RESEARCH PROJECT ON

“ RECRUITMENT AND SELECTION PROCESS IN

FLOVEL ENERGY PVT. LTD.”

Submitted to:

J.C. BOSE UNIVERSITY OF SCIENCE & TECHNOLOGY , YMCA, FARIDABAD

DEPARTMENT OF MANAGEMENT STUDIES
FOR PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF MBA
(MASTER OF BUSINESS ADMINISTRATION)
2021-2023

SUBMITTED BY
Alka
Roll Number: 21035701005
Course: MBA
UNDER THE SUPERVISION OF
Ms. Ranjana Katyal
Assistant Professor

Department of Management Studies

NGF College of Engineering and Technology, Palwal

1
 DECLARATION

I Alka, do hereby declare that this project is submitted by me for partial fulfilment of the
Master of Business Administration from NGF College of Engineering and Technology,
Faridabad. The project report is exclusively prepared by me and has not been submitted
to any other Institution or published anywhere before.

Alka

2
 ACKNOWLEDGEMENT

I would like to sincerely appreciate to the individuals who give me guidance, advices,
opinions and support throughout the entire research project has done. Thus, I only can
complete my research efficiently and effectively..
Ms. Ranjana Katyal my faculty guide who has always given a right way to accomplish the
report and also provided some valuable ideas and suggestion to enhance me to complete the
research smoothly and successfully.
The teachers of Department of Management Studies, Dr. Manpreet Kaur, Miss. Akanksha
kathuria and Mr. Tilak Dev who all have given different ideas to make more presentable
report with different tools and techniques of research methodology.
Moreover, I would like to appreciate to my college, especially Mr.Ashwani Prabhakar
(CEO, NGFCET, Palwal) and Dr. Sharat Kaushik (Director-principal), NGFCET, (Palwal)
for giving me this valuable opportunity to carry out this research project before I post
graduate from the university. I have gained a lot of experience, knowledge and information
which are related to carry out the research. Otherwise, we would also like to thanks for our
classmates for their coordination, valuable assistance and sharing knowledge about the
research project and also their supportive actions. Therefore, this can help us carried out our
research project more easily and running smoothly.

Alka
S21MBA005

3
 NGF COLLEGE OF ENGINEERING AND TECHNOLOGY ,PALWAL
DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that Alka Registration Number 21035701005 ,has completed the research
project report titled” Recruitment and Selection Process” under my supervision in partial of the
requirement for the award for the degree of MASTER OF BUSINESS ADMINISTRATION
(MBA)

Ms. Ranjana Katyal

Assistant professor (NGFCET)

4
 TABLE OF CONTENT

CHAPTER TOPICS PAGE

NO.

CHAPTER 1 INTRODUCTION 7

1.1 COMPANY PROFILE 8

2..1 LITERATURE REVIEW 14
CHAPTER 2
2.2INTRODUCTION TO THE TOPIC 17
2.3 CONCEPT: RECRUITMENT 18

2.4 CONCEPT: SELECTION 24

CHAPTER 3 RESEARCH METHODOLOGY 33

3.1 OBJECTIVE OF THE STUDY 34

3.2 RESEARCH DESIGN 36

3.3 DATA SOURCES 38

3.4 SAMPLE DESIGN 39

CHAPTER 4 DATA ANALYSIS & INTERPRETATION 40

CHAPTER 5 CONTRIBUTION & LEARNING FROM THE STUDY 61

5.1 FINDINGS 62

5.2 CONCLUSION 63

5.3 RECOMMENDATIONS 64

54 BIBLIOGRAPHY 65

5.5 APPENDICES 66

5
LIST OF PICTURES :-

TABLE NO. PARTICULAR PAGE NO.

TABLE NO. 1.1 A FEPTINTRODUCTION 7

TABLE NO. 1.1 B PRODUCTS OVERVIEW 10

TABLE NO. 1.4 C DIFFERENCE B/W RECRUITMENT & SELECTION 28

LIST OF FIGURES:-

FIGURE NO. PARTICULAR PAGE NO.

FIG. NO. 1.2A RECRUITMENT & SELECTION 14

FIG.NO. 1.3A CONCEPT- RECRUITMENT 15
FIG. NO. 1.3B RECRUITMENT PROCESS 16
FIG. NO. 1.3C FACTORS AFFECTIONG RECRUITMENT 17
FIG. NO. 1.4A CONCEPT-SELECTION 18
FIG. NO. 1.4B OUTCOMES OF SELECTION DECISION 20
FIG. NO. 1.4C SELECTION PROCESS 22
FIG. NO. 1.4D SOURCES OF RECRUITMENT IN FEPT 25
FIG. NO. 1.4E CAMPUS RECRUITMENT 26
FIG. NO. 1.4F CAMPUS HIRING CATEGORIES 30
FIG. NO. 1.4G CAMPUS RECRUITMENT PROCESS 38
FIG. NO. 1.4H LATERAL RECRUITMENT 41
FIG. NO. 1.4I LATERAL PROCESS 43
FIG. NO. 1.4J ALL INDIA TEST 45
FIG. NO. 2.2A STEPS IN RESEARCH PROCESS 52
FIG. NO. 3.1A ANALYSIS & INTERPRETATION OF DATA 58

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 CHAPTER- 1

COMPANY
INTRODUCTION

7
 INTRODUCTION

FLOVEL ENERGY PVT LTD

FLOVEL name has been synonymous with the Hydropower sector for
over four decades. FLOVEL is a manufacturer of Hydraulic Turbines &
Valves, a full-line supplier of Electromechanical Equipment &
Services for Small & Medium Hydropower plants including
Renovation, Modernisation, Upgrading and after-market services for
existing power plants and ranks amongst the leading players
globally. Let's turn the wheel of time

8
 MISSION:-

The main objectives/Missions of FEPL are:

At FLOVEL, customer comes first. We work closely with our customers to deliver optimal solutions by
deploying cutting-edge technologies. Our custom-solutions are tailored for maximum performance and
reliable operations. We build sustainable relationships by exceeding customer expectations, bringing the
advantage on your side.

