantee everybody
talks.

35
PERCEPTIONS: Direct perception includes noticing the unconstrained way of behaving
of members without obstruction from the analyst, while member perception is more
organized, and the specialist collaborates with the members.

ARCHIEVS AND RECPORDS: Researchers gather information, for example,

distributed reports and official archives of global bodies, government offices or confidential
establishments and inward records, for example, representatives' finance, natural substance
amounts and money receipts.

Subjective Research
Key Characteristics Events can be seen enough provided that they are found in setting.
In this way, a subjective scientist submerges her/himself in the setting.
The settings of request are not invented they are regular. Nothing is predefined or
underestimated. Subjective scientists need the people who are read up to represent
themselves, to give their points of view in words and different activities.
Hence, subjective exploration is an intelligent cycle where the people concentrated on show
the specialist their lives.
Subjective specialists take care of the experience overall, not as isolated factors. The point of
subjective exploration is to comprehend insight as bound together.
Subjective strategies are fitting to the above assertions. There is nobody general strategy. For
the majority subjective analysts, the interaction involves evaluation about what was
considered.

QUESTIONAIRE
A poll is a rundown of inquiries or things used to accumulate information from respondents
about their mentalities, encounters, or feelings. Polls can be utilized to gather quantitative as
well as subjective data.
Polls are regularly utilized in statistical surveying as well as in the social and wellbeing
sciences. For instance, an organization might request criticism about a new client support
insight, or brain science specialists might research wellbeing risk discernments utilizing polls.

A Questionnaires versus reviews

A review is an exploration technique where you gather and examine information from a
gathering. A poll is a particular device or instrument for gathering the information.

36
Planning a poll implies making legitimate and dependable inquiries that address your
examination goals, submitting them in a valuable request, and choosing a suitable strategy for
organization.
Be that as it may, planning a poll is just a single part of review research. Review research
additionally includes characterizing the populace you're keen on, picking a proper examining
technique, regulating polls, information cleaning and examination, and understanding.
Examining is significant in overview research since you'll frequently mean to sum up your
outcomes to the populace. Accumulate information from an example that addresses the scope
of perspectives in the populace for remotely legitimate outcomes. There will constantly be a
few distinctions between the populace and the example, yet limiting these will assist you with
trying not to test inclination.

Survey strategies
Surveys can be self-directed or scientist managed. Self-controlled surveys are more normal
since they are not difficult to execute and reasonable, however specialist managed polls
permit further experiences.

Self-directed surveys
Self-directed surveys can be conveyed on the web or in paper-and-pen designs, face to face or
through mail. All questions are normalized so all respondents get similar inquiries with
indistinguishable phrasing.

Self-directed surveys can be:

Practical
Simple to direct for little and huge gatherings
Mysterious and appropriate for touchy points
Independent

Unconditional versus shut finished questions

Your poll can incorporate unconditional or shut finished questions or a blend of both.
Utilizing shut finished questions restricts your reactions, while unassuming inquiries
empower an expansive scope of replies. You'll have to offset these contemplations with your
accessible time and assets.

Shut finished questions

Shut finished, or limited decision, questions offer respondents a proper arrangement of
decisions to choose from. Shut finished questions are best for gathering information on
straight out or quantitative factors.

37
All out factors can be ostensible or ordinal. Quantitative factors can be span or proportion.
Understanding the kind of factor and level of estimation implies you can perform suitable
measurable investigations for generalizable outcomes.
Instances of shut finished inquiries for various factors
Ostensible factors incorporate classifications that can't be positioned, like race or identity.
This incorporates twofold or dichotomous classes.

Best to incorporate classes cover every conceivable response and are fundamentally
unrelated. There ought to be no cross-over between reaction things.
In parallel or dichotomous inquiries, you'll give respondents just two choices to look over.

Test Size: 52
Focus of study: Executives of the organization.
Subject of study: An investigation of Talent Acquistions in L&T Financial Services ltd
Instruments Used: Questionnaire and Secondary Data

38
 CHAPTER 7
DATA ANALYSIS AND INTERPRETATION

1. WHAT IS YOUR AGE:

 18-25
 25-35
 35-45
 ABOVE 45

18-25 30
25-35 18
35-45 5
ABOVE 45 0
TOTAL 53

AGE
35

30
Table and30Graph Number 1
NO.OF RESPONDENTS

25

20
18
15

10

5
5
0
18-25 25-35 35-45 ABOVE
0 45
Axis Title

AGE
39
Interpretation: From the graph above, we see that (30%) belonged to the age of
18-25, 18% respondents belonged to the age of 25-35, 5% respondents belonged
to the age of 35-45 ,and 0 respondent from above 45.

