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INTRODUCTION

The study is related to learn the process of recruitment in Badve Group. The new employee is likely to start his job in the organization with best and hope often the employee losses his enthusiasm as the years role by the & settles down an uninspiring and gloom routine. My main reason to select this topic was to observe how people work in the organization, the process by which individuals are recruiting & finally selected & the principle procedures regarding this. Recruitment is a Linking Activity bringing together those with jobs and those seeking jobs; Recruitment has been regarded as the most function of the personnel administration because unless the right type of people are hired, and even the best plans organization charts and control system would not do much better.

OBJECTIVES OF STUDY
To study the recruitment and selection procedure followed in Badve Group. To study the various sources of recruitment followed in Badve. To learn what is the process of recruitment and selection that should be followed.

To search or headhunt people whose skill fits into the company .s values.

SCOPE OF STUDY
This research is beneficial & important to an organization as well as to us in the sense that organization is not mere bricks or mortar, but people who form the organization. Therefore the recruiting methods are very crucial as any wrong recruitment can be a source of havoc to society. So this research help to motivate employees to join organization & intern the organization is benefited by a good employee.

LIMITATIONS

1. These modes do not guarantee about employer, he/she can be the havoc to the organization in future.

2. There is no link between different recruitment modes so recruiters have to follow a specific recruitment strategy according to which mode is suitable to which candidate.

RESEARCH METHODOLGY

RESEARCH Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

RESEARCH METHODOLOGY Research methodology is a way to systematically solve the problems. It is a way of studying how research is done scientifically. It consists of various steps that are generally adopted by the researcher in studying his research problems along with the logic behind them.

RESEARCH DESIGN Research design is a framework or the blue print for conducting the research project. Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of data.

TYPES OF RESEARCH DESIGN Exploratory research design Descriptive research design Experimental research design

EXPLORATORY RESEARCH DESIGN It is also termed as formulative research design. The main purpose of the study is to formulate a problem for more precise investigation.

DESCRIPTIVE RESEARCH DESIGN In descriptive research design, those studies are taken which are concerned with describing the characteristics of a particular individual or a group.

EXPERIMENTAL RESEARCH DESIGN In this casual relationships between the variables are tested. It is also known as hypothesis testing research design.

The present project is exploratory in nature. The main objective of the exploratory research design is to define the problem into researchable one and transformation of discovered problem into defined one. So the data is being adjusted according to the need. Primary Data Secondary Data

PRIMARY DATA Primary data are those data, which is originally collected. It is of following types questionnaire, interview, observation etc.

SECONDARY DATA Secondary data are those data which are collected and which has been passed through statistical research.

In this project, secondary data has been collected from following sources: Annual Reports Books Internet Other material and report published by company

MEANING OF RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good.

Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce.

Yoder points out that 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 .

Edwin B Flippo defines recruitment as the process of searching for prospective


employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

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RECRUITMENT NEEDS
Recruitment needs are of three types: PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

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METHODS OF RECRUITMENT
Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1: Direct method 2: Indirect method 3: Third party method

DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join

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the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.

THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters, raiders, pirates, by organization which looses their personnel through their efforts.

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SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment process from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment

SOURCES OF RECRUITMENT

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EXTERNAL SOURCES OF RECRUITMENT

1. Press advertisement Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. Educational institutes various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. Placement agencies Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. Employment exchanges Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5. Labour contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

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6. Unsolicited applicants Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

7. Employee referrals / recommendations many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade.

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Internal Sources of Recruitment

Some Internal Sources Of Recruitments are given below:

1. Transfers The employees are transferred from one department to another according to their efficiency and experience.

2. Promotions The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people Save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

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Factors Affecting Recruitment


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

FACTORS AFFECTING RECRUITMENT

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External Factors Affecting Recruitment


The external factors which affecting recruitment is the forces which cannot be controlled by the organization. The major external forces are: 1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.

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4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

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Internal Factors Affecting Recruitment


The internal factor & forces which affecting recruitment and can be controlled by the organization are 1. Recruitment policy The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

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EVALUATION OF THE RECRUITMENT METHOD


The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.

