You are on page 1of 74

SUMMER TRAINING REPORT ON RECRUITMENT & SELECTION AT

SSR WIRELESS PVT. LTD.

Submitted in partial fulfillment of the requirement of the award of degree in Master of Business Administration

September: 2011

Submitted to:Controller of Examination


BHARATHIAR UNIVERSITY COIMBATORE-641 046

Submitted by:Lokesh Kumar

M.

B. A. 2nd Semester Roll No. ENR 051

A. K. S. I. M. E.

Noida

ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different. It has been my proud privileges to be attached to do research on such a topic which gave me the chance to get connected with some great people who are thoroughly professional i.e., staff of SSR WIRELESS PVT. LTD. all highly professional company with modern outlook. With due respect I express my indebtness to the management of SSR WIRELESS PVT. LTD. for accommodating me to have a look into their systems and providing me with all information I needed to complete my research work.. I would like to express my gratitude with deep sense of reverence to Miss. RajKumari Choudhary [HR Manager]. It would have been difficult to go through this REPORT without their help. She not only helped me in collecting data but also supported me with their valuable knowledge and experience in the successful completion of this REPORT.

I sincerely thank Mr. Harishwar Sharma (faculty supervisor - AKSIME) who have been the constant source of guidance & encouragement.

I would also thankful to almighty god for his grace and mercy to successfully complete this report.

[LOKESH KUMAR]

PREFACE

Experience is not what happens to a man; it is what a man does with what happens to him. -- ALDOUS HUXLEY In our two years degree program of M.B.A. of theres provision for doing summer training, in IInd semester. The essential purpose of this REPORT is to given an exposure and detailed outlook to the student of the practical concept, which they already studied research. For this purpose, I was assigned the REPORT for the RECRUITMENT & SELECTION in Noida. It is a matter of great privilege to work for this topic. The REPORT lasted for a period of eight weeks; it was informative, interesting and inspiring. I hope this report will provide an experiment outlook to the View of employees towards the importance of performance appraisal in the organization.

CONTENTS

S.NO. 1 2 3 4 5 6 7 8

PARTICULARS INTRODUCTION OF THE COMPANY INTRODUCTION OF THE TOPIC RESEARCH METHODOLOGY DATA COLLECTION AND ANALYSIS FINDINGS OF THE STUDY CONCLUSION AND SUGGESTION QUESTIONNAIRE BIBLIOGRAPHY

INTRODUCTION TO THE COMPANY

SSR Wireless Pvt. Ltd.


SSR Wireless Pvt. Ltd is a leading end to end provider of mobile promotions and online services. It believes in delivering quality IT solutions to its client. Maintaining old relations by obtaining quality output, and creating new ones by giving best services and output that turns name into brand name. Our inspiration lies in the successful satisfaction of our numerous clients. We work as filler in the space left in the promotion of any product or services provided by you. We are also one of the leading website development companies. Our range is so reasonable that it fits in every budget. We try to understand the vision & need that an enterprise has in his (Their) mind for his (Their) website & develop those ideas. Our managers are just a call away from our client & always available for any type of Queries & Confusion. We are always ready for a committed relationship is business & moves lack is spirit of serving you better.

SSR Wireless Pvt. Ltd was founded to fill the gaps and inefficiencies of promoting any product or services. SSR Wireless Pvt. Ltd is a professional website design company Delhi that boasts to provide full featured IT services including bulk SMS services, Ecommerce, short code service, SEO, content writing, corporate solutions and data entry solutions. We are also leading end to end provider of mobile promotions and online services. It believes in delivering quality IT solutions to its client. Our only mission is to maintain old relations by obtaining quality output, and create new ones by giving best services and output that turns name into brand name. With these two main objectives and a view of satisfying both the sides we lead in our field. At SSR Wireless we believe in giving services which satisfies from the biggest to smallest requirement of every company, small or big. A great deal of attentions and care is taken for every client that we handle

COMPANY PROFILE

SSRs Offerings:
SOFTWARE DEVLOPMENT FOR ENTERPRISE ENTERPRISE BUSINESS SOLUTIONS SHORT CODE/LONG CODE CAMPAIGNING API (APPLICATION PROGRAMMING INTERFACE) SMS MARKETING/CAMPAIGNING EMAIL MARKETING/CAMPAIGNING VALUE ADDED SERVICE

SMS SOLUTIONS
We offer complete end-to-end SMS advertising and marketing solutions for different products and services. We provide result-oriented solutions to our clients by our trusted SMS services. Our highly qualified professionals are completely ROI-focused and provide accountability metrics with reporting for all online and offline campaigns. SMS marketing is among the most modern and focused processes, and accounts as a proficient media method to promote and bring revenue to ones business. We offer complete end-to-end SMS advertising and marketing solutions for different products and services. We provide result-oriented solutions to our clients by our trusted SMS services. The company provides this mode of advertisement which is highly ecofriendly. The costs involved in this mode of advertisement are very well controlled and

regulated by the concern. We even render the facility of scheme alerts, which in turn generates responses in the form of SMS. We distribute thousands of SMS in just a single click. SMS marketing has expanded largely in the market over the past couple of years with companies finding innovative ways to boost their products and services. SSR Wirelesss Enterprise SMS Solution enables enterprises to broadcast, track and analyze bulk SMS to their customers for Promotional Campaigns, Updates, Service Messaging Alerts to existing customers, Marketing and Customer Care. This SMS Solution may be successfully applied across Real Estate domain for various business aspects like Promoting Upcoming projects, Launching various special offers & schemes for early bookings & festive occasions, Sending reminders to existing clients for installment payment due dates/registration dates etc., amongst others in order to serve both prospective & existing clients.

Breaking Features:

User-friendly Standard/Customized Software/Web Panel to shoot SMS. Excel/Notepad/CSV files uploading support. Customized/Personalized Sender-Id (i.e. the name displayed in receivers mobile message inbox) e.g. <BPTP>, is used to send SMS thereby promoting your brand. Database support if required. Groupings, Scheduling of SMS and Templates Features for frequent SMSing. Real-Time Reports. API URL Link for Push-SMS Gateway available to integrate into Clients Panel. Reseller Panel with complete Sub-Accounts administration.

