Project Report On

Recruitment & Selection Life Cycle Process Adopted In

Submitted TO :Submitted by : Miss.Taruna Bhasin Ashish Sah Lecturer of H.R.M MBA.2nd Sem. (AIMCA)
A Report Submitted in Partial Fulfillment of The Requirements of

MBA program (2011-12)

TABLE OF CONTENTS
      Preface Acknowledgement Introduction (Management Thesis) Objective of the Study Company Profile(Vodafone Essar Digilink Ltd. / Historical Background)) Recruitment & Selection life cycle

 Sources  Process  Factors Effecting Recruitment & Selection     Recruitment Process Chart Recruitment & Selection process In Vodafone Essar Digilink Ltd. Conclusion Bibliography

PREFACE

This project of “RECRUITMENT & SELECTION in VODAFONE ESSAR”, will give us the complete information about the VODAFONE ESSAR DIGILINK Ltd.’s Recruitment & Selection Process... We can enter the record of new Employees and retrieve the details of Candidates available in the company. We can recruit the candidates and select them and maintain their records and can also check how many candidates are selected and available in the Organization. In this project we can maintain the all process of Data Base managed in Recruitment & Selection. Throughout the project the focus has been on presenting information and comments in an easy and intelligible manner. The project is very useful for those who want to know about Recruitment & Selection Process. In the last, I gratefully acknowledge and express my gratitude to Miss.Taruna Bhasin (Lecturer of H.R.M) who supported us in preparing this project.

ACKNOWLEDGEMENT
I would like to say that I am feeling very overwhelmed and privileged to present the project. First of all, I would like to express my thanks to Miss.Taruna Bhasinfor giving me such a wonderful opportunity to widen the horizons of my knowledge . In no small measure, I would also like to gratefully thank to all those who gave me constructive suggestions for the improvement of all the aspect related to this project. I also owe a deep sense of gratitude to the faculty for their continuous encouragement. Despite all efforts, I have no doubt that error and obscurities remain that seen to afflict all writing projects and for which I am culpable.

ASHISH SAH MBA 2nd SEM

venue and time of the interview. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistake for the organization. which can be executed effectively to get the best fits for the required positions. that is. Hence. Although recruitment has always held an important place within organizations the growing demand for highly skilled staff has meant that effective recruitment practices are now becoming a considerable source of competitive advantage.INTRODUCTION (MANAGEMENT THESIS) Management thesis is a detailed study of an activity being performed. is the study of the procedure that is imbibed in the organization to attain the best talent present in the society. The topic of my thesis. the Recruitment and Selection life cycle adopted in Vodafone Essar Digilink Ltd. it is important to have a well-defined recruitment and selection procedure. While performing the above mentioned responsibilities. . It includes the various methods that are used to draw the suitable candidates for the job. the procedure adopted in informing the candidates about their selection and the formalities thereafter. the decision taken by the management in regard to the date. The business environment is changing rapidly and so the organizations need to stay alert and be proactive. the management faces certain problems but they expeditiously resolve them and carry out their responsibilities effectively.

” which is a Private Organization.OBJECTIVE of the STUDY This Project Report has chosen the topic “Recruitment & Selection in” Vodafone Essar Digilink. Improving the motivation and morale of employees.(MNC). keeping in views its diversified nature of work and the need of manpower accordingly. Improving its productivity. Ltd. . Recruiting & selecting right person at the right place for the right job. Recruiting manpower according to need of the organization keeping in view the present Technological changes. The main objective of the study was to accomplish the following objectives:      Achieving the organizational goal. Enterprise.

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Telecom services. 2009 Vodafone India TOTAL REVENUE Employees Website . Etc.000.00 – March 31. India Mobile networks. Vodafone Group (67%) Essar Group (33%) £44.COMPANY PROFILE Vodafone Essar Digilink Ltd. Company Type Industry Predecessor Founded Headquarters Products Owner(s) Limited Mobile telecommunications Hutchison Essar 1994 Mumbai. Maharashtra.47 billion (2010) 1.

it is the Indian subsidiary of Vodafone Group and commenced operations in 1994 when its predecessor Hutchison Telecom acquired the cellular license for Mumbai. Energy.34 million customers. and third largest in terms of customers. Vodafone Essar is owned by Vodafone 67% and Essar Group 33%. Communications. The Essar Group is a diversified business corporation with a balanced portfolio of assets in the manufacturing and services sectors of Steel. The company now has operations across the country with over 106. Power. Africa. Europe and the Americas. “Historical Background of the Company” Vodafone Essar. It is the second largest mobile phone operator in terms of revenue behind BhartiAirtel.VODAFONE ESSAR. Essar employs more than 50. Shipping Ports & Logistics. .000 people across offices in Asia. and Projects.

