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A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. LTD.

BANGALORE
BY JACKULIN.M

(Reg No: 40509631013)
OF

DHANALAKSHMI COLLEGE OF ENGINEERING
A PROJECT REPORT Submitted to the

FACULTY OF MANAGEMENT STUDIES In partial fulfillment of the requirements for the award of the degree
OF

MASTER OF BUSINESS ADMINISTRATION AUGUST, 2010

DHANALAKSHMI COLLEGE OF ENGINEERING Manimangalam, Bangalore – 601 301 DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

Certified that this project report titled, “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. Ltd., BANGALORE”, is the bonafide work of Miss. M. JACKULIN (Register Number: 40509631013) who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Internal Guide

Head of the Department

DECLARATION

I, JACKULIN.M of MANAGEMENT STUDIES

M.B.A.,

final

year, DEPARTMENT OF COLLEGE OF

DHANALAKSHMI

ENGINEERING, Manimangalam, Bangalore – 601 301, hereby declare that this project work titled, “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. LTD., BANGALORE”, is submitted for the partial fulfillment in M.B.A Program of DHANALAKSHMI COLLEGE OF ENGINEERING.

Date:

(JACKULIN.M)

The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology. Venusinfotec makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities. Venusinfotec enables business results by being a ‘transformation catalyst’. to analyze the effectiveness and various sources of recruitment and selection process. commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services. It offers integrated portfolio of services to its clients in the areas of Consulting. Information Systems outsourcing. Recruitment forms a major part of an organization's overall resourcing strategies. and research and development services to corporations globally. which identify and secure people needed for the organization to survive and succeed in the short to medium-term. The study has been taken on the topic “A Study on effectiveness of Recruitment and Selection Process at VENUSINFOTEC Private Limited. Human resources are a term used to describe the individuals who comprise the workforce of an organization. package implementation. Bangalore”. great human resources. Venusinfotec provides comprehensive IT solutions and services. Venusinfotec has various departments in that the Human Resource Department plays a vital role comparatively than other departments.ABSTRACT VENUSINFOTECis one of the largest global information technology services. .. including systems integration. System Integration and Outsourcing for key-industry verticals. software application development and maintenance.

The whole chapter of analysis and interpretation is based on the responses of 150 respondents who were administered with a questionnaire which contain the personal data their views about the recruitment and selection process and procedure.67 per cent of the respondents says that HR policies is a major factor influencing the recruitment and selection process. . The main objective of the study is to understand and analyze the various sources and the factors influencing the recruitment and selection process of the organization. As recruitment and selection process is a major issue in any organization. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. those who are offered employment and those who are not to be. By analyzing the data the researcher came to the findings that 100 per cent of the respondents are aware of the recruitment and selection process and 70. The systematic procedure is followed in recruitment and selection process.Selection is the process in which candidates for employment are divided into two classes. the researcher recommends the following measures such as the company can go for interview campus for recruitment and intelligence tests can be conducted in the selection test process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The excellent pattern of interview is followed in case of selection process. The data has been collected by the researcher using questionnaire and it has been analyzed.

TITLE PAGE No. I INTRODUCTION 01 OBJECTIVES OF THE STUDY NEED AND SCOPE OF THE STUDY COMPANY PROFILE II REVIEW OF LITERATURE 02 03-04 05-07 09-13 III RESEARCH METHODOLOGY 15-16 IV ANALYSIS AND INTERPRETATION 18-51 V SUMMARY AND CONCLUSION ANNEXURE 52-56 QUESTIONNAIRE BIBLIOGRAPHY .TABLE OF CONTENTS CHAPTER No.

19 4.10 4.17 4. 4.5 4.3 4.12 4.9 4.11 4. .2 4.4 4.6 4.18 4.15 4.20 4.14 4.16 4.8 4.1 4.13 4.LIST OF TABLES TABLE No.7 4.21 TITLE OF THE TABLE Gender of the respondents Qualification of the respondents Age of the respondents Experience of the respondents Awareness of recruitment process Vacancy of the organization Preference of recruitment Sources of recruitment Internal Sources of recruitment External Sources of recruitment Role of consultants Factor influencing recruitment Knowledge and experienced recruiter Satisfaction of recruitment& selection process Challenging task of recruitment& selection process Screening of the candidate Selection Process of the candidate Preference of interview in selection process Factor Influencing selection process Satisfaction of candidate eligibility verification Kind of verification followed PAGE No.

29 Selection process adherence to Hr Policies Preference of female candidates Selection tests on the basis of job requirements Manpower requirements Satisfaction of selection procedure Rate of recruitment& selection process Rank the recruitment& selection process .4.25 4.24 4.22 4.26 4.27 4.23 4.

15 4.20 4.12 4.3 4.LIST OF FIGURES TABLE No.16 4.1 4.13 4.14 4.6 4. .9 4.2 4.17 4.11 4.8 4.5 4. 4.4 4.21 TITLE OF THE FIGURES Gender of the respondents Qualification of the respondents Age of the respondents Experience of the respondents Awareness of recruitment process Vacancy of the organization Preference of recruitment Sources of recruitment Internal Sources of recruitment External Sources of recruitment Role of consultants Factor influencing recruitment Knowledge and experienced recruiter Satisfaction of recruitment& selection process Challenging task of recruitment& selection process Screening of the candidate Selection Process of the candidate Preference of interview in selection process Factor Influencing selection process Satisfaction of candidate eligibility verification Kind of verification followed PAGE No.10 4.18 4.7 4.19 4.