Contracting
9
» No hidden clauses
» Dedicated point of contact
Solution development
» Collaborative approach
» Fully equipped, technologically advanced design facilities
Product manufacturing
» State-of-the-art manufacturing facilities
» Global standard quality checks & processes
Project implementation
» On-time as guaranteed delivery
» Faster response time to issues
Post-implementation
» High plant availability
» Quick response to any issue

VISION:-

“OUR VISION IS TO BE A TECHNOLOGY LEADER, AND TO BE AMONGST THE TOP

HYDROPOWER EQUIPMENT MANUFACTURERS GLOBALLY, BY LEVERAGING
TECHNOLOGICAL AND COMMERCIAL ACUMEN, TO EXCEED CUSTOMER EXPECTATION AND
TO BE THE MOST RESPECTED BRAND.

10
FLOVEL ENERGY PRIVATE LIMITED

FLOVEL, started in 1971, is now 50+ years young. It has been a challenging journey of achieving
success through sheer commitment, integrity and technological excellence, and we are very proud of
that. Today our 300+ projects executed across the world are helping build a greener world and to
commemorate the milestone, celebrate our success and acknowledge the most important part of the
journey, our people, we had our Golden Jubilee event last week.

At FLOVEL, we take great pride in our contribution to the three key aspects of the modern
world: Technology, Energy and Environment. Over four decades of our existence has led to 245+
Hydropower plants worldwide with combined capacity of over 5,000 MW, delivering clean energy and
preserving the environment.

We have constantly invested in Technology with a world-class design and manufacturing set-up gea red
to produce high performance products to the exacting standards required. Our human capital gives us the
edge, bridging the twain worlds of Technological possibility and customer’s business requirements.

There are no compromises, no second-best in the world of FLOVEL. We remain committed to

excellence, integrity and ushering in a better world everyday.

 RESEARCH & DEVELOPMENT

“Innovation” is the keyword of success in our business. It is our priority to invest time and money into
research, development and innovation. Combination of state of the art technology and quality is the base
for our leadership position. It is our responsibility to deliver solutions with the best interest of customers
in our mind.
 QUALITY & CERTIFICATIONS

FLOVEL is certified for Integrated Management Systems, which includes:

 ISO:9001
 ISO:14001
 OHSAS 18001
 CE Certification

11
  From water to wire

FLOVEL believes in customer delight. With its technological expertise and senior management’s
commitment it brings the Small & Medium Hydro projects alive on time, with maximum performance
and minimum downtime. Our customers are glad to have chosen FLOVEL for their Hydropower project.

 Optimum Technology Deployment

 Single source
 Relationship oriented
 On time delivery
 Small & Medium Hydro – upto 60 MW
 300 projects executed across 13 countries
 650+ units delivered
 300+ employees
 6,000 MW capacity served

 Product overview
FLOVEL is manufacturing complete range of Hydraulic turbines (Pelton, Francis, Kaplan, Axial flow
units) upto 1,000 meter head and 100 m3/sec discharge. These turbines are manufactured to the highest
quality standard and designed for optimal performance and high reliability.

12
 PRODUCTS

 PELTON TURBINES

For high head applications

Pelton Turbine is an impulse turbine used primarily for applications with high head and small flows.
FLOVEL’s Pelton turbines are based on decades of know-how and state-of-the-art technology. These
Pelton turbines guarantee the highest operating efficiency and reliability.

 FRANCIS TURBINES

For medium head applications

Francis Turbine is a reaction turbine used primarily for applications with medium head and large
flows. FLOVEL’s Francis turbines are based on decades of know-how and state-of-the-art technology.
These Francis turbines guarantee the highest operating efficiency and reliability.

 PLAN TURBINES

For low head applications

Kaplan Turbine is a reaction turbine used primarily for applications with low head and large flows.
FLOVEL’s Kaplan turbines are based on decades of know-how and state-of-the-art technology. These
Kaplan turbines guarantee the highest operating efficiency and reliability.

 AXIAL FLOW

 For very low head applications

Axial Flow units are used primarily for applications with low head and large flows. FLOVEL’s Axial
Flow units are based on decades of know-how and state-of-the-art technology. These Axial Flow units
guarantee the highest operating efficiency and reliability.

13
  VALVES

FLOVEL manufactures full range of Valves under its joint venture with TB Hydro, Poland. These
valves are manufactured by JV company TB Hydro Flovel Valves Private Limited.

TYPES
 Butterfly Valves
 Spherical / Ball Valves
 Pressure Relief Valves etc.

14
 CHAPTER 2
LITERATURE REVIEW

15
Edwin Flippo

Defines Recruitment and selection process as “A process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.”
In simpler terms, recruitment and selection are concurrent processes and are void without each other.
They significantly differ from each other and are essential constituents of the organization. It helps in
discovering the potential and capabilities of applicants for expected or actual organizational vacancies. It
is a link between the jobs and those seeking jobs.

Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize
on techniques of recruitment and selection and outline the benefits of interviews, assessment and
psychometric examinations as employee selection process.
They further stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making, formal selection and
training (Korsten 2003).

16
Work by Taher et al. (2000):

Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-value
activities in a recruitment and selection process. The strategic manpower planning of a company,
training and development programme, performance appraisal, reward system and industrial relations,
was also appropriately outlined in the study. This study was based on the fact that efficient HR planning
is an essence of organization success, which flows naturally into employee recruitment and selection
(Taher et al. 2000). Therefore, demand rather than supply must be the prime focus of the recruitment and
selection process and a greater emphasis must be put on planning, supervising and control rather than
mediation.

