ADISSERTATION ONA STUDY OF RECRUITMENT & SELECTION
POLICYINREAL ESTATE
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENTFOR THE AWARD
OFBACHELOR OF BUSINESS ADMINISTRATION
UNDER THE SUPERVISION OFSUBMITTED BY: Dr. JITENDRA
SIKARWARSHIKHA SINGH(Faculty of IBM Department)BBA
(2015-16)Enrolment No.:- 20120399
INSTITUTE OFBUSINESS MANAGEMENT, MANGALAYATAN UNIVERSITY,33rd KM
STONE, ALIGARH-MATHURA HIGHWAY,BESWAN, ALIGARH
Students Declaration
This is to certify that Thesis/Report entitled The study of
recruitment and selection policy in real estate which is submitted
by me in partial fulfillment of the requirement for the award of
degree B.BA. ( 6THSEM ) to Mangalayatan university, Aligarh
comprises only my original work and due acknowledgment has been
made in the text to all other material used.
Date: SHIKHA SINGH BBA 6 SEM
Supervisors certificate
This is to certify that the thesis/report entitled A study of
recruitment & selection policy in real estate which is
submitted by SHIKHA SINGH in partial fulfilment of the requirement
for the award of degree B.BA. to Mangalayatan university, Aligarh
is a record of the candidates own work carried out by him/her under
my/our supervision. The matter embodied in this thesis is original
and has not been submitted for the award of any other degree.
Date:DR. JITENDRA SIKARWAR
ACKNOWLEDGEMENT
Behind every study there stands myriad of people whose help and
contribution make it successful.It has been a remarkable experience
of satisfaction and pleasure for me to work out my project under
the guidance of JITENDAR SIKARWAR. I am really thankful to him for
her valuable guidance & co-operation during the project work.I
have been benefited from discussions and would also take the
opportunity to thank my friends whose support helped me a lot. A
cordial and encouraging environment made it very easier for me to
complete the dissertation.So this acknowledgement is a humble
attempt to earnestly thank her and all those who were directly or
indirectly involved in preparation of this dissertation.
SHIKHA SINGHBBA 6 SEM
Index
Title page 1Students declaration 2Supervisors certificate
3Acknowledgement 4Index 5
CONTENTSPage No:Chapter-16Introduction 7 -11Problem
Identification 12Need and Significance of the study13-15Review of
literature 16-18 Objective of the study 19Hypothesis 20Research
methodology 21-22Chapterization 23Limitations 24-25Chapter-226A
conceptual framework about the theme of topic 27-39Chapter-340Data
analysis and Interpretation 41-56Chapter-457Finding and conclusion
58Chapter-559Suggestions and Recommendations along with future
implication of work 60-61Chapter-662Bibliography 63
CHAPTER-1
INTRODUCTION
A wide range of policies and procedures relate to the
recruitment and selection process. Although these will obviously
vary by company, many policies and procedures are driven by laws
and regulations affecting hiring practices. Organizations and their
HR departments need to make sure that all hiring managers are well
aware of and follow the policies they have in place.Every dynamic
organization undergoes transitions that require finding, hiring and
initiating new employees. Recruitment, selection and induction is
the complete cycle of hiring efficient and effective new employees.
When management of an entity follows predetermined policies and
procedures of recruiting, they make the process transparent,
meaning that they comply with affirmative action, are
non-discriminatory and provide equal opportunities to recruits. The
processes should be professional and timely. They should comply to
certain policies.Real estate can be a very rewarding career choice
for just about anyone. Those entering the field have quite varied
backgrounds and skill sets. You don't need to be a "salesman". This
is primarily a service business, and serving your clients well will
contribute to your success.Any given day, you may bump into a real
estate agent who's a recent high school graduate or a semi-retired
business executive in her second career. Many have found it to be a
natural transition from another sales career and more fulfilling to
boot! After all, you're helping people in what is usually the
largest financial transaction of their lives. That's not to mention
the emotional impact of changing homes that may be in completely
different areas of the country, or even the world.If you question a
group of brand new agents, you'll find very diverse reasons for
choosing a real estate career. Many love the "helping people"
aspect, while others want to exercise their independent nature and
be their own boss. As most real estate agents and brokers are
independent contractors, they're able to set their own work
schedules and build their businesses in the ways that they want.
We'll talk about this and more in "The Benefits of a Real Estate
Career".There are also those who may perceive a real estate career
as quite lucrative, yielding excellent compensation for working
when and how they want. In "The Challenges of a Real Estate Career"
in this category, we look at compensation and statistics for new
agent income, as well as why many don't make it in the business.If
you don't take anything else away from this site discussion, keep
top-level in your thinking that your real estate career is a
business. It takes commitment and investment of effort, time and
money to build a successful real estate business. That's whether
you remain a "one person show" or if you start a brokerage with
agents later.Too many would-be real estate agents obsess over the
licensing test, then fail in their first two years because they
didn't develop a plan and follow it for success in becoming a real
estate agent. They passed the test, but failed to understand the
business, to develop a budget and a business plan, or to learn the
ropes that aren't taught or covered in the test.
These are not just tips, but tools to help you to go into the
business with a plan in place to be successful. Learning about the
pace of the business, the costs of doing business, and getting to
the right prospects is critical.1.Basic Checklist for Becoming a
Real Estate Agent
This article prepares you for the others to follow. Here you'll
learn the major points to consider in becoming a real estate agent
and starting your business in the right way. Keeping these tips in
mind will help you to use the others that follow to set up a plan
that you can follow, but even more important, believe in. A
realistic start and plan will give you the confidence to go out and
make it happen.
2. Reasons for Failure After Becoming a Real Estate AgentKnowing
why others have failed, and a large percentage do, will be an
important factor in keeping your new real estate business plan on
track. Most successful people in any business will tell you that
they are successful not only because they studied ways to be
successful, but that they also studied the failure of others in
order to avoid the same mistakes.
3. It's a Business - Know Your Expenses Before Becoming a Real
Estate AgentHow much are your personal expenses? You need to know,
as they go on while you're trying to kick off your new real estate
career. Becoming a real estate agent doesn't stop the rent, food,
clothing and other expenses. Here's some help in making sure you
have a handle on those expenses and a plan to make sure that
they're paid while still allowing you to devote time and budget to
your new business. There's even a spreadsheet at the link that you
can download to estimate your personal and business expenses.
