44373227 a Study on Effectiveness of Recruitment and Selection Process

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS, SPi

TECHNOLOGIES, PUDUCHERRY

SUMMER PROJECT REPORT

Submitted by

P.KAMAKSHI

REGISTER NO: 27348317

UNDER THE GUIDANCE OF

Mrs. K. VIDHYA, MBA, M.Phil

Faculty, Department Of Management Studies

in partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

PUDUCHERRY

September 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON EFFECTIVENESS

OF RECRUITMENT AND SELECTION PROCESS, SPi

TECHNOLOGIES,PUDUCHERRY” is a bonafide work done by P.KAMAKSHI

[ REGISTER NO: 27348317] in partial fulfillment of the requirement for the award of

Master of Business Administration by Pondicherry University during the academic year

2007 – 2008.

GUIDE HEAD OF DEPARTMENT

Submitted for Viva-Voce Examination held on

EXTERNAL EXAMINER

ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

provide necessary and essential facilities to do this project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department

Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an

opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mrs. K. VITHYA, Faculty,

Department of Management Studies, for her encouragement, support and guidance to

complete this project work successfully.

I convey my heartiest thanks to Mr. D. SRIRAM, Senior Personnel manager, SPi

technologies, Puducherry, who kindly granted permission to do this project report in his

esteemed organization.

Finally, I express my sincere thanks and deep sense of gratitude to my parents and

friends for giving timely advice in all the ways and in all aspects for doing the project

ABSTRACT

“A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS” in SPi technologies was used to study the existing recruitment and selection

process and various factor involved in it.

Both primary and secondary sources were used to collect data. The primary data is

collected from both employers and employees of SPi technologies through a well

constructed questionnaire.

The secondary data was collected from various journals, magazines, articles, various

sites and company records.

From the analysis it was inferred that the organization gave preference to internal

sources rather than external sources. Some of the employees felt that the company would

still fasten the process.

From the study it was found that the employers and employees are satisfied with their

present recruitment and selection process

TABLE OF CONTENTS

LIST OF TABLESLIST OF CHARTS

CHAPTER TITLE PAGE NO.

1 INTRODUCTION 1

2 REVIEW OF LITERATURE 6

3 OBJECTIVES OF THE STUDY 13

4 RESEARCH METHODOLOGY 14

5 DATA ANALYSIS AND INTERPRETATION 17

6 FINDINGS, SUGGESTIONS AND RECOMMENDATIONS OF THE STUDY

43

7 CONCLUSION 45

8 LIMITATION OF THE STUDY AND SCOPE FOR FURTHER STUDY

46

ANNEXURES

1. QUESTIONNAIRE2. BIBLIOGRAPHY

LIST OF TABLES

TABLE NO TITLE PAGE NO.

5.1.1 Respondents based on years of experience 17

5.1.2 Classification based on sources organization rely

heavily

18

5.1.3 Employees channel preference to post the resume 195.1.4 Employees preference of sources that reaches soon 205.1.5 Employees opinion about response after recruitment 215.1.6 Employers opinion about the process for identifying job

vacancies

22

5.1.7 Employers opinion about job analysis 235.1.8 Classification about sources organization use mostly 245.1.9 Classification regarding screening of candidates 255.1.10 Employees opinion about final satisfaction 265.1.11 Employers rating about the process 275.2.1 Table regarding panel member as referee and rating

about recruitment & selection process[observed count]

28

5.2.2 Table regarding panel member as referee and rating

about recruitment & selection process[expected count]

28

5.2.3 Table regarding panel member as referee and rating

about recruitment & selection process[Chi-square

calculation]

29

5.2.4 Table regarding recruitment cost and rating about

recruitment & selection process[observed count]

30


recruitment & selection process[expected count]

30


recruitment & selection process[chi-square calculation]

31

5.2.7 Table regarding medical examination and rating about

recruitment & selection process[observed count]

32


recruitment & selection process[expected count]

32


recruitment & selection process[chi-square calculation]

33

5.2.10 Table regarding recruitment sources organization use 34

and final decision about appointment[observed count]5.2.11 Table regarding recruitment sources organization use

and final decision about appointment [expected count]

34

5.2.12 Table regarding recruitment sources organization use

and final decision about appointment [chi-square

calculation]

35

5.3.1 Table regarding recruitment sources organization use

and source preferred effective by the employer[rank

correlation calculation]

36

5.3.2 Table regarding test & interview process and

satisfaction about selection technique used[rank


38

5.3.3 Table regarding questions given prior to the interview

and comfortableness with the interviewer[rank


40

5.4.1 Table regarding employers and employees final opinion

about recruitment & selection process[F-test

calculation]

42

LIST OF CHARTS

CHARTNO TITLE PAGE NO.

5.1.1 Respondents based on years of experience 17

5.1.2 Classification based on sources organization rely

heavily

18

5.1.3 Employees channel preference to post the resume 195.1.4 Employees preference of sources that reaches soon 205.1.5 Employees opinion about response after recruitment 215.1.6 Employers opinion about the process for identifying job

vacancies

22

5.1.7 Employers opinion about job analysis 235.1.8 Classification about sources organization use mostly 245.1.9 Classification regarding screening of candidates 255.1.10 Employees opinion about final satisfaction 265.1.11 Employers rating about the process 27

CHAPTER-I

INTRODUCTION

1.1 COMPANY PROFILE

1.2 SPi Technologies– As an Organisation under Study

Recruitment function of HR department in BPO companies is taking much attention due

to attrition rate. SPi technologies is not out of the order in this respect. In this

organisation attrition rate is 45-50 percent. To find out the reasons for this, a study is

conducted to find the effectiveness of recruitment and selection process.