For Demo: http://sms.ssrwireless.in

EMAIL SOLUTIONS
E-mail marketing is a great tool for increasing sales if used correctly. Although it lacks in creating trust between customer and retailer, unlike direct contact, it can increase sales of your business, irrespective of your size. This trust can be created if you know what things are to be avoided. It can only be done when you show that you concern more about your potential client than your sales figure. This is the mail key in email marketing. Our Technology For a mail campaign: 10000 IPs that will be rotate per second work as Friendly IPs / Users. 40 Mbps band width (Generally need 20 Mbps). Our Server is having Capacity to send 1 lac mails/hour. We use the slicing technology to decrease the size of the mail, which helps our server to deliver the mail in the 90%*Inbox Delivery. When the mail is opened on the PC it picks the images at the same moment from our server, the content and the images are displayed in mail body and not as an attachment For sending the mails we don't have to write all the email addresses together in cc or bcc in fact our software picks every email address automatically from the attached file and send the mails individually. Our server resends the mail when the receiving server at the customers end blocks the mail. The name of your company will display in the sender ID that will create awareness of your product in the market. For Demo Bulk Mail

TWO-WAY MOBILITY

(Short code Services):-

A SMS Short code is a 5 digit number, always starting with the digit 5(code for India), shorter and easier to remember. SMS short codes are used to receive and send out text messages from/to consumers and are generally used for following purposes:

Campaign Management Contest Management Feedback and Vote Management Client Servicing(e.g. Phone Banking)

A consumer sending text BPTP (the keyword) on 56767 (the Short code), he/she will get an auto reply like "Thanks for showing interest. BPTP Limited will get back to you soon". The mobile number of the person who sent that message will be notified to you through email and SMS. Further, to manage efficiently your Product/Service line free unlimited number of sub keywords can be attached with every keyword e.g. <BPTP> <PROJECTS> for getting the list of projects of BPTP Limited; or <BPTP> <LOCATION> for getting the location address of BPTP Projects or <BPTP> <MAP> to send the video link to the road map to BPTP Project site to the inquiring visitors. etc. Unlimited number of free Sub keywords like Projects, Location and Map can be attached to the Keyword BPTP.

Breaking Features:

o o

Free Unlimited Sub Keywords Two-level Control Panel (Primary Keyword Manager and Sub Keyword Manager; change settings like Auto-Reply for Keyword & attached Sub Keywords.) Real Time Reporting(Actual updated responses views) One free SMS for every incoming SMS (as an auto reply) URL Forwarding to receive incoming SMS on your application Both Dedicated & Shared Short-codes available.

o o o o

LONG CODE Long codes or Virtual mobile numbers are used to receive voice call and SMSs by businesses. It helps businesses to have its own numbers rather than shared short codes. It enables the customer to send SMS directly to the application from their mobile phones. It creates the scenario where you can receive replies for the messages that were sent from your application. You are the only controller of the messages and all the keyword codes. There is wide range of industries where these codes are helpful, like dating companies, network monitoring companies, financial institutes, etc. Long code is a reception mechanism used by businesses to receive SMS messages and voice calls. Long numbers enable businesses to have their own number, rather than short codes which are generally shared across a lot of brands

We offer a complete package of Web based as well as Windows based application. We strictly follow the Software development life cycle for outstanding results. Our goal is to exceed the expectation by giving the error free product (Web Based/Windows based) with in timeline given. Application Development provides the IT backbone for our clients. We follow industry standard model (Prototyping, Design, Programming, Testing, Installation, and Maintenance) for Software Development. Applications are thoroughly tested before delivering to the clients to ensure the longer shelf life with minimal maintenance and support requirements. Software Application Development not only involves the development of new applications but also includes the development of new functions for existing software applications. We deploy the latest Software development techniques to deliver cutting edge solutions, with shortened "time to market", thereby providing you with that extra

competitive advantage very much needed for success in today's global business marketplace. The core objectives while servicing our clients are: To make a significant impact on our client's business ecosystem by deploying state-ofthe-art and relevant IT systems and services. To develop and provide the most cost-effective and high quality IT products and services to all our clients. To work closely with our customers to develop a customized solution that exceeds all customer expectations and standard Our Company concentrate on the three most common purposes are to meet specific needs of the client/business, to meet a perceived need of some set of potential users or for personal use SSR Wireless provides the various competencies based IT trainings. These programs include training on C/C++ Java Dot Net SAS PHP Oracle These training programs covers the in depth knowledge of the topic. We make sure that that the joiners be more competent and productive for the real time environment. We have quality trainers with small size classes so that proper attention is provided to every one. Other that class room teachings we provide sample questions and knowledge based documents. The students in curriculum will be assisted by the trainer in projects that can help him gain his practical knowledge. For Techno-Promotions sector, our Professional & Highly skilled team has years of experience of serving the well known brands like

Yahoo India Groups venture Call Ezee Jindal Architecture Hyundai motors Colour plus Nirulas Tanishq

Club Mahindra Comesum Whirlpool Ahujasons All Check Deals Ashiana Homes Ramprastha Logix Supertech Investors Clinic Habitech Promoters JMD Group Sidhartha Developers AMR Infra Mahavir Hanuman Group iTrust & many more

Visit us at www.ssrwireless.in

INTRODUCTION OF THE TOPIC RECRUITMENT AND SELECTION

Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Now first we will discuss to the introduction to the recruitment. Recruitment is the process which continues with selection & cases with the placement of the candidates. Recruitment is the discovering of potential applicants for actual or anticipated organization vacancies. Recruitment is a process to discover the source of manpower to meet the requirement of the staffing schedule and to employ effective measure for attracting that manpower in adequate number of facilitates affective selection of an efficient working force. Recruitment is the most important function of personnel administration, because unless the right type of people is hired, even the best plan organisation charts & control system would not do much good. According to the Flippo, views recruitment both as positive & negative activity. Positive recruitment means it is a process of searching for prospective employee & simulating & encourages them to apply for jobs in an organisation. Negative recruitment means negative recruitment as reject a good member of those who apply, leaving only the best to be hired. And the positive recruitment means people to apply for jobs increasing the hiring ratio. STRATEGIC OVERVIEW:description & job specification. TODD BERKLEY US BANK we manager for sales and support & customer retention , plays a role strategic role at the bank & concerned about the number of big customer who are closing their account & moving their competitors, U.S bank recently refocused its competitive strategic and its new emphasizing identifying & quickly eliminating the customer service problem that are closing its customer leave, but Todd has discovered that doing so that has affected every aspect of the bank HR policy & procedure, to make sure they emphasize customer at once Recruitment is the main purpose to the job