It offers both prepaid and postpaid GSM cellular phone coverage throughout India and is especially strong in the major metros. The transaction closed on May 8. Hinduja Group. Vodafone agreed to acquire the controlling interest of 67% held by Li KaShing Holdings in Hutch-Essar for US$11.75G services based on 900 MHz and 1800 MHz digital GSM technology. 2007. It is among the top three GSM mobile operators of India. . offering voice and data services in 23 of the country's 23 license areas. which is the owner of the remaining 33%. On February 11. and Essar Group. formerly known as Hutchison Essar is a cellular operator in India that covers 23 telecom circles in India based in Mumbai. Despite the official name being Vodafone Essar. pipping Reliance Communications. It offers both prepaid and postpaid GSM cellular phone coverage throughout India with good presence in the metros. Vodafone Essar provides 2.Vodafone Essar. 2007.1 billion. its products are simply branded Vodafone. Despite the official name being Vodafone Essar.8 billion. The whole company was valued at USD 18. its products are simply branded Vodafone.

After getting the necessary government approvals with regards to the acquisition of a majority by the Vodafone Group. The company also plans to launch co-branded handsets sourced from global vendors as well... The Company entered into an agreement with NTT DoCoMo to launch i-mode mobile Internet service in India during 2007. The company used to be named Hutchison Essar. the company was rebranded as Vodafone Essar.. Along with the transition. The marketing brand was officially changed to Vodafone on 20 September 2007.. A popular daily quoted a Vodafone Essar director as saying that "the objective is to leverage Vodafone Group's global scale in bringing millions of low-cost handsets from across-the-world into India. reflecting the name of its previous owner. 2007 Hutch became Vodafone in one of the biggest brand transition exercises in recent times. consolidating its services under a single identity. cheap cell phones have been launched in the Indian market under the Vodafone brand. Vodafone Essar is spending somewhere in the region of Rs." ... On September 20. Then around 2000 it was ORANGE. Hutchison. 250 crores on this high-profile transition being unveiled today. In December 2006.Previous brands Initially around 1995 it was "MAX TOUCH". However. the brand was marketed as Hutch... Hutch Essar re-launched the "Hutch" brand nationwide.

Incidentally. Earlier this year. China's ZTE. Vodafone penned a global low-cost handset procurement deal with ZTE. is expected to provide several Vodafone handsets in India. which is looking to set-up a manufacturing unit in the country. “Vodafone is here: Hutch is now Vodafone” .

Vodafone Essar now has operations in 16 circles covering 86% of India’s mobile customer base. has been named the 'Most Respected Telecom Company'.1 million customers*. . It now has operations in 25 countries across 5 continents and 40 partner networks with over 200 million customers worldwide.About Vodafone Essar Limited Vodafone Essar in India is a subsidiary of Vodafone Group Plc and commenced operations in 1994 when its predecessor Hutchison Telecom acquired the cellular license for Mumbai. with over 34. Communications. Shipping & Logistics and Construction. Over the years. the 'Best Mobile Service in the country' and the 'Most Creative and Most Effective Advertiser of the Year'. Vodafone is the world's leading international mobile communications company. Vodafone Essar. under the Hutch brand. Vodafone has partnered with the Essar Group as its principal joint venture partner for the Indian market. Power. The Essar Group is a diversified business corporation with interests spanning the manufacturing and service sectors like Steel. Energy.

Recruitment & Selection Life Cycle Process .