4. Planning Income With a "Sales Funnel" ApproachBecoming a real
estate agent requires that you know your present and future
expenses, both personal and business. However, that's just half the
puzzle. What about your income? Sure, it's sales, and who knows how
well you'll do at first, or how many deals you can get done in your
first couple of years? You can develop an income budget just like
an expense budget, and you'll get a spreadsheet and a step by step
process to come up with a realistic estimate of what you can expect
for income the first year or so.
5. Develop a Marketing Budget When Becoming a Real Estate
AgentNow that you've gone through the steps for estimating expenses
and income, you can develop a budget for your marketing efforts.
You probably thought about this in the income funnel approach, as
the number of leads you'll get from direct mail will be based on
the number of mailers. So, you know how many you want to mail, and
can determine that expense budget item as well as others in this
article.
6. Choosing a Broker When Becoming a Real Estate AgentChoosing
your first broker to carry your license could be the difference in
success and failure when becoming a real estate agent. Making the
right choice requires an understanding of your needs, both income
and training related. While one broker may seem to be offering more
leads with floor time, are you going to get the training you need
to do a good job with those leads? Learn in this article how to
work toward a decision, including considering both anticipated
income and expenses.
7. Income Splits & How The Money Is Divided - Broker
ChoiceWhile "splits" can weigh heavily in your first broker
selection, they shouldn't be the only criteria. Learn here how the
money is divided up between all of the parties involved, including
franchises. In estimating your income in the spreadsheet provided,
you can change the numbers for split percentages to compare results
and the impact on your income. Keep in mind that the initial split
can get better once you show your broker that you're going to be a
deal generator. So, don't make your broker decision based only on
splits.
8. Fast Track Your Prospect List When Becoming a Real Estate
AgentIn this article you'll learn proven ways to get a jump on
building your "sphere of influence" or prospect database. Many are
the old "tried and true" ways others have used to get started.
They're here because they work. Take this step in your business
plan seriously, and you will see income sooner, and may be able to
go into your income funnel spreadsheet and make positive
adjustments.
9. Basic Checklist for Using Technology and the InternetYou just
learned about some "tried and true" methods for getting a fast
start on building prospects for your new real estate business. But,
the new reality of marketing in this business is the Internet and
technology. Starting early in planning and building an effective
Internet presence will make a huge difference in the long run.
Becoming a real estate agent who is highly successful will require
the Web.
10. Choosing a Marketing Niche for Your Real Estate
BusinessWhile it isn't something you need to do right away, and you
may never do it, consider studying your market area in order to
specialize in a niche market in the future. Learn in this article
some of the most successful niches chosen by others.
Congratulations on your decision, and good luck and success in
becoming a real estate agent.
Recruitment selection refers to organization's hiring processes
-- the recruitment of applicants and selection from viable
candidates for jobs within your company. Recruitment and selection
can be looked at separately, but looking at the entire process of
hiring employees is effective in gauging the success of a
recruitment selection process. Recruitment and selection is the
human resources function of identifying, attracting, screening and
hiring the most qualified candidate for a job opening. For small
businesses in particular, this process is critical. The ability to
effectively assemble the best team members available can make the
difference between a companys success and failure. When initiating
the recruitment and selection process, an entrepreneur must
consider many things
Recruiting is the lifeblood of any growing and thriving real
estate practice and each business needs a mix of inexperienced, new
to the industry, as well as, experienced sales agents.There are two
things that set real estate apart from other industries when it
comes to hiring practices. The first is the lack of conventional
recruiting. The second is the focus on personality fit when hiring.
Real estate companies typically don't approach campuses or job
fairs to recruit undergraduates, nor do they post openings on job
boards. Real estate is a tight-knit community that searches for
individuals with similar personality types: open, gregarious
individuals with a knack for sales and a flair for
conversation.
Theselection process should be carried out in a desirable
criterion, following the essential and established policy of merit,
i.e. equal employment opportunity. Applicants' skills, knowledge
and behaviors should be assessed and matched with the relevant
requirements. All applicants for a vacancy should be treated
equally with a fair chance of consideration. The selection should
be without discrimination or bias. This will ensure good
legislation as well as promote diverse personnel.Any opportunity or
vacant position in an entity that requires new recruits should be
publicized in a manner sufficient enough to enable candidates who
are suitably qualified to apply for the position. Advertising also
ensures many candidates get the information and apply for the
opportunity. This will eventually lead to selection of the best
personnel for the vacant position through a competitive and open
process. The advertisement should comply with organizational
policies and requirements relating to advertising.
TOP 10 REAL ESTATE COMPANIES :-
DLF Ltd. Jaypee Infratech Ltd Oberoi Realty Ansal Properties
& Infrastructure Ltd PARSVNATH DEVELOPERS LTD Unitech Merlin
Group Godrej Properties OMAXE LTD DB REALTY
PROBLEM IDENTIFICATION
Nowadays the recruitment and selection policies of companies is
more often than not highly negligible, though it is an important
research area that provides valuable insights into how the labour
market functions and the social reproduction of organizations. It
is an ongoing perception that some companies in Cameroon have
influence in the labor market in the allocation of resources. By so
doing, the Cameroon labor market is being transformed into the
buyers market where companies preferences become dominant in a
manner that, discrimination in employment relation practices is
interpreted as an outcome of rational decision making of formal
organizations rather than the idiosyncrasies of individuals. This
is assumed to have been inspired by the several ethnic groups in
the country. The ethnic succession strategy has become a cultural
practice. It is more often employed as a power-sharing instrument .
Appointments to government and other important political positions
are made strictly across ethnic lines. This has the tendency to
have infested prestigious companies as well resulting to
marginalization of some categories of the employable individuals
irrespective of their contingencies in human capital. In the mean
time, there is a persistent media caption on the top official.
NEED & SIGNIFICACE OF RECRUITMENT & SELECTION IN REAL
ESTATE
Recruiters play an important role in the success of an
organization. They essentially act as a filter that when used
properly only selects the best candidates. In a constantly changing
business world, companies need to hire people who are adaptable,
loyal, knowledgeable, dependable and confident, thereby creating a
foundation for success.Employing the right person for business
might be the most important part of your venture. An effective
recruitment and selection process reduces turnover. These processes
match up the right person with the right job skills. Interviews and
background checks ensure that you employ a candidate who is
reliable and carries out the objectives you planned for providing
quality services and goods to customers.