Work by Jackson et al. (2009) and Bratton and Gold (1999):

As discussed by Jackson et al. (2009), Human resource management approaches in any business
organization are developed to meet corporate objectives and materialization of strategic plans via
training and development of personnel to attain the ultimate goal of improving organizational
performance as well as profits. The nature of recruitment and selection for a company that is pursuing
HRM approach is influenced by the state of the labour market and their strength within it. Furthermore,
it is necessary for such companies to monitor how the state of labour market connects with potential
recruits via the projection of an image which will have an effect on and reinforce applicant expectations.
Work of Bratton & Gold (1999) suggest that organizations are now developing models of the kind of
employees they desire to recruit, and to recognize how far applicants correspond to their models by
means of reliable and valid techniques of selection.

17
 CHAPTER 3

INTRODUCTION TO THE
TOPIC

18
 INTRODUCTION

FIG. NO. - 1.2A

Recruitment and selection are two important functions of human resource management. It
includes finding, developing prospective employees and attracting them to apply for jobs in
an organization.

Selection is the process of finding out the most suitable candidate to the job. Recruitment is
the first stage in the process which continues with selection and ends with the placement of
candidate.

Recruitment facilitates in acquiring the number and the types of people necessary to ensure
continued operations of the organizations .Recruitment is finding the potential applicants for
actual or anticipated org vacancies thus, it acts as link in bringing together the people with
jobs and those seating jobs.

The purpose of recruitment is to identify suitable man power to meet the job requirements
and job specifications. It is the most important function of personnel administration on the
other hand selection is concerned with securing right information about the applicant.

19
 FIG. NO. - 1.3A

CONCEPT – RECRUITMENT

INTRODUCTION:-

Successful human resource should identify human resource needs in the organization.
Recruitment is the discovering of potential candidates for actual or anticipated organizational
vacancies. Or, from another perspective, it is a linking activity bringing together those with
jobs to fill and those seeking job. The ideal recruitment effort will attract a large number of
qualified applicants who will take the job if it is offered. It should also provide information so
that unqualified applicants can self select themselves out of job candidacy; this is, a good
recruiting program should attract the qualified and not attract the unqualified. This dual
objective will minimize the cost of processing unqualified candidates.

MEANING:-

Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employee effective measures to attracting that manpower in
adequate number to facilitate effective selection of an effective workforce.

DEFINITION:–

“Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization.” - Edwin Flippo.

20
 FACTORS AFFECTING RECRUITMENT:-

Recruitment is naturally subject to influence of several factors. These include

external as well internal forces

Recruitment

Internal External
factor factor

Recruitme Size of the Supply & Unemploy Labour Political-

HRP Cost
nt Policy firm demand ement rate Market social

FIG. NO. - 1.3C

SOURCES OF RECRUITMENT:-

Every organization has the option of choosing the candidates for its recruitment processes
from TWO kinds of sources:- internal and external sources.

The sources within the organization itself to fill a position are known as the
INTERNAL SOURCES of recruitment.

Recruitment candidates from all the other sources are known as the EXTERNAL SOURCES
of recruitment.

21
METHODS OF INTERNAL AND EXTERNAL SOURCES:-

Methods of internal sources:-

1. Transfers:-

Transfer involves shifting of persons from present jobs to other similar jobs. These do
not involve any change in rank, responsibility or prestige. The numbers of persons do
not increase with transfers.

2. Promotions:-

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions falling vacant may be filled up
from within the organization. A promotion does not increase the number of persons in
the organization.

3. Present Employees:-

The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.

22
Methods of External Sources:-

1. Advertisement:-

It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality.

2. Employment Exchanges:-

Employment exchanges in India are run by the Government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment.

3. Schools, Colleges and Universities:-

Direct recruitment from educational institutions for certain jobs which require
technical or professional qualification has become a common practice Junior level
executives or managerial trainees may be recruited in this way.

4. Recommendation of Existing Employees:-

The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to assist
them in getting applications from persons who are known to them.

5. Factory Gates:-

Certain workers present themselves at the factory gate every day for employment.
This method of recruitment is very popular in India for unskilled or semi-skilled
labour. The desirable candidates are selected by the first line supervisors.

23
RECENT TRENDS IN RECRUITMENT:-

1. Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs
of the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing
people for them and make available personnel to various companies as per their needs.

2. Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry.

3. E-Recruitment
Many big organizations use Internet as a source of recruitment. E- Recruitment is the
use of technology to assist the recruitment process. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet.

RECRUITMENT ACTIVITIES:-

• Sourcing

• Shorting

• Interview and candidate offer

• Onboarding

• Forms (Joining form )And tools ( TALEO, ERP)

• Antecedent verification ( Back ground verification )

24
 FIG.1.4A

CONCEPT – SELECTION
It is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.

Finding the interested candidates who have submitted their profiles for a particular job is the
process of recruitment, and choosing the best and most suitable candidates among them is the
process of selection. It results in elimination of unsuitable candidates. It follows scientific
techniques for the appropriate choice of a person for the job.

Outcomes of selection decision:-

Selection Decision

Accept Reject
Job Performance

Correct Decision Reject Error

Unsucces Success
ful

Accept Error Correct Decision

sful

FIG. NO. - 1.4B

25
 Correct Selection Decisions are those where the candidate was predicted to be
successful in advance and prove to be successful on the job. At times the applicant is
predicted to be unsuccessful and, as expected, performs unsatisfactorily after getting
selected. While in the first case, the worker is successfully accepted; in the later the
worker is successfully rejected.
Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.

SELECTION PROCESS:-

The Selection is a process of picking the right candidate with prerequisite qualifications
and capabilities to fill the jobs in the organization.

The Employee selection Process takes place in following order:-

preliminary application
written tests
interview blanks

appointment medical employment

letter examination interview

FIG. NO.- 1.4C

26
1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and
family background, competencies and interests of the candidate are examined.

