ARKA JAIN UNIVERSITY JHARKHAND

Est Under Jharkhand State Private University Act

ASSESSMENT ON BUSINESS DEVELOPMENT IN PROFESSIONBEAT COMPANY”

A SUMMER INTERNSHIP PROJECT

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENTS

OF ARKA JAIN UNIVERSITY

For the award of the degree of

BACHELOR OF BUSINESS ADMINSTRATION

Submitted By
KHUSHI KUMARI
AJU\210822

Under the Guidance of

ABHISHEK UPADHYAY Assistant professor

2021-2024
School of Commerce and Management, ARKA JAIN UNIVERSITY

1
 DECELERATION BY THE STUDENT
I , KHUSHI KUMARI, hereby declare the project titled “ASSESSMENT OF
RECRUITMENT AND SELECTION PROCESS” , has been carried out by me
‘SUMMER INTERNSHIP PROJECT’ and is hereby submitted in the partial
fulfillment of the requirements of ARKA JAIN UNIVERSITY for the award of the
degree of Bachelor of Business Administration.

To the best of my knowledge, the project undertaken, has been carried out by me
and is my original work. The contents of this report are authentic and this report
has been submitted to ARKA JAIN UNIVERSITY, JAMSHEDPUR and it has been not
submitted elsewhere for the award of any Certificate/ Degree/ Diploma etc…

Signature of the student,

Name of the student: KHUSHI KUMARI
University Enrollment Number: AJU/210822
B.B.A (2021-2024)

2
 CERTIFICATE OF APPROVAL

This Summer Internship of “KHUSHI KUMARI” titled “ASSESSMENT OF

RECRUITMENT AND SELECTION PROCESS” is approved in quality and form and
has been found to be fit for the partial fulfillment of requirement of ARKA JAIN
UNIVERSITY for the award of the degree Bachelor of Business Administration:

Department of B.B.A
School of Commerce and Management
ARKA JAIN UNIVERSITY
APPROVAL OF THE EXAMINER

Approval of Program Coordinator Approval of the

Dean

3
 CERTIFICATE FROM THE FACULTY MENTOR

This is certify that KHUSHI KUMARI, of ARKA JAIN UNIVERSITY, AJU/210822, a

student of BBA (2021-2024), has undertaken Summer Internship Title
“ASSESSMENT OF RECRUITMENT AND SELECTION PROCESS” for the partial
fulfillment of the requirement of ARKA JAIN UNIVERSITY for the award of the
degree Bachelor of Business Administration, under my supervision.

Signature of the Faculty Mentor,

Name of the Faculty Mentor: ABHISHEK UPADHYAY
Designation of the Faculty Mentor: ASSISTANT PROFESSOR

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 ACKNOWLEDGEMENT

I take this opportunity to thank my faculty mentor ABHISHEK UPADHYAY,

ASSISTANT PROFESSOR, SCHOOL OF COMMERCE AND MANAGEMENT, ARKA
JAIN UNIVERSITY, JAMSHEDPUR for his valuable guidance, closely supervising this
work over the helpful suggestions, which help me to complete the report properly
and present.

More importantly, his valuable advice and support helped me to put some
creative efforts on my project. He has really been an inspiration and driving force
for me constantly enriched my row ideas with his vast experience and
knowledge.

Specially, I would also like to give my special thanks to my parents whose blessing
and love enabled me to complete this work properly as well.

Name of the Student: KHUSHI KUMARI

University Enrollment Number: AJU/210822
B.B.A (2021-2024)

