CHAPTER ONE INTRODUCTION TO THE STUDY 1.1 Project Title: “To Study the Recruitment and Selection Process of the Organization” 1.2 Introduction: Recruitment and Selection are two of the most important functions of Human Resource management. Recruitment precedes selection and helps in selecting a right candidate. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience. While doing so we need to keep present and future requirements of company in mind. ( www.wikipedia.com) Page 1
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CHAPTER ONE
INTRODUCTION TO THE STUDY
1.1 Project Title:
“To Study the Recruitment and Selection Process of the Organization”
1.2 Introduction:
Recruitment and Selection are two of the most important functions of Human Resource
management. Recruitment precedes selection and helps in selecting a right candidate. In
order to realize company objectives, it is essential to recruit people with requisite skills,
qualification and experience. While doing so we need to keep present and future
requirements of company in mind. ( www.wikipedia.com)
Recruitment is not just a simple selection process but also requires management decision
making and extensive planning to employ the most suitable manpower. Competition
among business organizations for recruiting the best potential has increased focus on
innovation, and management decision making and the selectors aim to recruit only the best
candidate who would suit the corporate culture, ethics and climate specific to the
organization.
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“Right person for the right job” is the basic principle in recruitment and selection. The
process of Recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite a well drawn
plan on Recruitment and Selection and involvement of qualified management team,
recruitment processes followed by companies can face significant obstacles in
implementation. Theories of HRM may provide insights on best approaches to
Recruitment although companies will have to use their in house management skills to
apply generic theories within specific organizational contexts.
1.3 Objective of The Study
Write ua objective
1.3.1 To analyze the present recruitment methodology of (companys name) and
propose modifications and improvements with following objectives:-
(a) To review the existing process of recruiting candidates at ( company name)
(b)
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1.4 Scope of the Study
The study was conducted in (company name), the project is confined and restricted only to
this branch of the organization.
1.5 Importance of the Study
Recruitment and selection process is an important function that is it provides a pool of
potentially qualified candidates, specifically the importance are:
Determine the present and future requirements of the organization in conjunction
with its personnel- planning and job-analysis activities.
Attract and encourage more and more candidates to apply in the organization.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number of
visibly, under-qualified or overqualified job applicants.
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1.6 Data Analysis and Interpretation:
The data, which is collected, is analyzed and is represented through Pie Charts and using
Percentages for analyzing and interpreting.
1.7 Limitations to the Study
Write your limitations
CHAPTER TWO
THEORITICAL BACKGROUND
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CONTENTS:
Recruitment Selection Process of Selection
Theoretical Background
2.1 Recruitment :
2.1.1 Meaning -
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Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees. Every organization needs to recruit people to carry out the organization goals or activities. Recruitment means generating applicants for specific positions. Once a determination of Human Resource requirement has been made, the recruitment and hiring process begins.
A formal definition states, “ It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.”
The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.
2.1.2 Definition -
Recruitment is defined as –
“A process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce”
- (Edwin B)
“Recruitment is the process of generating a pool of qualified applicants for organization jobs.”
- (Mathis And Jackson)
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2.1.3 Effective Recruitment and Selection:
As organization plan for growth they seek to change and develop. This can lead to the need
for recruitment or selection for job change. The key to a successful future is having the
right people in the right jobs, whether the person is a new recruit or a potential transfer
from another area. Defining appropriate criteria for your organisation’s recruitment and
selection processes supports its employee selection staffing models and employee
development goals.
2.1.4 Criteria for effective recruitment include:
Adequate and qualified staff
Commitment to fair employee practices
Workplace guidelines and pre-employment standards, such as background
investigations and reference checks
2.1.5 Recruitment Theory and Concept:
The process of identifying and hiring the best-quality candidate for a job vacancy in a most
timely and cost effective manner.
Recruitment is the activity of employing workers to fill vacancies or enrolling new
members. Employment recruitment is composed of several stages: verifying that a vacancy
exists; drawing up a job specification; finding candidates; selecting them by interviewing
and other means such as conducting a psychometric test; and making a job offer. Effective
recruitment is important in achieving high organizational performance and minimizing
labor turnover. Employees may be recruited either externally or internally.
2.1.6 Purpose and Importance of Recruitment
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with
its personnel planning and job analyses activities.
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Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates with minimum cost.