4.22 4.26 4.27 4.23 4.25 4.29 Selection process adherence to Hr Policies Preference of female candidates Selection tests on the basis of job requirements Manpower requirements Satisfaction of selection procedure Rate of recruitment& selection process Rank the recruitment& selection process .24 4.

Electronic SCM-Supply Chain Management TIS-Technology Infrastructure Services . 05.Enterprise Resource Planning CRM-Customer Relationship Management E. 01. ABBREVATIONS ERP. No.LIST OF ABBREVATIONS S. 02. 03. 04.

CHAPTER I .

• Compensation. . selection. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology. and outsourcing design and development • Organizational • Business transformation and change management conduct and behavior management and employee relations rewards. which identify and secure people needed for the organization to survive and succeed in the short to medium-term. standards. and benefits management • Performance. systems. The following are typical of a wide range of organizations: • Recruitment. • Industrial • Human resources workforce analysis and development. • Training Recruitment forms a major part of an organization's overall resourcing strategies. Human Resources may set strategies and develop policies. and processes that implement these strategies in a whole range of areas.INTRODUCTION Human resources are a term used to describe the individuals who comprise the workforce of an organization.

The non probability sampling technique is followed by the researcher. considering current environmental condition. and selecting qualified people for a job at an organization. those people whom they feel would best meet the job requirement. Recruitment refers to the process of attracting. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. screening. The respondents chosen by the researcher is 150. The data has been collected by the researcher using questionnaire and it has been analyzed. Selection may be defined as the process by which the organization chooses from among the applicants. To be effective these initiatives need to include how and when to source the best recruits internally or externally. The researcher is highly dependent on the source of Primary data. .Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. The research design taken by the researcher is “descriptive design”.

OBJECTIVES OF THE STUDY Primary objective: To study the effectiveness of recruitment and selection process in VENUSINFOTEC Private Limited. To study the present and future manpower requirements of the organization. To study the factors influencing the recruitment and selection procedure. . Secondary objectives: • • • To study the various sources of recruitment.

• To identify the various sources of recruitment. • • It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.NEED FOR THE STUDY • To Increase the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization. . It helps to analyze the recruitment policy of the organization. • To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives SCOPE OF THE STUDY • To understand the various sources of recruitment provided in the organization.

people and technical infrastructure. It was founded in the year 2005. Using business model for l R&D investment and accessing new knowledge and experience across the globe. technology and process solutions on a global delivery platform. VENUSINFOTEC deals in following businesses: IT Services: Venusinfotec provides complete range of IT Services to the organization. Venusinfotec enables firms to introduce new products rapidly. The range of services extends from Enterprise Application Services (CRM.It has 300 employee. Venusinfotec is the provider of integrated business. Venusinfotec's enterprise solutions serve a host of industries such as Energy and Utilities. Finance. Telecom. eProcurement and SCM) to e-Business solutions.COMPANY PROFILE VENUSINFOTEC is a global services provider delivering technology-driven business solutions. ERP. . Product Engineering Solutions: Venusinfotec is the largest independent provider of R&D services in the world. and Media and Entertainment.

Technology Infrastructure Service: Venusinfotec's Technology Infrastructure Services (TIS) is the largest Indian IT infrastructure service provider in terms of revenue. SC. . Human Resource Planning (HRP) Process of human resource planning at Venusinfotec is done by the top management executives of HRD. It provides credit cards for the employee as per the policy. Medical assistance program. people and customers with more than 200 customers in US. if more than five days are taken a certain amount will be deducted from the salary. Japan and over 650 customers in India. Prepositions and reading comprehension. They formulate the different polices in reference to the requirements of the company Round 1: Written test 1. HR POLICIES OF VENUSINFOTEC ANNUAL LEAVES Every employee will get an annual leave of 30days and if more than thirty days is taken than leave will be deducted from the next year. Analogies. Europe. It also provides distance learning. Verbal: This section will have 15 questions related to synonyms. ANNUAL SICK DAYS In a year 5 days are given as leave for sick days. Antonyms. Interest free loan is also provided. • • • • • It provide (PGSM) Post Graduate Software Management program.

2. Calendars. 3. Series Completion. Linux. Technical: This section will have 20 questions related to basic technical concepts from C. Aptitude: These sections will have 15 questions related to aptitude topics like Time & Work. Programming fundamentals. Clocks. Java. Round 4: Placement Upon Joining. Candidates are here by informed to be prepared with their core subjects. Another popular source for Venusinfotec’s Recruitment is the Online Placement through NSR (National Skill Registry). Hardware. Pipes and Cisterns. UNIX. the candidate shall be given an employee code number by Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action. why only Venusinfotec. Time & Distance. Ages. DBMS. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum. . Puzzles. Blood Relations. Round 2: Technical interview This is elimination round candidates should be through with that basic technical skills to clear this round. Round 3: HR interview Candidates can expect basic HR interview questions like tell me about yourself. Candidates will be tested in their communication and vocabulary during technical and HR interview. and Ratio proportions. why should I hire you. Percentages. and Microprocessors etc. C++. Candidates are selected from campus recruitment. what is six sigma level. SQL. Software Engineering.

RECRUITMENT PROCESS OF VENUSINFOTEC: STEPS IN SELECTION PROCESS OF VENUSINFOTEC: • • • • • • • • Receiving application Preliminary interview Application blank Tests Final interview Back ground verification Final selection Physical examination .

CHAPTER II .