1.3 About SPi Technology

On July 10, 2006, ePLDT acquired 100 per cent of SPi's shares. Together with

ePLDT's Ventus Group, it is one of the world's largest full service BPO companies with a

wide range of voice and non-voice BPO solutions, the broadest global delivery network

with 26 locations spanning North America, Europe, and Asia ,11,000 dedicated

employees , 4,500 in voice and 6,500 in non-voice ,and 7 years of quality and customer

service .SPi deploys its core competencies across the markets, like Banking, Financial

Services and Insurance, Government, Healthcare, Information Technology, Legal, Media,

Not-for-Profit Organizations, Publishing, Retail and Travel.

1.4 Value Proposition

SPi is a leading global BPO provider with numerous locations across the United

States, Europe, and Asia. With over 6,900 employees worldwide, it delivers scalable and

innovative content outsourcing solutions to diversified markets.

1.5 Solutions. People. Innovation.

Three simple words that say who SPi is, what they do and how SPi does it.

1.6Seamless. Professional. Invaluable.

For more than 150 global BPO clients, SPi is improving operating efficiency,

lowering costs, and strengthening competitive positioning in their respective

marketplaces.

1.7 Security. Precision. Integrity.

Internationally respected standards and methodologies provide a base line for

every project it takes on (ISO 9001:2000, ISO/IEC 27001:2005, CMMi Level 5, Six

Sigma).

1.8 Specialists. Partnerships. Intelligence.

Need a strategic BPO partner? It responds to your complex content management needs

with holistic, custom-created solutions that exceed our expectations, both today and for

the long term.

1.9 Brand Story

On April 3, 2006, SPI Technologies renewed its brand and became simply SPi.

Its new brand moves us from four distinct businesses to a single brand and is designed to

showcase the growing array of high quality services we offer today in the Healthcare,

Legal, Publishing and Transaction markets. Building on its 27 year tradition of

innovative business process outsourcing (BPO) solutions, SPi brand has been broadened

to showcase their people and their values, as well as our business.

Its brand is the visual expression of what they do and how they do things. It not

only represents its brand promise: "SPi is a leading global BPO provider. It delivers

valuable and innovative content outsourcing solutions to diversified markets," it also

reflects the essence of who they are, its aspirations, and what drives its business.

1.10 Global Presence: (Global Platform. Total Quality)

Spanning the United States, Europe, and Asia, SPi has built a robust and scalable

international operating platform.

1.11 Publishing (Global Resources. Customer-Centric Solutions)

SPi seamlessly blends years of in-depth domain knowledge with global resources

and the latest technologies to offer end-to-end editorial, content production and business

process outsourcing solutions. Its clients include a wide variety of publishers, including

not-for-profits, university presses, commercial and database publishers, as well as content

aggregators.

1.12 Need a strategic content outsourcing partner?

Its unique onshore/offshore business model ensures that it can consistently deliver

high quality, cost-effective, end-to-end publisher-specific solutions in the following

areas:

• Journal Solutions

• Book Solutions

• Content & Information Solutions

SPi have a long history of partnering with its clients. Its wide array of publishing

solutions support the creation, conversion, enhancement, management and presentation of

its clients' information, whether in print, electronic, or database format.

With its broad industry and process knowledge, robust tools, time-tested

methodologies and scaleable technology and facilities, it routinely delivers results that

enhance the value of all types of published and enterprise content for our clients.

1.13 Concerned about quality

It delivers peace of mind. Our credentials speak for themselves:

• ISO 9001:2000

http://spi-bpo.com/web/spi/widelanding.jsp?fldr_id=208&service=_Publishing

http://spi-bpo.com/web/spi/text_page.jsp?fldr_id=244



• CMMi Level 5

• Six Sigma

• Best In Class Business Continuity Practices

1.14 Client List

SPi has over 150 global clients, ranging from Fortune 1000 companies to

internationally respected professional societies and associations, law firms, universities,

and government agencies. Their selected client list speaks for itself. Accruent ,American

Association of Petroleum Geologists ,American Geophysical Union ,American Institute

of Physics ,American Speech-Language-Hearing Association ,Cambridge University

Press, McGraw-Hill ,Oxford University Press ,Springer ,University of Chicago Press

,University of Michigan ,Yale University Press.

1.15 SPi Technologies in India

SPi technologies entered Indian market by acquisition of KOLAM software in

Pondicherry. SPi technologies have their other subsidiary in Delhi, Chennai, Kolkata and

Coimabatore.Their clients for Indian operations are Springer,Elsavier,Tata Mcgraw Hills

and Oxford University Press.Coimbatore subsidiary deals with Medical transcription.

1.16 SPi Technologies in Pondicherry

SPi’s Indian headquarters is Pondicherry facility. The total number of employee working

in Pondicherry facility is 769, working under three shifts. The reason behind launching

their subsidiary in Pondicherry was:

• Pondicherry’s location

• Low cost of living was taken in to consideration.

• Pondicherry government’s schemes like tax holidays

• Less competition .SPi technologies has only one competitor in Pondicherry,

Integra software.

1.17 HR Team

Human resource department is in Pondicherry. It holds a centralised function for all

the other SPi technologies’ subsidiaries (except Coimbatore facility). The HR team is

lead by the senior manager . He is next to vice president – Indian operations in the




hierarchy. He leads a HR team of four managers (recruitment, Pondicherry), four

assistant manager and four executive.

1.18 HR Functions

Human resource department play a major and vital role in the company. HRD is in

Laporte Street, Pondicherry. All the HR related function for Indian operation is take care

by this department in Pondicherry. They practice a centralized function. Some of the HR

functions in SPI technologies are:

• Human resource planning

• Job analysis and design

• Recruitment

• Selection

• Orientation and placement

• Training and development

• Performance appraisal and job analysis

1.2 INTRODUCTION TO THE STUDY

The study was conducted in SPi TECHNOLOGIES, Puducherry to find

the effectiveness of recruitment and selection process.