5
Chapter No. Chapter Name Page No.

Chapter- 1 Executive Summary 7

Chapter- 2 Introduction of the Topic 8

Chapter- 3 Review of Literature 12

Chapter- 4 Projects Objectives 21

Chapter- 5 Research Methodology 22

Chapter- 5.1 Selection of the topic 22

Chapter- 5.2 Nature of the Study 22

Chapter- 5.3 Scope of the Study 23

Chapter- 5.4 Sampling Procedure and design 23

Chapter- 5.5 Method of Data Collection 23

Chapter- 5.6 Limitations 23

Data Analysis and

Chapter- 6 Interpretation 25

Chapter- 7 Findings 38

Chapter- 8 Conclusions 39

Chapter- 9 Recommendation 40

Chapter- 10 Bibliography 41

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 CHAPTER:1
Executive Summary
I have assigned to complete internship report on “Recruitment and Selection process” of SINZO
COMPANY under the guidance of Mr.Abhishek Upadhyay.
“Recruitment and Selection process” is a segment of human resource process; As such I have
selected this topic to make it clear, I have divided this report in some sub segments. As a young
intern in a reputed sector like “SINZO COMPANY”. I tried my best to go through their
Recruitment and Selection process within little tenure of 30 days.
The report starts with a general introduction “SINZO COMPANY” as well as it purpose, scope
and limitations. Then this report proceeds onto the preliminary talk about “SINZO COMPANY”.
Than this report proceeds with the job part, where the job which is done by me is discussed.
After that I continue to main focus “SINZO COMPANY” “ Recruitment and Selection process”
describing the different steps of it. The first part is manpower requisition and each department
gives requisition according to its HR planning to HR department.
Following steps are arranging written exams, taking one or more interviews and finally the
medical checkup. A detail elaboration of Selection of best candidates is added in the projects
part and contributions in HR department for selecting the most eligible employee for SINZO
COMPANY has been highlighted. In this report some other important topics of their HR division
are also discussed like HR hierarchy, the environment within the organization and
accommodation of a pull of candidates. After completion of report it can easily say that
efficient, competent and active part in “Recruitment and Selection process” take a company to
the peak of success.

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 CHAPTER:2
Introduction

This is an internship report. BBA course requires a 30 days attachment with an organization
followed by a report assigned by the supervisor in the organization and endorsed by the faculty
advisor. I took the opportunity to do my internship in Nagpur “ SINZO COMPANY ”.

Background of the Study

There is no doubt that the world of work is rapidly changing. As a part of an organization then,
HRM must be equipped to deals with the effect of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce
diversity. Changing skill requirements, continuous improvement, initiative contingent
workforce, decentralized work sites and employees improvement are the issue for confront.
Now it is a big challenge for the HRM to support the organization by providing the best
personnel for the suitable position in shortest possible time. Starting with recognizing the
vacancies and planning for them is a great task. Moreover selecting attracting the suitable
candidates and selecting the best person in time is challenge
The cost of the recruitment is significant. So, proper planning and formulate those plan is the
task that requires more focus and improvement. Equal opportunity and sourcing is also a vital
part. Realizing this need we tried to find the differences and similarities between theoretical
aspects with the practical steps taken by the company. We took an attempt to demonstrate the
feature for the further improvement.

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 Company overview

Background of SINZO COMPANY

SINZO is Nagpur-based social media venture with mastery in digital modifications to grow
industries on the internet and innovation to help enterprises influence digital procedures and
excel in their business. We offer innovative & effective solvents as per your business
requirements to make your business well built. Moving ahead in a quality-driven manner,
SINZO has embossed its accomplishment prints in the E-business world.

Digital and Development

Digital

People are spending more and more on Internet not only the time but also money. Our marketing
campaigns focuses on effective outcomes. We provide best Digital Marketing services in
Nagpur, with effective ROI we are offering best to our clients.

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Development

From building to developing is our methodology, in Nagpur we are offering cost effective Web
Development, Software Development, Mobile App Development services on quiet reasonable
price

Digital and Development

Digital
People are spending more and more on Internet not only the time but also money. Our
marketing campaigns focuses on effective outcomes. We provide best Digital Marketing
services in Nagpur, with effective ROI we are offering best to our clients.

Development

From building to developing is our methodology, in Nagpur we are offering cost effective Web
Development, Software Development, Mobile App Development services on quiet reasonable
price.

10
Video And Graphics

SOCIAL MEDIA VIDEO PRODUCTION

Social media is more popular than ever and we will help Business and Influencers to get the
most out of your online presence. You’re a busy businessman, owner or a new influencer while
you know social media is important, you just don’t have the time to put in. Branded social
media videos will help your business through different things like, increase website traffic,
increase visibility, and increase that “Awesome” factor necessary to grow you and your
business.
Offering you best Social media video solutions at SINZO.