2. Application blanks- The candidates who clear the preliminary interview are required
to fill application blank. It contains data record of the candidates such as details about
age, qualifications, reason for leaving previous job, experience, etc.

3. Written Tests- Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used
to objectively assess the potential candidate. They should not be biased.

4. Employment Interviews- It is a one to one interaction between the interviewer and

the potential candidate. It is used to find whether the candidate is best suited for the
required job or not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews may be biased at
times. Such interviews should be conducted properly.

5. Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.

6. Appointment Letter- A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter.

27
 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.

Objective It encourages large number of It attempts at rejecting unsuitable

Candidates for a job. candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

TABLE NO. - 1.4C

28
 RECRUITMENT AND SELECTION IN FLOVEL ENERGY
PVT. LTD.:-

Sources of Recruitment in FEPT:

Lateral
Campus recruitment
recruitment All india
test

FIG. NO. - 1.4D

1).CAMPUS RECRUITMENT:

 Selected empanelled campus.

2).LATERAL RECRUITMENT:

 Consultants.
 Job sites.
 Employee referrals

3).ALL INDIA TEST

29
 CAMPUS RECRUITMENT

FIG. NO. - 1.4E

INTRODUCTION:-

Campus recruitment:-campus interview is the program conducted within educational

institutes or in a common place to provide jobs to students pursuing or in the stage of
completing the programme. In this programme, industries visit the colleges to select students
depending on their ability to work, capability, focus and aim.

MEANING:-

Campus Recruitment refers to the process whereby employers undertake an organised

program of attracting and hiring students who are about to graduate from schools, colleges,
and universities.

• Graduate recruitment programs are widespread in most of the developed world.

Employers commonly attend campuses to promote employment vacancies and career
opportunities to students who are considering their options following graduation. In
the United Kingdom, the process of employers visiting a series of universities to
promote themselves is called the milk round.

30
 • Selection methods used by employers include interviews, aptitude tests, role plays,
written assessments, group discussions and presentations.

• Many schools, colleges and universities provide their students with independent
advice via a careers advisory service which is staffed by professional careers advisors.

ADVANTAGES OF CAMPUS RECRUITMENT:-

1. You Can Provide Low Salaries To Them:

 As they are new in the industry and based on their experience Level they are less
expensive than the professional experienced ones. Give them money according to
their talents and abilities.

 More over fresh graduates rarely complain of greater salary than experienced ones. So
if you are just a start-up company hire the fresh one for cost effective factor.

2. New Views And Perspective:

The new interns haven’t been to the old and repeated industry before. They are the new and
fresh graduates who have done few internships but never have been too deep in the new
world.

3. Fresh Graduates Are More Serious Towards Work:

 Graduates are new to their work which is the initial point or starting off their career.
So that’s why they tend to get very serious with their job and pay more attention to
their work.
 The old employees or experienced one take it easy because of their past experience.
That may result in a slow work and lazy result.

31
  But the fresh ones are always serious and are willing to do overtime and take more
projects to grab the attention of the people around them and to let them know of their
talent and skills. This is the reason the work done will be ampler.

4. They Are Enthusiastic Learners.

 Nothing can beat a learner at any stage. If a person wants to learn and do things
differently than others, then success comes easily for the company.

 Fresh graduates are still undergoing the learning stage. So there are practically a lot of
things that can be taught to them and in return get amazing results for the company.

 If fresh graduates are handled properly, they will work practically more than the
experienced ones. And they are the most eager people to learn about anything and
everything.

32
 LATERAL RECRUITMENT

FIG. NO. - 1.4H

Lateral Recruitment:-
Lateral recruitment from an organization prospective translates into a talent acquisition
usually at the incumbents existing level and span of operations. This recruitment is generally
done form the same industry or a competition company. It’s a strategic hire which in turn
would be able to quickly contribute towards set goal or an outcome company defines for a
specific role within the organization with minimal training.

Definition:-

Lateral move means movement at the same level/horizontal level

• Lateral recruitment process brings on the table relevant technical & soft skills.
Additionally this incumbent would also be well networked with industry connects.
Which is why this is one of the most prevalent hiring practices.
• For a successful Lateral Hiring it’s important that following search parameters are
clearly identified and defined basis organization goal and industry best practices.
These would be broadly divided into two categories

33
CHAPTER- 4
RESEARCH
METHODOLOGY

34
OBJECTIVE OF THE STUDY:-

The basic objective of this report is to recruitment and source of recruitment process:-

 To understand the recruitment process of FEPT.

 To know the sources of recruitment in FEPT.
 To understand and learn practical implementations of recruitment at FEPT
 To know the satisfaction level of employees with the recruitment process at FEPT.

RESEARCH METHODOLOGY:-
Research methodology is a careful investigation or inquiry and especially for search for new
fact in any branch of knowledge is called a research methodology.
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusions about
research data. Keeping in view the objectives of the study, data is collected from different
sources. The purpose of this section is to describe the methodology carried out to complete
the work. The methodology plays a dominant role in any research work. The effectiveness of
any research work depends upon the correctness and effectiveness of the research
methodology.

35
STEPS IN RESEARCH PROCESS:-

FIG. NO. - 2.2A

36
 RESEARCH DESIGN

A research design is purely & simply the framework or plan for a study that guides the
collection and analysis of the data. A good research design has the characteristics problem
definition, specific methods of data collection and analysis time required for research project
and estimate of expenses to be incurred. Research design is the arrangement of conditions for
collection and analyzing data in a manner that aims to combine relevance to research purpose
with economy in procedure. The present project is an exploratory type of research. It helps
to gain a new insight into the problem.

There are two types of research design:-

1. Exploratory Research:-
This is a preliminary phase and is essential in order to obtain a proper definition of problem at
hand. The major emphasis is on the discovery of ideas and insights.