Recruitment and selection process is a crucial factor in any organization

for selecting the right person for the right job.

The study intends to find how effectively recruitment and selection

process followed in the organization.

The study on effectiveness of recruitment and selection process provides

the organization to know how effectively the process is going on because attrition rate is

one of the major factors in call centers.

CHAPTER - II

REVIEW OF RELATED LITERATURE

2.1 Recruitment Definition

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an employment

agency or a member of staff at the business or organization looking for recruits.

Advertising is commonly part of the recruiting process, and can occur through several

means through online, newspapers, using newspaper dedicated to job advertisement,

through professional publication, using advertisements placed in windows, through a job

center, through campus interviews, etc.

2.1.1 Recruitment Meaning

Employing the right staff is an important human resource challenge faced by all

employers.

http://ww.amazines.com/Employment_related.html

Recruitment is an expensive business, which includes the cost of advertising and

the cost of current employees’ time interviewing and selecting the right candidate.

Good recruitment and selection can result in:

a] reduced labour turnover

b] reduced absence

c] reduced stress levels

A recruitment process should be:

a] efficient - cost effective in method and sources

b] effective - producing enough suitable candidates

c] fair - ensuring that decisions are made on merit without discrimination.

2.2 Recruitment and Selection

2.2.1 Definition

Recruitment is the process of identifying and attracting a group of potential

candidates from within and outside the organization to evaluate for employment. Once

these candidates are identified, the process of selecting appropriate employees for

employment can begin.

2.2.2 Recruitment and Selection Practices

Better recruitment and selection strategies result in improve organizational

outcomes. The more effectively organizations recruit and select candidates, the more

likely they are to hire and retain satisfied employees.

2.2.3 Purpose

a) The objectives of this study were to:

1. Identify general practices that organizations use to recruit and select

employees.

2. Determine which recruitment and selection practices are most effective.

3. Determine how the recruitment and selection practices affect organizational

outcomes.

b) Recruitment is the process of identifying and attracting potential candidates from

within and outside an organization to begin evaluating them for future employment. Once

candidates are identified, an organization can begin the selection process. This includes

collecting, measuring, and evaluating information about candidates’ qualifications for

specified positions.

The study, based on survey results from 162 members of the DDI HR Benchmark

Group, addresses the following issues.

a. General recruitment and selection profiles.

b. Recruitment strategies.

c. Organizational offerings and their impact on prospective employees.

d. Current and future selection practices.

f. Outsourcing recruitment and selection activities.

g. Barriers to effective recruitment and selection.

2.2.4 General Profile

a) Findings Overview

Although internal candidates typically stay in positions and are more successful

than external candidates, organizations fill positions with external candidates, on average,

13 percent more often than internal candidates.

In the next two years:

a.75 percent of the organizations surveyed plan to increase spending on

recruiting.

b.68 percent of the organizations plan to increase their spending on selection.

c.Almost half of the organizations plan to significantly change their current

approach to both recruitment (47 percent) and selection (41 percent) within the next two

years.

2.2.5 Recruitment Strategies


Organizations were asked what strategies they use to recruit both

managerial/professional and non management candidates.

a. For recruiting managerial/professional candidates, the Internet is the most

popular advertising medium, used by 76 percent of the organizations surveyed.

b. Organizations regularly utilize internal resources (e.g., internal job postings

and employee referrals) when recruiting both internal and external candidates.

c. Different kinds of agencies are used to recruit for positions at different levels.

i) Temporary and government agencies are used mainly to recruit non

management candidates.

ii) Employment agencies, colleges, and professional organizations are used

more often to recruit managerial/professional candidates.

2.2.6 Organizational Offerings

The quality of an organization’s offerings affects its ability to attract job

candidates.

a. Organizations believe they offer candidates a strong company reputation (69

percent) and high-quality benefits packages (65 percent) and learning opportunities (55

percent).

b. Many organizations do not offer stock options (37 percent) or child care options

(36 percent).

2.2.7 Best Practices

Organizations with the most effective recruiting strategies were 15 to 19 percent

more likely to offer candidates high-quality options such as:

Potential for advancement, Company reputation, Stocks, Benefits package etc.

. 2.2.8 Current and Future Selection Practices


Organizations were asked to indicate how extensively they use several selection

practices and how much they anticipate using them in the future.

a. Most organizations make extensive use of applications (89 percent), manual

resume screening (80 percent), and reference checks (75 percent) in their selection

systems.

b. Less than 20 percent of organizations currently use testing or assessment methods

extensively in their selection process

2.2.9 Barriers to Effective Recruitment and Selection


The surveyed organizations report that the top barriers to effective recruitment

and selection of candidates are:

a. Shortage of qualified applicants (62 percent).

b. Competition for the same applicants (62 percent).

c. Difficulty finding and identifying applicants (48 percent).

By Sheila M. Rioux, Ph.D., and Paul Bernthal, Ph.D.

2.3 Search & Selection

2.3.1 Introduction

The search and selection process is the foundation for all future employee

relations activities. As such, a considerable amount of employee resources is rightfully

spent on working on screening committees and in hiring employees. This document has

been developed to assist hiring supervisors, committee members and others in defining

effective search and selection processes, thereby maximizing the efforts to identifying

and attracting the best candidates.

2.3.2 Planning

As will become evident in further review of this document, planning is an

essential component to nearly every step of the search and selection process. We must

plan the way the position can meet the needs of the department while appropriately using

available resources, plan a recruitment strategy, and plan a screening strategy and, finally,

a selection strategy.

a) Needs assessment

The first step in any process is to determine the goals that you would like to

accomplish. In Search and Selection, this process usually takes one of two forms:

1) An addition to staff

In the event that the job is new and has not been graded before, it will be

necessary for the supervisor to complete the Position Analysis Questionnaire, which will

identify the job responsibilities and competencies required, as well as aid in establishing

the appropriate salary grade for the position.