HR had to write new job description for employee ranging from teller to guard to vice-president to include their new service related duties, and then course the bank had to train these employee & institute new hiring standard to recruit and hire service oriented people to fill the new position & all firms . Hr efforts had to support U.S Bank new customer service strategy if that strategy was to succeed. Recruitment theory:1) Recruitment is a two- two way street :- It takes a recruiter and a recruiteejust as the recruiter has a choice whom to recruit & whom not so also the prospective employees has to make the decision if he should apply for that organisation job. 2) Objective factor theory Objective factor theory is the process of organisational choice as being one of weighing & evaluating a set of measurable characteristic of employment offer, such as pay, benefits location opportunity for advancement & the nature of the work to be performed. 3) The critical contact theory The critical contact theory means the typical candidate is unable to make a meaningful differentiation of organization offer in terms of objective or subjective factor because of his limited or very short contact with the organization. 4) The subjective factor theory- Subjective factor theory means is emphasizes the congruences between personality pattern and the image of the organization.

STEPS ON RECRUITMENT PROCESS-

According to the recruitment process are involve in six steps:STEPS 1 Recruitment process is the first Steps decided how youve use the information, since this will determine the data you collect & how you collect them. And some data collection technique like interviews the employees & asking what the job intakes are good for writing job descriptions & selecting employees for the job. And vide qualitative information for job descriptions. STEPS 2 Second step to the recruitment process is the relevant background information such as organizations charts & process chart & job descriptions.
a.

Organization chart shows the organization wide distribution of work with

titles of each position & interconnecting lines that show who reports to & communicates with whom.

b. Process charts A work flow chart that shows the flow of inputs to

and output from particular jobs.

STEPS 3 Select representative position why? Because there may be too many similar jobs analyze. The example it is usually unnecessary to analyze the jobs of 200 assembly worker when a sample of 10 jobs will do. STEPS 4 Actually analyze the job collecting data on job activity, required employees behavior working condition & human traits & ability needed to perform the jobs. STEP 5 Verify the job analyze information with the worker performing the Job & with his her or her immediate supervisor. This will help confirm that the information is factually correct and complete. STEP 6

Develop a job description and job specification. And these are two intangible product of the job analysis and the job description is a written statement that describes the activity and responsibilities of the job.

SOURCES OF RECRUITMENT:-

Before an organisation activity begins recruiting applicants, it should consider the most likely source of the type of employee, it needs some company try to developed new sources, while most only try to tackle the exiting sources they have. These sources accordingly may be termed as internal & external sources.

PROCESS:-

1) INTERNAL SOURCES:Internal Sources are the most obvious sources. These include personal already on the pay roll of an organisation, these sources also include personnel who were once on the pay roll of the company but who plan to return or whom the company would like to rehire. Merits:1. It improves the morale of employees, for they are assured of the fact that they would be preferred over outsider when vacancies occur, 2. It promotes loyalty among the employees, for it gives them a sense of jobs security & opportunities for advancement. 3. It is less costly then going outside to recruit. Demerits:1. It often leads to inbreeding & discourages new blood from entire an organisation. 2. They are possibilities that internal sources may "dry up" & it may be difficult to find the requisite personnel from within an organisation. 3. Since the learner does not know more than the lecture, no innovation worth the name can be made. 2) EXTERNAL SOURCES:-

External sources lie outside the organisation and they usually include. 1. New entrants to the labour for, i.e. young mostly in experienced potential employees the college student. 2. The unemployed- with a wide range of skill and abilities. 3. Retired experienced person such as Mechanics, Machinists, Welder accountant. Merits: 1. External sources provide the requisite type of personnel for an organisation, having a skill training & education upto the required standard. 2. In the long run, this source proves economical because potential employees do not need extra training for their jobs.

Demerits: However this system suffers from what is called "Brain Drain" especially when experienced person raided or hunted by sister concern.

RECRUITMENT METHODS:-

Recruitment methods are divided into three categories: direct, indirect and third party.

DIRECT METHOD

INDIRECT METHOD

THIRD PARTY METHOD

RECRUITMENT METHODS

(1) Direct Method:- These including sending travelling recruiter to educational professional institution, employees contract with public an manned exhibits. One of the, widely used direct method is that of sending of recruiter to colleges recruiting is done in co-operation with the placement office of a college. For managerial professional & sales personnel, campus recruiting is an extensive operation.

(2) Indirect Method:- Involve mostly advertising id newspaper on the radio in trade & professional journals technical magazine & brochures. Advertising in newspaper & or trade journal & magazine is the most frequency used method, when qualified or experienced personnel are not available from other sources. The main point is that the higher the position is in the organisation or the more specialized the skills thought, the more widely dispersed advertisement is likely to be. The classified advertisement Section On of a daily news paper or the Sunday weekly editions of Hindustan times, the times of India, The tribune, Bhart jyoti The Hindus, The Indian express.
(3) Third party method:- These include the use of commercial or private

employment agencies, placement offices of school, colleges & professional association, recruiting firm, management consulting firm, indoctrination seminar for college professor& friends& relatives. These specializations of these agencies enhance their capacity to interpret the needs to their contents to seek out particular types of person & to develop prophecy in recognising the talent of specialized personal. State of public employment agencies also known as employment labour exchange are the main agencies of public employment they provide a clearing house & jobs information. Employers inform of thyme about the types of job that are referred to by employers.
i.

EMPLOYEE REFERALS;- Friends & relative of present employees are also a good source from which employees may be drawn. When the labour market is very tight, large employees frequently offer their employees bonuses or price any referrals who hired & stay with the company for a specific length of time.

ii.

TRADE

UNION:-Also

provide

manual

&

skilled

worker

sufficient no. under agreement they may agree as to who is to be given preference.
iii.

Voluntary

organisations:-

Such

as

private

clubs,

social

organisations might also provide employees - handicaps, widow or married women, old person retired hands etc.

iv.

Computer data bank:- When a company desires a particular of employees, job specifications & requirements are fed into a computer when they are matched against the resumed data stored their in.

