an SUMMER TRAINING PROJECT REPORT ON RECRUITMENT AND SELECTION
AT RIGHTWAY CORPRATES SERVICES IN PARTIAL FULFILLMENT OF THE
REQUIREMENTS FOR THE AWARD OF DEGREE OF BACHELOR OF BUSINESS
ADMINISTRATION (HR) IN THE Chandigarh School Of Business CHANDIGARH
GROUP OF COLLEGES (2011-2014) Supervised by : Submitted by:. Isha
Madaan Harpreet Kaur
PREFACEFor management careers, it is very important to develop
managerial skills. In order to achieve positive and concrete
results, along with theoretical concepts, the exposure of real life
situation existing in a corporate world is very much needed. To
fulfill this need, this type of practical training is required.
I underwent summer training in the office of RIGHTWAY CORPORATE
SERVICES. It is my fortune to get training in a very healthy
company. I got great opportunity to view the overall working of the
organization.I learned a lot from the hard work I put in to collect
information regarding the same, which would be of great use in my
near future as a professional. Justification cannot be done to
whatever I have learnt within a few pages but I have still tried my
best to cover as much as possible about the EMPLOYEE SATISFACTION
in this report.
ACKNOWLEDGEMENTAs drops of water gradually fill up the pitcher
so do knowledge, virtue and wealth andexperience accumulate little
by little-- Chanakya Niti
Same was my experience in RIGHTWAY CORPORATE SERVICES. from the
day I joined till the very last day; it was a great learning
experience. I express my sincere thanks to RIGHTWAY CORPORATE for
giving me an opportunity to work with them through this summer
project. It is said that life is a mixture of achievements,
failures, experiences, exposure and efforts to make your dreams
come true.There are people around you who help you realize those
dreams. Acknowledgement is not merely a formality, rather an
expression of deep gratitude to those people. I take this
opportunity to express my sincere thanks and deep gratitude towards
Mr. Sandeep kumar for her valuable guidance and co-operation in
carrying out this project successfully. I would like to thank
specially to Mr.Ashish Koul (Manager) for providing me an
opportunity to undertake this training at RIGHTWAY CORPORATE
ChandigarhI wish to express my gratitude towards Ms. Jatinder kaur
for permitting me to work under her guidance without whose guidance
& cooperation this project would not have been a Success. I
have no words to express my gratitude to the profound interest
taken by her at every stage of the project. Her encouragement and
support made my target easily achievable. I would also like to
thank other Office and Marketing Staff of, RIGHTWAY CORPORATE
Chandigarh for their cooperation and helpful behavior .It would be
incomplete without expressing whole hearted thanks to my family
members who have been constant resource of encouragement and
support throughout the project work.Bringing the project to
completion requires the combined talent of persons in and out. Not
quite that many helped me with the project, but I certainly could
not have done it alone. Any bouquets for the merit in the project
should go to their door. Any brickbats should come to me.Last but
not the least it is the grace of Almighty which has lead and guided
me all the way in my life to make this work a fruitful one.
DECLARATION
I hereby declare that the project report title Employee
Satisfaction. It is an attempt to present an account of practical
knowledge with reference to RIGHTWAY CORPORATE submitted in the
partial fulfillment of the degree for Bachelor of Business
Administration to Punjab technical University is my own accurate
work. All care has been taken to keep this report error free and I
sincerely regret for any unintended discrepancies that might have
crept into this report. I shall be highly obliged if errors (if
any) be brought to my attention.THANKYOU. HARPREET KAUR
TABLE OF CONTENTS
S.NO. TOPIC NAME
1. INTRODUCTION
2. REVIEW OF LITERATURE
3. DATA BASE AND METHODOLOGY
4. DATA ANALYSIS AND INTERPRETATION
5.
CONCLUSION FINDINGS SUGGESSTIONS LIMITATIONS BIBLIOGRAPHY
CHAPTER 1: COMPANY PROFILE ACT OBJECTIVES OF THE STUDY SCOPE OF
THE STUDY
COMPANY PROFILE ACT Rightway offers one stop shopping for all of
your insurance needs. Larger insurance companies only offer one
type of insurance, they just offer car insurance or life insurance,
but at Rightway we do it all, Auto Insurance, Homeowners Insurance,
Businessowners Insurance, Life Insurance, and we do it with your
best interests in mind. As a family we look forward to establishing
long term relationships with each of our clients helping to promote
their peace of mind through comprehensive insurance coverage. We,
at Rightway, are the third source for insurance, we are independent
insurance agents, meaning that we represent many companies and have
the ability to do research with these firms to find you the best
combination of price, coverage, and service. Our representation of
several reliable companies makes possible for us to tailor your
insurance protection so that you receive the best coverage for you
money. Since we are not an employee of a large insurance company we
work only for our clients best interests.Buying insurance is not
like buying bread or milk; you can not treat the purchasing of
insurance lightly because your policy is the safety net for you and
your family. What most people do not realize when looking for
insurance is that there is a major difference in where you buy your
protection. There are three main sources for insurance coverage,
captive agents, telephone representatives or direct marketers and
independent insurance agents. Captive agents can only sell you, the
client, the insurance policies of one and only one company.
Telephone representatives can offer you the insurance of only one
company and they can only do it through telephone interactions with
a different person each time you call
VISION Our Inspiration is to become leading creator of
shareholder value in our field to achieve this we will use the
energy,of our people ,develop and implementing leading edge
technologies and draw on both to deliver effective word class
solution to our customers. Be market leader in their core business.
Achieve and sustain global competiveness in all their business.Grow
as institution of strengthof their people.
