PROJECT REPORT ON

“A BRIEF STUDY OF RECRUITMENT AND SELECTION

PROCESS AT BELTRON”

PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE

AWARD OF
MASTER IN HRD

INSTITUTE OF MEDIA MANAGEMENT AND TECHNOLOGY

(IMMT)
RECOGNIZED BY HNB GARHWAL UNIVERSITY

Under the guidance of: Submitted By:

Miss Reema Taragi Swati Prasad

Faculty of Management MHRD
Institute of Media Management and Technology En. No. G1162232
Dehradun, Uttrakhand
 ACKNOWLEDGEMENT

I would like to take this opportunity to express my sincere gratitude to my respected mentor Miss
Reema Taragi for her valuable guidance.

I extend my sincere thanks to Mr. A. R. Mallick Sir and Head of HR Department of BELTRON for
their support and help in the completion of the project.

I would like to thanks almost everybody at the Beltron office for his/her friendliness and helpful
nature.

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 INTRODUCTION
Bihar State Electronics Development Corporation Ltd. (BSEDC Ltd.), is a Govt. of Bihar
undertaking engaged in businesses related to Electronics, Computer goods and IT services. The
corporation caters to the technological needs of the government and carries out IT project
conceptualization and implementation for the State Government Departments and agencies.

BSEDC believes that an opportunity for delivering solutions and IT services is beyond the routine
delivery of IT services and solutions, understand vision, mission of the organization, assess the needs
of the stakeholders, work towards measurable objectives and deliver value to the beneficiaries by
delivering superior value through its services and solutions.

Bihar State Electronics Development Limited provides skilled human resources like
stenographer, IT Boys/Girls and Data Entry operator in various government
departments like Department of Finance, Commercial Taxes Department for the proper
functioning of e-Governance services for the Government and citizens of Bihar .

Human resources are a term used to describe the individuals who comprise the
workforce of an organization. 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 Organizationa l Psychology.

Recruitment forms a major part of an organization's overall resourcing strategies,

which identify and secure people needed for the organization to survive and succeed in
the short to medium-term.

Selection is the process in which candidates for employment are divided into two
classes, those who are offered employment and those who are not to be.

The data has been collected by the researcher using questionnaire and it has been
analyzed. Analysis of data in a general way involves a number of c losely 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.

The whole chapter of analysis and interpretation is based on the responses of 150

2
respondents who were administered with a questionnaire which contain the personal
data their views about the recruitment and selection process and procedure.

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 70.67 per cent of
the respondents says that HR policies is a major factor influencing the recruitment and
selection process.

As recruitment and selection process is a major issue in any organization, 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.

The excellent pattern of interview is followed in case of selection process. Can didate
eligibility verification program is a greatest merit to the organization to avoid
unfaithful candidates in the organization. The systematic procedure is followed
in 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. So far
Beltron has completed the following projects:


BSWAN SEC ID
ICT @ School Bihar Online
Modernization of Prison Security IWDMS
e-District CTMIS
Vasudha Kendras (CSC) VAT MIS
SecLAN e-Shakti
BRAIN DC e-Procurement
Forthcoming Projects Bihar Knowledge Centre
Jankari Call Centre

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 Objectives of the study
The objectives of this study are:

 To study the recruitment and selection procedure followed in BELTRON.

 To study the various sources of recruitment followed in BELTRON.

 To understand what process of recruitment and selection should be followed.

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 Scope of the study

 To understand the structure of the Recruitment policy at Beltron for different categories of
employees.
 To analyze the recruitment policy of the organization.
 To compare the Recruitment policy with general policy.
 To suggest a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and works appointments
all over India.

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 Need for the study

 To Increase the effectiveness of different recruiting techniques and sources for all types
of job applicants in the organization.
 To identify the various sources of recruitment.
 To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.

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 Executive Summary

Today, in every organization personnel planning as an activit y is necessary. It is an

important part of an organization . Human Resource Planning is a vital ingredient
for the success of the organization in the long run. There are certain ways that are
to be followed by every organization, which ensures that it has right number and
kind of people, at the right place and right time, so that organization can achieve its
planned objective.

The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning, Transfer
and Promotion, Risk Management, Performance Appraisal and so on. Each objective
needs special attention and proper planning and implementation.

For every organization it is important to have a right person on a right job.

