A STUDY ON RECRUITMENT AND SELECTION

PROCESS
(Engineers India Limited)

Submitted in partial fulfillment of the requirements

for the award of the degree of

Bachelor of Business Administration (BBA)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Submitted by: Janvi Bassi

Ms. Shefali Roll No.: 35990301718

Institute of Innovation in Technology & Management,

New Delhi – 110058
Batch (2018-2021)

1
 Certificate

I, Mr./Ms._______________________________, Roll No. ________________ certify that

the Project Report/Dissertation BBA-311) entitled “________________________________”
is done by me and it is an authentic work carried out by me at
___________________________ (Name of the organization or of the Institute). The matter
embodied in this project work has not been submitted earlier for the award of any degree or
diploma to the best of my knowledge and belief.

Signature of the Student

Date:

Certified that the Project Report/ Dissertation (BBA-311) entitled “__________________” done
by Mr./Ms._______________________________, Roll No. ________________, is completed under
my guidance.

Signature of the Guide

Name of the Guide: Shefali

Designation:

Date:

Countersigned

(Director / Project Coordinator)

2
 CONTENTS
S No Topic Page No
1 Certificate (s)
2 Acknowledgements
3 List of Tables
4 List of Figures
5 List of Symbols
6 List of Abbreviations
7 Chapter-1: Introduction
8 Chapter-2: Research Methodology
9 Chapter-3: Data Presentation & Analysis
10 Chapter-4: Summary and Conclusions
11 References/Bibliography
12 Appendices

FORMAT FOR LIST OF TABLES/FIGURES/ SYMBOLS/ABBREVIATIONS

LIST OF TABLES
Table No Title Page No
1
2

LIST OF FIGURES
Figure No Title Page No
1
2

3
 LLI

ST OF SYMBOLS
S No Symbol Nomenclature & Meaning
1  Sigma (Summation)
2 @ At the rate

LISLLIST OF ABBREVIATIONS

S No Abbreviated Name Full Name

1 CRM Customer Relationship Management
2 EPS

4
Acknowledgement

I am using this occasion to express my gratitude to everyone who supported me throughout the
course of this BBA project. I am thankful for their aiming guidance, invaluably constructive
condemnation and friendly advice during the project work. I am sincerely grateful to them for
sharing their truthful and illuminating views on a number of issues related to the project.

I express my warm thanks to Ms. Shefali for their support and guidance in completing this
project.

I would also like to thank my project external guide Mrs. Pooja Mittal from the Engineers India

5
limited to deliver me with the facilities being required and conducive conditions project.

Thank you,

Janvi Bassi

EXECUTIVE SUMMARY

Recruitment and selection process in an organization is important in order to attract an effective

workforce. This is important because it would determine the business success and would affect
the whole organization operation. One of the most valuable assets in an organization is the
employees. Recruitment is defined as the process of attracting individuals on a timely basis, in
sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs
with an organization Whereas selection is the process of choosing from a group of applicants the
individual best suited for a particular position and organization 

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This project focuses on “Recruitment and Selection Process” at “Engineers India Limited (EIL)”.
The sourcing strategy and the methodology adopted for recruitment of suitable candidates.
Organizational capabilities need improvement through continuous updating of latest technique,
involving latest trends and methodologies used for Recruitment and Selection of candidates,
formulating recruitment policy and in designing an effective HR Plan as any failure in HR
Planning will be a limiting factor in achieving the objectives of the organization. Objectives in
the present day of stiff challenge from competitive market, it is ongoing process which requires
proper identification of organizational manpower requirement and also ways of hiring the
efficient and right person at the right time. The scope of the project was to collect data from the
selected employees of company, analyze the significance of the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection is all about.
Then comes the Company Profile. It consists of an introduction about the organization. Here I
have stated the history of the organization, its objectives, products and capabilities of the
organization. The project provides me excellent opportunity to correlate my theoretical learning
with the ground realities of the industry and the market.

To accomplish the above, around few employees were surveyed and interviewed. The core
purpose of the survey was to find out employees perspective towards the Recruitment and
Selection process in the organization. In conclusion, this project will enable one to understand
the concept of Recruitment and Selection process among the employees.