OUR MISSIONRIGHTWAY CORP SERVICES PVT LTD aims to be the most
useful, reliable and efficient provider of Financial Services. It
is our continuous Endeavour to be a trustworthy advisor to our
clients, helping them achieve their financial goals. Our mission is
to be the largest and most trusted name in financial products
distribution in India, delivering solutions that fulfill today's
needs and tomorrow's dreams. To serve our clients with utmost
dedication and integrity so that we exceed their expectations and
build enduring relationships. To offer unparalleled quality of
service through complete knowledge of products, constant innovation
in services and use of the latest technology. To always give honest
and unbiased financial advice and earn our client's
QUALITY POLICY
It will be companies endeavor to continuously improve our
services for better customer satisfaction .Every individual in the
unit shall stand committed and focused to this stage objective by
adopting total quality management (TQM) metrology aimed at
continuous improving our system , practices and preferences .We
shall be committed to compl
OUR STRENGTH
1. World-class technical expertise based on our quality
instructors & delivery methods ensure excellent training at our
centers and corporate venues2. Industry-leading custom content
development for hands on training in the classroom including onsite
labs for real skill transfer to corporate.3. Regular upgrades in
course contents and course materials .4. Reputation for Quality We
have a strong reputation among employers, who hire our graduates as
a training organization that prepares students to evaluate
situations, analyze solutions and apply practical knowledge to
produce effective results.5. Our Faculty and Teaching Methodology
rightway faculty of instructors is comprised of Superior, Certified
Instructors who are highly skilled, dedicated professionals who
possess expertise in their chosen field
CORPORATE SOCIAL RESPONSIBILITYWhile rightway is responsible to
its shareholder for fair returns on their investment, it is also
committed to its other stakeholders to conduct its business in a
responsible manner that creates a positive and long term impact on
society .For Rightway ,being a social responsible will mean:
Promoting the well being and development of employees and their
families though an inspiring corporate culture that engenders good
vales. Building active and long term partnership with the
communities.
CORE VALUE Honesty Integrity Flexibility Respect for individuals
Respect for knowledge Team performance
OBJECTIVES OF THE STUDYThe objective of my study is to
understand and critically anaylze the recruitment and selection
procedure at vikabh corporate services.1.To know the recruitment
and the selection procedure.2.To critically analyze the functioning
of recruitment and selection procedures..3.To indentify the
probable area of improvement to make recruitment and selection
procedures.4.To know the managerial satisfaction level about
recruitment and selection procedure.
SCOPE OF THE STUDYThe benefit of the study for the researcher is
that it helped to gain knowledge and experience and also provided
the opportunity to study and understand the prevalent recruitment
and selection procedures. The key point of my research study are
:1.To study the fact about the Vikabh Corporate Services as a
group.2.To understand and analyze various H.R factors including
recruitment and selection procedure at Vikabh Corporate
Services.3.To suggest any measures/recommendations for the
improvement of the recruitment procedures
CHAPTER 2 : REVIEW OF LITERATURE
SUMMARYToday,in every organization personnel planning is an
necessary activity.It is an important part of an organization
.Human resource planning is a vital ingredient success for the
organization in the long run.There are certain ways that are to be
followed by the organization,which ensures that it has a right
number and kind of the people,at rightplace,at right time,so that
organization can achieve its planned objectives. The objectives of
Human Resource Development ,are Human Resource Planning
,Recruitment and Selection,Training and Development,Career
Planning,Transfer and Promotions,Risk and Management,Performance
Appraisal and so on.Each objective need special attention and
proper implementation. For every organization it is an important to
have a right person for right job.Recruitment and Selection is play
an vital role in this situations.Shortage of skills and the use of
new technology are putting considerable pressure on how employees
go about recruiting and selecting staff.It is recommended to carry
out a strategic analysis of recruitment and selection procedure.
This project is been prepared to put a light on recruitment and
selection process. This project includes the definition of
recruitment and selection ,need and the purpose of
recruitment,recruitment process,evaluation of recruitment and the
sources of recruitment through which an organization gets suitable
application.Selection process which include the meaning,step of
selection process ,types of tests,type of interview,foor approaches
of selection,selection in india and problems. Recrutment and
selection are the process which are incomplete without each
other.They are important components of the organization and are
different from each other.Since all the aspects need practical
examples and explanation this project includ
REVIEW OF RECRUITMENT AND SELECTION The aim of personnel
planning is to determine the needs for persons both in terms of
number and type.For deciding about the number both present and
future requirements should be taken into account.If there are
expansion plans in future then these requirement should also be
considered.Numbers,the type of persons needed is also
important.This will be decided by studying the job requirements
etc.The technical and educational requirement to manage various
jobs shoul be properly analysed so that right type of persons are
employed. Recruitment is just one step in the process of
employement.Similarly requirement and selection are also different
in nature .The functions of recruitment preceeds the selection
process.Recruitment is concerned with developing suitable
techniques for attracting more and more candidates while selection
is the process of finding out the most suitable candidate for the
job. MANPOWER PLANNINGManpower planning means different things to
different organizations.To some companys manpower planning means
management development to others .It means estimating manpower
needs ,while some other may define manpower planning as
organization planning.Although the term ,manpower planning can be
defined, as the process by which an organization ensures that it
has right number of people and right kind of people ,at right place
,at the time doing things for which they are economically most
useful.MANPOWER PLANNING INVOLVES Manpower planning is a continuous
process.In operational terms it involves the analysis of the
current and future manpower resources terms and requirements to
ensure that such resources are always kept in proper balance,both
in terms of quantity.NEED FOR MANPOWER PLANNINGAll said and done
,it cannot be define that the quality of manpower can be
responsible for significant different in the short and long run
performance among companies.As Ralph Besse once said,There is
nothing we can do about performance of past management or the
qualification of todays management but tomorrows management can be
good as todays manager care of make it. Herber H Mayer has
emphasized the importance of human assests and their utilization as
under :The efficient utilization of human resources may be very
well be the most important determiner of success in the business
world in the comig decade. All the organization basically human
organizations.They need people to carry out the organization
mission ,goals and objectives.Every organization need to recruit
the people .The recruitment policy should ,therefore, address to
the key questions;What are the human resources requirement of the
organization in terms of number,skills ,levels etc to meet present
and future needs of production and technical and other changes
planned or anticipated in the next years.MEANING Higher education
is a human resource intensive enterprise.It is not surprising ,then
what recruitment and selection of staff should be a very high
priority in most if in most if not all units and divison of
students affairs .Recruitment and selection should includes
procedures directed to analyze the need and the purpose of a
position ,the culture of the institution ,and ultimately to select
and hire the person that best fits the position .Recruitment and
Selection policy should ,then be directed towards the following
objectives : Hire the right person. Conduct the wide and extensive
search of the potential position candidates. Recruit staff members
who are compatible with the college or university environment and
culture. Place individuals in position with responsiblites that
will enhance their ISSUSES OF RECRUITMENT AND SELECTION Do not
discard applicants who stopped out to provide care for a child ,or
for maternity leave. Understand question that can be aksed
regarding family,child etc. Provide medical insurance that covers
the full range of medical needs of women employees,including
reproductive health care. Provide life insurance ,disability and
pension programme that are nondiscriminatory.