Recruitment and Selection plays a vital role in this situation. Shortage of skills and
the use of new technology are putting considerable pressure on how employers go
about Recruiting and Selecting st aff. It is recommended to carry out a strategic
anal ysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to put a light on
Recruitment and Selection process. This project includes Meaning and Definition of
Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of
Recruitment Proces s, Recruitment Tips. Sources of Recruitment through which an
Organization gets suitable application. Scientific Recruitment and Selection, which
an Organization should follow for, right manpower. Job Analysis, which gives an
idea about the requirement of the job. Next is Selection process, which includes
steps of Selection, Types of Test, Types of Interview, Common Interview Problems
and their Solutions. Approach es to Selection, Scientific Selection Policy, Selection
in India and problems.

Recruitment and Selection are simultaneous process and are incomplete without
each other. They are important components of the organization and are different
from each other. Si nce all the aspect needs practical example and explanation this

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project includes Recruitment and selection Process of Infosys. And a practical case
study. It also contains addresses of various and top placement consultants and the
pricelist of advertisemen ts in the magazine.

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 Abstract

Human resources are a term used to describe the individuals who comprise the workforce of an
organization. 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.

Human Resources may set strategies and develop policies, standards, systems, and processes that
implement these strategies in a whole range of areas. The following are typical of wide range
organizations:

• Recruitment, selection, and outsourcing

• Organizational design and development
• Business transformation and change management
• Performance, conduct and behavior management
• Industrial and employee relations
• Human resources workforce analysis
• Compensation, rewards, and benefits management
• Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and
secure people needed for the organization to survive and succeed in the short to medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure

suitably qualified and capable recruits at all levels. To be effective these initiatives need to include
how and when to source the best recruits internally or externally.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at
an organization.

Selection may be defined as the process by which the organization chooses from among the
applicants, those people whom they feel would best meet the job requirement, considering current
environmental condition.

The data has been collected by the researcher using questionnaire and it has been analyzed. 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.

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RECRUITMENT:

Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

Recruitment is the name given to the process of attracting a sufficiently large pool of applicants who
have the level of approximate skill and experience required for the vacant post, from which a
selection can be made.

DEFINITIONS:

Recruitment is defined as,” the process of discovering potential candidates for actual and anticipated
organizational vacancies “.
Yodel.
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.

 Organizational policies:

 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.

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  Recruitment Criteria:

 Technical criteria, i.e. know-how, professional skills, and experience in your field.
 The candidate’s personality and charisma are the most influential criteria in the process of
recruitment in France.
 Communication skills and the knowledge of foreign languages are also very important, to
ensure the smooth flow of communication between the company and its subsidiary.

SOURCES OF RECRUITMENT

INTERNAL SOURCES

Promotions:

The process of elevating a person to higher level job is what is known as promotion. A promotion is
usually a move by an employee to a vacant position at a higher grade level either within the current
department or in a different department. Changes to a higher grade level obtained through
intradepartmental/interdivisional promotion, job audits or career paths are covered in other policies.

Promotions generally result in a salary increase at the time of promotion. The general guidelines for
these increases are covered in this policy, but supervisors should contact the Compensation section
of the Human Resources Department for specific information.

Transfers:

Transfer of an employee may be either from one section to another or from one department to
another. A transfer is usually a lateral move to a vacant position. A transfer within the department
may provide an opportunity for an employee to assume different responsibilities and develop new
skills. Transfers to other departments may also provide career development by enhancing skills and
learning about other functions of the University. A transfer will not normally result in a change in
compensation

Jobrotation:

Moving an employee to get specialized in various posts of the organization.

Job Rotation is an effective approach to management development where an individual is moved
from a schedule of assignments designed to give him a breadth of exposure to the entire operation. It
is also practiced to allow qualified employees to achieve more insights into the processes of a
company, and to reduce boredom which increases job satisfaction through job variation.

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. There are situations when ex-employees
provide unsolicited applications also.

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EXTERNAL SOURCES
External sources of recruitment have to be solicited from outside the organization. External sources
are external to a concern. But it involves lot of time and money. The external sources of recruitment
include – Employment at factory gate, advertisements, employment exchanges, employment
agencies, educational institutes, labor contractors, recommendations etc.

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. This kind of recruitment is applicable generally
where factory workers are to be appointed. There are people who keep on soliciting jobs from one
place to another. These applicants are called as unsolicited applicants. These types of workers apply
on their own for their job. For this kind of recruitment workers have a tendency to shift from one
factory to another and therefore they are called as “badli”workers.