CHAPTER -1
INTRODUCTION

COMPANY PROFILE-ENGINEERS INDIA LIMITED

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Overview
Engineers India Ltd (EIL), a Navratna CPSE, is a leading global engineering consultancy and
EPC company. Established in 1965, EIL provides engineering consultancy and EPC services
principally focused on the oil & gas and petrochemical industries.

The Company has also diversified into sectors like infrastructure, water and waste management,
solar & nuclear power and fertilizers to leverage its strong technical competencies and track
record.

Today, EIL is a ‘Total Solutions’ engineering consultancy company providing design,

engineering, procurement, construction and integrated project management services from
‘Concept to Commissioning’ with highest quality and safety standards. EIL’s QMS, OHSMS
and EMS are certified to ISO 9001, OHSAS 18001 and ISO 14001 respectively. It also
provides specialist services such as heat and mass transfer equipment design, environmental
engineering, specialist materials and maintenance and plant operations and safety services.
With corporate office in New Delhi, EIL also operates from its office in Gurugram, branch office
in Mumbai, three regional engineering offices in Kolkata, Chennai & Vadodara and has
inspection offices at all major manufacturing locations of the country. The company’s overseas
presence is marked by an engineering office in Abu Dhabi, which caters to the business needs in
UAE/Middle-East region. Additionally, there are offices in London, Milan and Shanghai to
coordinate the activities of international procurement and marketing.
EIL’s technological excellence is driven by 2339 engineers & professionals in a competent
employee base of 2768 employees as on March 31, 2019. The availability of technical resources
per annum is about 4.6 million man-hours  in  EIL’s design offices  along with  1.19
million man-hours  of construction management services.

Engineers India Limited (EIL) is a Navratna public-sector undertaking of the Government of

India under the Ministry of Petroleum and Natural Gas. It was set up in 1965 to provide
engineering and related technical services for petroleum refineries and other industrial projects.

EIL has its head office at Bhikaji Cama Place, New Delhi. EIL also has:

 an R&D complex at Gurgaon,

8
  a branch office at Mumbai,
 regional offices at Kolkata, Chennai, Vadodara,
 inspection offices at all major equipment manufacturing locations in India.
 overseas offices in London (England), Italy, China, Abu Dhabi and Malaysia.

EIL has two wholly owned subsidiaries, EIL Asia Pacific Sdn Bhd in Malaysia, and Certification
Engineers International Ltd, to undertake Independent Certification, and Third-Party Inspection
(TPI) assignments.

Organization Structure

C & MD
Mr J.C. Nakra

Director Director Director

Director HR Director Finance Commercial
Mr V.C. Bhandari Mr Sunil Bhatia
Technical Projects
Mr L.K. Vijh Mr R.K. Sabharwal Mr S.K. Handa

.
Our Mission

 Achieve ‘Customer Delight’ through innovative, cost effective and value added consulting and

EPC services.

 To maximize creation of wealth, value and satisfaction for stakeholders with high standards of

business ethics and aligned with national policies.

Core Values

 Benchmark to learn from superior role models.

 Nurture the essence of Customer Relationship and bonding.

 Foster Innovation with emphasis on value addition.

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 Integrity and Trust as fundamental to functioning.

 Passion in pursuit of excellence.

 Thrive upon constant Knowledge updation as a Learning organisation.

 Quality as a way of life.

 Collaboration in synergy through cross-functional Team efforts.

 Sense of ownership in what we do.

HR Functions

The HR functions are facilitated by the HR Directorate which is structured as below :

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 Director HR

GGM (HR)

HR CORE HR-1 HR-2

RECRUITMENT, RULES & POLICIES ADMINISTRATION

MPP,CPIS&RESERVATION CELL

PERFORMANCE
APPRAISAL,PROMOTIONS & ER CORE ESTATE
INITIATIVES

CORPORATE PLANNING &

TRAINING DISCIPLINARY,RTI,GMS CORPORATE
COMMUNICATION

WELFARE & MEDICAL,EX

RAJ BHASHA EMPLOYEE CELL

LEGAL

RECRUITMENT PROCESS :

Various modes of Recruitment is carried as below :

Modes of Recruitment at EIL :-

There are 5 modes of recruitment in EIL . They are:-
 Campus recruitment: Top colleges are invited to send their suitable candidates according
to the job specification for the upcoming vacancies .The colleges send’s their candidates
for further selection procedures i.e. Interviews. Majorly “Management trainees” are
recruited by this method .This is the process where EIL look forward to filling certain of
their vacant positions by employing students or fresher from various campuses.
.
 Consultants: When a person who gets retired and was handling a project, the company
ask the consultants for an experienced and senior member who’ll be able to handle the
project for a particular period of time. When EIL has an urgent requirement for a very
crucial /senior position, which has arrived due to superannuation or health issues of an

11
 employee this method of recruiting.i.e. “Consultants” comes in handy. Consultants are
employed for a particular time period depending on the nature of work.