2) A replacement of staff.

The time when a current employee vacates an existing position can be an

optimal time to review the organization and determine if a reallocation of position

responsibilities is appropriate. Often, a juggling of responsibilities within a unit can

create promotional opportunities, new skills, job enrichment and could better match the

remaining incumbents skills with the skills required for the position.

2.3.4 Identification of minimum requirements and preferred qualities

During the posting and recruitment process, the college identifies and

announces minimum requirements for fulfilling the responsibilities of the position as well

as those qualities which the supervisor believes will lead to further success in the

position.

2.3.5 Development of Screening Materials

Once the position requirements and preferred qualities are identified, it

should be easy for the supervisor to identify the screening questions. Since the committee

should only be asking questions which related to the decision of who to forward to the

supervisor in the next step of the process, the only topics the committee needs to address

are those which have been identified by the supervisor as being either preferred or

necessary qualities (as defined in the Notice of Vacancy).

The three parts to the screening process

a) Paper review

b) Interviews with the candidates

c) Interviews with each, respective candidates references

2.3.6 The interviews with the candidates

As addressed previously, the interview questions should cover specific areas of

concern. In the previous section, sample interview questions are offered for the hiring

supervisor in developing the interview questionnaire. Similar to developing the rating

scale in the paper review process, the supervisor will assign maximum point values to

each question, based on their relative importance to other criteria being reviewed.

Qualities that could fall into this category include:

ability to adapt to change

ability to display a positive outlook

ability to follow instructions

2.3.7 Development of Recruitment strategy

Even though s/he is not part of the screening process, the hiring supervisor

steers the search by developing the recruitment criteria, the position requirements and

preferred qualities, the rating scales and interview questions. The recruitment strategy

is the stage where the hiring supervisor determines, with assistance from Human

Resources, the timing for the search as well as the way that the position vacancy will

be communicated.

2.4 Recruitment Metrics

Recruitment can be an expensive and time-consuming endeavor, and

understanding the value of the results means knowing whether or not the time and money

are being used effectively. A few common recruitment metrics:

1) New Hire Quality:

Three to six months after hire, the hiring manager should complete an

evaluation of the new employee that compares expectations prior to recruiting with the

actual performance of the employee. Facets of quality to be evaluated include

knowledge and skills, performance, experience, motivation, multitasking abilities,

learning curve, customer compatibility, and organization compatibility.

2) Recruiting Cost Ratio:

The RCR is used to determine average HR spending on recruiting activities in

relation to the starting compensation of new hires (positions filled) that result from

staffing activities.This metric calculates the Total Recruiting Costs (both internal and

external) and divides it by the Total Compensation Recruited (the sum of the base annual

compensation of the positions filled through recruitment).

3) Recruiting Efficiency:

Closely related to RCR is the metric for Recruiting Efficiency. Recruiting

Efficiency gives a percentage in relation to complete efficiency, which is considered to be

100%.

CHAPTER- III

OBJECTIVES

• To study the existing recruitment and selection process the organization is using.

• To study various factors involved in recruitment and selection process.

• To study the methods and techniques used in recruitment and selection process.

• To study and identify how the present process affect organizational outcomes.

• To find employers and employees opinion about present process and provide a

suggestion for improvement.

CHAPTER - IV

RESEARCH METHODOLOGY

4.1 DATA COLLECTION:

4.1.1 Sources of data collection:

4.1.1.1 Primary data

Primary data are collected afresh and for the first time. It is the data originated by

the researcher specifically to address the research problem.

In this study, primary data is collected primarily to understand the existing

recruitment and selection process the organization is using.

4.1.1.2 Secondary Data

Secondary data is collected from internet, registers, records, journals, articles,

magazines and annual reports of the organization

4.1.1.3 Data collection Instrument:

Questionnaire Design begins with an understanding of the capabilities of a

questionnaire and how they can help in research. If it is determined that a questionnaire is

to be used, the greatest care goes into the planning of the objectives.

4.2 DATA SAMPLING:

Data sampling process includes the following steps that are sequentially shown

Define the Target Population

Define the Sampling frame

Determine the sample size

Execute the sampling process

4.2.1 Sample Size Design

It refers to the number of elements to be included in the study. A sample

design is a definite plan for obtaining a sample from a definite population. It refers to the

technique or the procedure the researchers would adopt in selecting items for the sample.

It is determined before data is collected. In this study

• 50 samples is collected from the employers.

• 50 samples is collected from employees.

4.2.2 Sampling Process

Convenience Sampling: A convenience is obtained by selecting ‘convenient’

population units. The method of convenience sampling is also called the chunk. A chunk

refers to that fraction of the population being investigated which is neither by probability

nor by judgement but by convenience.

x2= ? [O-E] 2/E

R= 1- 6 ? D2 / N3 -N

4.3 TOOLS FOR ANALYSIS:

• Percentage Analysis

• Chi-square analysis

• Correlation

• F-test

4.3.1 Percentage Analysis:

In percentage analysis, charts like bar chart and pie charts are used to

graphically represent the results from percentage analysis of the questionnaire

4.3.2 Chi-Square Analysis

The chi-square is one of the most widely used non-parametric tests in

statistical work. The Chi-Square was first used by Karl Pearson in the year 1900.

It is defined as

Chi-square test is applicable to a very large number of problems in practice. With

the help of this test we can find out whether two or more attributes are associated or not.

4.3.3 Correlation:

Correlation analysis deals with the association between two or more variables.

Correlation does not necessarily imply causation or functional relationship though the

existence of causation always implies correlation. By itself it establishes only co

variation. In this research rank correlation was used.The formula used to finn rank

correlation is

4.3.4 F-Test

F= S12 / S2

2

F-test is used to find out whether the two independent estimates of population

differ significantly or whether the two samples may be regarded as drawn from the

normal populations having the same variance.