Job part
I am working there as intern so, I don’t have to handle any core responsibilities. I only look after
the supporting work, post the job in various portal, screening the resume and thereafter calling
interviews for selecting candidates, coordinating interviews, coordinate and help new
employees to complete joining procedure and main work is to maintain the data of the
employee in the Google sheet

Observations

 Hr division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants.
 In this process there is no nepotism so there are higher possibilities to be
selected without having any backup.
 When they search for any experienced people they give more concentration on
previous experienced, educational experience, length of service so they can
selected the most suitable experienced people.

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  When they selected entry level candidates than they concentrated more on
proactiveness, creativeness, idea which is the related to the post.
 In the time of calling the candidates for interviews, if the candidates missed
then the officer try hard to inform them.
 HR selected the candidates from a pull of application so that they can choose
most suitable candidates.

CHAPTER:3

Literature Review
Recruitment and Selection Process

History of Human Resource Management

The history of Human Resource Management is the strategic and coherent approach to the
management of an organization most value asset- people working there who individually and
collectively contribute to the achievement of the objective of the business. The term Human
Resource Management and Human Resource ( HR) have largely replaced the term “personal
management” as a description of the process involved in managing people in organizations.
Human Resource Management is evolving rapidly. Human Resource Management is both an
academic theory and a business practices that addresses the theoretical and practical
techniques of managing a workforce. Human Resource Management has its roots in the late
and early 1990s. When there are less labor then there are more working with machinery. The
scientific Management movement began. This movement was started by Frederick Taylor when

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he wrote about it a book titled “ The Principle of Scientific Management”. The book stated ‘ The
principle object of Management’ should be to secure the maximum prosperity for the
employer, couple with the maximum prosperity for each employee. “ Taylor believed that the
Management should use the techniques use by scientists to research and test work skills to
improve the efficiency of the workforce. Also around the same time the industrial welfare
movement. This was usually a voluntary effort by employer to improve the condition in their
factories. The effort also extended into the employee’s life outside of the workplace. The
employer would try to provide assistance to employees to purchase a home, medical care, or
assistance for education. The human relations movement is the major influence of the modern
Human Resource Management. The movement focused on how employees group behavior and
how employees feeling. This movement was influenced by the Hawthorne Studies.
Functional Area of HRM

 Human Resource Auditing

 Human resource strategic planning
 Human resource planning
 Manpower planning
 Recruitment/ Selection
 Induction
 Orientation
 Training
 Management development
 Compensation development
 Performance appraisal
 Performance Management
 Carrier Planning/ Development
 Coaching
 Counseling
 Staff amenities planning
 Event Management
 Succession planning
 Talent Management
 Safety Management
 Staff communications
 Reward

Recruitment

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Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job at an organization or firm. It is undertaken by recruiters. It may be also undertaken by
an employment agency or a member of Staff at the business or organization looking for
recruits.

Job Analysis
The proper start to a recruitment effort is to problem a job analysis, to document the actual
or intended recruitment of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the
search. Oftentimes a company will have job descriptions that represent a historical
collection of tasks performed in the past. These job descriptions need to be reviewed or
updated prior to a recruitment effort to reflect present day recruitment. Starting
recruitment with an accurate job analysis and job description ensures the recruitment effort
start of on a proper track for success

Sourcing
Sourcing involving the following steps
Internal Sources
The most common internal sources of internal recruitment are
1. Personal Recommendation
2. Notice board
3. Newsletters
4. Memoranda

1. Personal References
The existing employees will probably know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching them may be highly efficient method of
recruitment but will almost certainly offend other workers who would have wished to have
been considered for the job. To keep employees satisfied they can apply. Also any one else
who is likely to be interested is told about it as well so that they can apply for the job.