RECRUITMENTRecruitment is the process of searching for
prospective employees and stimulating them to apply for job in the
organization.When more persons apply for job then there will be a
scope for recruitment better persons.Recruitment is a linkage
activity bringing together those with jobs and those seeking jobs.
In recruitment ,information is collected from interested candidates
.For this different source such as newspapers,advertisement
,employement exchanges,internal promotion used. In the recruitment
a pool of eligible and interested candidates is created for
selection of most suitable candidates.Recruitment represents the
first contact that a company makes with potential
employees.DEFINATION:ACCORDING TO FLIPPO,Recruitment is the process
of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.
NEED FOR RECRUITMENTThe need of recruitment may be due to the
following reasons/situation:Vacancies due to promotions,transfer
,retirements,termination,permanent diability,labour and
turnover.Creation of new vacancies due to growth,expansion and
diversification of business activites of an enterprise.In addition
,new vacancies are possible due to job specification.
PURPOSE AND IMPORTANCE OF RECRUITMENT: Determine the present and
future requirements of the organization on conjunction with its
personnel planning and job analysis activites. 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 &over qualified job applicants. Increase
organizational and individual effectiveness in the short term and
long term. Evaluate the effectiveness of various recruiting
techniques and sources of all types of job applicant. Recruitment
is the positive function in which publicity is given to the jobs
available in the organization and interested candidates are
encouraged to submit application for the purpose of selection.
RECRUITMENT PROCESSRecruitment refers to the process of
indentifying and attracting job seekers so as to build a pool of
qualified job applicants .The process comprises five interreleated
stages ,viz; Planning. Strategy Development. Searching. Screening.
Evaluation and control.The ideal recruitment programme is the one
that attracts a relatively large number of qualified applicants who
will survive the screening processAnd accept position with the
organization,when offered.Recruitment programme can miss the ideal
in many ways i.e.by failing to attract an adequate applicant pool
by over selling the organisation or by inadequate screening
applicants before they enter the selection process.Thus,to approach
the ideal individuals responsible for the recruitment process must
know how many and what types of employees are needed,where to how
to look for the individuals with the appropriate and interest,what
inducements to use for various types of applicants groups,how to
distinguish applicants who are qualified form those who have a
reasonable chance of success and how to evaluate their work.STAGE
1:RECRUITMENT PLANNINGThe first stage in the recruitment process is
planning.Planning involves the translation of likely job vacancies
and information about the nature of these jobs into set of
objectives or target that specify the [1] Numbers and[2]Types of
applicants to be contacted.Numbers of contact: Oraganization nearly
always ,plan to attract more applicants than they will hire.Some of
those contacted will be uninterested ,unqualified or both.Each time
a recruitment programme is contemplated,one task is to estimated
the number applicants necessary to fill all the vacancies with all
qualified people.Types of contact:It is basically concerned with
the types of people to be informed about job openings.The type of
people depends upon the task and responsibilities involved and the
qualification and experienced and expected.These details are
available through job description and job specification.STAGE
2:STRATEGIC DEVELOPMENTWhen it is estimated that what types of
recruitment and how many are required then one has concentrate
in:[1] make or buy employees [2] Technological sophistication of
recruitment and selection devices. [3] Geographical distribution of
labour markets comprising job seekers .[4] Souces of
recruitment.[5]Sequencing the activites in the recruitment
process.[1]Make or BuyOrganisation must whether to hire skilled
employees and invest on training and education programmes,or they
can hire skilled labour professionals.Essentially this is the
makeor buy decision.[2] Technological Sophistication:The second
decision in strategy development releates to the method used in the
recruitment and selection.This decision is mainly influenced by the
available technology.[3] Where to Look:In order to reduce the
cost,organization look in to labour markets more likely to required
the job seekers.Generally ,co.look into the national market for
managerial and professional employees,regional or local markets for
technical employees and local markets for the clerical and blue
collar employees.[4]When to Look:An effective recruiting strategy
determine when to look decide on the timings of events besides
knowing where and how to look for job applicants.Stage[3]
SEARCHING:Once a recruitment and plan strategy woked out the search
process can begins.Search involves two process:[A] Source
activation and[B]Selling
A]Sources Activation :Sources and search methods are activated
by the issuance of an employee requisition.This means that not
actual recruiting takes place until lone managers have verified
that vacancy does exist. If the organization has planned well and
done a good job of developing its sources and search
methods,activation soon results in a floodOf application or
resumes.The application received must be screened.Those who pass
have to contacted and invited for interviews.Unsuccessful
applicants must be sent letter for regret.[B] SELLING: A second
issused to be addressed in the searching process concerns
communications.On one hand,they want to do whatever what they can
to attract desireable applicants.In the selling organization both
the message and media deserve attention.Message refers to the
employement advertisement It may be stated that effectiveness of
recruiting message depends upon the media.Media are several some
have low credibility,while others enjoy high credibility.STAGE[4]
SCREENING Screening of applicants can be regarded as an integral
part of the recruitment process,though many views it as the first
step in the selection process.However ,we included ss screening in
recruitment for valid resons.The selection process will begins
after the applicationHave been scruitinized and short
listed.Application received in response to advertisements screened
and only eligible applicants are called for an interview.A
selection committee comprises the Vice chancellor,Register and
subjects experts conduct interview.Recruitment process extend up to
screening the application.PURPOSE OF SCREENINGThe purpose of
screening is to remove from the recruitment process,at an early
stage those who are visibly unqualified for the job.Effective
screening can save a great deal of time and mon In screening ,clear
job specification are in valueable.It is both good practice and a
legal necessity that applicants qualification is judge on the basis
of their knowledge,skills, ability and interest require to do the
job.STAGE[5] EVALUATION AND CONTROL: Evaluation and control is
necessary and considerable costs are incurred in the recruitment
process.The costs generally incurred are: Salary for recruiters.