F is defined as

CHAPTER – V

DATA ANALYSIS AND INTERPRETATION

5.1 ANALYSIS USING PERCENTAGE METHOD

TABLE 5.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE

Sl.no Years Respondent

s

Percentage%

1 0-2 years 34 68

2 3-5 years 14 28

3 6-8 years 2 4

Total 50 100

Inference

34 respondents belong to 0-2 years of experience, 14 respondents belong to 3-5

years of experience and 2 respondents belong to 6-8 years of experience.

CHART 5.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE

0

10

20

30

40

50

60

70

80

0-2 years

3-5 years

6-8 years

Years of experience

Percentage

TABLE 5.1.2 CLASSIFICATION BASED ON THE SOURCES ORGANIZATION

RELY HEAVILY

Sl.no Sources Respondents Percentage%

1 Internal 30 602 External 20 40

Total 50 100

Inference

30 respondents said that organization rely heavily on internal sources and20

respondents said that organization rely heavily on external sources.

CHART 5.1.2 CLASSIFICATION BASED ON THE SOURCES ORGANIZATION

RELY HEAVILY

0

10

20

30

40

50

60

70

Internalsources

Externalsources

Source

Percentage

TABLE 5.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE RESUME

Inference

34% of employees prefer jobsites to post the resume, 40% of employees prefer

company sites to post the resume, 18% of employees prefer consultancies to post the

resume and 8% of employees prefer employee referrals to post the resume.

CHART 5.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE

RESUME

Sl.no Channels Respondent

s

Percentage%

1 Job sites 17 342 Company sites 20 403 Consultancies 9 184 Referrals 4 8

Total 50 100

0

5

10

15

20

25

30

35

40

45

Jobsites

Companysites

Consultancies

Referrals

Channels

Percentage

TABLE 5.1.4 EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES

SOON

Inference

38% of employees said that newspaper source reaches them soon, 8% of

employees said that journals/periodicals reaches them soon, 20 of employees said that

campus recruitment reaches them soon and finally 34% of employees said that employee

Sl.no Sources Respondent

s

Percentage%

1 Newspaper 19 382 Journals/Periodicals 4 83 Campus Recruitment 10 204 Employee Referral 17 34

Total 50 100

referral reaches them soon.

CHART 5.1.4 EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES

SOON

0

5

10

15

20

25

30

35

40

Newspaper

Journals/Magazines

Campusrecruitment

Employee Referral

Sources

Percentage

TABLE 5.1.5 EMPLOYEE’S OPINION ABOUT RESPONSE AFTER

RECRUITMENT

Inference

Sl.no Response Respondent

s

Percentage%

1 Satisfied 44 882 Not Satisfied 6 12

Total 50 100

44 respondents are satisfied with the response given after recruitment and 6

respondents are not satisfied with the response given after recruitment

CHART 5.1.5 EMPLOYEE’S OPINION ABOUT RESPONSE AFTER

RECRUITMENT

0

10

20

30

40

50

60

70

80

90

100

Satisfied

Not Satisfied

Response

Percentage

TABLE 5.1.6 EMPLOYER’S OPINION ABOUT THE PROCESS FOR

IDENTIFYING JOB VACANCIES

Sl.no Process Respondents Percentage%

1 Step by step process 32 642 No step by step process 16 36

Total 50 100

Inference

32 respondents said that their organization follow a step by step process with

certain rules and regulations in identifying job vacancies and 16 respondents said that

their organization does not follow a step by step process with certain rules and

regulations in identifying job vacancies.

CHART 5.1.6 EMPLOYER’S OPINION ABOUT THE PROCESS FOR

IDENTIFYING JOB VACANCIES

0

1 0

2 0

3 0

4 0

5 0

6 0

7 0

S te p b y s te p p ro ce s s

N o s te p b y s te pp ro c e s s

Pr o c e s s

Percentage

TABLE 5.1.7 EMPLOYER’S OPINION ABOUT JOB ANALYSIS

Inference

Sl.no Job analysis Respondents Percentage

1 Yes 35 702 No 15 30

Total 50 100

35 respondents inferred that job analysis is conducted for each position,15

respondents inferred that job analysis is not conducted for each position.

CHART 5.1.7 EMPLOYER’S OPINION ABOUT JOB ANALYSIS

0

10

20

30

40

50

60

70

80

Yes

No

Job analysis

Percentage

TABLE 5.1.8 CLASSIFICATION ABOUT THE RECRUITMENT SOURCES

ORGANIZATION USE MOSTLY

Sl.no Sources Respondents Percentage%

1 Newspaper sources 15 302 Journals 7 143 Campus Recruitment 4 84 Employee Referral 19 385 Consultancies 5 10

Total 50 100

Inference

15 respondents said that their organization uses newspaper source mostly, 7

respondents said that their organization uses journals, 4 respondents said that their

organization uses campus recruitment, 5 respondents said that they use consultancies and

finally 19 respondents said that their organization uses employee referral mostly.

CHART 5.1.8 CLASSIFICATION ABOUT THE RECRUITMENT SOURCES

ORGANIZATION USE MOSTLY

0

5

10

15

20

25

30

35

40

Newspaper source

Journals/Periodicals

Campus Recruitment

Employee Referral

Consultancies

Sources

Percentage

TABLE 5.1.9 EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES

Sl.no Screening of Respondents Percentage%

candidates1 Yes 35 702 No 15 30

Total 50 100

Inference

35 respondents said that all initial screening of candidates is performed by HR

department and 15 respondents said that all initial screening of candidates is not

performed by HR department.