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2. Notice board
This is the convenient and simple method of passing on important messages to the existing
staff. A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff
will probably not learn the vacancy in this way either because the notice board poorly
located or is full of outdated notice that they don’t bother to look at it, as they assume
there is nothing new to find out. A notice board must be ensured that it us well sited.
Wherever it is been placed it should be certain that it seen by everyone. It means there will
be equal opportunity to see to it and this happens when they know that just important
topical notice are on display. Attention must be paid to the design and content to the notice
if it is to catch the eye and make the employee read on and they want to apply for the job.
3. Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their
staff to read. It is hopped that latest company news sheet is read avidly by all staff thus
ensuring that every one is aware of the job opportunity advertised in it. Unfortunately this
is not always so, because it is sometimes not circulated widely enough and employees may
find it boring and choose not to read it. Newsletters can be utilized as the source of
recruitment of it is convinced that everybody will see a copy.
4. Memorandum
Possibly the way of circulating news of the job vacancy is to send memorandum to
department manager to read out to the team or to write all employees perhaps enclosing
memorandum in wage pockets if appropriate. However it can be a time consuming process
to contact staff individually, especially if there is a large workforce. It should also be kept in
mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.

External Sources:
There are many sources to choose from if you are seeking to recruit from outside the
company
1. Word of mouth
2. Notices
3. Job Centers
4. Private agencies and consultants
5. Education institutions
6. The press

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 7. Radio
8. Television
Two or three points discussed below
1) Word of mouth
Existing employees may have friends and relatives who would likely to apply for his job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never used Word of
mouth as sole or initial source of recruitment if the work force is wholly or predominantly of
one sex and racial group. Also employing friends and relative of present employees may be
imprudent because it is not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is simple and often offer looked method of
advertising a job vacancy. They should be seen by large number of passersby’s some actively
looking for work. It can also be inexpensive without a notice varying from a carefully hand
written post card up to a professionally produced poster. Pay attention to the appearance and
contents of the notice if it is intended that it is applied for the right people.
3) Job Centers
Most large towns have a job Center which offers employers are free recruitment services, trying
to match their vacancies to job seekers. Staff will note information about a post and the types
of persons sought and then advertise the vacancies of the notice board within their premises.
Job Centers employees can further help if requested to do so by issuing and assessing
applications form and thus weeding out those applicants who are obviously unsuitable for this
position. Shortlisted candidates are then sent out for the employer to interview on his business
premises.

Recruiting internally and externally

Internal recruiting:
Recruiting from among the existing work force offers many advantages. Seeing your employees
to work on a day to day basis will enable you to evaluate their particular strengths and
weaknesses accurately and choose the most suitable person for the position. When the
company recruit from within the organization the employees will feel important and highly
valued since it appears that the organization immediately turns to them whenever the vacancy
occur. Their work rate and performance should improve as well as they will realize that

16
increasing job opportunities are available to them if they are industrious and successful at their
job. However any method as its own merits and demerits.
Merits

 It improves the morale of the employees

 The employees is in better position to evaluate those presently employed then outside
conditions.
 It promotes loyalty among the employees, for its gives them a sense of job security and
opportunities of advancement.
 These people are tried and can be relied upon.
Demerits

 It often leads to inbreeding and discouraged new blood from entering into an
organization.
 There are possibilities that internal source may “ dry up” and it may be difficult to find
the requisite personnel from within the organization.
 No innovation are made no new thinking so on new inputs which is very much essential
for the growth of the organization.
 Usually promotion are based on seniority so the danger is that really capable hand may
not be chosen.

External Recruiting:
When a company is involved in large expansion and is more oriented towards achieving high
growth and high market share, with more focus on quality of the products and high customer
satisfaction then it is inevitable for any organization to go for external recruiting. External
Recruiting is nothing but recruiting the people in your organization from outside the company.
It will help the company to make best use of other sources that are lying outside the
organization like for example campus recruits is an effective and efficient way of recruiting
when a company wants a new minds that are more creative and go- getters for any task. If a
company wants to concentrate only its on core activities and wants to relieve the burden of the
task of recruitment then the more feasible options would be third party recruiting or recruiting
processing outsourcing RPO. The experienced person but unemployed can be recruited into
the company which may reduce the training cost if they are from same industry. Retired and
experienced people can yield more by enhancing the prior experience in new business
situations.