They need people to carry out the organizational mission. . Every organization needs to recruit people. what are the personnel/human resource requirement of the organization in terms of number. goals and objectives. The recruitment policy should therefore.RECRUITMENT All organization is basically human resource organizations. address itself to the key question. skills. levels etc. to meet present and future needs of production and technical and other changes planned or anticipated in the next few years.

picking the right person for the right job.To ensure long term development & performance.  Developing Managers . Attractiveness of the Company . The factors affecting can be summed up under the following heads:     Labor market boundaries. To recruit means to enlist replenish or reinforce.  Developing People .  Mentor .Ensuring that these key people are delivering what the organization.e. notice of resignation or dismissal is given or retirement is planned.Meaning of Recruitment Recruitment is process of searching for prospective employees and stimulating them to apply for jobs in the organization. The recruitment process begins when an employee is to be transferred or promoted to another post.Techniques that ensure top quality performance.Getting the right people in the right job. Available skills. The five key ways to develop top quality people:  Recruitment .Through training and development. Economic conditions. what sorts of potential labor are available and how do theyLook for works. Factor Affecting Recruitment: In the recruiting new employees management must consider the nature of labor market. The primary purpose of recruitment and selection is to achieve one desired aim i. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for a job with the latter.  Managing for performance .

A labor market consists of a geographical area in which the forces of demand and supply interact and thus affect the price of labour. Available Skills: Companies must locate the areas where they can find employees who fit the jobs according to their skills. A new plan located in a depressed labor market may be swamped by unemployed workers whereas a firm trying to establish it or to expand in an area where a few qualified workers are out of work has quite a different recruitment problem. Attractive of the Company: The attractiveness of the company in terms of higher wages clean work better fringe benefits and rapid promotions serves as an influencing factor in recruitment. . Economic Conditions: Economic conditions also effect recruitment.LABOUR MARKET BOUNDARIES ATTRACTIVENESS OF THE COMPANY FACTORS AVAILABLE SKILLS ECONOMIC CONDITIONS Labor Market Boundaries: The knowledge of the boundaries helps management in estimating the available supply of qualified personnel from which it might recruit.

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. Recruitment candidates from all the other sources (like outsourcing agencies etc. The sources within the organization itself (like transfer of employees from one department to other. .) are known as the external sources of the recruitment. promotions) to fill a position are known as the internal sources of recruitment.

Processing and assessing applications. Preparing and publishing information. terms and conditions and prospects they offer. DETERMINING THE VACANCIES SOURCING STRATEGY PREPARING AND PUBLISHING INFORMATION PROCESSING AND ASSESSING APPLICATIONS . and enthuse the people who meet the requirement to respond to the invitation by applying for jobs. communicating the information about the job. initiating activities and actions to identify the possible sources from where they can be met.PROCESS OF RECRUITMENT Recruitment begins by specifying the human resource requirements. The Recruitment process can be examined as follows:     Determining the vacancies. Sourcing strategy.

FACTORS EFFECTING RECRUITMENT & SELECTION The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal and external forces affecting recruitment function of an organization are: . And the external factors are those factors which cannot be controlled by the organization. The internal forces or factors are the factors that can be controlled by the organization.

.Internal Recruitment: This is a practice of filling vacancies from within. All transfer decisions are usually taken by the management and communicated to those concerned. selection and induction procedures consume can be significantly reduced. organization may prepare seniority cum merit or seniority list and consider the eligible candidates for internal promotions. The cost and the time that external recruitment. The possibility of filling vacancies internally should always be given very careful consideration for the following reasons: Existing employees are known to the organization and generally familiar with its customs and practices.Internal recruitment to fill vacancies may be used as a means of career development. Alternatively. through transfers and promotions. In case of promotion however. widening opportunities and stimulating motivation among existing employees. information about the vacancies is communicated through internal advertisement.

on television and on the internet.External Recruitment: When the organization has to use external sources. These include specialist agencies and „head-hunters‟ as well as governmental and institutional. on radio. A combination of these media may be used. and private commercial agencies of varying kinds. there are two main means of conducting the search for employees: Through employment consultancies and agencies. . The three main avenues available are described and evaluated below. By conducting the public directly through advertisement in newspaper journals. posters.

RECRUITMENT POCESS CHART .