Management and professional time spent onjobdescription,job
specifications,advertisement and so forth. The cost of
advertisement or other recruitment methods that is agency fees.
Recruitment overheads and administrative expenses. Cost of
recruiting unsuitable candidates for the selection.
EVALUATION OF RECRUITMENT PROCESS The recruitment has the
objective searching for and obtaining application for job seekers
in sufficient number and quality.Keeping this objective in the
mind,the evaluation might include:1]Return rate of application sent
out.Number of suitable candidate for selection.2]Cost of the
recruitment process.3]Time lapsed data.
SOURCES OF RECRUITMENTBefore an organization actively begins to
recruit applicants,it should consider the most likely source of the
type of employees it need.These sources,accordingly may be termed
as external and internal.INTERNAL SOURCES EXTERNAL SOURCES
1]Present Employees 1]Advertisements2]Employee Referrals
2]Employement Ex.3]Former Employees 3]Data Banks4]Previous
Applicants 4]Similar Org. 5]Recalls 5]Professional Org.6]Retirement
6]Labour Contra.The sources of recruitment can be broadly
categorized into external and internal sources:Internal
Recruitment:Internal Recruitment seeks applicants for position from
within the company.The various internal sources are:1] Present
Employees Promotion and transfers from among the present employees
can be a good source of recruitment;[i]Transfer:Transfer involves
shifting of persons from present jobs to other similar places.These
do not involve change in rank,responsibilityand prestige,the number
of persons do not increase with transfers but vacant posts may be
attended.[ii]Promotions:Promotion refers to the shifting of persons
tocarrying better prestige,higher responsibilities and more
salaries.The higher positions falling vacant may be filled up from
within the organization.A promotion does not increase the number of
persons in the organization.Promotion motivate employees to improve
their performance so that they get promotions to higher
position.2.Employee Referrals Employee referrals can be agood
source of internal recruitment.Employees can develop good
prospectus for their families and friends by acquainting them with
the advantages of a job with the company furnishing letters of
introduction and even encouraging them to apply.Amajor limitation
of employee referral is that reffered individuals are likely to be
similar in type to those who are already working in the
organization.This may lead to informal groups based on
race,religion etc.3.Former Employee Former employees are another
internal source of recruitment.Some retired employees may be
willing to come back to work on a part time basis or recommend
someone who would be interested in working for the
company.Sometimes people left the company for some reasons or the
other are willing to comeback and work.4.Previous Applicants Those
who have previously applied for jobs can be contacted by mail.This
a quick & inexpensive way to fill an unexpected vacancy.This a
very suitable method for filling the professional openings.
5.Recalls When management faces a problem,which can be solved only
by a manager who has proceeded on long leave it may be decided to
recall that persons the problem is solved,his leave may be
extended.6.RetirementManagement not find the suitable candidates in
place of the one who had retired.After meritorious service . Under
the circumstances ,management decided to call retired managers with
new extension. EXTERNAL SOURCESEvery enterprise has to use external
sources for recruitment to higher positions when existing employees
are not suitable.More persons are needed when expansions are
undertaken.External sources are discussed
below:1.AdvertisementAdvertising is the best method of recruiting
persons for higher and experienced jobs.The advertisement are given
in local or national press,trade or professional ,journals.The
requirement of job are given in the advertisement.The prospective
candidate evaluate themselves against their requirement of jobs
before sending their applications.Management gets a wider range of
candidate for selection.2.Employee ExchangeEmployement exchange run
by the government are also a good source of recruitment.Unemployed
persons get themselves registered with these exchanges.The
vacancies may be notied with the exchanges ,whenever there is
need.The exchange supplies a list of candidates fulfilling required
qualification.Exchanges are the suitable sources of recruitment for
filling unskilled,semi skilled,skilled &operative posts.3.Data
BanksThe recruiter firms can prepare a data bank about various
persons in different fields.They can collect information from
educational institutions ,employement exchanges,professional
organizations etc.It will become another source and the firm can
get the particulars as when it needs to recruit.4.Similar
Organisations The organisation producing similar products or having
the same line of business act as an important source of
recruitment.The persons having same experiences as required by the
recruiting firms will be available in similar
organisations.5.Labour Contractors It is quite common to engage
contractors for the supply of labour .When works are required for
short periods and are hired without going through the full
procedure of selection etc.Contractors are the best source of
getting them.The contractors maintain regular contracts with
workers at their places and also bring them to the cities at their
own expense.The hired under this system are generally unskilled
workers.6.Professional Organistions Professional organizations
maintain complete bio-data of their members and supply it to
companies on demand.These organization also act as exchange between
the members and rtecruiting firms.Firms can seek clarifications and
clear doubts about persons they want to recruit. This source of
recruitment is found realible for recruiting persons at middle and
upper levels of management.