2. Descriptive Research Design:-

Descriptive research design is the one that simply describes something such as demographic
characteristics of customers who use the sample. This study is typically guided by an initial
hypothesis.

3. Sampling Plan:-
Sampling plan is the method is which I had taken a sample of respondents.

4. Sample Unit:-
All categories of people are taken as the Service is used by everyone. Many customers are
studied questionnaire forms and also personal interviewing of various related people.

37
5. Sample Size:-

The present project has been completed taking 20 units in Flovel Energy PVT. LTD..

6.Sampling Method:-
Sampling method is two types
(A) Probability Sampling
Probability Sampling is a sampling technique in which sample from a larger population are
chosen using a method based on the theory of probability. For a participant to be considered
as a probability sample, he/she must be selected using a random selection.

(B)Non Probability Sampling

In non probability sampling the chance of any particular unit In the population being selected
is unknown since randomness is not involved in the selection process on estimates of the

38
 DATA COLLECTION SOURCES:

Primary Data:

The data that is collected first hand by someone specifically for the purpose of facilitating the
study is known as primary data. So in this research the data is collected from respondents
through QUESTIONNAIRE.

PRIMARY SOURCES

The data required for the study has been collected from-

QUESTIONNAIRE survey among the employees of FLOVEL ENERGY

PVT. LTD..

PERSONAL INTERVIEWS with the company representatives

regarding recruitment and selection practices in organization.

Advantages of the Primary data collection method

1. Primary data can be collected from a number of ways.

2. Primary data is current and it can better give a realistic view to the researcher about
the topic under consideration. It provides unbiased information.
3. It is economical.

Secondary Data:

Secondary data refer to information gathered from the FEPT documents, interest
website, organizational report. Such data can be internal or external to the organization
and accessed through the Internet or perusal of recorded or published information.

39
SECONDARY SOURCES:

The secondary data has been collected from:

 Internet, website
 Organizational reports
 Case studies
 Books

Advantages to the secondary data collection method.

1. It saves time that would otherwise be spent collecting data.

2. It provides a larger database usually than what would be possible to collect on
ones own.

SAMPLE DESIGN

 Sample element/ Sample unit:- Our sample consists of HR department employees of

Flovel Energy PVT. LTD..
 Sample Extent: - FEPT
 Time Frame: - 2 Months.
 Sampling Technique:-Convenience and judgmental sampling.
 Sample Size: - 50 employees of FEPT.

40
 CHAPTER 5

ANALYSIS &
INTERPRETATION OF
DATA

41
FIG. NO. – 3.1A

The objectives of the project are such that both Primary and Secondary Data is required to
achieved them. To collect the primary data for the report questionnaire was prepared in a
view to study the recruitment and selection process of FEPT. To do the needful, a sample size
of 50 employees were taken. After data collection, it was complied, classified tabulated with
the help of computer. Then the task of drawing inferences was accomplished with the help of
percentages and graphical method.

42
 Section-1: Demographics

1. Employees were given questionnaire to fill-up their gender.

The respondents were requested to fill their Gender. The result is displayed in table form
and pie chart is prepared.

Table 3.2: Showing Gender of the Respondents

Gender No of Respondents % of Respondents

Male 28 56%

Female 22 44%

Total 50 100%

"Gender of Respondents"

Female, 22, 44%

Male, 28, 56%
Male

Female

Source: Primary Data

INTERPRETATION: Above table shows 56% of the respondents in the data collection
were males and 44% of the respondent were females. The gender is displayed graphically
using pie chart. It shows that majority of the respondents were males.

43
 2. Age of Respondents
The age was divided in to five different groups and respondents were requested to specify
which age group they belong. The result is displayed in table form and pie chart is
prepared.

Table 3.3: Showing age of the respondents

Age of Respondents Number of Respondents % of Respondents

Below 25 Years 28 56%

Between 25-35 Years 6 12%

Between 35-45 Years 10 20%

Between 45-55 Years 4 8%

Above 55 Years 2 4%

"Age of Respondents"
Above 55 years, 2,
Between 45-55 4%
years, 4, 8%

Below 25 years
Between 35-45 Below 25 years, 28,
years, 10, 20% 56% Between25-35 Years

Between 35-45 years

Between25-35
Years, 6, 12% Between 45-55 years

Above 55 years

Source: Primary Data

INTERPRETATION: Above table shows 56% of the respondents in the data collection
were below age of 25 years, between 25 to 35 years of age percentage of respondents were
12% and between 35-45 years of age percentage of respondents 20%, between 45 to 55 the
percentage of respondents were found to be 8% and rest of the respondents of more than 55
and their percentage were 4%. The age of the respondents is displayed graphically using pie
chart. It shows that majority of the respondents were below age of 25.

44
 3. Qualification of Respondents
The respondents were requested to enter their qualification details. The result is displayed in
table form and pie chart is prepared.

Table 3.4: Showing qualification of the respondents

Qualification of Number of Respondents % of Respondents

Respondents

Diploma 15 30%

Graduate 25 50%

Post Graduate 10 20%

"Qualification of Respondents"

Post Graduate, 10,

20%
Diploma, 15, 30% Diploma

Graduate

Post Graduate

Graduate, 25, 50%

Source: Primary Data

INTERPRETATION: Above table shows 30% of the respondents in the data collection
were with diploma as educational qualification and 50% of the respondent were found to be
graduates. The total number of Post graduates were 20% The educational qualifications of the
respondents is displayed graphically using pie chart. It shows that majority of the respondents
were graduate in the study.