Selection :-

Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. Selection procedure The selection procedure is concern with securing relevant information about an applicant. This informations is secured in a no. of steps or stages. The objective selection process is to determine weather applicant meets the qualifications for a specific job & to choose the applicants who is mostly likely to perform well in that job. According to Yoder: The hiring process is of one or many 'go. No- go gauges. Candidates are screened by the application of these tools qualified applicants go on to the next hurdle, while the unqualified are eliminated.

Selection processes or activities typically follow a standard pattern beginning with an initial screening interviews & concluding with the final employment decision. The traditional selection process includes preliminary screening interviews completion of application forms employment tests, comprehensive interviews, background investigations physical examination & final employment decision to hire.

Steps involved in selection procedure:There in no short to an accurate evaluation of a candidate. Many employees make use of such techniques and pseudo-science as phrenology, physiognomy, astrology, graphology etc. The following is a popular procedure though it may be modified to suite individual situation. 1. Reception or preliminary the interviews or screening. 2. Application or blank application form. 3. A well conducted interviews to explore the effect and get at the attitude of the applicant. 4. A physical examination-health and stamina are vital factor in success.

5. Physiological testing to explore the surface area and get objective look at candidate suitability for a job. 6. A Reference check. 7. Final selection approval by manager and communication of the decision to the candidate.

RECEPTION

INTIAL OR

PRELIMINARY

INTERVIEWS OR

SCREEN-ING; The initial screening is usually conduct by a special interviews or a high caliber reception in the employment office, when a large number of applicant are available the preliminary interviews is desirable both from the company point of the view and that of the applicant seeking employment. Such interviews are usually short and may be conducted at a desk across a counter or railing &they are known as stand up interview.

APPLICANT BLANK OR APPLICATION FORM; An applicant blank is a traditional widely accepted device for getting information from a prospective applicant which will enable a management to make a proper selection.

The blank provide preliminary information as well as aid in the interview by indicating areas of interest & discussion. Many type of applicant forms. Sometimes very long and comprehensive & sometime brief are used information is generally called on the following items.

WEIGHTED APPLICATION BLANK;

Some company analyse the information on application blank & determine statistically its relation to latter success in the job. The answer is weighted according to the extent of job success. A weighted application form should be established & used with caution.

BIO - DATA;

Some time when a management wants to appoint an existing employees to a higher position, it may ask him to submit his necessary bio- data for consideration at the time of selection or interviews.

PHYSICAL EXAMINATION;

Certain jobs require unusual stamina, strength or tolerance of hard working condition. A Physical examination reveals whether or not a candidate possesses these qualities. REFERENCE CHECK;

reference check is the most selection procedure for it involve only a little time a money of minimum of effort, check bon reference is are made by mail or by telephones occasional in person by using a references form such as that given below witch require specific answer. ORAGANISATION FOR SELECTION ;

1. The applicant will be assured of consideration for a greater variety of job. 2. All the issues pertaining to employment can be cleared through one central location. 3. Duplication of effort is minimized because of centralized selection. With which result in lower hiring costs. 4. Section will be found to be more effective as it is done by specialists trained in staffing techniques.

Significance of selection procedure;Thus selection of personal is a very important function of management. The importance of selection can be 'judged from the following factor. (1) Procurement of skilled worker;- Only the suitable candidates who are fit for the job are sleeted for among he prospective candidates for employment. (2) Reduction in the cost of training:- Proper selection of candidates reduce the cost of training because;a. Qualified personal have better grasping power, they can understand the

techniques of work better & in to time.

(3)

Solution to personal problem. Proper selection of reduces personal

problem in the organisation. Many problems like labour turn over, absenteeism & monotony shall not be experienced in severity in the organisation. Evaluation;- The selection process if properly performed, will

(4)

ensure availability of competent & committed personal. A period audit conducted by people who work independently of the human resource department, will evaluate the effectiveness of the selection process.

Selection: Principles

Underlying the process of selection and the choice of techniques are two key principles: 1. Individual differences: Attracting a wide choice of applicants will be of little use

unless there is a way of measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience etc. 2. Prediction: Recognition of the way in which people differ must be extended to a

prediction of performance in the workplace.

TEST AND CENTERS FOR SELECTION

1. Psychometric Testing: Personality research has lent support to the use

of sophisticated selection techniques such as psychometric tests that have a good record of reliability and validity. Ability tests: these focus on mental abilities (verbal/numerical) and physical skills testing. Right/wrong answers allow applicants to be placed in ranked order.

Inventories: self-report questionnaires indicating traits, intelligence, values, interests, attitudes and preferences. No right/wrong answers but a range of choices between possible answers.

2. E-assessment: On-line testing, or e-assessment, is also used for selection and other HR purposes. Benefits: Online testing enables organizations to test at any time and Benefits: anywhere in the world. It enables the quick processing of applicants. Drawback: Loss of control over the administration of the tests anyone

can be called on to help. 3. Assessment Centres: Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job. They provide a fuller picture by combining a range of techniques.

General methods used include group discussions, role plays and simulations, interviews and tests.

Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates performance against criteria contained within the competency framework. 4.Realistic Job Previews: Applicants have expectations about how the organization will treat them. Recruitment and selection represent an opportunity to clarify these. Realistic job previews (RJPs) provide a means of achieving this.RJPs can take the form of case studies, shadowing, job sampling and videos this enables the

expectations of applicants to become more realistic. RJPs: lower initial expectations, cause some applicants to de-select themselves, increase levels of organization commitment, job satisfaction, performance and job survival.

RECRUITMENT AND SELECTION

Recruitment and selection are vital to the formation of a positive psychological

contract, which provides the basis of organizational commitment and motivation. The attraction and retention of employees is part of the evolving employment

relationship, based on a mutual and reciprocal understanding of expectations.

There are wide variations in recruitment and selection practices, reflecting an

organizations strategy and its philosophy towards the management of people. Progressive HR practices are crucial to a positive psychological contract this

includes attention to effective recruitment and selection practices. Recruitment is the process of identifying that the organisation needs to

employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post.

Training consists of a range of processes involved in making sure that job

holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives.

Recruiting individuals to fill particular posts within a business can be done outside.

either internally by recruitment within the firm, or externally by recruiting people from

The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'.