. the initial stages of selection of middle and senior manager or of professional and specialist staff in field such as law. engineering. the other type of agency concentrates on recruitment and sometimes. accountancy. such as those representing accounts. engineers. etc. junior administrative.Professional Agencies: Several different kinds of agencies are included under this heading.  Employment service of professional institutions: A number of professional institutions. The features they have in common are that they are all agencies set up by particular organizations to help their own members or ex-members find employment and that they are generally non-profit making. They serve as an employment agency for graduating or recently graduated students and are centers of information for graduate‟s employment opportunities and for employment who are seeking potential managers or professional specialists.  Employment Exchange: Employment exchange is providing by the state service for young people provides a regular liaison between employers and unemployed youth. Private Employment Agencies: These agencies have the largest share of the market and are now quite well known to most people from personal experience of local offices and advertisements in the press. it professional etc. The agencies of this kind that employers are likely to need and use most regularly are:  Career services of academic institutions: Universities and similar institutions maintain the full-time careers advisory service. Local employment agencies deal with clerical. etc. shop staff. have an employment advisory services whereby a register is kept of members seeking employment and information is collected from employers seeking staff in particular professions.

whereby they keep records of career profiles of people likely to be in constant demand and obtain information about the needs of employers for appointments to be filled. Survey shows that many organizations use the internet. As terms suggest. This method has provided its value to the employer and employee clientele of these agencies. When specialist staff are needed this is a very convenient and appropriate method for attracting the attention of those most likely to be produced for publication whether the organization uses an agency or places its own advertisements. Much of their work is carried on by means of on informal network of contacts. these are private firms and agencies of recruitment consultant who earn fees by meeting the needs of organizations for specialist and senior managerial staff. The Internet: There has been a growth in the use of the internet to attract applicants. Apart from the use of the national and local press and to a limited extend television and radio. since they exist to make a profit. professional and trade journals are an important source of recruitment by this means. Benefits from this method are the speed by which applicants can be obtain information about organization and application document may be made whether the advertising method.Private agencies provide at times a very valuable service. However. Advertisements in the Press or other Media: This is the most common method by which employers carry out their search for suitable staff. especially in recruiting staff in situations where there is a shortage of the particular types of employees required. . employers have to pay for any employees they may recruit in this way. There has been a growth of so called „Head-Hunters‟ or recruitment consultants.

Whilst the internet was initially was suitable for professional and technical vacancies. as some job advertisements do. On the other hand. The part of the advertisement advising applicants on the presentation of their applications varies in practices. such as aptitudes or personal circumstances that are important to the job. Sometimes a personal letter covering the . of potentially suitable candidates (i. about the personal qualities needed.  It gives a favorable image of the organization in terms of efficiency and its attitude toward the people-including the values of the organizations. Preparing and publishing Information: This aspect the recruitment process requires very special attention and skill. Its objectives are to publish information that fulfills the following conditions:  It is succinct and yet gives a comprehensive and accurate description of the job and its requirements. The preparation and publication of this information is based on two simple questions that any applicant would normally ask:  What are the details of the job in terms of duties. one suspects that the spread of personal computing to all potential applicant groups will see this tool develop further. published through the right media). opportunities. it could well be relevant to mention any special features. rewards.e. conditions and special circumstances?  How should application be presented? The preparation of the information needed the first question is based on the data produced by the job analysis. its product or services.  It is likely to attract the attention of the maximum no. There is not much point in waxing eloquently.

Personal application of this kind may even be passed to graphologists for a personality assessment. main duties. its position in the hierarchy and for whom it is responsible ought to be recorded. A simple organization charts may be useful for this purpose.applicant‟s curriculum vitae (CV) is the only form together with information on requirement for testimonial and referees‟ reports. relevant to the job requirements. some flexibility and can cover every possible contingency. Main Duties: A list of key tasks may be written out. Position: The job title. The Job Advertisement: The advertisement needs to cover information derived from the job description and person specification in such broad areas: The work organization: its main occupation and location. . Methods of recording. At the same time. location. The Work Environment: Study the physical and social environment in which the work is carried out because the work environment influences the quantity and quality of work. The use of an application form has the particular advantage that employer can ensure that the information provided by the applicant is on the whole. therefore for any additional special point that applicants may wish to make. The job its title. A letter of application or a CV sometimes is used as a kind of selection device. standards that need to be reached and maintain must also be maintained. assessing and recording the key tasks must be determined. Ample space should be included.