Help increase the success rate of selection process by decreasing number of visibly
under qualified or over-qualified job applicants.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organizational and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.
2.1.7 Internal Sources of Recruitment
Transfer
The employees are transferred from one department to another according to their
efficiency and experience.
Promotions
Employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.
Upgrading of present employees according to their performance.
Retired And Retrenched Employees
These employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment of such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.
2.1.8 External Sources Of Recruitment
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Press Advertisements
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.
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.
.
2.2 Recruitment Cycle:
2.2.1 Defining Job Openings And Available Positions
The first process of any recruitment and selection program is defining the needs and requirements for new workers and professionals for outline job positions and openings. Carefully devised and developed roles, responsibilities, skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Large workforce organizations also work with staffing agencies, HR contractors and online job portals to outsource certain employee requirements.
2.2.2 Evaluation Period
A rigorous process of evaluation follows the recruitment ads placement phase. Curriculum vitae (CVs) and resumes of various candidates applying for the jobs are screened, classified and filtered. Interviews are scheduled with the earmarked candidates. As per specific organizational policies, written tests may be conducted. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics.
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2.3 Selection Process
Reference checks and detailed background checks are carried out to verify facts and
matters presented in resumes and CVs. Follow-ups are done with certain selected
candidates to firm up the hiring process. A thorough evaluation of the defined skill
sets and qualifications of shortlisted candidates, their written materials and work
samples is done again in a transparent and objective manner. Additional interviews
or final interviews are conducted during this last stage of recruitment and the hiring
decision is finalized.
2.3.1 Induction Process
Once the chosen candidates have been informed of their selection for the job
postings, they are granted offer letters and approsed briefly about their roles and
responsibilities. During this process, the chosen candidates are encouraged to ask
questions about organizational philosophies, work culture and employee practices.
They are informed about start dates, induction programs, compensation packages
Q1) Why do vacancies normally exists in (company name)?
New Positions89%
Replacements11%
VACANCIES
Criteria No. of responses Percentage (%)
New Positions 31 89%
Replacements 4 11%
Total 35 100%
Interpretation:
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It can be seen that 31% of the respondents are of opinion that vacancies normally exists at
(company name) because of new positions to be offered.
CHAPTER SIX
FINDINGS & SUGGESTIONS
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ANNEXURE
QUESTIONARIE’S ASKED TO THE HR DEPARTMENT
Q.1) HOW MANY EMPLOYEES ARE THERE IN THE ORGAANISATION?
Q.2)WHAT IS THE RECRUITMENT POLICY OF THE COMPANY?
Q.3)DOES THE HR DEPARTMENT FACE ANY KIND OF CHALLENGES DURING THE RECRUITMENT PROCESS? IF YES ,WHAT ARE THOSE CHALLENGES?
Q.4)WHICH ALL SOCIAL MEDIA DOES THE HR DEPARTMENT USE FOR SOURCING NEW TALENTS?
Q.5)DOES THE COMPANY CONDUCT CAMPUS DRIVES?IF YES,WHERE DID THE COMPANY CONDUCT CAMPUS DRIVE AND HOW MANY STUDENTS DID IT RECRUIT THROUGH THE CAMPUS DRIVE?
Q.6)DOES VIENTRO BUSINESS CONSULTING OUTLINE ANY KIND OF VALUES FOR THE PROGRESS OF THE COMPANY?IF YES WHAT ARE THE VALUES OBSERVED AT VIENTRO BUSINESS CONSULTING?
Q.7)APPROXIMATELY WHAT IS THE DURATION TAKEN TO FILL A VACANT POSITION AT VIENTRO BUSINESS CONSULTING BY THE HR DEPARTMENT?
Q.8)HOW MANY CANDIDATES ARE HIRED EVERY MONTH ON AN AVERAGE?
Q.9)HOW MANY CANDIDATES HAVE ACCEPETED OFFER BUT DID NOT JOIN?
Q.10)HOW MANY CANDIDATES WERE REJECTED IN THE HR INTERVIEW? WHAT WAS THE REASON FOR REJECTION?
Q.11)HOW MANY CANDIDATES REJECTED THE OFFER? WHAT COULD BE THE REASON?
Q.12)WHAT ARE THE FUTURE PLANS OF VIENTRO BUSINESS CONSULTING? IS VIENTRO BUSINESS CONSULTING THINKING OF EXPANSION PLANS?