A Project on ‘Human Resources Recruitment’ Submitted in the partial fulfillment of the requirement for qualifying Master of Management Studies Of University of Mumbai Submitted by LLLL MMMMM Roll No.: 15 Specialization: Human Resources College of Management, KKKKKK (East) For Academic Year 2012-2013
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A Project on
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Master of Management StudiesOf
University of Mumbai
Submitted by
LLLL MMMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012-2013
A Project on
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Master of Management StudiesOf
University of Mumbai
Submitted by
LLLL MMMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012-2013
Project Guide: Prof. SSSSS
DECLARATION
To,
The Director,
College Of Management,
Vidyanagari, Chinchpada road,
Kmanivali, KKKKKK (East),
Dist. Thane – 421 306.
Respected Sir,
I the undersigned hereby declare that the project report entitled “Human Resources Recruitment” is an original work developed and submitted by me under the guidance of Prof. Sssss
The empirical findings in this project report are not copied from any report and are true and best of my knowledge.
DATE:
PLACE: Thane
ROLL NO.: 15
Signature of student
Llll Mmmmm
CERTIFICATE
This is to certify that the project entitled ‘Human Resources Recruitment’
submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of
Management Studies; University of Mumbai is her original work and does not
form any part of the projects undertaken previously.
Also it is certified that the project represents the original work on the part of
the candidate.
Place: Thane
Date:
Signature of the Director Signature of
Guide
ACKNOWLEDGEMENT
With immense please we are presenting “Human Resources
Recruitment” Project report as part of the curriculum of ‘Master of
Management Studies’. We wish to thank all the people who gave us unending
support.
I express my profound thanks to Director and Prof. Sssss, project guide
and all those who have indirectly guided and helped us in preparation of this
project.
We also like to extend our gratitude to all staff and our colleagues of
College of Management, who provided moral support, a conductive work
environment and the much-needed inspiration to conclude the project in time
and a special thanks to my parents who are integral part of the project.
Thanking you.
Llll Mmmm
INDEX
Project Contents: Page No.
i. List of figures & diagrams
1 Organization Profile 2 - 18
2 Introduction of the study 19 - 37
2.1 Meaning, Definition, Concept
2.2 Objectives
2.3 Scope
3 Research Methodology 38 - 40
4 Data Analysis 41 - 47
5 Recruitment 'A theoretical frame work' 48 - 50
6 Findings 52
7 Limitation 52
8 Conclusion 53
9 Suggestions 53
10 Webliography & Bibliography 55
11 Questionnaire 56 - 59
List of Diagrams
Sr. No.: PARTICULARS Pg. No.
1 Form of Interview 42
2 Source of Candidate 43
3 Telephonic Interview Round 43
4 Track Candidate 44
5 Define Candidate 44
6 Time Spent 45
7 Different Process 45
8 Basic Questions 46
9 Cost Calculating System 46
10 Evaluation and control of Process 47
11 Facility for trainees 47
Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
Excellent Communication Skill, Positive attitude, passionate, highly motivated,Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing
Job Responsibility:
Responsible for monitoring accessing, improving the ad sales, revenue monitoring
Able to independently ideate and came out with solution to client and ad sales teamMonitoring All ad positions, ad campaigning’s, sales etc.Monitoring their sales / telesales team.
If your candidature suits the mentioned profile then kindly send us the following details:
1. your updated resume in MS Word format.
2. Present CTC
3. Expected CTC
4. Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated.
Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this opportunity.
Opening with Onmobile Global Ltd for Project Co-ordinator
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video portals,
M-Commerce products and services, we generate 2 – 5% contribution for top customers and
top line revenues of over US $800 million for over 92 customers globally. We deliver our
products by the best combination of a hosted Cloud with on-site operations at the customer
premises or through products deployed in customer networks.Founded in 2000, OnMobile
has 1500 employees spread across India, U.S., LATAM, Africa, Australia, Middle East and
Europe. The company was publicly listed in India in 2008. Recent acquisitions include
Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).
Location: Bangalore
Website: http://www.onmobile.com/
JD for Position:-
Job Title Project Coordinator
Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Job Description
Role
Project co-ordinator is a Project Management Office role.
The role requires the person to plan, drive, co-ordinate and track projects with various internal stakeholders.
Schedule regular meetings with the action owners for status tracking.
Update the senior members of the organization on the status of the projects, highlight Requirements, risks and gating issues and probable resolutions.
Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decision making.
Skills
1) Good Analytical, negotiation and communication skills.
2) Good skills in Excel and ppt. Should have good ability to analyze
data, prepare and present analysis to internal stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with various
internal stakeholders and report the progress to the AVP.
4) Should possess good Project management skills. Telecom
Knowledge and System level knowledge preferred.
Location Bangalore
If this profile suits your candidature, kindly send the updated resume mentioning the
following details:-
1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || [email protected]
Recruitment Email sent to candidate
From: Lllllll Mmmmm <[email protected]>To: Sent: Tuesday, 15 May 2012 3:15 PMSubject: Opening with Atidan Technologies for Tech Lead
Hi,As per the discussion, I am sending the Company’s profile and Job Description.Opening with Atidan Technologies for the post of Tech Lead
Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering low-risk, high-performance solutions to help you improve communications, streamline workflow and increase productivity. URL: - http://www.atidan.com/Pages/index.aspxLocation: - Mumbai
Job Description:-1) Candidate must have atleast 6 yrs of experience.2) Exp working on web based projects is a must.3) Exposure on SharePoint is preferable.4) Exposure working with US clients is a must.5) Applicant should be working as a tech lead. Interview: - On Saturday (19th May 2012)Timing: - 9 AM TO 12 PMInterview Procedure:-1) Aptitude Test (HR Interview)2) Computer Programming Test (.Net Test)3) Technical Interview – 14) Technical Interview – 2
If this profile suits your candidature kindly send the following details:-1) Updated Resume in word format.2) Total Exp.3) Relevant Exp.4) Current CTC.5) Expected CTC.6) Notice Period. Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || llll @ emc.in
Format of Candidate Interview Schedule details sent to Organization
Coordinate Joining Formalities and on boarding as per predefined date
Closing review to understand client's level of satisfaction.