2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation.

3. Internal promotion acts as an incentive to all staff to work harder within the organisation.

4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'.

The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.

External recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation.

There are a number of stages, which can be used to define and set out the nature of particular jobs for recruitment purposes:

JOB ANALYSIS Job analysis is the process of examining jobs in order to identify the key requirements of each job. A number of important questions need to be explored: The title of the job To whom the employee is responsible

For whom the employee is responsible a simple description of the role and duties of the employee within the organization. Job analysis is used in order to: 1. Choose employees either from the ranks of your existing staff or from the recruitment of new staff. 2. Set out the training requirements of a particular job. 3. Provide information which will help in decision making about the type of equipment and materials to be employed with the job. 4. Identify and profile the experiences of employees in their work tasks (information which can be used as evidence for staff development and promotion). 5. 6. Identify areas of risk and danger at work.

Help in setting rates of pay for job tasks.

Job analysis can be carried out by direct observation of employees at work, by finding out information from interviewing job holders, or by referring to documents such as training manuals. Information can be gleaned directly from the person carrying out a task and/or from their supervisory staff. Some large organizations specifically employ 'job analysts'. In most companies, however, job analysis is expected to be part of the general skills of a training or personnel officer.

Job description A job description will set out how a particular employee will fit into the organization. It will therefore need to set out: a) b) c) d) the title of the job to whom the employee is responsible for whom the employee is responsible a simple description of the role and duties of the employee within the organization. A job description could be used as a job indicator for applicants for a job. Alternatively, it could be used as a guideline for an employee and/or his or her line manager as to his or her role and responsibility within the organization.

Job specification. A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following:

'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business; know how to sell, and to work in a team.'

Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments.

For example, staff appraisal is a means of monitoring staff performance and is a feature of

promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to 'who does what' in a business. Selection involves procedures to identify the most appropriate candidates to fill posts. An effective selection procedure will therefore take into consideration the following:-

keeping the costs of selection down making sure that the skills and qualities being sought have been identified, developing a process for identifying them in candidates making sure that the candidates selected, will want the job, and will stay with the company. Keeping the costs of selection down will involve such factors as holding the interviews in a location, which is accessible to the interviewing panel, and to those being interviewed. The interviewing panel must have available to them all the necessary documentations, such as application forms available to study before the interviews take place. A short list must be made up of suitable candidates, so that the interviews do not have to take place a second time, with new job advertisements being placed. The skills required should have been identified through the process of job analysis, description and specification. It is important then to identify ways of testing whether candidates meet these requirements. Testing this out may involve: interviewing candidates asking them to get involved in simulated work scenarios asking them to provide samples of previous work getting them to fill in personality and intelligence tests giving them real work simulations to test their abilities.

PLACEMENT AND INDUCTION.

INTRODUCTION: - An applicant who clears all the hurdles in the selection procedure is presumably offered a job. Problem of placement arises when the candidate selected for the job comes to join the organisation. Placing the, right man at the right job is as important as hiring the right person. Meaning of placement;Placement is the process of assigning a specific job to each one of the sleeted candidate. In every simple word, placement means sending the newly employed person to some department for work.

According to Piqors & Myers;- " Placement is the determination of the job to which an accepted demand. Principle of placement;(1) The job should be offered to the man according to his qualification. (2) Man should be placed on the job ace. to the requirements of the job. (3) The placement should be ready before the joining date of the newly selected person. (4) The placement in the initial period may be temporary has changes are |likely after the completion of training. Problem of placement1) Independent job; - In independent job, non-overlapping routs or territories | candidates is to be assigned & his assignment to that job. It is a matching of whist the supervisor has reason to think he can do with in the job

are allotted to each employees E.g. in field sales. The objective of placement will be:(a) To fill the job with people who at least the minimum required qualification. (b) People should be placed on the job that will make best possible use of ^there talents, given available job & HR constraints. (2) Dependent job; - Dependent job may be sequential or pooled in sequential job they activities of one employees are dependent on the activities of a fellow employee.

o INDUCTION

- When a new employee join an organisation, he should be welcome as a new member of the organisation & must be helped to get acquainted & adjusted with his fellow employee & work environment. The new employee is a complete stranger to the people, work place environment. Definition;- According to Edwin B Flippo" Induction is the well coming process to make the new employee feel at home & generate in him a feeling of belongingness to the organization

Objective of Induction:(1) To build up the new employees confidence in the organisation in himself so that he may become an efficient employee. (2) To bring an agreement b/w the organisation goals & the personal goals of the organization. (3) To introduce the new worker to the supervisor & the fellow worker with whom he has to work. (4) To create a sense of a security for the worker in his job impressing the idea that fairness to the worker is the inherent policy of the organisation. (5) To give the new employee information regarding company & facilities provided by the company such as cafeterias, locker room, break time etc.

CONTENTS OF INDUCTION PROGRAMME (1) Product and Service. (2) Rules & Regulation. (3) Safety measures. (4) Standing order. (5) Grievance Procedure. (6) Company History. (7) Employee Activities. (8) Personal policies.

ELEMENTS OF GOOD INDUCTION PROGRAMME:-

I) Follow up interview;- A follow up interview should be arranged several

weeks after the employee has been on the job by the supervisor or a representative of the personal department to answer the problem that anew employee have on the job.
II) On the job information; - Further information should be given to the new

employee by the deptt. Concern where he placed on job about job departmental facilities & requirement such as nature of the job

III) Introductory information; - Regarding the history of company & company

product its organization structure. Policies, Rules & Regulations etc.

INDUCTION PROCEDURE

(1) The new person should be given a definite time & place to report. (2) A very important step is that the supervisor the immediate boss should meet & welcome the new employee to organisation. (3) Administrative work should be completed as early as possible. (4) Verbal explanation, usually supplemented by a wide variety of printed mate-rial employee pamphlets etc.

o PROBLEM IN INDUCTION;-

(1) Employee is overwhelmed with too much information in a short time. (2) Employee is confused with a wide variety of forms to be filled (3) Employee is thrown into action too soon. (4) The supervisor who has to induct the employee may not be trained or may be too bossy. (5) Employee is asked to performed dialling jobs where there are high chances of failure that could needlessly discourage the employee

RECRUITMENT PROCESS IN SSR WIRELESS PVT. LTD..