Advatages of External Recruitment The suitable candidates with
skill,talent,knowledge are available from external sources. It will
help in bringing new ideas,better techniques and improved methods
to the organization. The selection of candidates will be without
preconceived notions or reservations. The existing employees will
also broaden their personality.
Disadvantages of External Sources It is more expensive and time
consuming to recruit people from outside.Detailed screening is
necessary as very little is known as candidate . If higher level
jobs are filled from external sources ,motivation and loyalty of
existing staff are affected. Better motivation and increased morale
associating with promoting own employees are lost to the
organization. High training time is associated with external
recruitment. 98% organizational success depends upon efficient
employee selection.
SELECTIONSelect means to choose. Selection is the process of
picking up individualswith require qualifications and competence to
fill jobs in the organization.Acc.to Dale Yoder Selection is the
process in which candidate for employement are divided into two
classes those who are to be offered employement and those who are
not. The selection process is a tool in the hands of management to
differentiate between the qualified and unqualified applicants by
applyind various techniques such as interview ,tests etc,it is a
negative process of employement in which only a few who quality for
job are offerd employement and others are denied the
opportunites.
Steps involved in employee selection are explained in detail as
below:1]External and Internal Environment Selection is influenced
by several external and internal environment factors.The important
external factors affecting selection are supply and demand for
specific skills in the labour market,unemployement rate,labour
market condition,legal and political considerations etc.The
internal factors are organizations image,organisations policy,human
resource [planning and cost of hiring.2] Preliminary Interview
Preliminary interview is a sorting process in which the prospective
candidates are given the necessary information about the nature of
the job and the organization.Necessary information is obtained from
the candidate about their education,skills,experience,expected
salary etc.If the candidate is found suitable,he is selected for
further screening.Rejection rate is high at preliminary
interview,the interviewer should be informal,kind and
receptive.3]Blank application form A blank application form is a
widely accepted device for getting information from a prospective
applicant.This is a way of getting written information about
candidates particulars in his hand writing.The information
collected in the application form may also be circulated to various
members of selection committee for enabling them to make a view
about xdifferent applicants.The information collection in blank
application releates to the following particulars:[i]Bio-data
Bio-data includes name of the applicants ,fathers name,date of
birth,height,weight,marital status etc.[ii] Educational
Qualifications This part of educational qualifications relates to
education acquired,percentage of marks,technical education acquired
etc.[iii]Salary Demanded The salary demanded by the applicant is
also given in the application blank.4] Selection Tests Applicants
who pass the screening and preliminary interview are called for
tests.Different types of tests may be administered depending on the
job and the company.A tests providea systematic basis for comparing
the behavior attitudes and perform,ance of two or more persons
.Test are based of the assumption that individuals differ in their
jobs releated traits which can be measured.Tests are useful when
the number of applicants is large.There are the following types of
tests taken:1]Ability Test:Assit in determining how well an
individual perform tasks releated to the job.An excellent
illustration of this ,is the typing tests given to a prospective
employee for job.Also called as an ACHIEVEMENTS TEST.It is
concerned with what one accomplished.When applicant came to know
something ,an achievement test taken to measure how well they know
it.2]Apitude Test:Apitude test measures whether an individuals has
the capacity or latent ability to learn a given job.The use of
aptitude test is adviseable when an applicant has or had little or
not experience along the line of the job openings.Apitude helps
determine a persons potential to learn ina given area.eg:GMAT.
Forms of Apitude Test Mental or intelligence test:They measure the
overall intellectuall ability of a person and enable to know
whether the person has mental ability to deal with certains
problems. Mechanical Apitude Test :They measure the ability of the
persons to learn a particular type of work.They are useful iin
selection of mechanics,maintenance workers etc.3]Intelligance
Test:This test help to evaluate the traits of intelligence.Mental
ability ,presence of mind ,numerical ability ,memory and such other
aspects can be measured.4] Projective Test :This test requires
interpretation of problems and reasons .A picture can be shown to
the candidate and they are aksed to give their views,and opininon
about the picture.5] General Knowledge Test:G.K tests are very
common to find general awareness of the candidate in the field of
sports,politics world affairs ,trade affairs.6]Perception
Test:Perception test can be conducted to find out the attitudes
,beliefs etc.7] Medical Test:It reveals physical fitness of the
candidate.With the development of technology ,medical test have
been diversified.5] Selection Interview Interview is the oral
examination conducted for the purpose of employement. Interview is
an excellent selection device.In selection interview the
interviewer matches , the information obtained about the candidate
through various means to the job requirements and to the
information obtained through his own observations during the
interview.Thus,interview is apurposeful ,exchanges of views,the
answering questions and communication between two or more
persons.Types of Interview:Interview can be of different types.They
are the following: Informal Interview:Informal Interview is an oral
interview & may take place anywhere.The personnel manager may
ask the question name ,place of birth,name of relatives etc.in
their respective offices. Formal Interview;Formal interview may
held in the employment office in a more formal atomosphere.With the
help of well structured questions ,the time and place of interview
by the employement office. Non-Directive Interview:Non directive
interview is designed to let the interviewee speaks his mind
freely.The interviwer has no formal question,but all attention to
its candidate. Group Interview:It is designed to save busy
executives time and to see the candidates may be brought together
in the employement office and they may be interviewed. Panel
Interview:A panel interview committee ,may intyerview the candidate
,usually in the case of supervisiory and managerial position.This
type of interview pools the collective judgement and wisdom of the
panel in the assessment of the candidate and also in questioning in
the faculities of the candidates.