45
 4. Respondent’s Department
The respondents were requested to fill their department. The result is displayed in table form
and pie chart is prepared.
Table 3.5: Showing work area of the respondents

Division Number of Respondents % of Respondents

Sales and Marketing 12 24%

Operations 20 44%

Accounting & Finance 5 10%

Research & Development 4 4%

Staffing & Recruitment 9 18%

"Department of Respondents"
Staffing Sales &
&Recruitment, 9, distribution , 12,
Research &
18% 24%
Development, 4,
8%
Sales & distribution

Oprations, 20, Oprations

Accounting &
Finance, 5, 10% 40% Accounting & Finance
Research & Development
Staffing &Recruitment

Source: Primary Data

INTERPRETATION: Above table shows 24% of the respondents in the data collection
were working in Sales and Marking Division. 44% of the participants in the training were
from Operations area. There are 10% from Accounting & Finance, 4% of the participants
from Research and Development area. 18% of the participants in the training were from
staffing and recruitment area. The division of the respondents is displayed graphically using
pie chart. It shows that majority of the participants in the training were from operations.

46
 SECTION 2:-

Q1. Is there a well-defined Recruitment Policy in FEPT?

S.No. Options No. of respondent Percentage

1 Strongly agree 30 60%

2 Agree 16 32%

3 Disagree 4 8%

4 Can’t say 0 0%

"Recruitment Policy"
can't say , 0,
disagree, 4, 8% 0%

stongly agree
agree, 16, 32%
stongly agree ,
agree
30, 60%
disagree

can't say

INTERPRETATION:

An organization must have a well-defined recruitment policy corresponding to the company

and vacancy requirements. 60% employees Strongly agree that the organization’s recruitment
policy is well defined and 32% employee agree that FEPT recruitment policy is well defined
and 8% employees Disagree that the organization’s recruitment policy is well defined.
Majority of employees feels that policy is well defined which is a great morale victory on the
part of management.

47
Q2. Do you agree that a good recruitment policy plays a key factor in the working of an
FEPT?

S.no. Options No. of respondent Percentage

1 Strongly agree 32 64%

2 Agree 9 18%

3 Disagree 7 14%

4 Can’t say 2 4%

"Recruitment Policy"
disagree, 7, can't say , 2,
14% 4%

stongly agree
agree, 9, 18% agree
stongly agree ,
32, 64% disagree

can't say

INTERPRETATION:

From the above pie chart, we can observe that, 64% members of total respondents are
strongly agreed that the good recruitment policy plays a key factor in the working of an
organization. 18% members of total respondents are agreed that the good recruitment policy
plays a key factor in the working of an organization 14% members of total respondents
disagreed that the good recruitment policy plays a key factor in the working of an
organization and 4% of the member cant’ say anything about recruitment policy.

48
Q3. Is FEPT maximum time going for outsourcing?

S.no. Options No. of respondent Percentage

1 Strongly agree 25 50%

2 Agree 17 34%

3 Disagree 5 10%

4 Can’t say 3 6%

"Outsourcing"

disagree, 5, can't say , 3,

10% 6%

stongly agree
agree
stongly agree ,
disagree
agree, 17, 34% 25, 50%
can't say

INTERPRETATION:

50% employees strongly agree that the FEPT maximum time going for outsourcing and 34%
employees agree that FEPT maximum time going for outsourcing and 10% employees
disagree that FEPT maximum time going for outsourcing and 6% employees can’t say
anything about outsourcing. Majority of employees feels that FEPT is going for outsourcing
which is a great morale victory on the part of management.

49
Q4 Do you think the present selection process is feasible for selecting the employees?

S.no. Options No. of respondent Percentage

1 Strongly agree 28 56%

2 Agree 15 30%

3 Disagree 4 8%

4 Can’t say 3 6%

"Selection Process"
can't say , 3,
disagree, 4, 8% 6%

stongly agree
agree
agree, 15, 30%
stongly agree , disagree
28, 56%
can't say

INTERPRETATION:

Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment. Responding to selection process 56% employees
strongly agree that the present selection process is not feasible for selecting the employees
and 30% Employees agree that the present selection process is feasible for selecting the
employees and 8% employees disagree that the present selection process is feasible for
selecting the employees and 6% employees can’t say anything about selection process of
FEPT.

50
Q5: Is it necessary to have work experience from a Manufacturing Company for
applying to FEPT?

S.no. Options No. of respondent Percentage

1 Strongly agree 30 60%

2 Agree 15 30%

3 Disagree 5 10%

4 Can’t say 0 0%

"Work Experience"
disagree, 5, can't say , 0,
10% 0%

stongly agree
agree, 15, 30%
agree
stongly agree , disagree
30, 60%
can't say

INTERPRETATION:

“Yes” it is necessary to have work experience from a manufacturing company for applying to
FEPT. Majority of 60% employees strongly agreed that experience must for job in FEPT and
30% employees agree that experience must required for FEPT job and only 10% employees
disagree that experience required for job in FEPT.

51
Q6) Is the physical examination necessary after final interviews?

S.no. Options No. of respondent Percentage

1 Strongly agree 22 44%

2 Agree 15 30%

3 Disagree 8 16%

4 Can’t say 5 10%

"Physical Examination"
can't say , 5,
10%

disagree, 8,
16% stongly agree , stongly agree
22, 44%
agree
disagree
agree, 15, 30%
can't say

INTERPRETATION:

Most of the employees think that physical examination is necessary after final interview. 44%
employee strongly agree that physical examination is necessary after final interview and 30%
employees agree that physical examination is necessary after final interview and 16%
employees disagree that physical examination necessary after final and10% employees can’t
say anything about physical examination.