CHART 5.1.9 EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES

0

10

20

30

40

50

60

70

80

Yes

No

Screening of candidates

Percentage

TABLE 5.1.10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION

Sl.no Opinion Respondents Percentage%1 Satisfied 21 422 Highly Satisfied 13 263 Dissatisfied 5 104 Highly dissatisfied 4 85 No opinion 7 14 Total 50 100

Inference:

42% of employees are satisfied with the present process, 26% of

employees are highly satisfied with the present process, 10% of employees are

dissatisfied with the present process, 8% employees are highly dissatisfied with the

present process, and 14% employees said that they have no opinion about the process.

CHART 5.1.10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION

satisfied

Highly satisfied

Dissatisfied

Highlydissatisfied

No opinionFinal opinion about the process

TABLE 5.1.11 EMPLOYERS RATING ABOUT THE PROCESS

Inference:

24% employers rated that the process is effective, 42% of employers rated

that the process is very effective, 22% of employers rated that the process is not effective,

12% of employers said no opinion about the process.

CHART 5.1.11 EMPLOYERS RATING ABOUT THE PROCESS

Effective

Very effective

Not effective

No opinion

Final rating about the process

Sl.no Opinion Respondents Percentage%1 Effective 12 242 Very effective 21 423 Not effective 11 224 No opinion 6 12 Total 50 100

5.2 ANALYSIS USING CHI-SQUARE

ANALYSIS OF EMPLOYERS OPINION REGARDING PANEL MEMBER AS

REFEREE AND RATING ABOUT RECRUITMENT& SELECTION PROCESS

OBSERVED COUNT:

TABLE 5.2.1

EXPECTED COUNT

TABLE 5.2.2

Rating about recruitment& selection

Panel

member as

referee

Effective Very

Effective

Not Effective No opinion Total

Yes 5 14 5 1 25No 7 7 6 5 25

Total 12 21 11 6 50

Rating about recruitment & selectionPanel

member as

referee

Effective Very

Effective


Yes 6 10.5 5.5 3 25No 6 10.5 5.5 3 25

Total 12 21 11 6 50

CHI-SQUARE CALCULATION

TABLE 5.2.3

Null Hypothesis Ho:

There is no significant difference between the referee as a panel member and final

O E [O-E]2 [O-E]2/E5 6 1 0.1714 10.5 12.25 1.175 5.5 0.25 0.051 3 4 1.337 6 1 0.177 10.5 12.25 1.176 5.5 0.25 0.055 3 4 1.33 ∑ = 5.44

rating about recruitment and selection process.

Inference:

Calculated value Σ [O-E] 2/E = 5.44

Degrees of freedom (m-1) (n-1) = (2-1) (4-1)

= 3

The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT COST

AND FINAL RATING ABOUT RECRUITMENT AND SELECTION PROCESS

OBSERVED COUNT

TABLE 5.2.4

Rating about recruitment & selection

Recruitme

nt cost

Effective Very

Effective

Not

Effective

No opinion Total

Yes 6 11 5 2 24

No 6 10 6 4 26

Total 12 21 11 6 50

EXPECTED COUNT

TABLE 5.2.5


TABLE 5.2.6

Rating about recruitment & selection

Recruitment

cost

Effective Very

Effective

Not

Effective

No opinion Total

Yes 5.8 10 5.3 2.9 24

No 6.2 11 5.7 3.1 26

Total 12 21 11 6 50

Null Hypothesis Ho:

There is no association between the measurement of recruitment cost and final

satisfaction about recruitment and selection process.

Inference:



= 3



O E [O-E]2 [O-E]2/E6 5.8 0.04 0.6811 10 1 0.15 5.3 0.07 0.022 2.9 0.81 0.286 6.2 0.04 0.6510 11 1 0.096 5.7 0.09 0.024 3.1 0.81 0.26

∑= 2.11

ANALYSIS OF EMPLOYERS OPINION REGARDING MEDICAL

EXAMINATION AND FINAL RATING ABOUT RECRUITMENT AND

SELECTION PROCESS

OBSERVED COUNT

Table 5.2.7

Rating about recruitment& selection Medical

Examination

Effective Very

Effective


Yes 5 8 7 3 23

No 7 13 4 3 27

Total 12 21 11 6 50

EXPECTED COUNT

Table 5.2.8

Rating about recruitment& selection Medical

Examination

Effective Very

Effective


Yes 5.52 9.7 5.1 2.76 23

No 6.48 11.34 5.94 3.24 27

Total 12 21 11 6 50


TABLE 5.2.9

Null Hypothesis Ho:

There is no association between the medical examination conducted on employees

and final satisfaction about recruitment and selection process.

Inference:



= 3



O E [O-E]2 [O-E]2/E

5 5.52 0.27 0.058 9.66 2.76 0.297 5.06 3.76 0.743 2.76 0.06 0.027 6.48 0.27 0.4213 11.34 2.76 0.244 5.94 3.76 0.633 3.24 0.06 0.02

∑=2.41

ANALYSIS OF EMPLOYEES OPINION REGARDING RECRUITMENT

SOURCE ORGANIZATION USE HEAVILY AND FINAL DECISIONS ABOUT

APPOINTMENT

OBSERVED COUNT

TABLE 5.2.10

EXPECTED COUNT

TABLE 5.2.11

Final decision about

appointmentSources

organization rely

heavily

Yes No Total

Internal sources 25 5 30External sources 14 6 20

Total 39 11 50


TABLE 5.2.12

Final decision about appointment

Sources

organization rely

heavily

Yes No Total

Internal sources 23.4 6.6 30External sources 15.6 4.4 20

Total 39 11 50

O E [O-E]2 [O-E]2/E25 23.4 2.56 0.115 6.6 2.56 0.3914 15.6 2.56 0.166 4.4 2.56 0.58

∑=1.24

Null Hypothesis Ho:

There is no association between sources organization rely heavily and final

decisions about appointment.