Structure of Employees at SSR WIRELESS PVT. LTD.. The employees at SSR WIRELESS PVT. LTD.. are divided into two categories as mentioned below: Management Staff Workmen

STRUCTURE OF EMPLOYEES\WORKERS AT SSR WIRELESS PVT. LTD.

MANAGEMENT STAFF

WORKMEN

MANAGEMENT STAFF: Management Staff people are structured on the basis of the bands. The various bands used in SSR WIRELESS PVT. LTD.. are as mentioned below: S Band E Band (E1, E2) T Band (T1, T2,T3) P Band (P1, P2,P3) O Band (O1, O2, O3) A Band (A1,A2) K Band (K1,K2,K3) Each band has certain levels within the band such as T-Band has three levels such as T1, T2 and T3. Designations within each band are as follows: BANDS DESIGNATIONS LEVELS

S E T P 0 A K

Vice President Senior General Manager General Manager Deputy General Manager Additional General Manager Senior Manager Manager Associate Manger Deputy Manager Assistant Manager Senior Executive Executive Senior Officer Officer Junior Officer Senior Technical Staff Associate Technical Staff Associate

E2 E1 T3 T2 T1 P3 P2 P1 O3 O2 O1 A2 A1 K3 K2 K1

P O A Band undergoes certain level of test: GENERAL INTELLIGENCE : In general intelligence they check the awareness level of the employee with the outside world plus how spontaneous he is while dealing with things MECHANICAL COMPUTERS: it deals with computer knowledge. WRITTEN ENGLISH: It deals with application test plus how good the employee is in written English basically formal word. Beyond P-band the tests are taken by Head Officer who sits at noida office they undergo ASSESSMENT TEST WHICH INCLUDES:

ASSESSMENT TEST: Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job they are conducted.

They provide a fuller picture by combining a range of techniques.

General methods used include group discussions, role plays and simulations, interviews and tests.

Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates performance against criteria contained within the competency framework.

Significance of selection procedure;Thus selection of personal is a very important function of management. The importance of selection can be 'judged from the following factor. (1) Procurement of skilled worker;- Only the suitable candidates who are fit for the job are sleeted for among he prospective candidates for employment. (2) Reduction in the cost of training:- Proper selection of candidates reduce the

cost of training because;(i) Qualified personal have better grasping power, they can understand the techniques of work better & in to time. (3) Solution to personal problem. Proper selection of reduces personal problem in the organisation. Many problems like labour turn over, absenteeism & monotony shall not be experienced in severity in the organisation. Evaluation;- The selection process if properly performed, will ensure availability of competent & committed personal. A period audit conducted by people who work independently of the human resource department, will evaluate the effectiveness of the selection process. The employees have to undergo two kind of employment formalities: PRE-EMPLOMENT FORMALITIES :-

a) APPLICANT BLANK OR APPLICATION FORM;

An applicant blank

of 12 pages accepted device for getting information from a prospective applicant which will enable a management to make a proper selection.

i.

The blank provide preliminary information as well as aid in the interview by indicating areas of interest & discussion. Many type of applicant forms. Sometimes very long and comprehensive & sometime brief are used information is generally called on the following items.

b. WEIGHTED APPLICATION BLANK;

Godrej company analyse

the information on application blank & determine statistically its relation to latter success in the job. The answer is weighted

according to the extent of job success. A weighted application form is established & used with caution.

c.

BIO - DATA; some time when a management wants to appoint an

existing employees to a higher position, it asks him to submit his necessary bio- data for consideration at the time of selection or interviews including his certificates

d. PHYSICAL EXAMINATION;- the employee had to undergo

physical examination because this job requires unusual stamina, strength or tolerance of hard working condition. A Physical examination reveals whether or not a candidate possesses these qualities.

POST EMPLOYMENT FORMALITIES:Induction: The employee had to undergo the induction procedure where a follow up interview is arranged several weeks after the employee has been on the job by the supervisor or a representative of the personal dept. To answer the problem that a new employee have on the job. Further information is given to the new employee by the dept. Concern where he is placed on job about job departmental facilities & requirement such as nature of the job.

Introduction is given regarding the history of company & company product, its organization structure, Policies, Rules & Regulations etc .submission of photographs: They ask for 5 passport size photographs which have to get attached in the forms further and are generally required for office use

Department allocation: Departments are then further allocated to the employees according to their competencies right job to the right person. Bank account: The Company open the bank accounts of the employees and deliver the money in their account for ease at both sides Need of man power planning: To be able to employee available man power optimally & reduce man power in take to make the company learner, competitive profitable organisation. Process:(1) Intimate to division: Intimation to division is corporate personnel dept issues a circular towards the final stage of annual business plan along with a copy of the procedure & time plan. (2) Reduction;-According to the reduction the annual business plan for each deptt. Function. The deptt. Head feels there additions & reduction for the next year in the man power planning summary sheet. (3) Tentative Summary;- Tentative summary divisional personnel head scrutinizes the man power planning summary sheet for the all deptt. & tentative summary for the division & present to divisional head. (4) Approval of PMC;- The division summary of the man discussed in the PMC for approval. (5) Approval of MP;- Simultaneously, Individual division head discuss their man power summary sheet with the MP & obtain his approval. (6) Compilation by CPP;- CPP compilation the summary sheet & present the company summary to the managing director for advance information. power plan is

Factor to be consider while planning man power;(1) To work out organisation structure & job descriptions & role. (2) Redevelopment planned. (3) Current level of man power turns over. (4) Trend in growth of man power. (5) Addition of new capacity.

RESEAECH METHODOLOGY

Objective of Study

To understand the RECRUITMENT AND SELECTION

process of SSR

WIRELESS PVT. LTD...

To find the various Sources and Techniques of RECRUITMENT AND

SELECTION at SSR WIRELESS PVT. LTD...

objectives.

To

focus

on

importance

of

RECRUITMENT AND SELECTION how it helps to achieve organizational

Scope of the Project

The aim of this project research is to find out the common factors that lead to the recruitment and selection with respect to human resource department as well as measures taken by the organizations in order to recruit and select the suitable candidates.

Every candidate has different potentialities and capabilities.

Therefore process and the methods to recruit and select the candidates for the jobs are differ form company to company.