RECRUITMENT It is important to list the skills your new hire
will need to fulfill his duties. You get much better results in
your recruitment process if you advertise specific criteria that
are relevant to the job. Include all necessary skills, and include
a list of desired skills that are not necessary but that would
enhance the candidate's chances. If you fail to do this, you might
end up with a low-quality pool of candidates and wind up with
limited choices to fill the open position.
SCREENING & INTERVIEW PROCESS
Your screening process provides a vital opportunity for you to
focus on what candidates can offer your company. It is important
that you screen heavily, either by using your own judgment or by
enlisting the help of managers you trust. The interviewer must know
what the job is and what will be required for a new hire to perform
well. The interview process also allows you the opportunity to
express your companys vision, goals and needs. It is vital that the
interview elicits responses from applicants that can be measured
against your expectations for the position. If you dont use the
interview to effectively eliminate applicants who dont fit into
your company culture, you might find yourself dealing with
turnover, confusion and disgruntled employees.
SELECTIONWhen you choose a candidate based upon the
qualifications demonstrated in the resume, the interview,
employment history and background check, you will land the best fit
for the position. Base your decisions about a specific candidate
upon specific evidence rather than any gut instincts. If you hire
people who can do the job instead of people you merely like, you
will have higher productivity and quality in your products or
services.
THE LONG HAUL
Your goal in hiring responsible and reliable employees should be
to make your small business profitable and efficient on a long-term
basis. The recruitment and selection process is the time you not
only identify a candidate who has the experience and aptitude to do
the job that you are looking to fill, but also to find someone who
shares and endorses your companys core values. The candidate will
need to fit in well within your companys culture. Your selection
and recruitment process should provide you with an employee who
adapts and works well with others in your small business. Failure
to recruit and select for the long term can result in high
turnover.
REPUTATION
When you effectively recruit and select the right employee,
there is a domino effect. Your new hire will do her job well.
Employees will see that you make wise decisions. You will gain
respect from your workforce, and you will get higher productivity
as a result of that respect. This positive attitude will affect the
quality of your products or services, and ultimately, your
customers' perceptions of your company.
COSTCost is a major reason why effective recruitment and
selection is important. There are many ways in which poor
recruitment practices can result in financial losses. For example,
if a candidate's competency is not accurately assessed, he may make
mistakes that can hinder productivity. If he needs to be retrained
or replaced, this takes up more company time that could otherwise
be invested toward remaining competitive.
RETENTIONImproper recruitment and selection practices can often
result in high turnover or involuntary separations. If a recruiter
is not careful when analyzing resumes and conducting interviews,
she may hire an employee with a weak work ethic or a tendency to
move quickly from one job to the next -- "job hopping." Recruiters
should pay close attention to the lengths of time at each previous
job and carefully check references. Another so-called "red flag" is
a gradual decrease in responsibility. For example, if the candidate
starts out working as a senior manager and slowly shows progression
to a less complex role, this could indicate that he is not as
competent as he claims.
LOYALTY & PRODUCTIVITYLoyalty and productivity are linked.
Employees who feel dedicated to the organization will work hard to
help it succeed. With this in mind, recruiters must ask questions
that provide information about a candidate's strengths and
weaknesses. Additionally, interviewers should inquire about a
candidate's greatest achievements throughout her career. Generally,
loyal employees will have a track record of striving for
excellence, resulting in a more competitive, innovative and
profitable business.
LEGAL ISSUESDiscrimination is a serious concern among
recruiters. If discriminatory hiring practices can be proven, this
could result in serious harm, both financially and in terms of
reputation. The United States Department of Labor forbids
discrimination based on race, color, national origin, sex,
disability, religion, political affiliation, religion or age. Steps
can be taken to avoid such complications. First, advertise only the
essential requirements for the position. Provide an accurate job
description, listing only the position name and the specific duties
involved. Things such as language proficiency or physical
capabilities should not be listed unless they are absolutely
essential for the role. When conducting interviews, ensure that the
location is accessible by people with disabilities and refrain from
holding interviews on religious or cultural holidays. Use the same
questions for every candidate and try to have more than one
recruiter present during the interview. Careful notes must be taken
so that recruiters canjustify hiring or not hiring the particular
candidate.
Review of literature
Author:Syamala Devi Bhoganadam*, Dr. Dasaraju Srinivasa
RaoTopic: A STUDY ON RECRUITMENT AND SELECTION PROCESS OF SAI
GLOBAL YARNTEX Year of Publication: October 2014Summary:To study
and analyze the Recruitment and Selection process followed at Sai
Global Yarntex Private Ltd. To analyze the satisfactory level of
the employees about Recruitment and Selection procedure of an
organization.The study was conducted among the workers of The Sai
Global Yarntex Private Ltd, vellampalli covering 50 respondents.
The data was collected by means of questionnaire and the data was
classified and analyzed carefully by all means. From the analysis,
it has been found that the most of the employees in the company
were satisfied but changes are required according to the changing
scenario of recruitment process that has a great impact on working
of the company as a fresh blood, new idea enters in the company.
Selection process is alsogood and the companys recruitment
department is doing well in placing the candidates and filling the
job vacancies for all levels of positions. Some of the suggestions
were mentioned to enhance the organizational policies, strategies,
procedures and process.
Author: Ghazala IshratTopic: A comparative study of Recruitment
& Selection, Training and Development policies in Indian MNCs
and Foreign MNCsYear of Publication: Jan. - Feb. 2013Summary: This
presents the summary of the study and survey done in relation to
the Recruitment & Selection and Training & Development in
Indian and Foreign MNCs. The conclusion is drawn from the study and
survey of the company regarding the Recruitment & Selection and
Training & Development process carried out there. The
recruitment process to some extent is not done objectively and
therefore lot of bias hampers the future of the employees. That is
why the search or headhunt of people should be of those whose skill
fits into the companys values. Most of the employees were satisfied
but changes are required according to the changing scenario as
recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company. Selection
process is good but it should also be modified according to the
requirements and job profile so. That main objective of selecting
the candidate could be achieved. The training and development
activities are needed in the organisation because mostly employees
are. Interested to take training and development for future growth.
Thus, it is clear that training and development activities are
needed for employees performance and organizational development.
From the questionnaire found that mostly employees are young.
Conclusion is that company should try to. Utilize workforce through
training and development .As its a good factor that work force was
young. It clearly indicates that employees are interested in
training. & development activities; they feel that such types
of activities are necessary for improving their performance and
creating awareness among the employees.