52
Q7) Is Induction as well as a training program conducted after joining of employees?

S.no. Options No. of respondent Percentage

1 Strongly agree 28 56%

2 Agree 15 30%

3 Disagree 5 10%

4 Can’t say 2 4%

"Training Program"
disagree, 5,
10% can't say , 2, 4%

stongly agree
stongly agree ,
agree, 15, 30% agree
28, 56%
disagree
can't say

INTERPRETATION:

Induction is planned introduction of employees to their jobs, their co-workers and the
organization. 56% of the employees strongly agree that induction as well as training program
is conducted after joining of employees. It is healthy sign for any organization. 30%
employees agree that induction & training program conducted after joining of employees and
10% employees disagree that induction & training program conducted after joining of
employees and only 4% employees can’t say anything about induction & training program for
new joinees

53
Q8: Does FEPT adopt Participative Management Style?

S.no. Options No. of respondent Percentage

1 Strongly agree 29 58%

2 Agree 12 24%

3 Disagree 6 12%

4 Can’t say 3 6%

"Participative Management Style"

can't say , 3,
disagree, 6,
6%
12%

stongly agree
stongly agree , agree
agree, 12, 24% 29, 58%
disagree
can't say

INTERPRETATION:

“Yes” FEPT adopts Participative Management Style. 58% of the employees are strongly
agreed that FEPT adopts participative management style in their organization for employee
engagement in activities of the organization and 24% employees agree that FEPT adopts
participative management style and 12% employees disagree that FEPT adopts participative
management style and 6% employees can’t say anything about management style of FEPT.

54
Q9 Do you think succession planning is done in advance in FEPT?

S.no. Options No. of respondent Percentage

1 Strongly agree 36 72%

2 Agree 9 18%

3 Disagree 4 8%

4 Can’t say 1 2%

"Succession Planning"
can't say , 1,
disagree, 4, 8% 2%

agree, 9, 18% stongly agree

agree
stongly agree ,
disagree
36, 72%
can't say

INTERPRETATION:

Succession Planning is the process of identifying, developing, and tracking key individuals so
that they may eventually assume top-level positions. In respond to Succession Planning
question, 72% employees strongly agree that succession planning is done in advance in
FEPT and 18% employees agree that succession planning is done in advance in FEPT and
8% disagree that succession planning is done in advance in FEPT and 2% employees that
can’t say anything about succession planning if FEPT

55
Q10. Does FEPT sorting of candidate applications is done by some preset criteria?

S.no. Options No. of respondent Percentage

1 Strongly agree 22 44%

2 Agree 17 34%

3 Disagree 8 16%

4 Can’t say 3 6%

"Preset Criteria"
can't say , 3,
6%
disagree, 8,
16%
stongly agree , stongly agree
22, 44%
agree

agree, 17, 34% disagree

can't say

INTERPRETATION:

44% employees strongly agree that there is some pre-set criteria according to which sorting
of candidate application is done. 34% employees agree that there is some pre-set criteria
according to which sorting of candidate application is done and 16% employees disagree that
sorting is done by any pre-set criteria and 6% employees can’t say anything about sorting of
candidate.

56
Q11 Does FEPT conduct “EXIT INTERVIEW”?

S.no. Options No. of respondent Percentage

1 Strongly agree 35 70%

2 Agree 12 24%

3 Disagree 3 6%

4 Can’t say 0 0%

"Exit Interview"

disagree, 3, 6% can't say , 0, 0%

agree, 12, 24% stongly agree

agree

stongly agree , disagree

35, 70% can't say

INTERPRETATION:

Yes, Company conduct “Exit Interview”. 70% employees are strongly agreed that exit
interview is conduct in FEPT for find out the reason of employees left the organization and
take corrective action in that area and 24% employees agree that FEPT conduct EXIT
interview of employees and 6% employees disagree that FEPT conduct EXIT interview.

57
Q12: IS The Employees like the process of recruitment and selection?

S.no. Options No. of respondent Percentage

1 LIKE 35 70%

2 DISLIKE 15 30%

"Organisational Culture"

Informal, 15,
30%
Formal, 35,
70% like

dislikel

INTERPRETATION:

IN FEPT . 70% employee Like the process that followed by the FEPT while 30%
employees not like the process FEPT use for recruitment and selection process.

58
Q13: Does training help in Morale Boosting and increase in efficiency of the employees?

S.no. Options No. of respondent Percentage

1 Strongly agree 25 50%

2 Agree 15 30%

3 Disagree 7 14%

4 Can’t say 3 6%

"Motivation Policy"
can't say , 3,
disagree, 7, 6%
14%
stongly agree
stongly agree ,
25, 50% agree
agree, 15, 30% disagree
can't say

INTERPRETATION:

“Yes” training help in Morale boosting and increase in efficiency of the employees. 50%
employees strongly agree that motivation policy is beneficial for enhance the skills and
productivity of the organization and increase the morale of the FEPT employees and 30%
employees agree that training help in increase morale boosting and 14% employees disagree
that training help in increase efficiency and 3% employees can’t say anything about
motivation policy,

59
Q14: What type of organizational structure does FEPT follows?

S.no. Options No. of respondent Percentage

1 line 9 18%

2 Matrix 8 16%

3 Divisional 5 10%

4 Functional 5 10%

5 Line & staff 8 16%

6 All 15 30%

"Organisational Structure"
line, 9, 18% line
All, 15, 30% Matrix

Matrix, 8, 16% Divisional

Functional
Line & Staff, 8,
Line & Staff
16%
Divisional, 5, All
10%
Functional, 5,
10%

INTERPRETATION:

FEPT follows “All” type of organizational structure, majority of employees agreed that FEPT
follow line, matrix, divisional, functional and line & staff etc. 18% employees agreed that
FEPT follow line structure and 16% employees agreed that FEPT follow matrix structure and
10% employees agreed that FEPT follow Divisional structure and 10% employees agreed that
FEPT follow functional structure and 16% employees agreed that FEPT follow line & staff.