Research Methodology
Research can be defined as the search for knowledge or any systematic investigation to establish facts. The primary purpose for applied research (as opposed to basic research) is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method, but need not do so. Scientific research relies on the application of the scientific method, a harnessing of curiosity. This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. It makes practical applications possible. Scientific research is funded by public authorities, by charitable organizations and by private groups, including many companies. Scientific research can be subdivided into different classifications according to their academic and application disciplines. Historical research is embodied in the scientific method. The term research is also used to describe an entire collection of information about a particular subject. Superficially the research process can appear to be relatively simple - if you carry out the basic steps methodically and carefully, then you should arrive at useful conclusions. However, the nature of research can be very complex and when you are reading textbooks on research methodology you will come across many unfamiliar words

and terms. We first look at types of research and explain some of the terms.

Types of research The main different types of research can be classified by its purpose, its process and its outcome. These can in turn be broken down further:

The purpose of the research can be classified as:


o

exploratory descriptive analytical Predictive.

The process of the research can be classified as:


o

quantitative Qualitative.

The outcome of the research can be classified as:


o

applied basic or pure action.

Let us look at these in more detail.

Purpose of research

Exploratory research

This is conducted when there are few or no earlier studies to which references can be made for information. The aim is to look for patterns, ideas or hypotheses rather than testing or confirming a hypothesis. In exploratory research the focus is on gaining insights and familiarity with the subject area for more rigorous investigation later. In an undergraduate dissertation it is likely that you will be drawing on previous studies and so pure exploratory research is not generally appropriate for studies at this level it is more appropriate for postgraduate research.

Descriptive research

This describes phenomena as they exist. It is used to identify and obtain information on the characteristics of a particular issue. It may answer such questions as:
o

What is the absentee rate amongst a particular group of workers? What are the feelings of workers faced with redundancy?

The data collected are often quantitative, and statistical techniques are usually used to summarise the information. Descriptive research goes further than exploratory research in examining a problem since it is undertaken to ascertain and describe the characteristics of the issue. An undergraduate dissertation may include descriptive research, but it is likely that it will also include one of the following two types (explanatory or predictive) as you are required in your dissertation to go beyond description and to explain or predict.

Analytical or explanatory research

This is a continuation of descriptive research. The researcher goes beyond merely describing the characteristics, to analyse and explain why or how something is happening. Thus, analytical research aims to understand phenomena by discovering and measuring causal relations among them. It may answer questions such as:
o

How can the number of complaints made by customers be reduced? How can the absentee rate among employees be reduced? Why is the introduction of empowerment is needed?

There is no agreement or consensus between writers on how the word should be defined or interpreted. One reason for this is that research means different things to different people, for example: 2. Children at school research their local environment. 3. People research the times of trains from Waterloo to Paris. 4. Scientists research the effects of genetically modified food. 5. PhD students research and extend knowledge in their subject area. A useful starting point in answering the question is to see how research is defined in a dictionary.

RESEARCH DESIGN

The preparation of the design of the research project, Popularly Known as the research design and it is constitutes the blue print for collection, measurement and analysis of data.

Research design includes an outline of what the researcher will do from writing the hypothesis and its operation implication to the final analysis of data.

Under this project of comparative study the research design is the exploratory research design under which an attempt is made to obtain the relevant result regard to question or problem in hand.

Research design provides the glue that holds the research project together. A design is used to structure the research, to show how all of the major parts of the research project -- the samples or groups, measures, treatments or programs, and methods of assignment -- work together to try to address the central research questions. Here, after a brief introduction to research design, I'll show you how we classify the major types of designs.

A major distinction is between the experimental designs that use random assignment to groups or programs and the quasi-experimental designs that don't use random assignment. [People often confuse what is meant by random selection with the idea of random assignment.

DATA COLLECTION AND ANALYSIS


Manpower Planning 1. Does your company make forecast of future manpower planning requirement? S.NO. OPINION NO. OF RESPONDENT 1. 2. Yes No 30 0 100% 0% PERCENTAGE

Manpower Forcasting
0% Yes No 100%

100% people said that the company makes forecast of future manpower forecasting.

2. Specify the time period(s) for which the estimates are made? S.NO. OPINION NO. OF RESPONDENT 1. 2. 3. 4. 0-2years 2-3years 3-4years 4 & above years 9 6 9 6 30% 20% 30% 20% PERCENTAGE

Time Period for Estimate

20%

30%

0-2years 2-3years 3-4years

30%

20%

4&above years

20% people said that the company specifies 0-2 year for making estimation of forecasting. 30% people said that the company specifies 2-3 years for making estimation. 30% people said that the company specifies 3-4 years for making the estimation of forecasting. 20% people said that the company specifies 4 & above time period for making forecasting.

3. What do you suggest should be the basis of forecasting? S.NO. OPINION NO. OF RESPONDENT 1. Total cost of the project 2. 3. Past experience Different phases of the project 4. All of the above 3 10% 12 9 40% 30% 6 20% PERCENTAGE

Basic Forcasting
Total cost of the project Past experience Different phases of the project All of the above

10% 30%

20%

40%

20% people said that their company forecast on the bases of Total cost of the project. 40% people said that the company forecast on the bases of past experiences. 30% people said that the company forecast on the bases of the Different phases of the project. 10% people said that the company forecast on the bases on of the above

4. Does your organization plan the recruitment policy?

S.NO.

OPINION

NO. OF RESPONDENT

PERCENTAGE

1. 2.

Yes No

30 0

100% 0%

Written Recriutment Policy


0% Yes No 100%

100% people said that the plan the requirement policy.

5. Do you think the present recruitment policy is helpful in achieving the goals of the company? S.NO. OPINION NO. OF RESPONDENT 1. 2. 3. Yes No To some extent 15 6 9 50% 20% 30% PERCENTAGE

Recruitment Policy

30% 50% 20%

Yes No To some extent

50% people said that the companys recruitment policy is helpful in achieving the goals. 20% people said that the companys recruitment policy is not helpful in achieving the goals. 30% people said that the companys recruitment policy is helpful to some extent in achieving the goals.

6. Does the companys recruitment policy enable to identify the following areas?

S.NO.

OPINION

NO. OF RESPONDENT

PERCENTAGE

1.

Recruitment needs of the organization

20%

2.

Preferred sources of recruitment

30%

3.