Inference:



= 1

The tabulated value for1 degrees freedom at 5% level of significance is 7.88.


5.3 ANALYSIS USING RANK CORRELATION

ANALYSIS OF EMPLOYEES OPINION REGARDING TEST&INTERVIEW

PROCESS AND SATISFACTION ABOUT SELECTION TECHNIQUE USED

TABLE 5.3.1

R= 1- 6 ? D2 / N3 -N

CACULATIONS:

= 1- 6 * 2

23-2

= 1- 12

6

= 1-2

Sl.no X Rx Y Ry [ Rx- Ry ]

D2

1 24 1 39 2 1

2 26 2 11 1 1

Σ D2 = 2

R = -1

INFERENCE:

The test & interview process and satisfaction about selection technique used is

highly negatively correlated.

R= 1- 6 ? D2 / N3 -N

ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT

SOURCE ORGANIZATION USE AND SOURCE PREFERRED EFFECTIVE BY

THEM

TABLE 5.3.2

CACULATIONS:


D2

1 15 4 14 4 0

2 7 3 6 1 4

3 4 1 8 3 4

4 19 5 15 5 0

5 5 2 7 2 0

Σ D2 = 8

R= 0.6

= 1- 6 * 8

53-5

= 1- 48

120

= 1-0.4

INFERENCE:

The recruitment source organization use and source preferred effective by

them is positively correlated.

ANALYSIS OF EMPLOYEES OPINION REGARDING QUESTIONS GAVE

PRIOR TO THE INTERVIEW AND COMFORTABLENESS WITH THE

INTERVIEWER

TABLE 5.3.3

CACULATIONS:


D2

1 12 1 23 1 0

2 38 2 27 2 0

Σ D2 = 0

R= 1- 6 ? D2 / N3 -N R = 1

= 1- 6 * 0

23-2

= 1- 0

6

= 1-0

INFERENCE:

If the questions given prior to the interview means then the comfortableness

with the interviewer will be increased. So it is highly positively correlated.

5.4 ANALYSIS USING F-TEST

ANALYSIS OF EMPLOYEES AND EMPLOYERS OPINION REGARDING

FINAL SATISFACTION ABOUT RECRUITMENT AND SELECTION PROCESS

NULL HYPOTHESIS H0:

The two populations have the same variance.

Table 5.4.1

Samples1

X1

X1 X12 Samples2

X2

X2 X22

12 0.5 0.25 21 11 121

21 8.5 72.2

5

13 3 9

11 -1.5 2.25 5 -5 256 -6.5 42.2

5

4 -6 36

7 -3 9

F=1.28 F= 1.28

Σ X12 = 117 Σ X2

2 = 200

X1 is employee’s opinion about the process and X2 is employers rating about the process.

S12 = 50 S2

2 = 39

F = S12 / S2

2

INFERENCE:

For v1=4 and v2=5, F0.05=6.23.

The calculated value is less than the tabulated value. Therefore hypothesis is

accepted. It means the two different populations have the same variance.

CHAPTER - VI

6.1 FINDINGS OF THE STUDY

• A majority of the respondents prefer to post their resume through company web

sites and job sites.

• The percentage analysis shows that the organization relies heavily on internal

sources.

• Most of the employees said that a newspaper source reaches them soon.

• A majority of employees inferred that they are satisfied with the response given

after recruitment.

• Most of the employees said that the final decisions about appointment should be

based only on merit.

• A majority of employers inferred that there organization is following a step by

step process with certain rules and regulations in identifying job vacancies.

• The percentage analysis shows that the organization is conducting job analysis

and job description for each job position.

• A majority of employers said that there organization using newspaper and

employee referral sources mostly.

• Most of the employers inferred that they are measuring the cost for the

recruitment sources by comparing the validated budget versus approved budget.

• The correlation analysis shows that the questions asked in the interview and

comfortableness with the interviewer is positively correlated.

• Most of the employees are satisfied with the present recruitment and selection

process.

• A majority of the employers inferred that the present recruitment and selection

process is effective.

6.2 SUGGESTIONS AND RECOMMENDATIONS

From the study, it is found that majority of the employees prefer to post their

resume in companies website. So the company can have exclusive career link in

its website to post resume.

By using a separate link with resume screening software, the resumes can be

screened and managed effectively.

From the study, it is found that newspaper is the effective medium to advertise for

recruitment. Since this company focus on candidates from Pondicherry, they can

advertise for mass recruitment.

Relocation is the main problem for a candidate’s rejecting an offer. So by

providing a good salary and accommodation, relocation problem can be solved.

Thus the recruitment process can be made effective by retaining the recruited

candidate.

Some of the employees said that the response given after recruitment is not

satisfactory. If the recruitment feedback mechanism is not effective, there is high

risk of loosing good candidates to other companies. So they can give the response

for candidates immediately whether they are short listed or rejected.

It is found that the company is not conducting the medical examination for

employees during selection process. They can conduct medical examination in

order to prevail themselves if any problem happens to the employees.

CHAPTER-VII

CONCLUSION

This project “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS” was helpful to know about the recruitment and selection

process in E-Publishing Company. This study inferred that most of the employers and

employees are satisfied with the present process. This study was helpful to study the

sources of recruitment and selection techniques & methods used.

The study on recruitment and selection is more an ART rather than a process. HR

professional is having a big responsibility to hire a best person from the available talent

pool. At the same time, one needs to be cost conscious. The employer should judge on

individual merits and set the same standards for all. In the present scenario, “It is the

biggest challenge for a HR manager to hunt for talent.”

.

CHAPTER – VIII

8.1 LIMITATIONS

• The entire study applies only to the specific concern.

• The period for study is one month, so the detailed analysis about the process is

difficult.

• The study was made only with limited number of samples.

• The respondents may give false information.