Unstructured Interview:It is also an unpatterned interview,the
interview largely unplanned and interviewee most of the
talking.Unguided interview is an advantageous in as much the its
leads to friendly conservations between the interviewer and
interviewee and in the process .But unpatterned interview there is
lack of uniformity .This areas may over look the key areas of the
applicant skills .
Structured Interview:In a structured interview uses preset
standardized questions,which are put to all the interviewees.This
interview is also called an Patterned interview.
6]Checking References The references may provide significant
information about the candidate if they happened to be his former
employers or with whom might have been working earlier.The
applicants are normally asked to name two or three persons who know
about his experience,skill,ability,etc.but should not releated to
him. Checking references may be a good source of information but
refers may not give frank opininon about the candidate.7]Final
SelectionThis stage selection is handled by personnel department
.The persons employed are to work under line officers,the
candidates are referred to them.Line officers will finally decide
about the work to be assigned to them.If the candidate is not
suitable for one job then he is tried at some other .If candidate
performance is not upto the mark then he may be kept as apprentice
for some time.Normally candidate is not rejected at this
stage.8]Physical Examination After the selection decision and
before the job offer is made,the candidate is required to undergo
physical fitness test.Candidates are sent for physical examination
either to the companys physician or to a medical officer approved
for the purpose.Such physical examination provides the following
information:[i]Whether tnhe candidate is physically fit for the
specific job or not ?[ii]Whether the candidates physical
measurements are in accordance with job requirements are not?9] Job
Offer The next step in the selection process is the job offer to
those applicants who have crossed all the previous hurdles.Job
offer is made in the form of an appointment letter.Such a letter
contains a date by which the candidate must report for
duty.Reasonable reporting time is given to all the appointed
candidates.This is particularly necessary when the appointed person
is already in employement, in which case he has to give notice to
the previous employer.Moreover,the job may require movement to
another city which means considerable preparation and shifting of
property and family members.10] Contract of Employement After the
job offer has been made out and the candidate accepts the offer,a
contract for employement is executed by the employer and the
candidate.The basic information that is included in a written
contract varies acc. to the level to the job.Generally,the
following details and included in the contract :[i] Job title[ii]
Details of duties[iii] Work rules etc.11] Evaluation The selection
process ,if properly performed,will ensure availability of
competent and committed personnel.A period audit,conducted by
people who work independently of the human resource department,will
evaluate the effectiveness of the selection process.The auditors
will do a thorough the intensive analysis and evaluate the
employement programme.
Problems in Effective SelectionThe main objective of selection
is to hire people having competence and commitment.Effectiveness of
selection are:validity,perception,fairness & realibility.
Perception Our inability to understand others accurately is
probably the most fundamental barrier to selecting the right
candidate. Fairness Fairness in selection requires that no
individual should be discriminated against on the basis of religion
,region,race or gender.But low numbers of women and other less
privileged sections of the society in middle and senior management
positions and open discrimination on the basis of job advertisement
and in the selection process would suggest that all the efforts to
minimize inequity have not been effective. Realibilty Realibilty
method is one ,which will produce consistent results when repeated
in similar situations .Like validated test may fail to predict job
precision with performance.
Validated Validated is a test that helps predict job performance
.A test that has been validated can differentiate the employees who
perform well and those who will not.A validated test does not
predict job success accurately.It can increase possibility
successfully.
DIFFERENCE BETWEEN THE SELECTION AND RECRUITMENT PROCESS
Recruitment is the process of searching for prospective employees
and stimulating them to apply for job in the organization.Where as
Selection is the process in which candidate for employement are
divided into two classes those who are to be offered employement
and those who are not. In the recruitment process ,vacancy
available are finalized ,publicity is given to them and applicants
are collected from interested candidates.In the selection process,
available applicants are scrutinized. Tests interview and medical
examinations are conducted in order to select some candidates.
Recruitment is prior to selection .It creates proper base for
actual selection .Selection is next to recruitment .It is out of
candidate interested . In recruitment services of experts is not
required .Where as in selection ,services of expert is required.
Recruitment is a short process .where as selection is a long
process. Recruitment is not costly ,where as selection is a costly
process. In recruitment to attract the maximum number and suitable
candidate through applicants. In selection process the purpose is
that the best candidates out of those qualified and interested in
the appointment.
CHAPTER :3
DATA BASE AND METHODOLOGY
RESEARCH METHODOLOGYRESEARCH Reasearch refers to the search for
knowledge.It is defined as scientific and systematic search for
particular information on a specific topic.According to Redman
&Mory,Resaerch is a systematized effort to gain new knowledge.
Research helps to gain new insights into the phenomenon and futher
describes the characterstics of a particular individual,situation
or a group.It also determines the association and releationships
between different variables.
KINDS OF RESEARCHThe research is done by:
Exploratory Research:THE kind of research has the primary
objective of development of insights into the problem.It studies
the main area where the problem lies and also try to evaluate some
appropriate course of actions.
SAMPLE DESIGN A complete interaction and enumeration of all the
employees of Vikabh Corporate Services.was not possible so as a
sample choosen that consist of 30 employees.
RESEARCH DESIGNResearch Design is a frame work or blue print for
conducting the research project.As such the design includes an
outline of what the researcher wiil do from writing hypothesis and
its operational implications to the final analysis of data . A
Research design is the arrangement of the condition for collection
and analysis of data in a manner that aims to combine relevance to
the research purpose with the economy in proceduresDESIGN DECISIONS
HAPPENS. What is study about ? What is study being made ? Where
will the study be carried out ? What type of data is required ?
What will be the sample design ? Technique of data collection ? How
will be data analyzed ?