Merits

17
  New entrant to the labor force i.e., young mostly inexperienced potential employees
fresh graduates and post graduates can be taken and mould in accordance with
company’s culture.
 External recruiting results in best selection from the large sources.
 In the long run these sources proves economical because potential employees do not
extra training.
 Many different ways of recruiting is available.
 The excess application generated for current requirements may be utilized for future
vacancies.
Demerits

 Extra time is required by the people to adjust themselves to the present working
situation.
 If the recruiting is done from large sources then it will be more time taking as the
application generated are more and short listing becomes critical.
 Cost of recruiting will be comparatively more than internal recruiting.
 Sometime it creates employees dissatisfaction as there may be mismatch between the
employees expectations with the company and the company expectations with the
employees.
Before making a choice and making decisions as to which source should be adopted for
recruiting both the sources should be thoroughly assessed and must be studied carefully the
wide variety of individual sources of recruitment that are available whether internal and
external. Before choosing any sources make sure that it give answer as yes to these following
questions.

Recruiting mistakes
There are number of methods companies should avoid when putting their recruitment plans
into practice. For instance, many businesses have the necessary talent within their
organization, but are to busy looking outside to recruit the skilled employees they already have.
Others try to look for a mirror replacement to the employees they have to lost, duplicate with
the same attitude and skill, when companies can benefit more from employees with new
experience and outlooks on the position. Some employees forget to include their employees in
the recruitment process, or attempt to find the “ perfect” employees without noticing the
talents of the job seekers they interview.

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Selection
Employees Selection is the process of putting right men on right job. It is procedure of
matching organizational recruitment with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidates for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employees turnover problems. By selecting right
candidates for required job, organization will also save time and money. Proper screening of
candidates take place during selection procedure. All the potential candidates who apply for
the given job are tested.
But Selection must be differentiated from recruitment, though these are two phase of
employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While
Selection is negative process as the inappropriate candidates are rejected here. Recruitment
proceeds Selection in staffing process. Selection involves choosing the best candidates with
best abilities, skills and knowledge for the required job.

Essential of Selection procedure

The Selection process can be successful if the following requirements are satisfied:
1. Some should have the authority to select. This authority comes from the employment
requisition as developed by an analysis of the workload and workforce.
2. There must be some standard of personnel with which a perspective employed may be
compared i.e., a comprehensive job description and job specifications should be
available beforehand.
3. There must be sufficient number of applicants from whom the required number of
employees may be selected.

PROCESS OF SELECTION

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The employees Selection process takes place in following order-

1. Preliminary Interview: The preliminary interview is also called as a screening interview

wherein those candidates are eliminated from the further selection process who do not
meet the minimum eligibility criteria as required by the organization.
Here, the individuals are checked for their academic qualifications, skill sets, family
backgrounds and their interest in working with the firm. The preliminary interview is
less formal and is basically done to weed out the unsuitable candidates very much
before proceeding with a full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview he is

required to fill in the application form in the prescribed format. This application contains
the candidate data such as age, qualification, experience, etc. This information helps the
interviewer to get the fair idea about the candidate and formulate questions to get
more information about him.
3. Screening Applications: Once the applications are received, these are screened by the
screening committee, who then prepare a list of those applicants whom they find
suitable for the interviews. The shortlisting criteria could be the age, sex, qualification,
experience of an individual. Once the list is prepared, the qualified candidates are called
for the interview either through a registered mail or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an individual,
several tests are conducted. Such as intelligence tests, aptitude tests, interest tests,

20
 psychological tests, personality tests, etc. These tests are conducted to judge the
suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is conducted to gain
more insights about him. Here, the interviewer asks questions from the applicant to
discover more about him and to give him the accurate picture of the kind of a job he is
required to perform.
Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to
understand the candidate’s expectations from the job and also his communication skills
along with the confidence level can be checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate to
cross check the authenticity of the information provided by him. These references could
be from the education institute from where the candidate has completed his studies or
from his previous employment where he was formerly engaged. These references are
checked to know the conduct and behaviour of an individual and also his potential of
learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are
checked to ensure that he is capable of performing the job. In some organizations, the
medical examination is done at the very beginning of the selection process while in
some cases it is done after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The medical
examination is an important step in the selection process as it helps in ascertaining the
applicant’s physical ability to fulfill the job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process
is given the appointment letter to join the firm.