Advertisement

It is an external source which has got an important place in recruitment procedure. The biggest
advantage of advertisement is that it covers a wide area of market and scattered applicants can get
information from advertisements. Medium used is Newspapers and Television. Advertisements of
the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage
of this method is that it has a wide reach

Employment Exchanges

There are certain Employment exchanges which are run by government. Most of the government
undertakings and concerns employ people through such exchanges. Now-a-days recruitment in
government agencies has become compulsory through employment exchange. Government
establishes public employment exchanges throughout the country. These exchanges provide job
information to job seekers and help employers in identifying suitable candidates.

Employment Agencies

There are certain professional organizations which look towards recruitment and employment of
people, i.e. these private agencies run by private individuals supply required manpower to needy
concerns. Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment of executives
and specialists. It is also known as RPO (Recruitment Process Outsourcing.

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The main stages are identified in the below flow chart:

Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct The Interview

Decision Making

Convey The Decision

Appointment Action

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SELECTION PROCESS

Selection is the name given to the process of identifying the most suitable candidate(s) from that pool
of applicants to appoint to the vacant post.

Definition of selection:

According to Dale,” selection may be defined as the process by which the organization chooses from
among the applicants, those people whom they feel would best meet the job requirement, considering
current environmental condition”.

Factors influencing selection process:

1. Nature of the organization
2. Nature of the labor market
3. Union requirements
4. Government requirements
5. Composition of the labor force
6. Location of the organization.

Steps in selection procedure

1. Receiving application

The candidates mar be asked to submit their applications together with their bio data on a plain
paper. Applicants can submit electronic applications through the e-recruitment system up to midnight
on the day of the published closing date. Hard copy applications are accepted up to the close of
business on the published closing date. Once the vacancy has closed an email will be sent to the
recruiting manager from HR Services alerting them that their job has closed. Applications can be
viewed on screen using the e-recruitment software (if you have access) and can be downloaded. HR
Services will email the recruiting manager a spreadsheet on which decisions made about each
candidate should be recorded. This spreadsheet will also inform the recruiting manager whether they
have applications from redeployment candidates and/or candidates who declare that they qualify
under the Guaranteed Interview Scheme.

2. Preliminary interview

The object of this interview is to see the candidate personally to ensure whether he is physically and
mentally suitable for job.

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3. 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.

4. Tests

A test is a sample measurement of a candidate’s ability and interest for the job.

5. Final interview

An interview is a face to face oral examination of a candidate by an employer.

6. Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

7. Final selection

If the employer is satisfied with the candidate, then the selection will be made.

8. Physical examination

It is important that a person selected for the job must also be medically fit to perform it.

9. Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.

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THE SELECTION PROCESS AT BELTRON

1. Initial screening of interviews:

Initial Screening is done on the basis of applicants and applications. A
preliminary interview is conducted so as to select the suitable candidate who can
go through further stages of interview s.

Normall y for the posts of engineers degree cutoff is decided like say 60% on an
average. If the candidates do not meet the requirement they are rejected.

And for higher posts applications and applicants both play a major role in the
screening process.

2. Completion of application forms:

Application form establishes the candidate’s general details like name, address,
telephone number, education, job - related training, work -experience with dates,
company names, and job details, professional or industrial inv olvement, hobbies
and recreational pursuits.

The company establishes as many hypotheses about the candidate from the
details provided in the application form. It then decides what areas of
information it needs to explore or investigate more specificall y du ring the
interview.

Company sees to it that no judgment is passed about the candidate based onl y at
this level. What drawn here is hypotheses and not conclusions.

Application forms are such framed that, they provide the necessary details to the
organisation without affecting the sentiments and feelings of the candidate.

3. Employment tests:
 logical test
 English test
 Vocabulary
 Reasoning
 Essay writing

VARIOUS TESTS:

Mental or intelligence tests :

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 They measure the overall intellectual abilit y of a person and enable to know
whether the person has the mental abilit y to deal with certain problems.
Mechanical aptitude tests:
They measure the abilit y of a person to learn a particular t ype of mechanical work.
These tests helps to measure specialized technical knowledge and problem solving
abilities if the candidate. They are useful in selection of mechanics, engineers, etc.

Intelligence test:
This test helps to evaluate traits of intelligence. Mental abilit y, presence of mind
(alertness), numerical abilit y, memory and such other aspects can be measured. It is
taken to judge numerical, skills, reasoning, memory and such other abilities.