DATA COLLECTIONThe data from the survey will be connected from
both primary as well as secondary sources.PRIMARY DATA Primary data
is the first hand data which is originally collected by the
research himself for the specific problem at hand .It is time
consuming and expensive.Questionnaire has been formatted with both
open and close structures.
SECONDARY DATA Secondary data is second hand data which has
already been collected and analysed by someone else.This type of
data is expensive and is easily searched within less time as
compared to primary data. Secondary data can be either published or
unpublished data.
CHAPTER 4: ANALYSIS AND INTERPRETATIONS
DATA INTERPRETATION A Questionnaire was prepared for the purpose
of getting feedback from the employees and manager regarding
Recruitment And Selection Procedures of their company .30 employees
are selectewd from different department and were distuributed the
questionnaire from the purpose of the study.
ANALYSIS OF DATAThe analysis of the data is done as per the
survey finding .The data is represented graphically in percentage .
The percentage of the people opinion were analyzed & expressed
in the form of charts & have been placed in the next few
pages.
MANPOWER PLANNING 1.Specify the time period(s) for which the
estimates are made ? S.NO.
OPININON
NO. OF RESPONDENTS
PERCENTAGE
1.
0-2YEARS
9
30%
2.
2-3YEARS
6
20%
3.
3-4YEARS
9 30%
4. 4&aboveyears 6 20%
TIME PERIOD FOR ESTIMATE
20% 30%
30% 20%
20% People said that the company specifies 0-2 year for making
estimation of forecasting.
30%People said that the company specifies 2-3 years for making
estimation.
30%people said that the company specifies 3-4 years for making
the estimation of forecasting.
20% people said that the company specifies 4 & above time
period for making forecasting.
2.Does your organization plan the recruitment policy ?
S.NO.
OPININON
NO. OF RESP. %
1. YES 30 100%
2. NO 0 0%
WRITTEN RECRUITMENT POLICY 0%
100%
100 % people said that the plan the recruitment policy.
3.What do you suggest should be basis of forecasting ?
S.NO.OPINION
NO. OF RESPO.
PERCENTAGE
1.
Total cost of the project
6
20%
2.
Past Experience
12
40%
3.
Different phases of the project
9
30%
4. All of the above
3 10%
BASIC FORECASTING
20% 10%
30% 40%
20% people said that their company forecast on the basis of
Total cost of the project.
40% people said that the company forecast on the basis of past
experiences.
30% people said that the company forecast on the basis of
different phases of the project.10% people said that the company
forecast on the basis of above.
4.Do you think the present recruitment policy is helpful in
achieving the goals of the company ?
S.NO.
OPININON
NO. OF RESPO.
%
1.
Yes
15
15%
2. No
16
20%
3.
To Some extent
9
30%
RECRUITMENT POLICY
50% 30%
20%
50% People said that the companys recruitment policy is helful
in achieving the goals.
20% people said that the companys recruitment policy is not
helpful in achieving the goals.
30% people said that the companys recruitment policy is helpful
to some extent to achieving the goals.
5.Through which source your organization recruit the employees
?
S.NO.
OPININONNO. OF RESP. %
1.Internally
6 20%
2.Externally 18 60%
3.
Both 6 20%
SOURCES OF RECRUITMENT
20% 20%
60%
20% People said that the company recruits the employees from
external sources.
20%People said that the company recruits the employees from both
sources.
60%People said that the company recruits the employees from
internal sources.
6.Which of the following external sources you choose from the
recruitment of the employees ?
S.NO. OPININON
NO. OF RES. %
1.Employee exchange consultant
6 20%
2.Private Employee Agencies
3 20%
3.Advertisement
12 10%
4.Internet
3
40%
5.Any other 3 10%
EXTERNAL SOURCES
10% 20% 20%
10%
40%
20% People said that the company uses the employee exchange
consultant.
10% People said that the company uses the advertisement
method.
20% People said that the company uses private employement
agencies.
40% People said that the company uses the internet method.
10% Peole said that the company uses the any other way.
7.Does your organization recruit employees through latest method
of recruitment through internet ?
S.NO.
OPININONNO. OF RESPO. %
1. Yes 30 100%
2. No 0 0%
LATEST RECRUITMENT POLICY 0%
100%
100 % People said that the company uses the latest method of
recruitment.
8.Is company use own website for recruitment ? S.NO. OPININONNO.
OF RESP. %
1. Yes 27 90%
2. No 3 10%
USE OWN WEB SITE
10%
90%
90% People said that the company uses his own website for
recruitment.
10% People said that the company not uses his own website.
9.How much no. of employees you trained in a year ?
S.NO.
OPININONNO. OF RESP. %
1.5-10 Employees 0 0%
2.10-15 Employees 6 20%
3.15 & above employees 24 80%
NO. OF EMPLOYEES TRAINNED IN A YEAR
0% 20%
880*)80%8
80%
80% People said that the company trained 10-15 employees in a
year.
20% people said that the company trained 15 & above
employees in a year.
10.Is Internet recruitment is effective in your opininon ?
S.NO.
OPININONNO. OF RESP. %
1. YES 24 80%
2. NO6 20%
INTERNAL RECRUITMENT
20%
80%
80% People said that the internet recruitment is effective
sources of recruiting the employees.
20% People are not in favour of recruiting the employee through
internet.
11.Is there any provision for recruitment of summer trainees
?
S.NO.OPININONNO. OF RESP. %
1.
YES
0
0%
2. NO 100 100%
RECRUITMENT FOR SUMMER TRAINEES
0%
100%
100% People said that there is no provision to recruiting summer
/ in plant trainees.
12.Does the procedure adopted for recruitment and selection
employees enables to give right person at the right job ?