CHAPTER:4

Project Objectives

To get right person at right place and in right time, the organization should have the specific
and clear policies and requirements and selections methods which are essential for the
growth of the organization.

 To analyze the actual requirements process

21
  To find whether the existing processes of requirements and selections are taking
place scientifically or not.
 To review the importance and needs of requirements and selections process.
 State, explain and evaluate various methods of recruitment.

CHAPTER:5

Research methodology

Introduction

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The research was done in order to understand the requirements and selections process and
perception of the employees from all the cadres regarding it. To know how an organization
performs in terms of productivity and this should be directly proportional to qualify and
quantity of its human resource. In order to get the right kind of people in the right place in the
right time the organization should have the specific and clear personnel, policies and
recruitment method which are essential for the growth of the organization.

Hence it was necessary to conduct a research on the process

CHAPTER: 5.1

Selection of the topic

The present topic selected is very relevant because Recruitment is a key responsibility of the HR
department. While HR works in many areas including employee engagement, employee
development, statutory compliance, data management and many others, one of the key areas
of focus for HR is to attract, select and on board suitable candidates for the organization.

CHAPTER: 5.2

Need of the Study

The need for the process may be due to the following reason.

 Vacancies due to promotion, transfer, retirement, termination, permanent disability,

death and labor turnover.
 Creation of new vacancies due to the growth, expansion, and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job
specifications.

CHAPTER: 5.3

Scope of the Study

The scope of the Study is undertaken in organization, where to determine the recruitment
process and procedures followed here. Also to check whether the Study ensures the right

23
procedure in followed in the recruitment and selection process and also to gain my knowledge
in this area of study.

CHAPTER: 5.4

Sampling Procedure and Design

 Data collection: Primary Data and Secondary Data

 Research Techniques: Descriptive
 Data type: Exploratory

CHAPTER: 5.5

Methods of Data Collection

The primary method of Data Collection was the questionnaire method which was circulated to
the sample undertaken and the information was collected with its help. Also a general
discussion with the employees helped to gain information regarding the study. The secondary
source used to collect data was the company’s policy manual which contains the policy related
to the topic.

CHAPTER: 5.6

Limitations of the Study

This study also includes some limitations which have been discussed as follows:

1. The employees and candidates proves a limitation because of difficulty in generalization.

2. To collect the data from various companies been quite difficult due to non-cooperation
of some companies. This proved to be major limitations of the Study.
3. To access such a large number of employees were difficult because of non-cooperation
attitude of respondents.
4. There was a limitations in this research study. The maximum efforts were made to
overcome these limitations in the study.

24
 CHAPTER: 6

Data Analysis and Interpretation

25
Data Analysis

Observations made during the study and analysis of the company policy

 Sometimes screening will be done by telephonic interview which is conducted by the HR

department.
 The candidate will be filtered based on merit and experience.
 The company is recruiting its manpower through consultancy also. The consultancy will
be selected based on the process used by them before sending the candidates to the
company.
 The company is tie up with job portal. This is helpful for the process of recruitment in
collection of resumes.
 The candidates will be selected based on the communication at the time of interview.
Subject knowledge is also essential based on types of the vacancies.
 The time lag between recruitment and placing will be done within one month.
 Rejected candidates will be intimated and their profile will be kept in data bank for a
period of six month.

1. The recruitment and selection process of company meets the current legal
requirements.

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Response Percenta
Pattern Remark ge

Strongly
Agree 10 19%

Agree 30 59%

No opinion 7 14%

disagree 2 4%

Strongly
disagree 2 4%
Strongly Agree Agree No opinion
disagree Strongly disagree
Interpretation:

Near about 20% of the respondents are strongly agree with the statement that recruitment and
selection process of company meets the current legal requirements, and 60% are agree only so,
total 80% of the respondents are in favor that the process of recruitment and selection meets
the current legal requirements.