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OBJECTIVE OF RECRUITMENT
1: To attract with multi dimensional skills and experience that suite the present and future organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

5: To search or headhunt people whose skill fit the company .s values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just within the company.

9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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PHILSOPHIES OF RECRUITEMT
Basically there are two Philosophies of recruitment. These are as follows:

REALISTIC JOB PREVIEWS (RJP) Realistic Job Previews provides complete job related information to the applicants so that they can make the right decision before taking up the jobs. It includes positive and the negative aspects of the job.

JOB COMPATIBILITY QUESTIONNAIRE: (JCQ) Job compatibility Questionnaire was developed to determine whether an applicant .s preference for the work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an applicant .s preference for the job and characteristic of the job as perceived by the job seeker, the greater the probability of employee effectiveness and longer the tenure.

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RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

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Identify vacancy Decision making Job description

Arrange interviews

Advertising the vacancy

Shortlisting

Managing response

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

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SELECTION

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SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate .s specifications are matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

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ORGANIZATION FOR SELECTION


Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: It is easier for the application because they can send their applications to a single centralized department. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. It can provide for better selection because hiring is done by specialist trained in staffing techniques. The applicant is better assured of consideration for a greater variety of jobs.

Hiring cost is cut because duplication of efforts is reduced. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process. Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

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BARRIERS TO EFFECTIVE SELETION


The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:

Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

Fairness: During the selection process the interviewer does not select the individual on the
basis of his knowledge and hence the right type of the candidates is not selected.

Pressure: The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. That is being offered.

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ESSENTIAL OF SELECTION PROCEDURE

Someone should have the authority to select. There must be sufficient number of applicants from whom the required number of employees to be selected. There must be some standards of personnel with which a prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION


Profile matching Organization and social environment Multi correlations Successive hurdles

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BADVE GROUP

The Badve Group leading Component manufacturer in Automotive & Home Appliances sector. Specialist in manufacturing of: Exhaust Systems for Motorcycle & 4-W Goods Carrier Chassis & Frame Assembly for Auto Rickshaw, 4-W Goods Carrier & Motorcycle Plastic Molded, Painted Parts & Assemblies for Motorcycle, Auto Rickshaw & Home Appliances Joint Venture with M/s VEMAR Italy for Helmet manufacturing & exports.

Core Values

EXCELLENCE INNOVATION TEAM NOW

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Vision
To globally offer engineering products through inexorable march of new technology, thus becoming a trusted brand through customer delight.

Mission
To be the leading global organization for the supply of world class products..thru meeting customers schedules of development, validation and supply of every product on order..thru relentless continuous improvements .. Partnering with all stakeholders.

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SYSTEMS & APPROACH

TPM POLICY Badve group adopt total productive maintenance as a means of creating safe and participative work environment in which all employees target the elimination of losses in order to continuously enhance the capacity of its processes, leading to higher employee morale and greater organizational and customer profitability.

QUALITY POLICY Badve group, commit to produce and supply quality products fulfilling customer requirements. We shall strive to enhance customer satisfaction through continual improvement, involving all of us to achieve market leadership of our product.

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BUSINESS AREAS: METAL PROCESSING

Metal Stamping & Pressing of HR, CRCA, IF, Stainless Steel, Galvanized sheets, percolated metal, Electro galvanized sheets, coils, CTLs & CTS material. Slitting & Shearing of mill produced mother coils to dedicated width coils, cut to length & cut to size blanks.

Multi Axis CNC pipe bending of ERW, CDW & Stainless steel pipes both with fin & fin cut.

Fabrication using shielded gas welding employing Argon, Co2, and Argo shield. Joining processes of MIG, TIG, projection, spot & seam welding deploying robots to manufacture automotive assemblies & aggregates.

Manufacture of silencers, mufflers, exhaust pipes & complete automotive exhaust systems using pipe in pipe construction with baffles, diffusers, perforated pipes, resonator box, glass wool, bellows to meet BS II, BS III, BS IV (Euro III) emission norms.

Producers of complete vehicle platforms in tubular, box section for two wheeler frames, three wheeler chassis & four wheeler ladder type chassis.

Fabrication of foot control pedals for brake levers & gear change levers using cold forged pads.