Author: Dr. Sneha MankikarTopic: A Critical Study on Recruitment
and Selection With Reference to HR Consulting FirmsYear of
Publication: March 2014Summary: To Ascertain the Impact of Size of
the Firm on Recruitment on Recruitment Policies . To Study on
Impact of Labor Market on Recruitment and Selection in an HR
Consulting Firm. Recruitment and selection process getting very
much importance these days in the organization. It is very critical
thing to evaluate the human resource. It is a systematic procedure
that involves many activities. The process includes the step like
HR planning attaining applicant and screening them. It is very
important activity as it provides right place at right time. It is
not easy not an easy task as organization future is depend on this
activity, if suitable employees are selected which are beneficial
to the organization it is at safe side but if decision goes wrong
it can be dangerous to the organization . So it is an activity for
which human resource departments gets very much importance.
Recruitment and selection procedure and its important also gets
changed as the organization changed.
Objective of the study
1. To know the prospect of recruitment and selection
procedure.2. To critically analyze the functioning of recruitment
and selection procedures.3. To identify the probable area of
improvement to make recruitment and selectionprocedures and more
effective.4. To know the managerial satisfaction level about
recruitment and selection procedure.
The objective of my study is to understand and critically
analyze the recruitment andselection policy in real estate.
HYPOTHESIS
1- 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.2- The Internet allows organizations
to reach a large number of candidates easily and efficiently.
Although the World Wide Web is becoming the hot new recruiting
tool, traditional methods, such as newspaper advertising, are not
yet obsolete. Local newspapers are the preferred advertising medium
for non-management positions (90 percent), and national newspapers
are widely used to recruit managerial/professional candidates (63
percent).
RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge.
The Advanced learners Dictionary of current English lays down the
meaning of research as a careful investigation on inquiry
especially thorough search for new facts in any branch of
knowledge. Research methodology is simple framework or plan for the
study that is an guide in collection and analyzing the data. It is
the blueprint that is followed in completes the study. Thus, good
research methodology ensures the completion of project efficiency
and affectivity. Since there are many aspects of research
methodology, the line of action has to be chosen from the variety
of alternatives, to choose the suitable method through the
assessment from various alternatives.Research methodology gives the
researcher an opportunity to put forward his argument for having
opted for certain alternatives and also at the same time he can
justify his ruling out some other possibility likes. Why research
study has been undertaken,how the research problem formulated, what
data has been collected, what particular technique if analyzing the
data has been used and lot of similar type questions are usually
answeredwhen we talk of research problem in study. It is a way to
systematically solve the research problem. It may be understand as
a science of studying how research is done scientifically. In it we
study the various steps that are generally adopted by a researcher
in studying his research problem along with the logic behind
them.
TYPE OF RESEARCH Analytical Research: In this type of research,
researcher has to use or information already available &
analyze these to make a critical evaluation of the material.
Fundamental Research: It is mainly concerned with generalizations
&with the formulation of the theory. Qualitative Research: It
is concerned with qualitative phenomenon i.e. phenomena relating to
or involving quality or kind.
THE MARKETING RESEARCH PROCESS1.Define the problem and research
objectives- the first and main step of any research is to define
the relevant problems or objectives for which the researcher wants
to do research.2.Develop the research plan- to makes the plan for
overall research as how,when ware and from whom researcher will
collect data.3.Collect the information- the information can be
collected by primary data or secondary data or by both methods.
Methods of data collection:-Primary dataMarket surveyPersonal
interviewSecondary dataMagazinesInternetBusiness journals4.Analyse
the information- after collecting the data,the next step is to
analyse the information.5.Present the findings- to make a summary
on the basis of analyzing the collect data and find out the
situation.6.Make the decision- take the decision on the basis of
findingsthat what action should be regarding the findings.
Instruments to be usedInternetMagazinesJournalsNewspapers
CHAPTERIZATION
Chapter-1 Introduction Problem Identification Need and
Significance of the study Objective of the study Review of
literature Hypothesis Research methodology Chapterization
Limitations Chapter-2 A conceptual framework about the theme of
topic Chapter-3Data analysis and Interpretation Chapter-4Findings
and Conclusion Chapter-5Suggestions and Recommendations future
implication of work Chapter -6Bibliography
LIMITATION
A human resources department is in charge of the perpetual
recruiting of new employees, and has a significant hand in the
candidate selection process. But there are several challenges that
can be encountered while going through the process of finding new
corporate candidates. All business professionals need to understand
the advantages and disadvantages of selection and recruitment in
order to contribute to an effective employment candidate
search.
1 A constant disadvantage to the process of selection and
recruiting is trying to keep up with the enticements being offered
by industry competitors. Elements such as higher pay, more
comprehensive health benefits and a strong retirement package
become expensive. But if your company wants to be able to attract
the best new talent, then it is necessary to keep up with the
competition and try to exceed candidate's expectations.
2 Location can be a disadvantage to a company in several ways.
If the company chose its current location because of the
availability of a reliable workforce under the old business model,
then that workforce may no longer be relevant under a new business
model. A blue collar workforce will not help a company fulfill
white collar jobs such as computer engineering or customer service
associates for an insurance company. Location can be a liability
when the available workforce dries up due to a change in the local
economy and the workforce moves to other areas to find work. These
factors and more combine to make a company's location a liability
when recruiting and selecting employment candidates.
3 External recruitment is expensive in the sense that it
requires an extra cost for vacancy announcement, arrangement for
employment office, etc.
4 Recruitment follows a long process. Various activities such as
vacancy announcement, application collection, review of application
forms, selection process etc. need to be performed before the
placement of the candidate.
5 As the selected employees are new for the organization, they
may face adaptability problem in the organizational environment.
More time will be needed for them to be familiar with
organizational arrangements.
6 The existing employees think the new comers as their
competitive. As a result of which, organization faces a great loss
of productivity and quality.
CHAPTER-2
A conceptual framework of the work
This focuses on recruiting and selecting individuals for
employment in an organization.Recruitment is the process of
identifying and attracting potential candidates from within
andoutside 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 evaluatinginformation about candidates qualifications for
specified positions. Organizations use these processes to increase
the likelihood of hiring individuals who possess the right skills
and abilities to be successful at their jobs.Organizations use a
variety of practices to select potential employees. The respondents
to estimate how often they use several practices to evaluate
candidates in their selection process.