. • Organizational policies: o o o o o o o Basic Overviews of Human Resource Management Getting the Best Employees Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations Ensuring Safe Work Environments Sustaining High-Performing Employees.” the process of discovering potential candidates for actual and anticipated organizational vacancies “. Recruitment is defined as.Yodel. .REVIEW OF LITERATURE RECRUITMENT: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME DEFINITIONS: Recruitment is defined as.” the process of searching for prospective employees and stimulating them to apply for jobs in the organization”. -Edwin B.Flippo FACTORS INFLUENCING RECRUITMENT • Strategic plans: The steps most commonly used in developing an HR strategy:       Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance.

There are situations when ex-employees provide unsolicited applications also.e. Communication skills and the knowledge of foreign languages are also very important. . i. • Re-employment of ex-employees: Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. o o SOURCES OF RECRUITMENT  INTERNAL SOURCES • Promotions: The process of elevating a person to higher level job is what is known as promotion. know-how.• Recruitment Criteria: o Technical criteria. • Job rotation: Moving an employee to get specialized in various posts of the organization. to ensure the smooth flow of communication between the company and its subsidiary. and experience in your field. The candidate’s personality and charisma are the most influential criteria in the process of recruitment in France. professional skills. • Transfers: Transfer of an employee may be either from one section to another or from one department to another.

Most of the government undertakings and concerns employ people through such exchanges. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. External sources are external to a concern. labor contractors. There are people who keep on soliciting jobs from one place to another. This kind of recruitment is applicable generally where factory workers are to be appointed. o Employment Exchanges – There are certain Employment exchanges which are run by government. employment exchanges. o Advertisement – It is an external source which has got an important place in recruitment procedure. EXTERNAL SOURCES External sources of recruitment have to be solicited from outside the organization. The external sources of recruitment include – Employment at factory gate. recommendations etc. These types of workers apply on their own for their job. educational institutes. These applicants are called as unsolicited applicants. But it involves lot of time and money. Medium used is Newspapers and Television. Now-a-days recruitment in government agencies has become compulsory through employment exchange. employment agencies. advertisements. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “badli” workers. . o Employment at Factory Level – This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate.

these private agencies run by private individuals supply required manpower to needy concerns. i.e.o Employment Agencies – There are certain professional organizations which look towards recruitment and employment of people. .

STEPS IN RECRUITMENT PROCESS PERSONN EL HUMAN RESOURC E PLANNING RECRUITI NG NEEDED PERSONN EL SELECTIN G QUALIFIE D PERSONN EL PLACING NEW EMPLOYE ES ON JOB DEVELOPI NG SOURCES OF POTENTIA L EMPLOYE ES SEARCH FOR POTENTIA L EMPLOYE ES EVELUATE RECRUITI NG EFFECTIVE NES PERSONNEL RESEARCH INTERNAL SOURCES JOB POSITING UPGRADING IN SAME POSITION TRANSFERR ING TO NEW JOB PROMOTIN G HIGHER RESPONSIBI LITIES EXTERNAL SOURCES EMPLOYEE REFERRALS ADVERTISIN G EVALUATIN G FOR SELECTION SCOUTING .

Location of the organization. 5. 4. those people whom they feel would best meet the job requirement. It should match the qualities of employees with the requirements of the work for which they are employed. 2.PREREQUISITES OF GOVERNMENT POLICY: 1. SELECTION PROCESS Definition of selection: According to Dale. 3. It should be so designed as to ensure employment opportunities for its employees on a long term basis. Steps in selection procedure: • Receiving application The candidates mar be asked to submit their applications together with their bio data on a plain paper. It should highlight the necessity of establishing job analysis. Government requirements 5. Nature of the organization 2. considering current environmental condition”.” selection may be defined as the process by which the organization chooses from among the applicants. Nature of the labor market 3. . Union requirements 4. It should be flexible enough to meet the changing needs of an organization. Factors influencing selection process: 1. It should be in conformity with its general personnel policies. Composition of the labor force 6.

then the selection will be made. • Final selection If the employer is satisfied with the candidate. • Back ground verification The background verification is done to check the honesty and integrity of the candidate. • Tests A test is a sample measurement of a candidate’s ability and interest for the job.• Preliminary interview The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job. • Application blank The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars. • Final interview An interview is a face to face oral examination of a candidate by an employer. • Placement . • Physical examination It is important that a person selected for the job must also be medically fit to perform it.

he may place in the concern. SELECTION PROCESS RECEPTIONS OF APPLICATIONS PRELIMINARY INTERVIEW APPLICATION BANK PSYCHOLOGICAL TESTS INTERVIEW BACKGROUND INVESTIGATION FINAL SELECTION BY INTERVIEWERS WAITING LIST OF DESIRABLE APLLICANTS PHYSICAL EXAMINATION NEGATIVE DECISION PLACEMENT .If the employer is satisfied with the medical report of the candidate.

CHAPTER III .

Sampling size: The sample size chosen by the researcher is 150 respondents. Research design: The problem that follows the task of defining the research problem is the preparation of the design of the research project is called as research design. This research design concerned with the research studies with a focus on the portrayal of the characteristics of a group of individual or a situation. Sampling technique: The non. which is 10 per cent of the total employees in the organization. The research design undertaken by researcher is Descriptive research design.probability sampling procedure has been used by the researcher because it does not give a representative sample of population.RESEARCH METHODOLOGY Introduction: Research methodology is a systematic process of identifying and formulating by setting objective and method for collecting. SOURCES OF DATA COLLECTION: • • Primary data Secondary data . Sampling method: Convenience sampling method has been used by the researcher. editing and tabulating to find solution. The targeted respondents are both middle level and lower level employees.