S.NOOPINION
NO. OF RESP.PERCENTAGE
1. YES
21 70%
2. NO 3 20%
3.TO SOME EXTENT 6 30%
PLACEMENT OF RIGHT MEN TO DO JOB 20%
10%
70%
70% People said that the procedure adopted for recruitment and
selection of Employees enable to place the right person for the
right job.
10% people said that the procedure adopted for recruitment and
selection of employees does not enable to place the right person
for the right job.
20% people said that the procedure adopted for recruitment and
selection of employees enable to extent to place the right person
for the right job.13.Which type of technique is used for interview
?
S.NO.OPININONNO. OF RESPO.PERCENTAGE
1.STRUCTURED 18 60%
2.UNSTRUCTURED 3 10%
3.BOTH 9 30%
Techniques for selection
30% 1 0% 30%
60%
60% people said that the company uses the structure techniques
for selection.
10% people said that the company uses the unstructured
techniques for selection.
30% peope said that the company uses the both techniques for
selection.
14.Is there any provision for evaluation and control of
recruitment and selection process ?
S.NO.OPININONNO. OF RESP.PERCENTAGE
1. YES 24 80%
2.NO 6 20%
80% People said that the company has the provision for
evaluation & control of recruitment & selection .
20% People said that the company does not have the provision for
evaluation & control of recruitment & selection.
15.Is there any facility for absorbing the trainees in your
organization ?
S.NO.OPININON
NO. OF RESP.
PERCENTAGE
1. YES
100
100%
2. NO 0 0%
Facility for observation trainees
0%
100%
100% people said that the company has the facility for absorbing
the trainees.
CHAPTER 5
Findings Conclusions and Recomendations Limitations of the Study
Biblography
FINDINGS The HR department is good. About 75% of the managers
say that they prefer both internal as well as external source for
recruitment & selection. About 65% of the managers go for
direct recruitment & selection . Less no. of managers prefer
indirect or third party. Mostly the manpower is done quarterly .
30% employees do not follow any pattern they dnt have any fixed
time . Most of the manager prefer personal interview. 30% prefer
telephonic interview. 20% go for video conferencing 10% adopt some
other means of interview.
RECOMMENDATIONS / SUGGESSTIONSThe following are the suggestions
received from the respondents of the questionnaire .These
suggestions are based on their awareness regarding the recruitment
& the selection procedures. During the selection process not
only the experienced candidates but also the fresh candidate should
be selected so as to avail the innovation &enthusiasm of new
candidates. In the organization where summer training facility
prevailing such kind of practices must be adopted so that the
student can learn & again from their practical views. Candidate
should be kept on the job for some time period ;if suitable they
should be recruited .During the selection process ,the candidate
should be made relaxed & ease. Company should follow all the
steps of recruitment & selection for the selection of the
candidates. Selection process should be less tim,e consuming.
Evaluation & control of recruitment & selection should be
done for fair judgement. Methods used for selection of candidates
should be done carefully & systematically. This is indeed a
important suggestions & authorites concerned should immediately
look into it & try to implement it.
. CONCLUSIONSBased on the analysis through questionnaire
responses the following is the conclusion of the study. The
organization follows the rules and regulations involved in the
recruitment & selection procedures of the organization .However
there some scope for improvement with regard to following :1.The
managers are fully satisfied with the existing recruitment
&selection procedure .2.The recruitment and selection procedure
are not lengthy.3.To some extent a clear picture of required
candidates should be made in order to search for appropriate
candidates.4.The recruitment & selection procedure should be
impartial.
Since Dimension group is a large organization with its strongly
set business practices ,so extensive efforts & change in
thinking of the organization will be necessary for the HR
department.
LIMITATIONS OF THE STUDYThe project has inherent limitations due
to its potential scope : Eight weeks are too short to give shape to
a new idea in an old set up like escorts. Less importance to long
term operational benefits. Expenses for HR department are not
viewed as investments.
BIBLOGRAPHY
Books:1.Personnel Management by K.V Mishra,Aditya Publishing
house Madras ,1992.2.CHABBRA T.N ,Principles &practices of
Management ,Dhanpat Rai &co.(p) ltd.Delhi ,2000.3.Manuals from
the Dimension Group.4.Prasad .L.M.Oraganizational Behaviour ,new
delhi :Sultan chand & Sons,2008
QUESTIONNAIRESURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR
RECRUITMENT AND SELECTIONManpower Planning1. When you prefer to go
for recruitment policy ?A] yearly B] Quartely C]No Fixed Time
Recruitment Policy2. Do you have a documented recruitment policy
?A]Yes B] No 3.What form of interview you prefer ?A]Personal In
terview B] Telephone Interview C] Video Interview 4.Do you think
the present recruitment policy is helpful in achieving the goals of
the company ?A]Yes B] No C] To some extent Sources of
recruitment5.What are the sources of recruitment and selections
?A]InternallyB] Externally C]Both6.Which of the following sources
you choose for the recruitment of the employees ?A]Data Bank B]
Private Employee Agencies C]Campus Requirement D] Any others Latest
Techniques of recruitment7.Does your organization recruit the
employees through latest method of recruitment through internet ?A]
Yes B] No 8.Is Internet Recruitment effective in your opininon?A]
Yes B] NoRecruitment For Summer Trainees 9]Is there any provision
for recruitment of summer trainees ?A] Yes B] No C] To some
extent.10]Is there any facility for absorbing for the trainees in
your organization ?A] Yes B] No SELECTION POLICY11] Which type of
techniques is used for interview ?A] Structured B] Unstructured
C]Both12] Which step prefer for selection process ?A] Written test
B] Oral test C] Medical test 13]Does HR trainees hiring employees
to make the best hiring decisions ?A] Yes B] No 14]How would you
rate the HR Practices of the company ?A]Very good B] Good C]Average
D] Bad
Thanks