 Fixed term hiring: A contractual relationship between an employee and an employer that
lasts for a specified period. Fixed term employees are entitled to wage and benefits on par
with permanent employees. Whenever it is felt that there is a need for an extra set of
hands in any department Fixed term hiring is conducted to fulfill a the gap there is .This
type of employees are managed solely by the organization itself and the tenure cannot be
extended more than 3 years.

 Outsourcing: Process of recruitment in which the candidates apply for certain positions
after getting information through advertisement and website. This is another kind of
method used in EIL for contractual hiring. The basic difference in between fixed term
hiring and Outsourcing is that, in this in outsourcing the employee is totally managed by
the agency from, which the employee came from. Everything from salary, number of
holidays, tenure is all decided by the agency. Also in this method there is no fixed tenure
i.e. the tenure of the employee can be extended according to the organization.

 Regular employees: Regular employees are those who are permanent in the company till
their period of retirement. These types of employees are the most basic method of
recruitment where the candidates responds to the advertisement put out by the
organization and after shortlisting and interview rounds is selected by the interview panel
for permanent employment in the organization.

 Career Progression: This is a special practice done in EIL which allows existing
employees to climb the career ladder. Employees who have completed higher education
or extra qualification are given a chance to apply for a higher post by applying through
“Career progression”

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 CHAPTER 2
RESEARCH METHODOLOGY
RESEARCH OBJECTIVES
The primary objective is to study, understand and analyze aspects related to various HR
Procedures of Recruitment at Engineers India Limited..

Objectives of the study

The other objectives for undertaking this project are :-

 To understand the recruitment process in organization

 To identify areas where there can be scope for improvement
 To give suitable recommendations to streamline the hiring process
 To find the effective source of recruitment followed by the company

RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid objectives including both exploratory and
descriptive in nature and involve personal interviews that will be based on the questionnaire
format. A Research Methodology defines the purpose of the research, how it proceeds, how to
measure progress and what constitute success with respect to the objectives determined for
carrying out the research study. There is a unique methodology that EIL adopts to render the
service.

 The research methodology for the present study has been adopted to reflect these realties and
help reach the logical conclusion in an objective and scientific manner.

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TYPE OF RESEARCH

EXPLORATORY RESEARCH

A research design is the specification of methods and procedures for acquiring the information
needed to structure or solve the problem. It is the overall operational pattern or framework of the
project that stimulates what information is to be collected from which source and by what
procedure. On the basis of major purpose of our investigation the EXPLORATORY
RESEARCH was found to be most suitable. This kind of research has the primary objective of
development of insights into the problem. It studies the main area where the problem lies and
also tries to evaluate some appropriate courses of action.

DATA COLLECTION

The task of data collection begins after a research problem has been identified and the research
design has been chalked out. While deciding the method of data collection to be used for the
study, the researcher should keep in mind two types of data:
a. Primary data
b. Secondary data

In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this research as it is the
Analytical research to find out the shortcomings and area of improvements according to the skill
required for recruitment team.The data that is collected first hand by someone specifically for the
purpose of facilitating the study is known as primary data. So in this research the data is
collected from respondents through QUESTIONNAIRE.

 Primary source of data :

(i). Personal interview

14
 (ii). Questionnaire technique.

QUESTIONNAIRE - Survey among the officials and employees of EIL.

PERSONAL INTERVIEWS with the company representatives regarding recruitment and
selection practices in organization.

Secondary Data:

The secondary data is also used in a lesser proportion to find out the name and designation of the
employer who are working with this organization and the company profile. Secondary data refer
to information gathered by someone other than the researcher conducting the current study. Such
data can be internal or external to the organization and accessed through the Internet or perusal
of recorded or published information.
Secondary sources of data provide a lot of information for research and problem solving. Such
data are as we have seen mostly qualitative in nature.

 Secondary source of data :

(i). Company brochure.

(ii). Internet.