SECONDARY DATA: The secondary data used in this research are • Books referred and websites • RESEARCH INSTRUMENT: The instrument used for this study by the researcher is “questionnaire”. STATISTICAL TOOLS: In order to come out with the findings of the study. the following statistical tools are used by the researcher • • • Percentage analysis method Chi.square method Weighted average method .PRIMARY DATA: The Primary data used by the researcher is questionnaire.

CHAPTER IV .

” In the process of analysis.DATA ANALYSIS AND INTERPRETATION The data collected has to be processed and analyzed for the purpose of developing the research plan. Processing implies editing. Thus. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. classification. coding. The whole chapter of analysis and interpretation is based on the responses of 150 respondents who were administered with a questionnaire which contain the personal data their views about the recruitment and selection process and procedure. and tabulation of collected data and so that they acquiescent to analyzes. . The term analysis refers to the computation of certain measures along with searching for patterns of relationship that exists among data groups. relationships with original or new hypothesis should be subjected to statistical tests of significance to determine with that validity data can say as to indicate any conclusions. This is essential for a scientific study and for ensuring that we have all the relevant data.

No. 1. Of RESPONDENTS 57 93 150 PERCENTAGE (%) 38 62 100 Source: Primary data CHART 4. 2. 2 . TABLE NO 4. TOTAL PARTICULARS MALE FEMALE No.1 TABLE SHOWING THE GENDER OF THE RESPONDENTS S.1 CHART SHOWING THE GENDER OF THE RESPONDENTS INTERPRETATION: Among 150 respondents 62 per cent of respondents come under female category and rest of them belongs to male.DATA ANALYSIS AND INTERPRETATION TABLE NO 4.

2 CHART SHOWING QUALIFICATION OF RESPONDENTS INTERPRETATION: From the table it is vivid that 150 per cent of respondents are having post Graduate qualification. 1 2 3 RESPONDENTS IT/DIPLOMA 0 DEGREE 0 POST GRADUATE 150 TOTAL 150 Source: Primary data PARTICULARS CHART 4. TABLE NO 4. Of PERCENTAGE (%) 0 0 100 100 S.TABLE SHOWING QUALIFICATION OF RESPONDENTS No. 3 TABLE SHOWING AGE OF RESPONDENTS .No.

33 0 100 Source: Primary data CHART 4. Of S.No.67 5. 1 2 3 PARTICULARS BELOW 30YRS BELOW 40 YRS BELOW 50 YRS TOTAL RESPONDENTS 142 8 0 150 PERCENTAGE (%) 94.3 CHART SHOWING AGE OF RESPONDENTS INTERPRETATION: .No.

4 CHART SHOWING EXPERIENCE OF RESPONDENTS .33 6. TABLE NO 4. Of S.No. 1 2 3 4 PARTICULARS BELOW 5 YRS BELOW 10 YRS BELOW 15 YRS ABOVE 15 YRS TOTAL RESPONDENTS 120 20 10 0 150 PERCENTAGE (%) 80 13.From the table it is understood that 94. 4 TABLE SHOWING EXPERIENCE OF RESPONDENTS No.67 0 100 Source: Primary data CHART 4.67 per cent of respondents are having age between below 30 years and followed by 5.33 per cent of respondents are having age between below 40 years.

INTERPRETATION: From the table it is vivid that 80 per cent of respondents are having experience less than 5 years and 13. TABLE NO 4.67 per cent of respondents are having experience less than 15 years.33 per cent of respondents are having experience less than 10years and 6.5 TABLE SHOWING AWARENESS OF RECRUITMENT PROCESS No.No. Of S.5 CHART SHOWING AWARENESS OF RECRUITMENT PROCESS . 1 2 PARTICULARS RESPONDENTS YES 150 NO 0 TOTAL 150 Source: Primary data PERCENTAGE (%) 100 0 100 CHART 4.

6 TABLE SHOWING VACCANCY OF ORGANIZATION S. TABLE NO 4.No. Of RESPONDENTS 108 42 0 0 150 PERCENTAGE (%) 72 28 0 0 100 CHART 4. 1 2 3 4 PARTICULARS INTERNAL ANNOUNCEMENTS ADVERTISEMENTS CONSULTANTS ACAMPUS INTERVIEW TOTAL Source: Primary data No.6 CHART SHOWING VACCANCY OF ORGANIZATION .INTERPRETATION: From the table it is analyzed that 100 per cent of respondents are aware of recruitment and selection process of the organization.

INTERPRETATION:
From the table it is analyzed that 72 per cent of respondents came to know about the vacancy due to the internal announcements and 28 per cent of respondents through advertisements.

TABLE NO 4.7 TABLE SHOWING SOURCES OF RECRUITMENT PROCESS

S.No. 1 2 3

PARTICULARS INTERNAL SOURCES EXTERNALSOURCES BOTH TOTAL
Source: Primary data

No. Of RESPONDENTS 0 15 135 150

PERCENTAGE (%) 0 10 90 100

CHART NO 4.7 CHART SHOWING SOURCES OF RECRUITMENT PROCESS

INTERPRETATION:
From the table it is analyzed that 90 per cent of respondents are aware of the both sources of recruitments and 10 per cent of respondents sources of recruitment. are aware about the external

TABLE NO 4.8 TABLE SHOWING INTERNAL SOURCES OF RECRUITMENT
S.No. 1 2 3 4 PARTICULARS TRANSFER & PROMOTION EMPLOYEE REFERENCE FORMER EMPLOYEE PREVIOUS APPLICANTS TOTAL
Source: Primary data

No. Of RESPONDENTS 0 150 0 0 150

PERCENTAGE (%) 0 100 0 0 100

CHART NO 4.8 CHART SHOWING INTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:

From the table it is understood that100 per cent of respondents preferred only employee referral.