Observation:

The process of recruitment and selection which is followed by the company is helpful to meet
the company’s manpower requirement.

2. Recruitment and selection policy of company is clearly stated:

27
Response Percenta
Pattern Remark ge

Strongly
Agree 13 25%

Agree 30 59%

No opinion 5 10%

disagree 2 4%

Strongly
disagree 1 2%

Strongly Agree Agree No opinion

disagree Strongly disagree

Interpretation:

The question was raised to know that employees are aware about the company’s requirements
and selections policy or not. Near about 85% are agreed that the recruitment and selection
policy is clearly stated and only 8% are disagree.

Observation:

So the recruitment and selection policy of company is clearly stated but it requires little bit
change. But the company policy should be updated time to time.

3. Internal source is better for company

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Response Percenta
Pattern Remark ge

Strongly
Agree 18 35%

Agree 19 37%

No opinion 11 22%

disagree 2 4%

Strongly
disagree 1 2%

Strongly Agree Agree No opinion

disagree Strongly disagree

Interpretation:

As per the respondents response near about 70% are agree with the statement that internal
source se better for company, 22% having no response and 6% are disagree with the statement.

Observation:

After analysis it is better to get the manpower by internal source as they are aware about the
candidates skills and behavior but sometimes company will not get the right candidates.

4. External source is better for company

Response Percenta
Pattern Remark ge

Strongly 2 4%

29
Agree

Agree 15 30%

No opinion 4 8%

disagree 20 40%

Strongly
disagree 9 18%

Strongly Agree Agree No opinion

disagree Strongly disagree

Interpretation:

Near about 55% are disagree with the statement that external source is better for company’s
recruitment process and about 34% are in favor of this statement.

Observation:

From this question respondents are satisfied with the internal source but some are not satisfied
and they preferred external source.

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 5. I feel scarcity of manpower at my working place

Strongly Agree Agree No opinion

disagree Strongly disagree

Response Percenta
Pattern Remark ge

Strongly
Agree 5 10%

Agree 5 10%

No opinion 13 25%

disagree 22 43%

Strongly
disagree 6 12%

Interpretation:

Near about 60% are disagree with the statement, means they are not feeling scarcity of
manpower and only 20% are agree with this statement.

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Observation:

This show that HR department fulfill all the requirements of human resource in the organization
as soon as required. But as some are disagree with this statement means the recruitment
process needs change.

6. I feel that the right job is being performed by the deserved person at my working
environment.

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Response Percenta
Pattern Remark ge

Strongly
Agree 9 17%

Agree 22 43%

No opinion 9 18%

disagree 7 14%

Strongly
disagree 4 8%

Strongly Agree Agree No opinion

disagree Strongly disagree

Interpretation:

It is very important for any organization to recruit skilled manpower, to achieve its business
target. The question was raised to know the opinions the right job is performed by right person.
So 60% are agree and near about 20% are disagree.

Observation:

This shows company is recruiting right candidates for right job but some respondents are
disagree so selection process need improvement and proper verification of recruitee.

7. The employee’s competency matches with the job specifications.

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 Respo
nse
Patter Percenta
n Remark ge

Strongly Agree 1 2%

Agree 20 39%

No opinion 21 41%

disagree 5 10%

Strongly
Strongly Agree Agree No opinion
disagree 4 8%
disagree Strongly disagree

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no
opinion this means they are not aware about their competencies.

Observation:

This interpret ate that company’s recruitment process is helpful in getting right candidates for
right job but as per of the some respondents dissatisfaction the recruitment should more filter.

8. To what extent you are satisfied with the external source (job portals) for recruitment
process.

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Response Percenta
Pattern Remark ge

Strongly
Agree 3 7%

Agree 4 9%

No opinion 22 49%
Strongly Agree Agree No opinion
disagree disagree
15 33%Strongly disagree

Strongly
disagree 1 2%

Interpretation:

Some respondents are satisfied with the external source of recruitment. It is observed that
most of the candidates are recruited through “References” or other internal source and about
50% have no opinion the external source like job portals, consultancies.