(iii). Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

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SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In
probability sampling, each unit is drawn with known probability, or has a nonzero chance of
being selected in the sample. Such samples are usually selected with the help of random
numbers. With probability sampling, a measure of sampling variation can be obtained
objectively from the sample itself. Simple Random sampling has been adopted for this research.
Under which we have considered the sampling which has been done for a specific designated
population, because here a small cluster of professionals has been considered out of the total
universe which has been divided in small group like recruitment team & employee.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a sample.
The sample size should be optimum as it should fulfill the objective of the research.
6 Nos. - Total manpower strength is 450 and I have focused upon 10% of total employees of.EIL

SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The area denotes
the place or the region to be studied and taken into research consideration. Thus, the sample area
chosen for this research project is EIL.

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 CHAPTER 3

DATA ANALYSIS AND INTERPRETATION

Data Analysis And Findings

Q1) Is there a well-defined Recruitment process in the organization?

S No. Options % Response

1 Yes 100%
2 No -
3 Can’t say -

Well defined process

Yes
No
Can't say

17
INTERPRETATION

It was observed that there is a well-defined recruitment policy and recruitment procedure in EIL.

Q2) Which internal source of recruitment is followed by the company?

 Internal Promotion

S No. Options % Response

1 Yes 100%
2 No -
3 Can’t say -

Internal promotions

Yes
No
Cant say

18
INTERPRETATION
Internal Recruitment seeks applicants for positions from those who are currently employed. At
EIL, internal promotion is the mode of internal source of recruitment.

 Employee Referral
S No. Options % Response
1 Yes -
2 No 100%
3 Can’t say -

Employee Referrals

Yes
No
Can't Say

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INTERPRETATION
It is observed that there are no referrals schemes used in the recruitment process and the
organization provides “Equal Opportunity to all” by following well defined procedures.

 Transfer

S No. Options % Response

1 Yes 83.33%
2 No -
3 Can’t say 16.34%

Transfers

Yes
No
Can't Say

INTERPRETATION
It was also observed that apart from Internal promotions, transfers are also employed as a means
for internal source of recruitment.

Q3) Which external source of recruitment is followed by the company?

 Campus interview

S No. Options % Response

1 Yes 100%

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 2 No -
3 Can’t say -

 Advertisement

S No. Options % Response

1 Yes 100%
2 No -
3 Can’t say -

 Employment exchange

S No. Options % Response

1 Yes 100%
2 No -
3 Can’t say -

INTERPRETATION-

The organizations employ various modes of recruitment sources including open advertisement as
well as Campus placement. Vacancies are also notified in the Employment Exchanges.

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Q4) which source of recruitment is relied upon, when immediate requirement arises?\

S No. Options Internal External

1 Yes 66.67% 33.33%
2 No 16.67% 50%
3 Can’t Say 16.66% 16.66%

120

100

80

60 External
Internal
40

20
22
0
Yes No Can't say
INTERPRETATION
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources.

Q5. Does EIL publishes advertisements on official website?

S No. Options % Response
1 Yes 100
2 No 0
3 Can’t say 0

Avertisment on website

Yes
No
Cant say

INTERPRETATION
Advertisement is the first and foremost way to spread awareness regarding a vacancy in the
organization. EIL, publishes advertisement in reputed newspapers and a detailed advertisement
with eligibility criteria, vacancy break-up, steps for applying, job description etc on the official
website to enable eligible aspirants to apply. Screenshot placed below :

Q6. Does EIL invite online registration of applicants?

S No. Options % Response
1 Yes 100
2 No 0
3 Can’t say 0

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 Online registration

Yes
No
Cant say

INTERPRETATION
EIL invites online application through the careers link on its official website, which is an
efficient and paperless option for both organization and applicants.. The online registration
system is a self-screening system which allows only eligible candidates to apply.
Q7. Does EIL use particular software for the following

 Short listing or screening of applications

S No. Options % Response

1 Yes 100
2 No -
3 Can’t say -

INTERPRETATION
Short listing or screening of application is the first step towards selection of a candidate, HR
department uses web based applications for screening the applications for all the notified
advertisements.

 Scheduling Interviews

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S No. Options % Response
1 Yes 100
2 No 0
3 Can’t say 0

INTERPRETATION
The web based application at EIL also facilitates, scheduling interview for shortlisted
candidates.