TABLE NO 4.9 TABLE SHOWING EXTERNAL SOURCES OF RECRUITMENT

No. Of S.No. 1 2 3 4 5 6 PARTICULARS EMPLOYMENT EXCHANGES CONSULTANTS ADVERTISEMENTS CAMPUS INTERVIEW RIVAL FIRMS ALL THE ABOVE TOTAL
Source: Primary data

PERCENTAGE (%) 0 56 8 6.67 0 29.33 100

RESPONDENTS 0 84 12 10 0 44 150

CHART NO 4.9 CHART SHOWING EXTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:

1 2 3 PARTICULARS YES TO SOME EXTENT NO TOTAL RESPONDENTS 107 43 0 150 PERCENTAGE (%) 71.66 per cent of respondent said that role is to some extent. TABLE NO 4.67 per cent of respondent said campus interview and 29.33 28.33 per cent of respondent said that role of consultants are more and 28. .33 per cent of respondent told all the five mentioned above.From the table it is understood that 56 percent of respondent preferred consultants and 6. Of S.67 0 100 Source: Primary data CHART NO 4.10 TABLE SHOWING ROLE OF CONSULTANTS No.No.10 CHART SHOWING ROLE OF CONSULTANTS INTERPRETATION: From the table it is vivid that71.

.33 per cent of respondent has mentioned all the above.33 100 RESPONDENTS 0 36 103 8 150 CHART NO 4. 1 2 3 4 PARTICULARS UNSKILLED JOB APPLICANTS AVAILABILITY OF JOB SEEKERS HR PLOICIES OF THE ORGANIZATION ALL THE ABOVE TOTAL Source: Primary data PERCENTAGE (%) 0 24 70.11 TABLE SHOWING FACTORS INFLUENCING RECRUITMENT No. Of S.67 per cent of respondent said that HR policies influences badly and 24 per cent of respondent said that availability of job seekers and 5.11 CHART SHOWING FACTORS INFLUENCING RECRUITMENT INTERPRETATION: From the table it is understood that 70.TABLE NO 4.No.67 5.

12 TABLE SHOWING RECRUITER No.13 TABLE SHOWING FACTORS INFLUENCING RECRUITMENT .33 22. 1 2 3 4 5 PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL Source: Primary data KNOWLEDGE AND EXPERIENCED PERSONNEL PERCENTAGE (%) 77.12 CHART SHOWING RECRUITER KNOWLEDGE AND EXPERIENCED PERSONNEL INTERPRETATION: From the table it is analyzed that 77.67 0 0 0 100 RESPONDENTS 116 34 0 0 0 150 CHART NO 4.No.33 per cent of respondent strongly agree for the recruiter knowledge and 22 per cent of respondent agreed for the recruiter knowledge. Of S.TABLE NO 4. TABLE NO 4.

1 PARTICULARS STRONGLY AGREE No. Of RESPONDENTS 57 PERCENTAGE (%) 38 . Of S.14 TABLE SHOWING CHALLENGING TASK OF RECRUITER S.67 43.No.33 14 0 0 100 PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL RESPONDENTS 64 65 21 0 0 150 CHART NO 4. TABLE NO 4. 1 2 3 4 5 Source: Primary data PERCENTAGE (%) 42.67 per cent of respondent are highly satisfied with the recruitment and selection process and 43.No.33 said that they are satisfied and 14 per cent of respondents are in neutral.No.13 CHART SHOWING FACTORS INFLUENCING RECRUITMENT INTERPRETATION: From the table it is understood that 42.

33 per cent of respondents have disagreed. 33 0 100 CHART NO 4.14 CHART SHOWING CHALLENGING TASK OF RECRUITER INTERPRETATION: From the table it is vivid that 38 per cent of respondent strongly agree that recruiting is a challenging task and 48 per cent of respondents agreed that recruiting is challenging task to some extent and 5. 1 2 3 PARTICULARS QUALIFICATION EXPERIENCE COMMUNICATION RESPONDENTS 10 11 8 PERCENTAGE (%) 6. TABLE NO 4.2 3 4 5 AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL Source: Primary data 72 13 8 0 150 48 8. Of S. 33 . 67 7. 67 5.15 TABLE SHOWING SCREENING FACTORS OF CANDIDATES No.No. 33 5.

67 76 100 CHART NO 4.15 CHART SHOWING SCREENING FACTORS OF CANDIDATES INTERPRETATION: From the table it is understood that 6.16 TABLE SHOWING SCREENING TESTS No. Of S.33 0 5.67 per cent of respondent said that qualification is a major screening factor and 4.33 per cent of respondents says communication skills and 4.No.67 per cent of respondents says attitude and 76 per cent of respondents says that is mentioned in above. TABLE NO 4.33 per cent of respondents says experience and 5.4 5 SKILL ATTITUDE ALL THE ABOVE TOTAL Source: Primary data 7 114 150 4. 1 2 3 PARTICULARS APTITUDE TEST INTELLIGENCE TEST PERSONALITY TEST RESPONDENTS 50 0 8 PERCENTAGE (%) 33.33 .

67 per cent preferred all the above. Of S.67 per cent preferred ability test and 56.33 per cent said personality test and 4.17 TABLE SHOWING INTERVIEW PREFERRED No.33 30. TABLE NO 4.4 5 ABILITY TEST ALL THE ABOVE TOTAL Source: Primary data 7 85 150 4.67 100 CHART NO 4.17 .33 per cent of respondent said that the aptitude test and5.No.67 56. 1 2 3 4 5 PARTICULARS STRESS INTERVIEW TECHNICAL INTERVIEW HR INTERVIEW DEPTH INTERVIEW ALL THE ABOVE TOTAL RESPONDENTS 0 47 46 0 57 150 PERCENTAGE (%) 0 31.67 0 38 100 Source: Primary data CHART NO 4.16 CHART SHOWING SCREENING TESTS INTERPRETATION: From the table it is analyzed that 33.