In Recruitment once the responsibilities, requirements and the
salary range of a job is determined, a small business can begin the
task of recruiting qualified talent. This step can be carried out
in a variety of ways. A hiring manager may network with those in
his industries in hopes that a successful candidate will be found
through word of mouth. Alternatively, she may post want ads on
online job search sites, such as Monster.com and CareerBuilder.com
or in traditional publications, such as the Houston Chronicle or
the Houston Business Journal. She may also utilize the services of
a staffing agency that maintains a pool of qualified, pre-screened
candidates.In screening & selection when resumes begin to pour
in, a hiring manager must meticulously screen each one. His goal is
to weed out those lacking the proper educational or professional
background. Once he has identified the most appropriate resumes, he
interviews those applicants. Interviews may take place over the
telephone or in person.During the interview, the hiring manager
asks the candidate questions specific to their background and how
it relates to the job at hand. When an ideal candidate has been
identified, the hiring manager extends a formal offer of
employmentHere, the explanation of two wide terms of human resource
management, recruitment & selection in terms of real estate
along with the policy & procedure ofrecruitment & selection
adopted in hiring the best candidate for real estate :-
JOB DESCRIPTION :- The most important step for a small business
to take when performing the recruitment and selection process is a
clear understanding of the job for which they are hiring. It is not
uncommon for organizations to actively recruit candidates before
properly identifying their hiring needs. This can lead to
inefficient time management, as the job description will most
likely change during the process. This will result in the hiring
manager interviewing unqualified candidates.Before meeting with job
applicant, the hiring manager must decide upon the responsibilities
of the position. He must also be clear about the educational
background, professional experience and qualitative manners he
seeks in the ideal candidate. In addition he must identify a salary
that is in line with the organizations budget. That number must
also realistically align with the compensation realities of the
market. For example, if a small business needs to hire an
experience attorney but budgetary constraints only allows a salary
of $30,000; it is unrealistic to think that a suitable candidate
will be found.
RECRUITMENT :-
Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for a job
in an organization. In the words of Yoder, Recruitment is the
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 number to
facilitate effective selection on an efficient working force.
Recruitment is a process which fulfills the requirement of
employees in any organization by the selection either internal or
external, is a deliberate effort of the organization in order to
select fixed number of personnel from a large number of
appointment.Recruitment is the phase which immediately precedes
selection. Its purpose is to pave the way for selection procedures
by producing ideally the smallest number of candidates who offer to
be capable either of performing the required tasks of the job from
the outset of developing the ability to do so within a period of
time acceptable to the employing organization .A primary task of
the recruitment phase is to help would be applicants to decide
whether they are likely to be suitable to fill the job vacancy.
This is clearly in the interest of both, the employing organization
and the applicant.Recruitment is the development and maintenance of
adequate manpower resources. It involves the creation of a tool of
available labour upon whom the organization can Draw when it need
additional employees.
RECRUITMENT PROCESS :-The recruitment process consists of the
following steps:Recruitment process generally beings when the
personnel department receives requisitions fro recruitment from any
department of the company. The personnel requisitions contain
details about the position to be filled, number of persons to be
recruited, the duties to be performed, qualifications required from
the candidate, terms and conditions of employment and the time by
which the person should be available for appointment etc.
Locating and developing the sources of required number and type
of employees.
Identifying the prospective employees with required
characteristics.
Communicating the information about the organization, the job
and the terms and conditions of service.
Encouraging the identified candidates to apply for jobs in the
organization.
Evaluating the effectiveness of recruitments process.
METHODS OF RECRUITMENT IN REAL ESTATE :-
PRESENT EMPLOYEES permanent, temporary & casual employees
already on the pay of the organization are god source. Vacancies
may be filled from such employees through promotions, transfer, and
upgrading and even demotion. Transfer implies shifting of an
employee from one job to another without any major change in the
status and responsibilities of an employee. On the other hand,
promotion refers to shifting of an employee to a higher position
carrying higher status, responsibilities and pay.EMPLOYEES CONTACT
WITH THE PUBLICThe employees of the organization are told about the
existence of particular vacancies and they bring this to the notice
of their relatives, friends and acquaintances. MANNED EXHIBITSThe
organizations send recruiters to conventions and seminars, setting
up exhibits and fairs and using mobile offices to go to the desired
centers.WAITING LISTS Many firms lean heavily on their own
application files. These records list individuals who have
indicated their interest in jobs, either after visiting the
organizations employment office or making enquiries by mail or
phone. Such records prove a very useful source if they are kept up-
to-date. INDIRECT METHODS Cover advertising in newspapers, on the
radio, in trade and professional journals, technical journals and
brochures.When qualified and experienced persons are not available
through other sources, advertising in newspapers and professional
and technical journals is made. Whereas all types of advertisements
can be made in newspapers and magazines, only particular type of
posts should be advertised in the professional and technical
journals, for example, only engineering jobs should be inserted in
journals of engineering.A well thought-out and planned
advertisement for an appointment reduces the possibility of
unqualified people applying. If the advertisement is clear and to
the point, candidates can assess their abilities and suitability
for the position and only those who possess the requisite
qualifications will apply.
SOURCING :- In a full life-cycle recruiting scenario, sourcing
applicants or candidates means the recruiter has to determine the
best resources for identifying suitably qualified applicants.
Sources for applicants could range from online resume banks to
university campuses to technical school guidance offices. Sourcing
candidates depends on the type of job, position or title, as well
as academic credentials or certifications. For example, sourcing
candidates for hourly, food service positions will be quite
different from the sourcing for legal professionals, such as
paralegals and secretaries. Advertisements for hourly food service
positions might be most effective at the place of employment, as in
a "Help Wanted" sign posted in the window for a casual diner, while
sourcing for legal professionals might be more effective on
association websites, such as the American Bar Association's career
pages.SCREENING :- Screening applicants involves comparing
employment applications and resumes to the job description and job
postings to determine which applicants meet the requisite
qualifications. However, applicants whose materials don't contain
the references to specific job qualifications shouldn't be
immediately discarded. There might be an omission on the
applicant's resume that the recruiter needs to clarify before
screening them out before the preliminary interview. For example,
if an applicant's resume indicates she anticipates receiving her
college degree in May 2012 and the recruiter screens resumes in
June 2012, it would be prudent for the recruiter to first confirm
whether the applicant has her degree before screening out, because
it could be that the applicant has already received her degree and
thereby qualified for the job where a basic requirement is a
college degree.
SELECTION :- Selection is a process of differentiating between
applicants in order to identify and hire those with a greater
likelihood of success in a job. (Thomas H. Stone)
Selection is the process of securing relevant information about
an applicant to evaluate his qualifications, experience and other
qualities with a view to matching these with the requirements of a
job.It is essentially a process of picking out the man or men best
suited for the organizations requirement.Selection can be
conceptualized in terms of either choosing the fit candidates or
rejecting the unfit candidates, or a combination of both. Selection
involves both because it picks up the fits and rejects the unfits.