but there are some basic principles that are universally relevant. especially professional qualification. aptitudes. The items that will normally need to be included in application forms are:                 Job Title Applicants Full Names Date of Birth Address and Telephone Number Nationality Education Academic Qualification Professional Qualification Present Employment – details of present post. Main current interest.Drafting a Job Description: After job analysis. Qualification and experience: Personal requirements. Job description describes the job. then the form has to be sufficiently comprehensive and flexible to cover all possible situations. skills used. experience. any other benefits opportunities for personal development. accountabilities. Health Court Convictions Additional Information References Source of information about vacancy. . pursuits and achievements outside work. job description is made. etc. The job description decides upon the exact knowledge skill and experience needed to the job. If economy or any other reasons require the use of a general form for all appointments. duties. Previous Employment – with details of achievement in each post. The Application Form: The design of an appropriate application form will clearly depend on particular situation and needs. address for forwarding. closing date. Application: form of application.Reward and opportunities: Basic salary and other emoluments. Different forms may be necessary for different kinds of work.

The basic purpose is to chosen the individual who can most successfully perform the job from the pool of qualified candidates.SELECTION INTRODUCTION In human resource planning. we identified our personnel needs. Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant jobs. . Once these needs were established a job analysis was conducted. This information was then used to recruit a pool of qualified applicants. which clarified the characteristics of jobs being done and the individual qualities necessary to do these jobs successfully. DEFINITION To select means to choose. It help in assessing applicants against the criteria established in job analysis in order to predict which job applicant will be successful if hired.

Each one must be successfully cleared before the applicant‟s proceeds to the next. The time and emphasis placed on each steps will of course vary from organization to organization and indeed from job to job in one organization.  To inform and sell the candidates on the job and the organization. STEPS IN THE SELECTION PROCESS The above figure outlines the important steps in the selection process of a typical organization. OBJECTIVE OF THE SELECTION PROCESS  To predict which job applicants would be successful if hired.PURPOSE The purpose of selection is to choose right type of candidates to man various positions in the organization. the aim of selection process is to reject the unsuitable candidates. unsuitable candidates are rejected. THE DISCRETE SELECTION PROCESS Selection is usually a series of hurdles or steps. In other words. In order to achieve this purpose. a well organized selection procedure involves many steps and at each step. RECEPTION HIRING DECISION PLACEMENT SCREENING INTERVIEW MEDICAL EXAMINATION INDUCTION APPLICATION BLANK BACKGROUND INVESTIGATION EMPLOYMENT TESTING COMPREHENSIVE INTERVIEW .

Most candidates are concerned about their salaries. In order to attract people with talents. and while a job opening may sound exciting. Based on the job description and job specification. in effort. a low salary may preclude an organization from obtaining excellent talent. skill and experience a company has to create a favorable impression on the applicant‟s right from the stage of reception. we will be confronted with a number of potential applicants. we should be prepared to initiate a preliminary review of potentially acceptable candidates. If no jobs are available at that point of time.  The provision of screening interview If our recruiting effort has been successful. This screening is.STEP 1: RECEPTION The first step starts with the receipt of applications. some of these respondents can be eliminated. the applicant may be asked to call back the personnel department after sometime. a step procedure:  The screening of inquiries. . Employment possibilities must be presented honestly and clearly. The screening interview is also an excellent opportunities for management to describe the job in enough detail so the candidates can consider whether they are really serious about making application. Another important point during the initial screening phase is opening is to identify a salary range. STEP 2: SCREENING INTERVIEW In culmination of our recruiting efforts.

performance or attitude. objective measure of a person‟s behavior. It is a brief history sheet of an employee‟s background usually containing the following things:  Personal Data  Marital Data  Physical Data  Educational Data  Employment Data  Extra Curricular Activities Data  References STEP 4: EMPLOYMENT TESTING In the step selection tests or employment tests that attempt to assess intelligence. demographic. there should be no need to masquerade the salary. .During this phase. if proper HRM activities have been conducted. The real value of the tests lies in eliminating those applicants who have very little chance of job success than in selecting applicants who will definitely be successful in jobs. social. abilities. Without the salary. work related background and references. It is standardized because the way the test is carried out and the way the individual scores are calculated are uniformly applied. It is objective in the sense that it tries to measure individual differences in a scientific way. personality trait and other traits are administered. only time and money are wasted. Test is a standardize. STEP 3: APPLICATION BLANK Application blank or from is most common methods used to collect information on various aspects of the applicants academic.