Personality Test:
It is conducted to judge maturit y, social or interpersonal skills, behavior under
stress and strain, etc. this test is very much essential on case of selection of sales
force, public relation staff, etc. where personalit y plays an important role.

Graphology Test:
It is designed to anal yse the handwriting of individual. It has been said that an
individual’s handwriting can suggest the degree of energy, inhibition and
spontaneit y, as well as disclose the idiosyncrasies and elements of balance and
control. For example, big letters and emphasis on capital letters indicate a tendency
towards domination and competit iveness. A slant to the right, moderate pressure
and good legibilit y show leadership potential.

Medical Test:
It reveals physical fitness of a candidate. Medical servicing helps measure and
monitor a candidate’s physical resilience upon exposure business hazards.

4. Interview:

Formal Interview:
Interviews are held in the employment office in a more formal atmosphere, with the
help of well structured questions.

Patterned Interview :
A patterned interview is also a planned interview, but it is more carefull y pre -
planned to a high degree of accuracy, precision and exactitude. With the help of job

17
and man specifications, a list of questions and areas are carefull y prepared which
will act as the interviewer’s guide.

Non-directive Interview :
Here the interviewee is allowed to speak his mind freel y. The interviewer has no
formal or directive questions, but his all attention is to the candidate. He
encourages the candidate to talk by a litt le prodding whenever he is silent e.g. “Mr.
Ray, please tell us about yourself after you’re graduated from high school”.

The idea is to give the candidate complete freedom to “sell” himself, without the
encumbrances of the interviewer’s question.

Depth Interview:
It is designed to intensel y examine the candidate’s background and thinking and to
go into considerable detail on particular subjects of an important nature and of
special interest to the candidates. For example, if the candidate says that he is
interested in tennis, a series of questions may be asked to test the depth of
understanding and interest of the candidate.

Stress Interview:
It is designed to test the candidate and his conduct and behavior by him under
conditions of stress and strain. The interviewer may start with “Mr. Joseph, we do
not think your qualifications and experience are adequate for this position,’ and
watch the reaction of the candidates. A good candidates will not yield, on the
contrary he may substantiate why he is qualif ied to handle the job.

What Beltron practice is that if interview is planned at 5pm, it will start candidate’s
interview at 6.30pm and watch the candidate’s behavior and stress level.

Panel Interview:
A panel or interviewing board or selection committee interviews the candidate,
usuall y in the case of supervisory and managerial positions.

Mixed Interview:
In practice, the interviewer while interviewing the job seekers uses a blend of
structured and structured and unstructured questions. This approach is called the
Mixed interview. The structured questions provide a base of interview more
conventional and permit greater insights into the unique differences between
applicants.

Second Interviews:

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 Job seekers are invited back after they have passed the first initial interview.
Middle or senior management generall y conducts the second interview, together or
separatel y. More in -depth questions are asked to the candidate and the employer
expects a greater level of preparation on the part of the candidates.

5. Background Information:
Beltron requests names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background
information on an applicant.

References are not usuall y checked until an applicant has successfull y reached the
fourth stage of a sequential selection process.

Previous employers are preferable because they are already aware of the applicant’s
performance.

It normall y seeks letters of reference or telephone references. The latter is

advantageous because of its accuracy and low cost.

6. Physical Examination:
After the selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness test. A job offer is, often, depends upon the
candidate being declared fit after the physical examination. The results of the
medical fit ness test are recorded in a statement and are preserved in the personnel
records.

There are several objectives behind a physical test:

 One reason for a physical test is to detect if the individual carries any
infectious disease.
 Secondl y, the test assis ts in determining whether an applicant is physicall y
fit to perform the work.
 Thirdl y, the physical examination information can be used to determine if
there are certain physical capabilities, which differentiate successful and less
successful employees.
 Fourth, medical check -up protects applicants with health defects from
undertaking work that could be detrimental to them or might otherwise
endanger the employer’s propert y.
 Finall y, such an examination will protect the employer from workers
compensation claims that are not valid because the injuries or illness were
present when the employee was hired.

7. Final Employment decision:

It is a final step. In this step company makes a very important decision.

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After all these processes follow up is done i.e., the selected person is induced and
placed at the right job. Training is provided on regular basis that is monthl y,
quarterl y. These trainers have the experience of about 15 -20 yrs. In one batch there
are 60 employees who are sent to Bangalore for training.