In fact in Indian context, there are more candidates who are
rejected than those who are selected in most of the selection
processes. Therefore sometimes it is called a negative process in
contrast to positive program of recruitment.
SELECTION PROCESS :- The selection process involves rejection of
unsuitable or less suitable applicants .This may be done at any of
the successive hurdles which an applicant must cross. These hurdles
act as screens designed to eliminate an unqualified applicant at
any point in the process. This technique is known as the successive
hurdles technique. Yoder calls these hurdles go,no-goguages. Those
who qualify a hurdle go to the next one; those who do not qualify
are dropped out .Not all selection processes, however include these
hurdles. The complexity of the process usually increases with the
level and responsibility of the position to be filled. These
hurdles are actually the various levels of selection process.
Moreover, these hurdles need not necessarily be placed in the same
order. Their arrangement may differ from organization to
organization.
INTERVIEWS :-Many employers conduct a series of interviews
before selecting a final candidate. The first interview might be a
preliminary phone interview where the recruiter spends 20 to 30
minutes talking to the applicant about the basic job requirements
and verifying his work history. Assuming the applicant passes the
first step in the interview process, he's likely to become a
candidate and is invited for a second-round interview. Second-round
interviews typically are face-to-face meetings with the recruiter,
a hiring manager or a panel of interviewers. Employers who conduct
third-round or final stage interviews may have candidates meet with
the company's highest level of leadership, especially for
management positions. Alternatively, some employers engage staff in
determining whom they feel is best suited for the organization's
culture. It's not unusual for a candidate to meet with employees
who will be colleagues or direct reports.
MEANING AND PURPOSE :- An interview is a conversation with a
purpose between one person on one side and another person or
persons on the other. An employment interview should serve three
purposes:Obtaining information,Giving information, andMotivationIt
should provide an appraisal of personality by obtaining relevant
information about the prospective employees background, training
work history, education and interests. The candidate should be
given information about the company, the specific job, and the
personnel policies. It should also help in establishing a friendly
relationship between the employer and the applicant and motivate
the satisfactory applicant to work for the company or
organization.
TYPES OF INTERVIEWS :- INFORMAL INTERVIEW This may take place
anywhere. The employer or a manager in the personnel department,
may ask a few questions, like name, place of birth, previous
experience, etc. it is not planned and is used widely when the
labour market is tight and workers are needed very badly. A friend
or a relative of the employer may take a candidate to the house of
the employer or manager where this type of interview may be
conducted. FORMAL INTERVIEWS This is held in a more formal
atmosphere in the employment office by the employment officer with
the help of well-structured questions. The time and place of the
interview are stipulated by the employment office. PLANNED
INTERVIEW This is a formal interview carefully planned. The
interviewer has a plan of action worked out in relation to time to
be devoted to each candidate, type of information to be sought,
information to be given, the modality of interview and so on. He
may use the plan with some amount of flexibility. PATTERNED
INTERVIEW This is also a planned interview but planned to a higher
degree of accuracy, precision, and exactitude. A list of questions
and areas is carefully prepared. The interviewer goes down the list
of questions, asking them one after another. NON-DIRECTIVE
INTERVIEW This is designed to let the interviewee speak his mind
freely. The interviewer is a careful and patient listener, prodding
whenever the candidate is silent. The idea is to give the candidate
complete freedom to sell himself without encumbrances of the
interviewers questions. DEPTH INTERVIEW This is designed to
intensively examine the candidates background and thinking and to
go into considerable detail on a particular subject of special
interest to the candidate. The theory it is that if the candidate
found good in his area of special interest ,the chances are high
that if given a job he would take serious interest in it. STRESS
INTERVIEW This is designed to test the candidate and his conduct
and behaviour by putting him under conditions of stress and strain.
This is very useful to test the behaviour of individuals under
disagreeable and trying situations. GROUP INTERVIEW This is
designed to see how the candidates react to and against each other.
All the candidates may be brought together in the office and they
may be interviewed. The candidates may , alternatively be given a
topic for discussion and be observed as to who will lead the
discussion, how they will participate in the discussion, how each
will make his presentation, and how they will react to each others
views and presentation. PANEL INTERVIEW This is done by members of
the interview board or a selection committee .This is done usually
for supervisory and managerial positions. It pools the collective
judgement and wisdom of members of the panel. The candidate may be
asked to meet the panel individually for a fairly lengthy
interview.
INTERVIEW RATING :-Important aspects of personality can be
categorized under the following seven main headings:Physical
makeup: Health, physique, age, appearance, bearing,
speech.Attainments: Education, occupational training, and
experience.Intelligence: Basic and effective.Special Attitudes:
Written and oral fluency of expression, innumeracy, organizational
ability, administrative skill.Interests: Intellectual, practical,
physically active, social, Artistic.Disposition: Self reliance
nature, motivation, acceptability.Circumstances: Domestic, social
background and experience, future prospects.This is called The
seven point plan .The importance of each of these points will vary
from organization to organization and from job to job. Hence these
should be assigned weight age according to their degree of
importance for the job.On the basis of information gathered through
an interview, each candidate should be rated in respect of each
point given above as :- outstanding good above average below
average unsatisfactoryNot all selection processes, however include
these hurdles. The complexity of the process usually increases with
the level and responsibility of the position to be filled. These
hurdles are actually the various levels of selection process.
Moreover, these hurdles need not necessarily be placed in the same
order. Their arrangement may differ from organization to
organization.
REFERENCE :- The hiring supervisor and search committee (if
applicable) will select the top candidate and then conduct
reference verifications. The candidate will be notified by the
hiring supervisor that references will be conducted. The hiring
supervisor and search committee (if applicable) will conduct
reference verifications (see Reference Checks Best Practices &
Guidelines and Reference Check Questions in this manual) and
document responses. Reference checks must be completed and
submitted to the Employment Administrator prior to any offer of
employment being presented.
PHYSICAL EXAMINATION:- Applications who get over one or more
preliminary hurdles are sent for a physical examination either to
the organizations physician or to a medical officer approved for
the purpose. Purposes: A physical examination serves the following
purposes: It gives the indication regarding fitness of a candidate
for the job concerned. It discovers existing disabilities and
obtains a record thereof, which may be helpful later in deciding
the companys responsibility in the event of a workmans compensation
claim. It helps in preventing employment of those suffering from
some type of contagious diseases. It helps in placing those who are
otherwise employable but whose physical handicaps may necessitate
assignment only to specified jobs.