60
Q15: What type of communication channel does FEPT follows?

S.no. Options No. of respondent Percentage

1 Horizontal 12 24%

2 Vertical 10 20%

3 Upward 7 14%

4 downward 6 12%

5. All 15 30%

"Communication Channel"

Horizontal, 12,
24% Horizontal
All, 15, 30%
Vertical
Upward
Vertical, 10,
downward, 6, 20% downward
12% All

Upward, 7, 14%

INTERPRETATION:

The company follows “All” type of communication channel. 36% employees feels that FEPT
follow horizontal type of communication channel in that organization and 30% employees
agreed that FEPT follow vertical communication channel and 18% employees agreed that
FEPT follow upward communication channel and 16% employees agreed that FEPT follow
downward communication channel.

61
CHAPTER 6

FINDINGS

&

LEARNING

62
FINDINGS:-

 To some extent company has pre set-criteria for sorting the candidate’s applications.

 Concerned departmental head is given special attention while selecting a candidate of

the department.

 Employees are in the favor of physical examination and reference check after
selection of candidate.

 Orientation is given to new join employees, still employees are in favor of its
improvement.

 Company mostly going for outsourcing to fill the vacancies of the company.

 Work experience must be necessary for applying in FEPT.

 FEPT adopts participative management style in the organization.

 FEPT conduct exit interview in organization.

 FEPT follow all type of communication channel.

 Organization follow formal and informal type of culture.

63
 CONCLUSION:-

While preparing this project report we learnt many concepts of “HUMAN

RESOURCEMANAGEMENT” like-Recruitment and Selection.

We have done this project with reference to FLOVEL ENERGY PVT. LTD. and we find
that many facts while working on this project which has added a valuable experience in my
life.

Some of the valuable facts and experiences are as follows:-

 For Recruitment sources most of the times company give preference to

“CAMPUSINTERVIEWS”.

 FEPT is also going for “OUTSOURCING”.

 FEPT follows “Formal& informal” culture in the organization.

 Initial training given to workers.

 Company is also going for Job-Rotation and Job- Enrichment.

 Training also helps in Morale-Boosting and increase in efficiency of employees.

 Company follows “All” type of organizational structure.

 It follows “All” type of communication channel.

 Company conduct “exit interview”.

64
 RECOMMENDATION:-

We had done our research with full enthusiasm and had learned many things. This research
helps us to know about various recruitment and selection policies which are used by the
FLOVEL ENERGY PVT. LTD. to increase their sales performance. It is good to get the
knowledge about it.

 Management should review their recruitment policy and look for the areas of
improvement for ensuring the best hiring.

 Management should structure and systematically organize the entire recruitment

processes.

 Recruitment management system should facilitate faster, unbiased, accurate and

reliable processing of applications from various applications.

 Recruitment management system should help to reduce the time-per-hire and cost-
per-hire.

 Recruitment management system should help to communicate and create healthy

relationships with the candidates through the entire recruitment process.

 Management should follow a systematic process for HR Planning.

65
 BIBLIOGRAPY

BOOKS REFERRED:-

 Human Resource and Personnel Management, K. Aswathappa,

 Human Resource Management , Khanka

REFERENCE:-

 www.google.com

 www.recruitment.naukrihub.com

 www.hrmguide.co.uk

 www.wikipedia.com

 https://www.rhelpboard.com/recruitment/lateral-recruitment.htm

 http://en.wikipedia.org/wiki/graduate_recruitment

66
 APPENDICES

RECRUITMENT & SELECTION QUESTIONNAIRE

Instruction:

Hello! I am the student of management under YMCA University. I am doing the work on a
research project. Kindly answer the following questions by ticking in the appropriate column.

SECTION-1 (Demographics)
1. Gender
a) Male b) Female

2. Age of employees: -
a) Below 25 yrs. b) Between 25-35 yrs. c) Between 35-45 yrs.
d) Between 45-55 yrs. e) Above 55 yrs.

3. Qualification of Respondents:-
a) Diploma b) Graduate c) post graduate

4. Department of Respondent:-
a) Sales & Marketing b) Operations c) Accounting & Finance

d) Research & Development e) Staffing & Recruitment

[SECTION-2]

Q1. Is there a well-defined Recruitment Policy in your FEPT?

a) Stronglyagree b) agree c) disagree d) can’t say

67
Q2. Do you agree that a good recruitment policy plays a key factor in the working at
FEPT?

a) strongly agree b) agree c) disagree d) can’t say

Q3. Is FEPT maximum time going for outsourcing?

a) strongly agree b) agree c) disagree d) can’t say

Q4. Do you think the present selection process is feasible for selecting the employees?

a) strongly agree b) agree c) disagree d) can’t say

Q5. Is it necessary to have work experience from a Manufacturing Company for

applying to FEPT?

a) strongly agree b) agree c) disagree d) can’t say

Q6. Is the physical examination necessary after final interviews?

a) strongly agree b) agree c) disagree d) can’t say

Q7. Is Induction as well as a training program conducted after joining of employees?

a) strongly agree b) agree c) disagree d) can’t say

Q8. Does FEPT adopt Participative Management Style?

a) strongly agree b) agree c) disagree d) can’t say

68
Q9. Do you think succession planning is done in advance in FEPT?

a) strongly agree b) agree c) disagree d) can’t say

Q10. Does FEPT sorting of candidate applications is done by some preset criteria?

a) strongly agree b) agree c) disagree d) can’t say

Q11. Does FEPT conduct “EXIT INTERVIEW”?

a) strongly agree b) agree c) disagree d) can’t say

Q12. Does Employees Like the process of recruitment and selection ?

a) like b) dislike

Q13. Does training help in Morale Boosting and increase in efficiency of the employees?

a) strongly agree b) agree c) disagree d) can’t say

Q14. What type of organizational structure does FEPT follows?

a) Line b) Line and Staff

c) Matrix d) Functional

e) Divisional f) All

Q15. What type of communication channel does FEPT follows?

a) Horizontal b) Vertical c) Upward

d) Downward e) All

69