2. WHAT IS YOUR GENDER:

 MALE
 FEMALE

MALE 36
FEMALE 17
TOTAL 53

GENDER
FE-
MALE
32%

MALE
68%

Table and Graph Number 2

Interpretation: As per the above graph we see that 32% respondent received from female and
68% respondent received from Male out of 53 respondent.

40
 3. WHAT IS YOUR QUALIFICATION:

 Higher Secondary
 Diploma
 Graduate
 Post Graduate

Higher Secondary 5
Diploma 0
Graduate 29
Post Graduate 19
TOTAL 53

what is your QUALIFICATION

Higher secondary Diploma Graduate Post Graduate

9%

36%

55%

Table and Graph Number 3

Interpretation: As per the above graphical there are 55% respondent belonged from Graduates
,36% respondent received from Post Graduate, and 9% respondent received out of 53
respondent.

41
 4. IS EXTERNAL ORGANISATION RELY HEAVILY ON FOR
RECRUITMENT:

 YES
 NO

YES 38
NO 13
TOTAL 51

YES NO

25%

75%

Table And Graph number 4

Interpretation: As per the graphical representation there are 25% respondent received from
the category those believe that organization are not rely on external recruitment and 75%
respondent received from those who rely on external recruitment out of 51 respondent.

42
 5. WHICH TYPE OF RECRUITMENT SOURCE REACHES YOU SOON:

 NEWSPAPER SOURCES
 PROFESSIONAL JOURNALS
 COLLEGE RECRUITING
 EMPLOYEE REFERRAL

NEWSPAPER SOURCES 18
PROFESSIONAL JOURNALS 5
COLLEGE RECRUITING 12
EMPLOYEE REFERRAL 18
TOTAL 53

RECRUITMENT SOURCE

EMPLOYEE REFERRAL

COLLEGE RECRUITING

PROFESSIONAL JOURNALS

NEWSPAPER SOURCES

0 2 4 6 8 10 12 14 16 18

RECRUITMENT SOURCE

Table and Graph number 5

Interpretation: As per the above graph it represent that 18% respondent received
from emplyoee Referral, 12% respondent received from collage Recruiting,5%
from professional Journal, 18% respondent received from Newspaper Sources
out of 53 Respondent.

43
 6. DOES TRAINING HELPS INCREASE THE MOTIVATION LEVEL OF
EMPLOYEES AND IMPROVE EMPLOYEE-EMPLOYER RELATIONSHIP:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

STRONGLY DISAGREE 2
DISAGREE 1
NEITHER AGREE NOR DISAGREE 4
AGREE 28
STRONGLY AGREE 17
TOTAL 52

30

25

20

15

10

0
STRONGLY DISAGREE NEITHER AGREE AGREE STRONGLY
DISAGREE NOR DISAGREE AGREE

Series 1

Table and Graph Number 6

Interpretation: As per the above graph 2% Respondent Received from those
who strongly Disagree on motivating employee through build relationship
between employer and employee ,1% Respondent Received from who Disagree
on this,4% Respondent Received from Neither Agree nor Disagree on that,28%
respondent Received from Agree,17% respondent Received from Strongly
Agree out of 52 Respondent.
44
 7. DO YOU THINK THAT THE IMPLEMENTATION OF THE THREE R’S
(RECOGNITION, REWARD, RESPECT) WILL INCREASE EMPLOYEE
RELATIONS:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

STRONGLY DISAGREE 1
DISAGREE 1
NEITHER AGREE NOR DISAGREE 3
AGREE 31
STRONGLY AGREE 17
TOTAL 53

31

Table
and
17

3
1 1
STRONGLY DISAGREE NEITHER AGREE AGREE STRONGLY AGREE
DISAGREE NOR DISAGREE

Series 1

Graph Number 7

Interpretation: As per the above Graphical Representation we can see that 1%

respondent from Strongly disagree on 3Rs , 1% Respondent Received from
those who Disagree on this, 3% Respondent from Neither Agree And Disagree,
31% Respondent from Agree And 17% respondent received from Strongly
Agree out of the 53 Respondent.
8. IS THE SELECTION OF A CANDIDATE IN THE ORGANIZATION STRICTLY
BASED ON HIS/ HER MERIT:

45
  STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

STRONGLY DISAGREE 1
DISAGREE 13
NEITHER AGREE NOR DISAGREE 9
AGREE 23
STRONGLY AGREE 7
TOTAL 53

2%
13%

25%

STRONGLY DISAGREE
DISAGREE
NEITHER AGREE NOR DISAGREE
AGREE
STRONGLY AGREE

43% 17%

Table And Graph Number 8

Interpretation: As per the above Graphical Representation we find out that 1%
respondent received from Strongly Disagree, 25% Respondent Received from
Disagree,17% Respondent Received from Neither Agree nor Disagree, 43%
Respondent Received from Agree, 13% Respondent Received from Strongly
Agree out of overall 53 Respondent.
9. IN AN ORGANISATION APPRAISING THE PERFORMANCE OF THE
EMPLOYEES AT REGULAR INTERVALS IS COMPULSORY:

46
  STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

STRONGLY DISAGREE 5
DISAGREE 0
NEITHER AGREE NOR DISAGREE 4
AGREE 37
STRONGLY AGREE 7
TOTAL 53

Table And Graph Number 9

Interpretation: As per the above Graphical Representation 5% Respondent
Received from Strongly Disagree,o5 Respondent Received from Disagree, 4%
Respondent Received from Neither Agree nor Disagree,37% Respondent
Received from Agree, 7% respondent received from Agree out of total 53
Respondent Received.

10. DO YOU THINK THE ORGANISATION LOOKS FOR EXPERIENCED

EMPLOYEES IN SELECTION:

47
  YES
 NO

YES 45
NO 8
TOTAL 53

NO
15% Table
and Chart

YES
85%

Number 10
Interpretation: As per the above Graphical Representation we can see that 15% Respondent
Received for the non experienced employee selection and 85% Respondent Received from
the Experienced employees Selection out of the total respondent of 53.

11. IS RESUME SCREENING AND SHORTLISTING METHODS USED BY THE

ORGANISATION SATISFACTORY:

 YES

48
  NO

YES 44
NO 9
TOTAL 53

YES NO

NO
17%

YES
83%

Table and Graph number 11

Interpretation: As per the above graphical Representation we can see that , 17%
Respondent Received from non screening methods of resume, 44% Respondent Received
from the agree for the Screening process of Resume out of the total 53 Respondent.

12. WHICH METHOD SHOULD BE USED FOR RECRUITMENT:

 STRUCTURED
 UNSTRUCTURED
 PROBLEM QUESTION
49
  CASE STUDY QUESTION
 OTHERS

STRUCTURED 26
UNSTRUCTURED 1
PROBLEM QUESTION 4
CASE STUDY QUESTION 13
OTHERS 8
TOTAL 52

30

25

20

15

10

0
STRUCTURED UNSTRUCTURED PROBLEM CASE STUDY OTHERS
QUESTION QUESTION

Table And Graph Number 12

Interpretation: As per the above Graphical Representation We can See that 26%
Respondent Received from Structured,1% Respondent Received from
Unstructured, 4% Respondent Received from Problem Question,13%
Respondent Received from Case Study,8% Respondent Received from other out
of the total 52 Respondent.

CHAPTER 8

FINDING
1. As per the above Graph number 1, we find out that the 30% respond3ent
received from the Age of (18-25),18% Respondent Received from the

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 Age of (25-35), 5% Respondent Received from the Age of (35-45), and
0% Respondent Received from the above of 45.
2. As per the above Graph number 2, we see that 32% Respondent Received
were female, 68% Respondent Received were Male out of the total 53
Respondent.
3. As per the above Graph number 3, we see that 55% Respondent were
belonged from the Graduates, 36% Respondent Were Received from the
Post Graduation, and 9% Respondent received from High Secondary
School, out of total 53 respondent received.
4. As per the above Graph number 4, We see that 25% Respondent
Received from the Category those who believe that Organizations are not
heavily rely on external recruitment process and 75% respondent were
received from those who totally rely on external recruitment process out
of total 51 respondent.
5. As per the above Graph number 5, We can see that 18% Respondent
received from the Recruitment sources through Employee Referral, 12%
Respondent Received were College Recruitment Process, 5% Respondent
Received from the Professional Journal, 18% Respondent Received from
the Newspaper sources, out of total 53 Respondent.
6. As per the above Graph number 6, We can see that 2% Respondent
Received from those who strongly disagree on the relationship between
the training and the motivation of employee, 1% Respondent Received
from those who disagree on this, 4% Respondent Received from those
who neither agree nor disagree on that,28% respondent were received
from those who agree upon this,17% Respondent Received from those
who totally agree on this out of total 52 Respondent.
7. As per the above graph number 7, We can see that 1% Respondent
Received were those who disagree on 3’Rs, 1% Respondent Received
from those who disagree on the point of 3’Rs , 3% Respondent were
Received from those who Neither agree nor disagree, 31% Respondent
Were Received from those who agree on this, and 17% Respondent
received from those who strongly Agree on this out of the 53 Respondent.
8. As per the above Graphical Representation number 8 we find out that 1%
respondent received from the category who believe that selection of
candidate should be as per the Merit, 25% Respondent were Received
from those who disagree on this, 17% Respondent Received from those
who Neither Agree nor Disagree, 43% Respondent Received from those
who Agree upon this out of total 53 Respondent.
9. As per the above Graph number 9, We can see that 2% Respondent
Received from those who are strongly disagree between the relationship