CONTENTS OF PHYSICAL EXAMINATION:- The applicants medical
history. His physical measurementsheight, weight, etc. General
examination skin, musculature and joints. Special sensesvisual and
auditory activity. Clinical examination eyes, ears, nose, throat
and teeth. Examination of chest and lungs. Check of blood pressure
and heart. Pathological tests of urine, blood etc. X-ray
examination of chest and other parts of the body. Neuro-psychiatric
examination, particularly when medical history or a psychiatric
examination, particularly when medical history or a physicians
observations indicate an adjustment problem.
REFERENCE CHECK :-The applicant is asked to mention in his
application the names and addresses of, usually three such persons
who know him well. These may be his previous employers, friends, or
professional colleagues. They are approached by mail or telephone
and requested to furnish their frank opinion, without incurring any
liability, about the candidate either on specified points or in
general. They are assured that all information supplied would be
kept confidential. Yet, often either no response is received or it
is generally a favourable response.
FINAL STEPS/FINAL DECISION:- Once a job offer is extended to the
candidate, the next and last steps in recruitment and selection are
process-intensive activities. The burden shifts back to the
recruiter in organizations that have dedicated HR staff. Recruiters
are responsible for verifying the candidate's previous employment,
conducting a background check, calling references for information
that previous employers can't provide, scheduling drug testing and
obtaining documentation from the candidate that substantiates he's
eligible to work for a United States employer. In the event the
first-choice candidate doesn't pass the final steps, the hiring
manager has usually identified a second-choice candidate so that
they don't have to begin the recruitment and selection process from
the initial phase.
PURPOSE OF RECRUITMENT & SELECTION To determine the present
and future human resource requirements of the organization in
conjunction with human resource planning activities and job
analysis activities.
To increase the pool of potential personnel and the organization
has a number of options to choose from
To increase the success rate of the selection process by
filtering the number of under qualified or overqualified job
applicants.
To meet the organizations legal and social obligations regarding
composition of its workforce.
THE ROLE OF RECRUITMENT & SELECTION IN STRATEGIC
MANAGEMENT
Strategic management involves employing selective and specific
processes across all aspects of the business, including the
recruitment and selection process, to help the business achieve
optimal profit and success. For a small business, the recruitment
and selection of the right employee for each position can lead to
reduced costs, thus leading to an improved bottom line.
Identifying NeedsStrategic management begins with identifying
the needs of your organization as they relate to current and future
labor demands. Accomplishing this task requires the ability to
identify the various jobs and roles needed within your organization
to meet current and future goals related to production and growth.
Once identified, clear and concise job descriptions and duties can
help ensure that recruitment remains streamlined and aimed at
efficient recruitment and hiring.
Recruitment ActivitiesHiring managers should focus on recruiting
activities aimed at attracting the right candidates for the job.
Recruiting activities can include internal efforts, college hiring
fairs, technical and vocational events, and traditional newspaper
advertisements. Based on the needs of current openings and
forecasts for future needs, a hiring manager will need to direct
efforts toward the best option for recruiting the right candidates.
For instance, focusing on college hiring fairs and traditional
newspaper advertisements is appropriate for entry-level positions
with your company.
Selection ProcessSelecting the right candidate requires
identifying the specific skills, knowledge and qualities you seek
and desire in an employee. This can pertain to the necessary skills
and knowledge for the position itself, such as a specific degree or
certification, and the desired personal qualities, such as a
preference to hire employees with good moral and ethical standards.
Other important parts of the selection process include conducting
any necessary aptitude tests and conducting a thorough background
check to ensure the employee meets the basic qualifications of both
the position and the company.
ConsiderationsStrategic management also takes into account
various ways to reduce costs while ensuring enough staff is in
place to complete all necessary job duties and responsibilities.
For instance, you can eliminate the duplication of job duties and
reduce costs by consolidating job duties and restructuring your
internal workforce. Other concerns include those related to
replacing an aging workforce. This requires the need to plan ahead
for the loss of essential employees to retirement.
VISION OF REAL ESTATE COMPANIESTo make Company the absolute
leader in Real Estate by establishing new levels of
quality,expertise , professionalism,commitment and reliability.
MISSION OF REAL ESTATE COMPANIES To bring the value pricing,
along with a product of a reputed builder to the customer by using
the expertise, professionalism, quality of service and latest
marketing techniques.
To provide unmatched investment opportunities to our customers
with the help of our motivated and well-trained real estate
professionals who continually strive to provide top quality service
to individual clients and customers.
To become a creative, innovative and people-orientedorganization
providing individual opportunity, personal satisfaction and
rewarding challenges to all employees of the company.
CHAPTER-3
DATA COLLECTION
The data for the survey will be conducted from both Primary
sources, & Secondary sources.
Primary Data:-
Using personal interview technique the survey the data will
collect by using questionnaire. The primary data collection for his
purpose is supposed to be done by judgment sampling conversation
sampling. Questionnaire has been formatted with both open and close
structure questions.
Secondary data:-
By going through various records of company.
By going through the magazine of the company.
DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback
from the employees and manager regarding. Recruitment &
Selection Procedure of Real estatecompanies. 30 employees are
selected from different department and were distributed the
questionnaire from the purpose of the study.
DATA ANALYSIS
The analysis of the data is done as per the survey finding. The
data is represented graphically in percentage.
1. Specify the time period(s) for which the manpower planning is
done?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.0-2 years3030%
2.2-3 years2020%
3.3-4 years3030%
4.4 & above2020%
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 organization plan
the recruitment policy? S.NO OPINION NO. OF
RESPONDENTPERCENTAGE
1.Yes100100%
2.No00%
100% people said that the plan the requirement policy.3. What do
you suggest should be the basis of forecasting?
S.NO.
OPINION NO. OF RESPONDENT PERCENTAGE
1.Total cost of project2020%
2.Past experience4040%
3.Different phases of the project3030%
4..All of the above1010%
20% people said that their company forecast on the bases of
Total cost of the project.40% people said that the company forecast
on the bases of past experiences.30% people said that the company
forecast on the bases of the Different phases of theproject.10%
people said that the company forecast on the bases on of the
above.4. Do you think the recruitment policy is helpful in
achieving the goals of the companies?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes 5050%
2.No2020%
3.To some extent3030%
NO. OF RESPONDENT1 Yes 2 No3 To some extent
50% people said that the companys recruitment policy is helpful
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
in achieving the goals.