whether the applicant knows what he or she claims to know. ability to catch or understand instructions and also ability to make decision and judgment. Intelligence tests are widely used in the selection of personnel for almost every kind of job from the unskilled to the skilled. It is very difficult to devise and use personality tests they are concerned with discovering clues to an individual‟s value system.e. Interest Tests: Interest tests identify patterns of interests that are areas in which the individual shows special concern. Achievement Tests: These are designed to measure what the applicant can do on the job currently i. Personality Tests: Personality tests probe the qualities of the personality as a whole. i. . fascination and involvement.Some of the commonly used employment tests are: Intelligence Tests:These tests are used to judge the mental capacity of the applicants. These tests will suggest what types of jobs may be satisfying to the employees. They help the individuals in selecting occupations of their interest. his emotional reactions. the combination of aptitude interest and usual mood and temperament.e. etc. They measure the individuals learning abilities. maturity. Interest tests are more often used for vocational guidance also.

a potential supervisor or some combination of these. its policies etc. . Types of Interview: Several types of interviews are used depending on the nature and importance of position to be filled within an organization. and required tests have been completed are given a comprehensive interview. To ask questions that is not covered in tests. and promote goodwill towards the company. Interview gives the recruiter an opportunity:     To size up the candidate personality. executives within the organization. However this information should be job related. To make judgment on candidates enthusiasm and intelligence. application form.  To give facts to the candidate regarding the company. The applicant may be interviewed by personnel department interviewers. a series of questions which can illuminate the significant aspects the applicant‟s background and standardized in determining who is to be selected.  This comprehensive interview is designed to probe in areas that cannot be addressed by the application form or tests. and ability to “fit in” within the organization. There is no special format to be followed. These areas usually consist of assessing one‟s motivation.  Patterned Interview: In this interview. To assess subjective aspects of the candidate like his facial expressions and appearance.  Non-Directive Interview: In it the recruiter asks questions as they come to his mind.STEP 5: COMPREHENSIVE INTERVIEW Those individuals who are still viable applicants after the initial screening. ability to word under pressure.

 Structured Interview: In a structured interview there are fixed job related questions that are presented to each applicant.  Stress Interview: Such interviews are designed to create a difficult environment where the applicant‟s confidence level and the ability to stand erect in difficult situations are put to test. the order may be varied but not the phrasing of the questions. the standard questions are asked as they are written.  Panel Interview: In a Panel Interview several interviewers question and seek answers from one applicant. .During the interview. The interviewee is supposed only to answer the questions put by the interviewer.  Appraisal Interview: In an Appraisal Interview a superior and a subordinate sit together after the performance appraisal to discuss the subordinates rating and possible remedial action.

 Do’s and Don’ts of the INTERVIEW. Get too engrossed in the interview to follow the plan. Allow the candidate to talk and gather all relevant information. Ask open-ended questions. Interrupt frequently the and candidate gather Comfortable and relaxed. DO’s Prepare for the interview. inadequate information. DON’T Be unprepared for the interview. Make note of the relevant points during the interview for accurate assessment. probe only if necessary. Ask more questions and Ask personal and private questions that disturb the candidate. . Stick to plan of the interview. Ask leading and demanding questions. Make the candidate feel Make the candidate feel stressed. Rely on your memory to assess the candidate after the interview.

Medical examination can give the following information:  Whether the applicants is medically suitable for the specific job or not. STEP 7: MEDICAL EXAMINATION Certain jobs require physical qualities like clear vision. contacting other job related and personal references. . After taking the final decision the organization has to intimate this decision to the successful as well as unsuccessful candidates.  STEP 8: HIRING DECISION The line manager concerned has to make the final decision now-whether to select or reject the candidate after soliciting the required information through different techniques. A true understanding between line managers and personnel managers should be established as to facilitate good selection decisions. perfect hearing.  Whether the applicant suffers from bad health. The line manager has to take adequate care in taking the final decision.  Whether the applicant‟s physical measurements are in accordance with the job requirements or not.  Whether the applicants has health problems or psychological attitudes likely to interfere with work efficiency. unusual stamina. This may include contacting former employers to confirm the candidate‟s work record and to obtain their appraisal of his or her performance. and verifying the educational accomplishments shown on the application. tolerance of hard working conditions. clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities.STEP 6: BACKGROUND INVESTIGATION The next step in the selection process is to undertake an investigation of those applicants who appear to offer potential as employees. which should be corrected before he can work satisfactorily.