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 of appraising and performance of employee, 5% Respondent Received
from those who agree on this, 4% Respondent Received from those who
Neither Agree nor Disagree, 37% Respondent Received from those who
Agree, 7% Respondent received from those who Agree upon it, out of
total 53 Respondent.
10. As per the above Graph number 10,we can see that 15% Respondent
Received for the non experienced employee selection and 85%
Respondent Received from the Experienced employees selection out of
the total Respondent of 53.
11.As per the above graph number 11, We can see that 17% Respondent
Received from those category who disagree for the Screening And
Shortlisting process for the recruitment and 44% Respondent Received
from those who Agree on the process of Shortlisting and Screening for
the Recruitment out of total 53 Responses.

CONCLUSION

With the shifting preferences of the youthful workforce and the increased
demand for cutting-edge talents, such as cloud competence, digital marketing,

52
or artificial intelligence, the entire recruiting and talent acquisition process is
going through a huge upheaval (AI). And the 2019 State of Talent Acquisition
Report by Mettl demonstrates this, showing that 74% of the organisations
questioned are still having trouble finding top talent. Treating candidates like
customers is a crucial best practise for talent acquisition managers today. In
order to develop a strong talent acquisition function, it might be quite helpful to
learn from the lessons learned in digital marketing. Let's investigate the hiring
procedure in this situation.
Attracting and retaining qualified candidates. A comprehensive talent
acquisition plan and staying current with trends are also necessary in order to
give them a fantastic experience
Therefore, every business needs to keep up with technological advancements
and global developments while offering a fantastic applicant experience. It is
what is necessary for upholding a high-quality talent strategy and luring top
candidates to job openings.
Employees are driven to learn more and do more as time goes on and
technological advancements increase in today's environment. They wish to
accomplish their goals.

REFERNCES

BOOKS

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 ANNEXURE

QUESTIONNAIRE

1. WHAT IS YOUR AGE:

 18-25
 25-35
 35-45

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  ABOVE 45

2. WHAT IS YOUR GENDER:

 MALE
 FEMALE

3. WHAT IS YOUR QUALIFICATION:

 Higher Secondary
 Diploma
 Graduate
 Post Graduate

4. IS EXTERNAL ORGANISATION RELY HEAVILY ON FOR

RECRUITMENT:

 YES
 NO

5. WHICH TYPE OF RECRUITMENT SOURCE REACHES YOU SOON:

 NEWSPAPER SOURCES
 PROFESSIONAL JOURNALS
 COLLEGE RECRUITING
 EMPLOYEE REFERRAL

6. DOES TRAINING HELPS INCREASE THE MOTIVATION LEVEL OF

EMPLOYEES AND IMPROVE EMPLOYEE-EMPLOYER RELATIONSHIP:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

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7. DO YOU THINK THAT THE IMPLEMENTATION OF THE THREE R’S
(RECOGNITION, REWARD, RESPECT) WILL INCREASE EMPLOYEE
RELATIONS:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

8. IS THE SELECTION OF A CANDIDATE IN THE ORGANIZATION

STRICTLY BASED ON HIS/ HER MERIT:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

9. IN AN ORGANISATION APPRAISING THE PERFORMANCE OF THE

EMPLOYEES AT REGULAR INTERVALS IS COMPULSORY:

 STRONGLY DISAGREE
 DISAGREE
 NEITHER AGREE NOR DISAGREE
 AGREE
 STRONGLY AGREE

10. DO YOU THINK THE ORGANISATION LOOKS FOR EXPERIENCED

EMPLOYEES IN SELECTION:

 YES
 NO

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11. IS RESUME SCREENING AND SHORTLISTING METHODS USED BY THE
ORGANISATION SATISFACTORY:

 YES
 NO

12. WHICH METHOD SHOULD BE USED FOR RECRUITMENT:

 STRUCTURED
 UNSTRUCTURED
 PROBLEM QUESTION
 CASE STUDY QUESTION
 OTHERS

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