33 5. 1 2 3 4 PARTICULARS TECHNICAL KNOWLEDGE DISCREPANCY IN DOCUMENTS SALARY ISSUES ALL THE ABOVE TOTAL Source: Primary data PERCENTAG E (%) 19.33 per cent of respondents prefer technical interview and 30. 33 9.67 33percent of respondents prefer HR interview and 38 33percent of respondents prefer all types of interview. Of S.CHART SHOWING INTERVIEW PREFERRED INTERPRETATION: From the table it is understood that 31. TABLE NO 4.18 . 33 66 100 RESPONDENTS 29 8 14 99 150 CHART NO 4.No.18 TABLE SHOWING FATORS INFLUENCING SELECTION PROCESS No.

Of S.19 .CHART SHOWING FATORS INFLUENCING SELECTION PROCESS INTERPRETATION: From the table it is vivid that 19.33 said salary issues and 66 per cent said all the above.19 TABLE SHOWING SATISFACTION OF RESPONDENTS No.No. TABLE NO 4. 1 2 3 4 5 PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL Source: Primary data PERCENTAGE (%) 52 34 14 0 0 100 RESPONDENTS 78 51 21 0 0 150 CHART NO 4.33 percent of respondents said that technical knowledge is a high factor and 5.33 percent of respondents said discrepancy and 9.

No.20 CHART SHOWING VERIFICATION OF RESPONDENTS .CHART SHOWING SATISFACTION OF RESPONDENTS INTERPRETATION: From the table it is understood that 52 per cent of respondents are highly satisfied and 34 per cent of respondents are satisfied and 14 per cent of respondents are in neutral stage. TABLE NO 4.20 TABLE SHOWING VERIFICATION OF RESPONDENTS No. Of S. 1 2 3 4 5 PARTICULARS EDUCATIONAL QUALIFICATION LEGAL BACKGROUND REFERENCE CHECK FAMILY BACKGROUND ALL THE ABOVE TOTAL Source: Primary data PERCENTAGE (%) 24 14 0 0 62 100 RESPONDENTS 36 21 0 0 93 150 CHART NO 4.

33 0 100 CHART NO 4.INTERPRETATION: From the table it is analyzed that 24 per cent of respondents said that education is a common factor to be verified and 14 per cent of respondents for legal background and 62 per cent of respondents said all the above.21 CHART SHOWING ADHERENCE TO HR POLICIES .21 TABLE SHOWING ADHERENCE TO HR POLICIES S. ADHERENCE OF SELECTION PROCESS TO HR 1 2 3 POLICIES YES TO SOME EXTENT NO TOTAL Source: Primary data No. Of RESPONDENTS PERCENTAGE (%) 142 8 0 150 94. TABLE NO 4.No.67 5.

33 per cent of respondents are not accepting TABLE NO 4. 33 24 70.22 TABLE SHOWING PREFERENCE OF FEMALE CANDIDATES S. PREFERNCE OF FEMALE 1 2 3 CANDIDATES YES TO SOME EXTENT NO TOTAL Source: Primary data No. 67 100 CHART NO 4.No.INTERPRETATION: From the table it is vivid that 94.67 per cent of respondents are accepting that selection is based on HR policies and 5. Of RESPONDENTS 8 36 106 150 PERCENTAGE (%) 5.22 CHART SHOWING PREFERENCE OF FEMALE CANDIDATES .

67 per cent says it is not given. Of RESPONDENTS 99 36 15 0 0 150 PERCENTAGE (%) 66 24 10 0 0 100 CHART NO 4. 1 2 3 4 5 JOB REQIREMENTS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL Source: Primary data No.23 TABLE SHOWING JOB REQUIREMENTS S.No.INTERPRETATION: From the table it is understood that 5. TABLE NO 4.23 CHART SHOWING JOB REQUIREMENTS .33 per cent of respondents said no preference is given to female candidates and 24 per cent says to some extent is given and 70.

24 TABLE SHOWING MANPOWER REQUIREMENTS S.67 100 CHART NO 4.INTERPRETATION: From the table it is analyzed that 66 per cent of respondents strongly agree that recruitment is done based on job requirements and 24 per cent agree and 10 per cent are in neutral.24 CHART SHOWING MANPOWER REQUIREMENTS .No. 1 2 3 4 MANPOWER REQUIREMENTS ANNUALY HALF YEARLY QUARTERLY NEED BASED TOTAL Source: Primary data No. TABLE NO 4.33 42. Of RESPONDENTS 0 0 86 64 150 PERCENTAGE (%) 0 0 57.

SATISFACTION OF SELECTION 1 2 3 4 5 PROCEDURE HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL Source: Primary data No.67 0 0 100 CHART NO 4.25 TABLE SHOWING SATISFACTION OF SELECTION PROCEDURE S.25 CHART SHOWING SATISFACTION OF SELECTION PROCEDURE . TABLE NO 4.INTERPRETATION: From the table it is understood that 57.No.33 per cent of respondents says manpower requirements are fulfilled in half yearly and 42. Of RESPONDENTS 57 65 28 0 0 150 PERCENTAGE (%) 38 43.33 18.67 33per cent of respondents says it is fulfilled in need based.