HR Telephonic Interview Questions:
Tell me about yourself? Tell me about your job profile? How much current CTC, you’re getting in current organization? How much you’re expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job?
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organisation. The HR professionals – handling the recruitment function of the organisation- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organisation.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to face and conquer various challenges to find the best candidates for their organisations.
The major challenges faced by the HR in recruitment are:
Adaptability to globalization – The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process
Lack of motivation – Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.
Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.
Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.
Research
Methodology
RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any
branch of knowledge’.
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to employees.
The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are undertaken for the next process.
KIND OF RESEARCH
The research done by
EXPLORATORY RESEARCH
This 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 tries to evaluate some appropriate courses
of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.
Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.
RESEARCH DESIGN:
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 economy in procedure.
A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
procedures.
1 What is study about?
2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data be found?
6 What will be the sample design?
7 Technique of data collection.
8 How will data be analyzed?
Data Analysis
And
Interpretation
The 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 and
expressed in the form of charts.
Question 1: What form of interview did you prefer?
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where
as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.
Question 2: What source you adopt to source candidates?
Candidate Referral10%
Advertising5%
Job Portal85%
Candidate Referral
Advertising
Job Portal
Source: Compiled from questionnaire data
Interpretation:
This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%
responded for Candidate referral and 5% responded for Advertising.
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round?
One5%
Two45%
Three40%
Four10%
One
Two
Three
Four
Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews
where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.
Question 4: How do you track the source of candidate?
Software5%
Online80%
Data15%
Software Online
Data
Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software
to source a candidate.
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
Yes95%
No5%
Yes
No
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 6: What is the average time spent by executives during recruitment (each
candidate)?
1 - 5 minutes60%
5 - 10 mins20%
10 - 15 mins10%
more than 15 mins10%
1 - 5 minutes
5 - 10 mins
10 - 15 mins
more than 15 mins
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?
Yes95%
No5%
Yes
No
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 8: What are the basic questions you ask to the candidate?
All of the Above100%
Experience (Total / Relevent)
Current / Expected CTC
Current Job Profile
Notice Period
All of the Above
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Do you have any system to calculate cost per recruitment?
Yes 30%
No70%
Yes
No
This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?
Yes 45%
No55%
Yes
No
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?
No30%
Yes70%
No
Yes
This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.
THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT
RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom
to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision to
join an organization.
Accordingly, the following three theories of recruitment have been evolved:
Objective factor theory
Subjective factor theory
Critical contact theory
These theories can be explained as follows:
Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others;
educational qualification, years of experience and special qualification/experience.
Subjective Factor Theory
The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization
is decisive factor in choosing an organization by individual candidate seeking for employment.
These subjective factors are; Personal compatibility for the position, Competence and Best fit.
Critical Factor Theory
The critical factors observed by the candidate during his interaction with the organization play a
vital role in decision making. Recruiter being in touch with the candidate, promptness of
response and similar factors are important. This theory is more valid with the experienced
professionals.
There are instances when a candidate is unable to choose an organization out of alternative based
on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited
contact and insufficient data with regards to the organization or its own inability to analyze and
come to ant conclusion. In such cases, certain critical factors observed by the manager during
interview and contact with personnel of the organization will have profound influence in his
decision process.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America
and European countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and hands are more
resulting to large scarce unemployment. The theoretical base given above cannot be applied in
developing countries except in hid paid jobs where higher skills and better knowledge are the
prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far
exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or
her for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates
not only, for actual or anticipated organization vacancies but also searching for prospective
employee.
From Behling’s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in
the institution. Though they possess the knowledge, education, the process should be to filter and
re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a
result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to
determine whether his output will increase or decrease but it should be assessed from the critical
factor observed during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
Personality–Job Fit Theory
The personality–job fit theory postulates that a person's personality traits will reveal insight as to
adaptability within an organization. The degree of confluence between a person and the
organization is expressed as their Person-Organization (P-O) fit. This also referred to as a
person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate at
which workers are able to complete tasks. These tasks are mitigated by workplace environs- for
example, a worker who works more efficiently as an individual than in a team will have a higher
P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the
right personality with the right company workers can achieve a better synergy and avoid pitfalls
such as high turnover and low job satisfaction. Employees are more likely to stay committed to
organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The
Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and
co-worker respect. Competencies can be assessed using various tools like psychological tests,
competency based interview, situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be able
to adjust to the company environment and work culture, and would be able to perform at an
optimum level.
Findings,
Conclusion,
Suggestions,
Limitation
FINDINGS
According to the Survey, Recruitment differs from company to company for each
category.
According to the Survey, the company do utilize internet sites for the recruitment process
and for finding the talent candidate
According to survey it is observed that the company are utilizing the job description in
order to make screening process more efficient
Limitation of the study:
The study is subjected to the following limitations
The study is based on the data provided by the company statements so, the limitations of
the company’s employees remaining are equally applicable.
In some cases data is collected from the companies past records.
CONCLUSIONS
Polices adopted by EMC are transparent, legal and scientific.
Recruitment is fair.
The recruitment should not be lengthy.
To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.
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.
SUGGESTIONS
Time management is very essential and it should not be ignored at any level of the process.
Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being
more which needs to be reduced.
Communication, personal and technical skills need to be tested for employees