Appropriate criteria for selection

30%

4.

Identification of the cost of recruitment


R ecruitm t P licy en o

20%

2% 0

2% 0

R cru e t n e s o e itm n e d f th o a iza n e rg n tio P fe d so rce o re rre u s f re itm n cru e t A p p te crite fo p ro ria ria r se ctio le n Id n e tifica n o th co tio f e st o re itm n f cru e t

3% 0

3% 0

20% people said that the companys recruitment policy enables to identify the recruitment needs of the company. 30% people said that the companys recruitment policy enables to identify the preferred sources of recruitment. 30% people said that the companys recruitment policy enables to identify the appropriate criteria for selection. 20% people said that the companys recruitment policy enables to identify the identification of cost of recruitment.

7. Through which source your organizations recruit the employees?

S.NO.

OPINION

NO. OF RESPONDENT

PERCENTAGE

1. 2. 3.

Internally Externally Both

6 18 6

20% 60% 20%

Sources of Recruitment

20%

20% Internally Externally Both 60%

20% people said that the company recruits the employee from the internal sources. 60% people said that the company recruits the employee from the external sources. 20% people said that the company recruits the employee from the both sources.

Findings Of The Study

The SSR WIRELESS PVT. Ltd. is adhering all possible

norms & regulations of Govt. regarding the wages & salary. The company also conducts psychological tastes which

provides psychological base to the company. Recruitment & Selection is structured. The company provides training and development programs to

the employees properly. The company organizes Isolation camps for the recreational

activities.

CONCLUSION AND SUGGESTION

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE The following are the suggestions received from the respondents of the questionnaire. These suggestions are based on their awareness regarding the Recruitment and Selection procedure. 1. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates. 2. In the organization where summer/in-plant/management training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views. 3. Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease. 4. Company should follow all the steps of recruitment and selection for the selection of the candidates. 5. Selection process should be less time consuming. interesting. There must be proper communication between the Interviewer and the Interviewee any the time of interview. 7. Evaluation and control of recruitment and selection should be done fair judgment. 8. Methods used for selection of candidates should be done carefully and systematically 9. The attainment of goals and objective of any organization depend on the type and quality of its manpower. To have right type of men at right job and at right time, the recruitment and selection procedure should be fair and impartial. 10. This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it. 6. The interview should not be boring, monotonous. It should be made

11. Internet recruitment must be promoted so that if in some area the information about recruiting the new employees or filling of new vacancies may be known to them. And with this the organization would also recruit the right job, which would result in lower labor turnover.

CONCLUSIONS
Based on the analysis through the questionnaire responses the following is the conclusion of the study. The organization follows the rules and regulation involved in their Recruitment and Selection Procedure of the organization. However, there is some scope for improvement with regard to following: 1. The managers are fully satisfied with the existing Recruitment and Selection procedure. 2. The recruitment and Selection procedure should not be lengthy. 3. To some extent a clear picture of required candidates should be made in order to search for appropriate candidates. 4. The Recruitment and Selection procedure should be impartial.

QUESTIONNAIRE

SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND SELECTION

DEAR Respondent, We are conducting a survey on the managerial satisfaction level for the RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be very valuable in conducting the survey. Please answer the following questions with a () in the appropriate boxes: MANPOWER PLANNING: 1. Does your company make forecast of future manpower planning requirement? (a). Yes (b). No 2. If yes, then please specify the time period(s) for which the estimates are made? (a). 0-2 years (c). 3-4 years (b). 2-3 years (d). 4&above years.

3. What do you suggest should be the basis of forecasting?

(a). Total cost of project (b). Past experience (c). Different phases of project (d). All of the above RECRUITMENT POLICY: 4. Does your organization plan the recruitment policy? (a). Yes (b). No

5. Do you think the present recruitment policy is helpful in achieving the goals of the company? (a). Yes (b). No (c). To some extent

6. Does the companys recruitment policy enable to identify the following areas? (a). Recruitment needs of the organization (b). Preferred sources of recruitment (c). Appropriate criteria for selection (d). Identification of the cost of recruitment

SOURCES OF RECRUITMENT: 7. Through which source your organizations recruit the employees? (a). Internally (b). Externally (c). Both

8. Which of the following external sources you choose for the recruitment of the employees? (a). Employee Exchanges Consultants (b). Private Employee Agencies (c). Campus Requirements (d). Advertisements (f). Any other.

LATEST TECHNIQUES OF RECRUITMENT 9. Do your organization recruit employees through latest method of recruitment through Internet: (a). Yes (b). No

10. If yes then the company use own web site or this purpose. (a). Yes (b). No

11. Does your company hire the service portal? (a). Yes (b). No

12. If yes, which service portal your organization has hired? (a). naukri.com (b). jobseek.com (c). jobs ahead.com (d). Any other

13. Is Internet recruitment is effective in your opinion? (a). Yes (b). No

RECRUITMENT OF SUMMER/IN PLANT TRAINEES 14. Is there any provision for recruitment of summer/in plant trainees? (a). Yes (b). No (c). To some extent

15. How much number of employees you train in a year? (a). 5-10 (b). 10-15 (c). 15& above

16. Is there any facility for absorbing the trainees in your organization?

(a). Yes

(b). No

SELECTION POLICY 17. Which type of technique is used for selecting the Employees? (a). Interview (b). Reference (c). Test (c). Any other..

18. Which type of technique is used for interview? (a). Structured (b). Unstructured (c). Both

19. Which type of tests are used in selection of an employee? (a). Intelligence Test (b). Aptitude Test (c). Interest Test (d). Personality Test (e). Proficiency Test (f). All of the above

FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:

20. Is there any provision for evaluation and control of recruitment and selection process? (a). Yes (b). No

21. Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job? (a). Yes (b). No (c). To some extent

BIBLIOGRAPHY

SITES: http://www.talbros.com www.google.com www.wikipedia.com

BOOKS: Rao, V.S.O: HUMAN RESOURCE MANAGEMENT , Excel Books, New Delhi, 2005 Dessler, Gary: HUMAN RESOURCE MANAGEMENT, Kalyani Publisher, New Delhi, 2005 Gupta, Shashi K & Joshi, Rosy HUMAN RESOURCE MANAGEMENT , Kalyani Publisher, New Delhi, 2007