RESEARCH METHODOLOGY

RESEARCH DESIGN

A research design is purely and simply the framework or plan for a study that guides the collection
and analysis of the data. The function of research design is to ensure that the required data are
collected accurately and economically.
The Research design used in the study was descriptive research design. The Descriptive study
portrays the characteristics of a group or an individual or situation.

SAMPLING TECHNIQUE
The sampling technique used in this study is survey technique.

SAMPLE SIZE
The sample size used in this study is 50.

DATA COLLECTION METHOD

Based on the nature and purpose of study there are various modes of data collection. Data sources
can be classified into two categories namely primary and secondary sources.

Primary data
The primary data is collected from structured form of questionnaire.
The questionnaire consists of multiple choices, dichotomous and ranking type of Questions.

Secondary data
The secondary data are collected through company records and journals

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Data Analysis and interpretation
I collected data from Beltron employees by using a questionnaire. Most of the questions used in
questionnaire are 5 point Likert type scale. For analyzing data, I used descriptive statistics and
percentage analysis. In addition, I tried to find relationship between two categorical variables by
using Chi-square test.

Q1. Candidate willingness to join the company Cause.

Option Respondent Percentage

1. Reputation of the company 2 10%

2. Salary Package 3 15%

3. Working Environment 6 30%

4. Job Prospect 2 10%

5. Location of the Company 2 10%

6. Career growth opportunity 5 25%

Total 20 100%

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 Respondent

10%

25% Reputation Of the Company

15% Salary Package
Working Environment
Job Prospect
10%
Location Of The Company
Career Growth Opportunity
10% 30%

From the chart it can be understood that most of the employees are inspired by the working
environment of the company which resembles the personal traits of the Indians. I can also see that
matters much followed reputation of the company and salary which comprised 10% and 15%
respectively. Job prospect plays a minor role in the minds of a candidate who had already joined the
company. Location of the company (which comprised 10%of the sample size) where majority of the
employees are qualified.

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Q2. Most reliable type of interview.

Option Respondent Percentage

1. Behavioral 7 35%

2. Situational 12 60%

3. Stress 1 5%

Total 20 100%

Respondent %

35%

Behavioral
Situational
60%
5% stress

I tried to find out the most reliable type of interview according the employee. They
expressed different view. According to the sample employees I found that situational
interview is most reliable and this view was supported by 60% of the sampled
employees.

Similar support was begged by the behavioral interview, and only 5% favored
stress interview. Corresponding to this data I have drawn a pie chart above.

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Q3. Best way to recruit people.

Option Respondent Percentage

7 35%
1. Advertisement

2. Walk-ins 11 55%

3. Search firms 2 10%

Total 20 100%

Respondent

10%

Advertisement
Walk-ins
35% 55% Search Firms

The employees at Beltron expressed their varied views about the best way, according to them,
to recruit people. The employees Beltron bear an opinion (about
55% of the sample) that advertisement is the best way to recruit people. While to 35% of
the sample employees feel that walk-ins is best way. Others feel that recruiting people from search
firms in a best way. Corresponding to this data I have drawn a pie chart above.

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Q4. Response given by the staff about their query.

Option Respondent Percentage

1. Agree 16 80%

2. Disagree 4 20%

Total 20 100%

Respondent

80%

Agree
Dis- agree
3.2

My survey clearly concludes that response of the company to any query made by the employees
was absolutely good since 80% of my survey favors to this. 20% ratio of unsatisfied can also be
further reduced if communication system is further improved. Corresponding to this data I have
drawn a pie chart I hereby submit my suggestion that every query by any employee should be
seriously considered and it should be dealt in depth and if at any particular time of query if
proper reply/material is not available, even than the answer must be given at a later stage
after getting full information from the source available.

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Q5. How candidates are recruited in the company

Option Respondent Percentage

1.Written exam 7 35%

2.Written exam & Interview 11 55%

3. Written exam, G.D Interview 2 10

Total 20 100%

Respondent

10%
Written exam
35%
Written Exam & Interview

Written Exam, G.D, &

55% Interview

Above the chat we see that company follow many of the process for recruitment but most
preferable examination is written exam and interview 55% and only written exam 35%.