Manufacturing of components in the Appliance Industry for Micro wave oven cavities, Air conditioner cabinets & base plates.

Producers of parts in the Home Entertainment business for DVD players etc.

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PRODUCT GALLERY: AUTOMOTIVE - EXHAUST SYSTEM

Variety of Silencers

Helmet

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Refrigerators Parts:

Televisions Parts

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Prestigious Clients

Bajaj Auto

Fiat India Automobiles

Tata Motors

General Motors

Royal Enfield

Ashok Leyland

Mahindra Two Wheeler

Vemar Italy

Gabriel India

LG Electronics India

Videocon Industries

Haier Appliances

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DATA ANALYSIS
QUESTION: What are the sources for recruitment and selection?

9% 18%

Internal External 73% Both

Internal External Both

-9% -18% -73%

About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

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Question: Which method do you mostly prefer for recruitment and selection preferred way of recruitment?

3% 32% Direct 65% Indirect Third party

Direct Indirect

-65% -32%

Third party -3%

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.

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Question: When do you prefer to go for manpower planning?

30%

20%

Yearly Quaterly No fixed time 50%

Yearly Quarterly

-20% -50%

No fixed Time-30%

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they don .t have any fixed time where as 20%go for yearly.

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Question: What are the sources for external recruitment are preferred?

25%

34% Campus interviews Placement agencies

33%

8%

Data bank Casual applicants

Campus Interviews -34% Placement agencies -8% Data bank Casual Applicants -33% -25%

In Budve group 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.

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Question: What form of interview did you prefer?

10% 20% 40% Personal interviews Telephonic interview Video conferencing 30% Others

Personal Interviews -40% Telephonic interview-30% Video Conferencing -20% Other -10%

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

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Question: How do you rate the HR practices of the company?

10% 30% 20% Very good Good Average Bad 40%

Very Good Good Average Bad

-30% -40% -20% -10%

50% of the managers feel that HR department is good where and 30% say that its very good where as 20%says its average and only 10%manager feel its bad.

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FINDINGS
In Budve Group most of the employees feel that the HR department is good. About 75% of the managers say that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 %do not follow any pattern they dont have any fixed time. Budve prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies. Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews.

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CONCLUSION

Although in Budve Group both internal and external Mode of recruitment are applicable but after a experience Observation and research it was found that most of the senior HR Executives prefer both internal and external mode of recruitment.

This presents the summary of the study and survey done in relation to the Recruitment and Selection in Budve group. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.

The recruitment process at Budve group to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

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RECOMMENDATION
Manpower requirement for each department in the company is identified well in advance.

If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed.

Time management is very essential and it should not be ignored at any level of the process.

The recruitment and selection through placement agencies as the last resort and is utilized only when need.

The recruitment and selection procedure should not to lengthy and time Consuming.

The candidates called for interview should be allotted timings and it should not overlap with each other.

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BIBLIOGRAPHY

1. BOOKS:
K.Aswathappa, 2nd edition, human resource

Flippo Edwin-human resource management

2. WEBSITES:

www.lohia-group.com www.lohiaauto.com

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1: When are the resources need and forecasted? Quarterly Monthly

Annually

Not fixed

2: How do you rate the recruitment procedure? Short Average Long

Very Long

Cant say

3: Which method do you mostly prefer from the following for recruitment and selection? Direct Method Indirect Method Third Party

4: What sources you prefer for recruitment and selection? Internal sources External sources Both

5: What are the sources for internal sourcing among the following? Present permanent employees Retrenched / Retired / employees Present temporary employees Deceased / disabled / employees

6: What are the sources for external recruitment among the following? Campus interviews Private employment agencies Placement agencies Public employment agencies

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Professional associations

Data bank

7: How many rounds of interviews are conducted? 1-3 3-5 More than 5

8: Are you satisfied with round of interviews conducted? Yes To some extent No Cant say

9: What form of interview did you prefer? Personal Interview Video Conferencing Telephonic Interview All three

10: Are you satisfied with the interview process? Yes No To some extent

11: Are you satisfied with the present method being followed by the company for recruitment and selection? Yes No

12: How do you rate the HR practices of the company? Very Good Average Good Bad

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