 Interview Intimation
S No. Options % Response
1 Yes 100
2 No 0
3 Can’t say 0

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 Software Usage

Interview Intimation

Software Usage
Scheduling Interviews

Shorlisting/Screening

0 20 40 60 80 100 120

INTERPRETATION
HR department at EIL utilizes technology for effective and efficient recruitment process through
a web based portal which provides functionality from managing advertisements, online
registration, screening of applications, scheduling interviews, intimation to candidates for
interviews and display of status in a smooth manner.

 Preparation of selection reports

S No. Options % Response
1 Yes 16.66%
2 No 83.33%
3 Can’t say -

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 Selection Reports

Yes
No
Can't say

INTERPRETATION
It is observed that the selection reports are managed manually and no software is employed for
this step.

 Online offers to shortlisted candidates

S No. Options % Response
1 Yes 16.67%
2 No 83.33%
3 Can’t say -

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 Online offers

Yes
No
Can't say

INTERPRETATION
It is observed that the online offers are managed manually and no software is employed for this
step.

Q8.How many tiers are there in the selection process of EIL?

 Level of management-up to 14
S No. Options % response
1 1 Tier 100
2 2 Tier 0
3 3 Tier 0 28
4 4 Tier 0
INTERPRETATION
There is 1 tier of interview in EIL upto level 14.

 Level of management till and above 15

S Options % response
No.
1 1 Tier 0
2 2 Tier 100
3 3 Tier 0
4 4 Tier 0

INTERPRETATION

There are 2 tier in the selection process of organization for levels 15 and above.

Q2. Which of the factors are mostly considered for selection of employees (rate from 1 to 4 One
being the most important)

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 Factors

Work experience
communication
Academic Qualification
Attitude

CHAPTER -4
Summary and Conclusions

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Findings:-

• Present employees of EIL are satisfied with recruitment strategy of company.

 Internal Promotions, Advertisement and campus placement are mostly used recruitment
source.
 Written test is not given weight age during selection process for high levels of
managements.
 To some extent company has preset-criteria for sorting the candidate’s applications.
 Concerned departmental head is given special attention while selecting a candidate of the
department.
 Employees are not in the favor of reference check after selection of candidate.
 Job Analysis prior to recruitment is not done so properly.
 There is a Procedure called Career progression that helps employees appear for higher
designation on the basis of higher qualification and experience.
 Recent selection process in EIL and its procedure, tests and interview type is good.

CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a person
who has the maximum skills required for the job. After selecting the right person, the company’s
main aim is to place that person at the right job. The main strength of any company is its

31
employees. Effective workers are the best route to success. For this reason, company's strives to
attract and hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom-line and many other business benefits are
immediate, tangible and significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big way.

EIL has competent and committed workforce, still there are scope for more improvements. To
ensure that company recruits the right people, it has to identify essential skills and behaviors that
applicants should demonstrate. For each position there should be a job description outlining
typical duties and responsibilities and a person specification defining personal skills and
competences. The emphasis should be on matching the needs of the company to the needs of the
applicants. This would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient
hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI. The Recruitment Management System (RMS) should be such
that it helps to save the time and costs of the HR recruiters in company and improving the
recruitment processes

BIBLOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second Edition.

 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition

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 www.google.com
 Research Methodology -C.R.Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

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 QUESTIONNAIRE

DEMOGRAPHIC PROFILE:

Age
Gender
Designation
Please indicate the degree of your agreement and disagreement with each statement by marking
tick sign in the box provided below or whichever most relevant option is.

GENERAL

Question Yes No Can’t say

Q1. Is there a well-defined Recruitment

process in the organization?
Q2. Which source of recruitment is
relied upon, when immediate
requirement arises?
 Internal Source of Recruitment
 External Source of Recruitment

Q3. Which external source of

recruitment is followed by the company?
 Campus interview
 Advertisement
 Employment Exchange
Q4. Which internal source of
recruitment is followed by the company?
 Internal Promotion
 Employee referral
 Transfer

34
Q5 Does EIL publish advertisements
on official website.
Q6 Does EIL invite online
registration of applicants.
Q7 Does EIL use particular software
for the following.
 Shortlisting or screening
of applications
 Scheduling Interviews.
 Interview intimation
 Preparation of selection
reports
 Online offers to
shortlisted candidates

Q8. How many tiers are

there in selection
process of EIL.

35