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Q6. Job specification of the response of the employee

Option Respondent Percentage

1. Yes 16 80%

2. No 4 20%

Total 20 100%

Respondent

20%

Yes
No

80%

Most all the candidates got the specified jobs offered to them. This implies that the company has
the organized manpower planning and well organized recruitment policy as shown in the following
chart. From the chart above it crystal clear that the candidates get exactly the same job as
specified. So from the company’s perspective it is a good sign for the overall growth &development.
Still some employees who comprised only20 % of my sample study.

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Q7. Attitude of H.R Manager

Option Respondent Percentage

1. Good 3 15%

2. Very good 5 25%

3. Excellent 12 60%

Total 20 100%

Respondent %

15%

Good
Very Good
25%
60% Excellent

The chart below depicts that most of the employees are doing service as per my survey of 20
employees. Most of the employees are satisfied with the attitude of H.R. Manager.15%
says Good attitude,25% says Very Good and 45% says the attitude of H.R. Manager is excellent.
Corresponding to this data I have drawn a pie chart from the chart it is crystal clear that the
attitude & working of H.R. Manager is wholeheartedly accepted to all the employees
of the company. This will definitely boost the morale of the employees, which
ultimately will increase efficiency, & working of the employees resulting in better
growth of the company. Thus by every means company is p r o f i t a b l e . M o r e o v e r
s u c h b e h a v i o r o f H . R . M a n a g e r c a n b e c o m e t h e i d e a l o f t h e i r colleagues &
subordinates.

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Q8. The primary source of information for recruiting people should be

Option Respondent Percentage

1. Managerial 7 35%

2. Testing 5 25%

3.Recruiters themselves 3 15%

4. Job analysis 5 25%

Total 20 100%

Resopnd %

15%
25%
Managerial
Testing
Recruiting Themselves
35% Job Analysis
25%

According to the sample, the primary source of recruiting people is Managerial. However, Testing &
Recruiters Themselves source are the second most favored source of Recruiting people. Whenever
the process of Recruitment is to be carried out. Managerial source of Recruiting people should be
heavily considered. Advertisement in publications and recruitment booklets and information sheets
for applicants was found to be the most frequently and the least frequently used
method of managerial recruitment. Newspaper advertisement was found to be the most preferred
technique, while advertisement in the technical and professional journals was the least preferred
technique for managerial recruitment in Beltron.

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Q9. Opinion about Beltron Company’s Application on Blank

Option Respondent Percentage

1. Good 8 40%

2. Very good 7 35%

3. Excellent 5 25%

Total 20 100%

Respond

25%
40% Good
Very Good
Excellent

35%

Above chart depicts that the Application Blank of the company was up to the marks as everyone has
praised & liked it. All the information and present status of the candidate is very thoroughly covered
and it also acts as a ready rocker for the company. All the information is gathered and defines each
and every thing very clearly about candidate who are applying for the job.

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FINDINGS

By the way of collecting survey through Primary data and by applying statistical tools, the researcher
analyzed some of the findings are:

1. 100 per cent of respondents are having awareness of recruitment and selection process of the
organization.

2. 90 per cent of respondents preferred both sources of recruitment.

3. 100 per cent of respondents said that employee referral is the main source of internal recruitment.

4. 71.333 per cent of respondents feel that consultants play a vital role in recruitment process.

5. 70.67 per cent of respondents agreed that HR policies are the factor influences recruitment
process.

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SUGGESTIONS

The study proved that Beltron has an effective Human Resource Department which meets all the
manpower requirements of the company.

• The company can go for campus interview in order to get talented candidates to improve the
organization effectiveness.

• 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.

• The organization can minimize the candidate eligibility verification process.

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CONCLUSION

The process of recruitment and selection in Beltron is awesome. The company sources of recruitment
are very effective. The main source of internal recruitment is employee referral as rewards are
provided to employee to encourage this kind of recruitment. Recruitment is a never ending process in
the organization. Selecting the qualified and skilled candidate is the main motto of the organization.

The excellent pattern of interview is followed in case of selection process. Candidate eligibility
verification program is a greatest merit to the organization to avoid unfaithful candidates in the
organization. The systematic procedure is followed in recruitment and selection process.

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 BIBLIOGRAPHY

1. Human Resource Management – V.S.P RAO

2. Human Resource Management - K. Ashwathapa

WEBSITES:
 www.about.com
 www.scribd.com
 http://seminarprojects.com/Thread-a-study-on-effectiveness-of-recruitment-and-
selection-process-in-Beltron-technologies#ixzz276iG5qmI
 www.Beltron.com
 www.citehr.com

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