Keeps his spirits high. Therefore. Most organizations put new recruits on probation for a given period of time after which their services are confirmed. It involves assigning a specific rank and responsibility to an employee.STEP 9: PLACEMENT After selecting the candidate. proper placement is important to both the employee and the organization. Placement is the actual posting of an employee to a specific job. In the words of Armstrong. Placement is an important human resource activity. Avoid accidents and mistakes.  Creates a good impression of the organization. Show good results on the job. he should be placed on a suitable job. it may create employee adjustment problems. Get along with people easily. OBJECTIVES:  Induction serves the following purposes:  Removes fears. The placement decisions are taken by the line manager after matching the requirements of a job with the qualification of the candidate. Induction is “the process of receiving and welcoming an employee when he first joins the company and giving him the basic information he needs to settle down quickly and start work”. The benefits of placement may be summarized thus:      The employee is able to.  Acts as a valuable source of information. STEP 10: INDUCTION Induction is the process through which a new employee is introduced to the job and the organization. . If neglected.

If suitable candidates are not available. these posts may be advertised again in the other newspapers as may be decided by the appointing authority. . DIRECT RECRUITMENT Notification of Vacancies:The first step in Direct Recruitment starts from notification.RECRUITMENT Method of Recruitment:The recruitment for various posts in the Company will be made:  By Direct Recruitment  From among the management trainees available within the Company  From reputed Management institutes through Campus Interviews. Procedure for Advertisement:Where it is proposed to advertise the vacancies the following procedure shall be followed: The vacancies are advertised in those newspapers as may be decided by the appointing authority on his representatives.

Where in exceptional cases such authority does not accept the recommendations of selection committee.  Aptitude Tests. . Checking for References:It is not necessary to complete verification of character before appointing a candidate from the approved panel. modifies or sets aside its recommendations. A report on the candidates‟ character is obtained from his previous employer or from any other reference as specified in his application form.  Psychological Tests. The recommendations of such committee are regarded as final and normally accepted by the authority competent.Selection Tests:For selection to any post in the Company. for reasons to be recorded in writing. Medical Examination:No person is appointed by the Company unless he is declared medically fit by the Company‟s Medical officer or any other medical authority as prescribed by the appointing authority in accordance with medical standards laid down. for such posts regarding which the management of the company considers it desirable to follow any or all of the following procedures:  Written Tests. Medical examination fee paid by the candidate is reimbursed by the Company. Offer of Appointment:All appointment to Company‟s services is made by the HR department. selection interview are held by the appropriate selection committee and in addition. that authority. The appointment order contains general terms and conditions. Appointment is subject to verification of character but action to verify character and antecedents is taken expeditiously. Panel of Selected Candidates:The selection committee prepares a panel of selected candidates in the order of merit.

Placement:In Vodafone Essar manpower has been distributed at various levels in the required degree suiting to the company‟s need to bring out success even in the most complex projects. In induction programmed relevant information of the organization is given to the employees.Induction:In Vodafone Essar after giving the letter of appointment an induction programmed is conducted for the new employees. on the basis of manpower requirement at various branches of Vodafone EssarDigilink Ltd. After the induction process posting of new employees is done at the right place. .

The project has been accomplished with full hard work.R. It is a sincere effort from my side to successfully design the Recruitment & Selection Process and carry out the process effectively. TarunaBhasin. was Recruitment & Selection of Vodafone Employees. . This was something which I had never seen happening practically and had only read in the books.CONCLUSION The project I had got at Vodafone EssarDigilink Ltd. Lecturer of H. honesty and dedication.M in Amrapali Institute. The project was successfully completed under the wise guidance of Miss. Without the immense help and cooperation of these people my project would not have been a success.

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comOm http://en.org/wiki/Vodafone http://www.vodafone.com/start/about_vodafone/who_we_are.google.wikipedia.html .in www.com www.Vodafone.vodafone.BIBLIOGRAPHY www.

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