9. To what extent you are satisfied with the employee’s reference for recruitment process.

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Response Percenta
Pattern Remark ge

Strongly
Agree 10 20%

Agree 20 40%

No opinion 2 4%

disagree 11 22%

Strongly
disagree 7 14%
Strongly Agree Agree No opinion
disagree Strongly disagree
Interpretation:

60% of respondents are in favor of the statement that they are satisfied with the employee’s
referral, this helps in getting known candidates as company knows the skill and behavior of the
recruitee. But near about 35% are disagree with the statement so, recruitment process need
good external sources for recruitment process.

10. To what extent the selection procedure followed for your recruitment is suitable to your
job.

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 Strongly Agree Agree No opinion disagree Strongly disagree

Interpretation:

Near about 70% of the candidates are satisfied with the selection procedure and this shows
right person is in right job but near about 30% are not satisfied so this shows the selection
process also needs some changes.

CHAPTER: 7

Findings

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After a thorough study and discussion of the companies recruitment and selection policy, to
know its effectiveness in the organization a self designed questionnaire has been prepared to
gather the views of employees.

These are the findings:

1. The process of recruitment and selection which is followed by the company is helpful to
meet the company’s manpower recruitment to some extent.
2. The recruitment and selection policy of company is cleared started but no updation
according to the company’s objective.
3. Company is highly dependent on employee’s referrals for higher positions and for lower
cost company prefers job portals and outsourcing.
4. Company is recruiting right candidates for right job but some respondents are disagree
so selection process needs improvement and proper verification of recruitee.
5. Candidates are not timely informed for their selection also for their rejection.
6. To much time taken by the HPD in recruiting some important urgent posts.
7. Some respondents are satisfied with the external source of recruitment, it is observed
that most of the candidates are recruited through “References” or other internal source
and about 50% have no opinion the external source like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are aware
about the candidates skills and behavior but sometimes company will not get right
candidates.

CHAPTER: 8

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 CONCLUSION

Recruitment is the process of searching for perspectives employees and stimulating and
encouraging them to apply for jobs in an organization. And selection is selecting the right
candidates at the right time in the right person.

Employees of Fewlogics are satisfied with the current/existing recruitment and selection
process. Fewlogics is recruiting their employees mainly through consultancies are the mediator
between the organization and the candidates as it’s the requirements of employees as well as
the organization. Fewlogics recruits their employees in a decentralized way.

Also Fewlogics has to consider internet sources of recruitment of employees so that it could
motivate the employees. Employees are also well aware about the various sources and
methods of recruitment and selection. Fewlogics has to implement innovative techniques in
selection process like group discussions, stress interview, etc.

CHAPTER:9

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 RECOMMENDATION

After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the
associate the following suggests are made to the company for further improvement of the
policy.

1. The organization should not major clear job description is given to the candidates at the
time of interview itself, to avoid disappointment after joining.
2. The candidates should be informed in time whether they have been selected or not.
There should not be any delay in informing the candidates.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve the recruitment
process.
5. The employees should be called for the only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost
involved in the recruitment process.
6. Depend on the application as the major source for the details of the candidates for
recruitment purpose. It should also consider other sources which could provide them
better options.
7. Follow up to be done to the newly engaged employees to ensure that they have settled
in and to check on how well they are doing. If they have any problems it is better to
identify them at an early stages rather than allowing them to faster.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good candidates.

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 CHAPTER:10

BIBLIOGRAPHY

Name of the book Author

Personnel/Human Resource David A. DeCenzo

Management ( Third Edition)

Personnel/Human resource Stephen P. Robbins

Management ( Third Edition)

Personnel and Human P. Subba Rao

Resources Management

Organizational Behavior Dr. Varma & Agarwal

Research Methodology C.R. Kothari

Website:

 www.sinzo.biz
 www.management.org
 www.citrhr.com

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