26 CHART SHOWING RATING OF RECRUITMENT SELECTION PROCESS INTERPRETATION: .33 28.33 per cent of respondents are satisfied with the selection procedure and 18.67 0 0 100 CHART NO 4.INTERPRETATION: From the table it is understood that 38 per cent of respondents are highly satisfied with the selection procedure and 43. Of RESPONDENTS PERCENTAGE (%) 57 50 43 0 0 150 38 33. TABLE NO 4. RATING OF RECRUITMENT &SELECTION 1 2 3 4 5 PROCESS EXCELLENT VERY GOOD NEUTRAL POOR VERY POOR TOTAL Source: Primary data No.26 TABLE SHOWING RATING OF RECRUITMENT SELECTION PROCESS S.No.67 per cent are in neutral.

selection policy.No. interview method by using ranking method.6 =655/15=43.67 .27 OPINION Selection process Selection Test Selection Policy HR Planning Interview Method Source: Primary data 1 65 54 21 10 0 2 76 53 21 0 0 3 87 52 9 2 0 4 82 59 0 9 0 5 79 61 8 2 0 WEIGHT 5 4 3 2 1 TOTAL W1 W2 W3 W4 W5 X1 65 54 21 10 0 150 WX1 325 216 63 20 0 624 X2 76 53 21 0 0 150 WX2 380 212 63 0 0 655 X3 87 52 9 2 0 150 WX3 435 208 27 4 0 674 X4 82 59 0 9 0 150 WX4 410 236 0 18 0 664 X5 79 61 8 2 0 150 WX5 395 244 24 4 0 667 = Selection process = Selection Test = Selection Policy = HR Planning = Interview Method XW = XW/ XW W1 W2 = 624/15=41.4. TABLE.67 per cent of respondents said that recruitment and selection process are good.From the table it is vivid that 38 per cent of respondents said that recruitment and selection process are excellent and 33. WEIGHTED AVERAGE METHOD Aim: To test the preference among respondents towards selection process.33 per cent of respondents said that recruitment and selection process are very good and28. human resource planning. selection test.

47 RANKING THE ATTRIBUTE ATTRIBUTE Selection process Selection Test Selection Policy HR Planning Interview Method RANKING 5 4 1 3 2 CHART .W3 W4 W5 =674/15=44.93 =664/15=44. RESULT RANK1: Selection Policy RANK 2: Interview Method RANK 3: Human Resource Planning RANK 4: Selection Test RANK 5: Selection Process CHI-SQUARE TEST Aim: .4.27 INTERPRETATION: From the ranking method it is observed that most of the employee ranked selection policy among all the above said factors.No.27 =667/15=44.

To test the significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS.316 0.28 Factor s Excellent Very Good 22 28 50 0 0 0 Neutral Poor Very Poor 0 0 0 53 97 150 Total Male 14 21 Female 36 29 Total 50 50 Source: Primary data Tabular Column Observed Frequency (Oi) 14 21 22 36 29 28 TOTAL r = no.806 0. of rows c = no.129 0. H1: There is a significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS.211 0.474 0.4.290 3.226 Degrees of Freedom: . Observed Frequency Table .No. H0: There is no significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS. of columns (r-1) (c-1) = = (2-1) (3-1) (1) (2) Expected Frequency (Ej) 19 19 19 31 31 31 -5 2 3 5 -2 -3 25 4 9 25 4 9 (OI – Ej) (OI – Ej)2 (OI – Ej)2/ (Ej) 1.

99 Therefore.4. Table value <calculated value So. Chart No. Alternate hypothesis H1 is accepted.226 Degrees of freedom at 5% level of significance is 5. CHI-SQUARE TEST Aim: To test the significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE .= Calculated value 2 = 3.28 INTERPRETATION: From the chart it is observed that there is a significance difference between gender and recruitment and selection process.

156 4.00 0.685 Degrees of freedom at 5% level of significance is 3.29 AGE TECHNICAL KNOWLEDG DISCREPANC Y IN SALARY ISSUSE 0 0 0 ALL THE ABOVE 99 22 121 128 22 150 TOTAL E DOCUMENTS 20 – 30 29 0 30 – 40 0 0 TOTAL 29 0 Source: Primary data Tabular Column Observed Frequency (Oi) 29 99 0 22 TOTAL Expected Frequency (Ej) 25 103 4 18 4 -4 -4 4 16 16 16 16 (OI – Ej) (OI – Ej)2 (OI – Ej)2/ (Ej) 0.64 0. of columns (r-1) (c-1) = = = Calculated value (2-1) (2-1) (1) (1) 1 = 5.H0.889 5. 4.84 Therefore.685 Degrees of Freedom: r = no. of rows c = no.: There is no significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE H1 : There is a significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE Observed Frequency Table No. Table value >calculated value .

So. .29 INTERPRETATION: From the chart it is observed that there is no significance difference between age and factors influencing selection procedure. Alternate hypothesis H1 is rejected. 4. Chart No.

the researcher analyzed some of the findings are:  100 per cent of respondents are having awareness of recruitment and selection process of the organization.CHAPTER V SUMMARY AND CONCLUSION FINDINGS By the way of collecting survey through Primary data and by applying statistical tools. .