8.2 SCOPE FOR FURTHER STUDY

The Project throws light on the need for learning about recruitment and selection

process.

This study will be useful to find out the sources and techniques used in the

recruitment and selection process.

It will be helpful for the company to know the effective sources and techniques in

recruitment and selection process.

ANNEXURE - I

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS IN SPi TECHNOLOGIES

EMPLOYER PERSONAL DETAILS

1. Name :

2. Designation :

3. Age:

a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45

4. Marital status:

a) Married b) unmarried

5. Educational Qualification:

a) Below Hr. Sec. b) Hr. Sec c) ITI or others d) UG OR PG

6. Years of Experience:

a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years

RECRUITMENT

1. What type of process are there for identifying job vacancies in your organization?

a) Follow step by step process with certain rules.

b) No step by step process.

c) Not aware.

2. Is job analysis conducted for each position?

a) Yes b) No

3. Do you give consideration to internal candidates for all jobs before outside

recruitment begins?

a) Yes b) No

4. Do you accept late applications?

a) Yes b) No

5. Is there any job description for each vacancy including the purpose, tasks and

responsibilities?

a) Yes b) No

6. What kind of recruitment sources does your organization use?

a) Newspaper sources

b) Professional journals/periodical

c) Campus recruitment

d) Employee referral

e) Consultancies

7. Which recruitment source do you prefer very effective from the above?

8. Does your organization measure the cost of these recruiting sources?

a) Yes b) No

If yes specify,

9. To whom are the performance measure and recruiting costs are usually communicated?

a) Finance department

b) Accounts department

c) Administration department

10. Identify any one factor which affects you to recruit best candidate?

a) Image of the organization

b) Government influence

c) Internal organizational policies

d) None of the above

SELECTION

11. Do you have any standard pattern in selection process? (From initial interview to final

placement)

a) Yes b) No

12. Does HR department perform all initial screening of candidates?

a) Yes b) No

13. How many candidates are typically interviewed before final placement?

a) 10 b) Below 10 c) Above 10 d) None of the above

14. Are panel interviews are used?

a) Yes b) No

15. Can you allow a referee as a panel member?

a) Yes b) No

16. Are reference checks considered on all candidates?

a) Yes b) No

17. Are candidate telephone interviews, teleconferencing or video conferencing

conducted before personnel interview?

a) Yes b) No

18. What type of tests are mostly used in your organization during selection process?

a) Personality tests

b) Psychometric tests

c) Judgement tests

c) Ability tests

d) Not aware

19. Do you professionally validate the tests used in selection process?

a) Yes b) No

20. What your organization will do if short listed applicant cannot be interviewed on the

scheduled day?

a) Offer another date, location.

b) Will hold the applicant and used whenever needed.

c) Consideration may be given to exclude that person from the process.

d) No opinion.

21. Does your organization conduct medical examination for employees during selection

process?

a) Yes b) No

22. Finally rate the recruitment and selection process used in your organization

a) Effective

b) Very effective

c) Not effective

d) No opinion

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS IN SPi TECHNOLOGIES

EMPLOYEE PERSONAL DETAILS

1. Name :

2. Designation :

3. Age:

a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45

4. Marital status:

a) Married b) unmarried

5. Educational Qualification:

a) Below Hr. Sec. b) Hr. Sec c) UG or PG d) ITI or others

6. Years of Experience:

a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years

RECRUITMENT AND SELECTION

1. Did you visit the website of this company before coming for the interview?

a) Yes b) No

2. What is your experience in this company?

a) 0 – 2 years

b) 3 – 5 years

c) 6 – 8 years

d) Above 8 years

3. Which sources your organization rely heavily for recruitment?

a) Internal sources b) External sources

4 .Which channel do you prefer easy to post your resume?

a) job sites

b) company websites

c) consultancy

d) referrals

5. Through which source did you get recruited in this company?


b) Professional journals/periodicals

c) College recruiting


e) Internal computerized applicant database

6. Which type of recruitment sources reaches you soon?


b) Professional journals/periodicals

c) College recruiting


7. Have you ever rejected an offer in any company?

a) Yes b) No

8. State the reason for rejecting the offer.

a) relocation

b) salary

c) growth

d) others

9. State the reason for accepting the offer in this organization?

10. Are you satisfied with the response given after recruitment?

a) Yes b) No

11. Are you satisfied with the selection techniques used in your organization?

a) Yes b) No

If No means give reason:

12. Do you feel that the test and the interview process is lengthy?

a) Yes b) No

13. What type questions they asked you in the interview?

a) Relaxing questions

b) Tough questions

c) Icebreaking questions

14. Did they give the questions prior to the interview?

a) Yes b) No

15. Did you felt comfortable with your interviewer?

a) Yes b) No

16. Do all people have to be interviewed in the same way?

a) Yes b) No

If No means state reason:

17. The people who are all involved in the recruitment and selection process were very

supportive to you

a) Yes b) No

18. The final decisions about the appointment should be based only on merit?

a) Yes b) No

If No means state reason:

19. Does your organization provide you induction or orientation programme after

placement?

a) Yes b) No

If yes means mention how effective and useful,

20. Finally how much you satisfied with the present recruitment and selection process

followed in your organization?

a) Satisfied

b) Highly satisfied

c) Dissatisfied

d) Highly dissatisfied

e) No opinion

If you are not satisfied with the present process means provide suggestion for

improvement:

Annexure - II

Bibliography

Books Referred

1. Christopher Mabey, “Strategic Human Resource Management” – Edition 1.

2. K. Aswathappa, “Human Resource and Personnel Management” – Edition 1.

3. Donnelly , “Managing Human Resource” – Edition 1

4. Statistical methods by S.P.Gupta

Sites Visited

1. www.spi.com

2. www.citehr.com

3. www.explorehr.com

44373227 a Study on Effectiveness of Recruitment and Selection Process

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