5. Through which source organizations recruit employees
more?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Internally2020%
2.Externally6060%
3.Both2020%
20% people said that the company recruits the employee from the
internal sources.60% people said that the company recruits the
employee from the external sources.20% people said that the company
recruits the employee from the both sources.
6. Which of the following external sources you choose for the
recruitment of the employees?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Employee exchange consultant2020%
2.Private Employee Agencies2020%
3.Advertisement1010%
4.Internet4040%
5.Any other1010%
20% people said that the company uses the employee exchange
consultants.20% people said that the company uses private
employment agencies.10% people said that the company uses the
advertisement method.40% people said that the company uses the
Internet method.10% people said that the company uses the any other
way.
1. Does organizations recruit employees through latest method of
recruitment through Internet?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes100100%
2.No00%
100% people said that the company uses the latest method of
recruitment.
8. Is companies used own web site for recruitment?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes 9090%
2.No1010%
90% people said that the company uses his own web site for
recruitment.10% people said that the company not uses his own web
site.
. Is there any provision for recruitment of summer trainees?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.No100100%
2.Yes00%
100% people said that there is no provision to recruiting
summer/in-plant trainees.
10. Is Internet recruitment is effective in your opinion?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes 8080%
2.No2020%
80% people said that the Internet recruitment is effective
sources of recruiting the employee.20% people are not in favor of
recruiting the employee through Internet.
11 Does the procedure adopted for recruitment and selection of
employees enables to giveright person at the right job?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes7070%
2.No1010%
3.To some extent2020%
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 at the right job.20% people said that the
procedure adopted for recruitment and selection of employeesenable
to some extent to place the right person for at the right job.
12 . Which type of technique is best for interview?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Structured6060%
2.Unstructured1010%
3.Both3030%
60% people said that the companies uses the structure technique
for selection.10% people said that the companies use the
unstructured technique for selection.30% people said that the
companies uses both the techniques for selection.
13. Is there any provision for evaluation and control of
recruitment and selection process used in real estate
companies?
S.NO. OPINION NO. OF RESPONDENT PERCENTAGE
1.Yes8080%
2.No2020%
80% people said that the company has the provision for
evaluation and control ofrecruitment and selection.20% people said
that the company does not have the provision for evaluation and
control of recruitment and selection.
CHAPTER-4
Findings & Conclusions
Findings:1- External recruitment is expensive in the sense that
it requires an extra cost for vacancy announcement, arrangement for
employment office, etc.
2- Recruitment follows a long process. Various activities such
as vacancy announcement, application collection, review of
application forms, selection process etc. need to be performed
before the placement of the candidate.
3- As the selected employees are new for the organization, they
may face adaptability problem in the organizational environment.
More time will be needed for them to be familiar with
organizational arrangements.
4- The existing employees think the new comers as their
competitive. As a result of which, organization faces a great loss
of productivity and quality.
Conclusion:Based on the analysis through the questionnaire
responses the following is the conclusion of the study.
The organization follows the rules and regulation involved in
their Recruitment andSelection Procedure of the organization.
However, there is some scope for improvement with regard to the
following:
1. The managers are fully satisfied with the existing
Recruitment and Selection procedure.2. The recruitment and
Selection procedure should not be lengthy.3. To some extent a clear
picture of required candidates should be made in order to search
for appropriate candidates.4. The Recruitment and Selection
procedure should be impartial.
CHAPTER-5
RECOMMENDATION/SUGGESTIONS
It is very sad that sometime people at the helm dont understand
professionalism. It is the top management which should support all
strategic plans of its CEO. Nobody appoints a CEO without
understanding his professional status, credentials and the work he
has done in the past. What we need is more transparency while
recruiting top people. There is a need to decentralise power.The
hike is well-deserved and expected considering the boom in the
healthcare industry. Most hospitals dont pay heed to rewarding
their own employees. They fail to understand that the ranking they
have is not only because of their technology or medical
practitioners, but also due to hard work put in by the employees
working in para-medical, nursing and administrative areas. Salary
in healthcare has never been competitive, be it for marketing,
finance, HR, administration or technicians. I want people to feel
cheerful while coming for work and not have Monday morning blues.
Rectifying salary is the one of the steps towards achieving that
goal.HR is not seen as a lucrative career option in hospitals as
students opting for professional healthcare courses believe that
they only go for administration in a hospital. There are only a few
institutes, like TISS, Mumbai, ASCI and IIHMR which have HR courses
related to healthcare. While we need more such institutes, keeping
in synch with times, most of these institutes need to modify their
syllabus.We have to attract the right talent, because there is a
dearth of trained personnel. The parameters of judging talent are
different for various roles; soft skills have assumed immense
significance today. People are in a sensitive state of mind when
they visit a hospital and one small mistake or slip in service can
be blown out of proportion. Even doctors cannot afford to be rude
with patients. Additionally, we have to increase the level of
transparency and trust in employees and make the hospital
people-centric.
The following are the suggestions received from the respondents
of the questionnaire. These suggestions are based on their
awareness regarding the Recruitment and Selection Policy in real
estate.
During the selection process not only the experienced candidates
but also the fresh candidate should be selected so as to avail the
innovation and enthusiasm of new candidates.
In the organization where summer training facility prevailing
then such kind of practices must be adopted so that the student can
learn and again from their practical views.
Candidates should be kept on the job for some time period; if
suitable they should be recruited. During the selection process,
the candidates should be made relaxed and at ease.
Company should follow all the steps of recruitment and selection
for the selection of the candidatures.
Selection process should be less time consuming.
The interview should not be boring, monotonous. It should be
made interesting. There must be proper communication between the
Interviewer and the Interviewee any the time of interview.
Evaluation and control of recruitment and selection should be
done fair judgment.
Methods used for selection of candidates should be done
carefully and systematically.
The attainment of goals and objective of any organization depend
on the type and quality of its manpower. To have right type of men
at right job and at right time, the recruitment and selection
procedure should be fair and impartial.
This is indeed an important suggestion and authorities concerned
should immediately look into it and try to implement it.
CHAPTER-6
BIBLIOGRAPHY
Aswathappa K, 2010, Human Resource management, Tata McGraw Hill
Education Private Limited, New Delhi. Internet Company magazine
Google Websites of top 10 real estate companies of India
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