 70.67 per cent of respondents agreed that HR policies are the factor influences recruitment process.  70.  31.  56 per cent of respondents came to know about vacancy through consultants. 90 per cent of respondents preferred both sources of recruitment.  30.  71.  100 per cent of respondents said that employee referral is the main source of internal recruitment.33 per cent of respondents believe that recruiter should be knowledgeable and experienced personnel.33 per cent of respondents prefer HR interview in case of selection process.67 per cent of respondents agreed that selection of candidates is strictly adherence to the HR policies of the organization.67 per cent of respondents prefer technical interview in case of selection process.33 per cent of respondents are satisfied with the recruitment and selection process of the organization.33 per cent of respondents are disagreeing in saying that recruitment is a challenging task for the recruiter.333 per cent of respondents feel that consultants play a vital role in recruitment process.  43.67 per cent of respondents said that no preference is given to female candidates.  94.  52 per cent of respondents are highly satisfied with the candidate eligibility verification followed in the organization. SUGGESTIONS The study proved that Venusinfotec has an effective Human Resource Department which meets all the manpower requirements of the company. .  77.  5.

• The company can go for campus interview in order to get talented candidates to improve the organization effectiveness. • The personal biases of the respondents might have entered into their response. • The organization can minimize the candidate eligibility verification process. • Because of a small period of time only small sample had to be considered which doesn’t actually reflect and accurate picture CONCLUSION . • Some changes can be implemented in recruitment policies as it stands as an obstacle of recruiting talented candidates. • Intelligence test should be implemented in selection process to test the knowledge of the candidates. LIMITATIONS OF THE STUDY • The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken.

The systematic procedure is followed in recruitment and selection process. Recruitment is a never ending process in the organization. . Selecting the qualified and skilled candidate is the main motto of the organization. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. The company sources of recruitment are very effective. The excellent pattern of interview is followed in case of selection process.The process of recruitment and selection in Venusinfotec is awesome.

ANNEXURES .

what is the main source of recruitment on your organization? [ ] Transfer & Promotion [ ] Employee Reference . If internal. QUESTIONNARIE Personal Details: Name (optional): Department: Gender: Qualification: Age Group: Experience: Income Level: 1.A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS OF VENUSINFOTEC TECHNOLOGY PVT LTD. BANGALORE. [ ] Male [ ] Female [ ] 40-50yrs [ ] Above 15yrs [ ] Above 40K [ ] IT/Diploma [ ] Degree [ ] Post Graduate [ ] Below 20yrs [ ] 20-30yrs [ ] 30-40yrs [ ] Below 5yrs [ ] 5-10yrs [ ] Below 20k [ ] 20-30k [ ] 10-15yrs [ ] 30-40k Are you aware of recruitment and selection process of your organization? [ ] Yes [ ] To Some Extent [ ] No 2. “Type of recruitment preferred in your organization” [ ] Internal Source [ ] External Source [ ] Both 4. How do you come to know about the Vacancies in your organization? [ ] Internal Announcements [ ] Advertisements [ ] Consultant [ ] Campus Interview 3..

[ ] To Some Extent [ ] No Which factor is influencing the recruitment process of the candidate in your organization? [ ] Unskilled Job Applicants [ ] Availability of Job Seekers [ ] HR policies of the organization [ ] All the Above 8. “Does the recruiter should be a knowledgeable and experienced personnel” [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly disagree 9.[ ] Former Employee [ ] Previous Applicants 5. what is the main source of recruitment on your organization? [ ] Employment Exchanges [ ] Consultants [ ] Advertisements [ ] Campus Interview [ ] Rival Firms [ ] All the Above 6. Is consultant plays a vital role in the process of recruitment and selection of the candidate in the organization? [ ] Yes 7. If external. Are you satisfied with the recruitment and selection process of your organization? .

[ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied 10. Which type of interview is preferred in the selection process of the candidate in your organization? [ ] Stress Interview . Which type of test is followed in the selection process of the candidate in your organization? [ ] Aptitude Test [ ] Intelligence Test [ ] Personality Test [ ] Ability Test [ ] All the Above 13. What is the important factor that they consider while screening the candidate? [ ] Qualification [ ] Experience [ ] Communication Skill [ ] Attitude [ ] All the Above 12. Does the recruitment and selection process a challenging task for the recruiter? [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly Disagree 11.

Are you satisfied with the ‘candidate eligibility verification’ made in your organization? [ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied 16. What kind of verification is followed in your organization? [ ] Educational Qualification [ ] Legal Background [ ] Reference Check [ ] Family Background [ ] All the Above 17. Which factor influences the selection process of the candidate in your organization? [ ] Technical Knowledge [ ] Discrepancy in the Documents [ ] Salary Issues [ ] All the Above 15. Whether selection process is strictly adherence to the HR policies of your organization? [ ] Yes [ ] To Some Extent .[ ] Technical Interview [ ] HR Interview [ ] Depth Interview [ ] All the Above 14.

[ ] Annually [ ] Half Yearly [ ] Quarterly [ ] Need Based identified 21. In your company the manpower requirement of each department are well in advance. Is any preference given for the female candidates in the selection process? [ ] Yes [ ] To Some Extent [ ] No 19. Rate the recruitment and selection process followed in your organization? [ ] Excellent [ ] Very Good . Does selection tests are conducted on the basis of the job requirements? [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly Disagree 20.[ ] No 18. Are you satisfied with the selection procedure of your organization? [ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied 22.

Please rate it on the basis of your preference [ ] Selection Process [ ] Selection Test [ ] Selection Policy [ ] Human Resource Planning [ ] Interview Method .[ ] Neutral [ ] Poor [ ] Very Poor 23.

S. .BIBILIOGRAPHY Books:  Memoria.6th Edition.Methods & Techniques.V – Personnel Management-Himalaya publishing House -21st Revised Edition.R-Reseach Methodology.C.K-Human Resource Personnel Management-The McGraw Hill companies.  Kothari.B Gankar.  Aswathappa.C.Vikas Publishing- 2nd Edition.