Zeba Roll No.85-2003 Ven Repaired)

APROJECT REPORT

ON

RECRUITMENT AND SELECTIONAT

WORK FORCE ASIA RECRUITMENT CONSULTANTS

SUBMITTEDBY

ZEBA NAWAB

M.P.M ROLL NO. 85

IN

PARTIAL FULFILLMENT OF THEMASTERS DEGREE IN PERSONNEL MANAGEMENT

THROUGH

NEVILLE WADIA INSTITUTE OF

MANAGEMENT STUDIES AND RESEARCH, PUNE-411001

UNIVERSITY OF PUNE

2011-2012

CERTIFICATE

This is to certify that MISS ZEBA NAWAB is a bonafied student of Neville Wadia Institute of Management Research and Studies, Pune undergoing the Masters in Personnel Management programme.

She has successfully completed her project titled Recruitment and Selection at Workforce Asia Recruitment Consultants, Pune under guidance of Mrs. Karuna Jadhav and Course Coordinator Dr. A.B. Dadas.

This project is in partial fulfillment of the Masters in Personnel Management programme of Pune University.

Mrs Karuna Jadhav Dr. A. B. Dadas Dr. Girija Shankar (Project Guide) (Course Coordinator) (Assistant Director)

CERTIFICATE

This is to certify that Miss Zeba Nawab , a student of Neville Wadia Institute of Management Research and Studies doing Masters in Personnel Management has done her project on “Recruitment and Selection” with this organization during 1st June – 1st August, 2011 as part of her MPM curriculum.

We wish her all the best for her future endeavours.

Date: , 2011 SWETA BURMAN Human Resource Manager

ACKNOWLEDGEMENT

Presenting the project report on Recruitment and Selection at Work Force Asia Recruitment Consultants Pune has not only called for an immense effort but also the attention and invaluable help from my peers, family, friends and colleagues who helped it materialize.

To commence with things I would like to take this opportunity to gratefully and humbly to Miss Sweta Burman , Project guide, Work Force Asia Recruitment Consultants, Pune for being appreciative enough by giving me an opportunity to undertake this project in Work Force Asia

I would like to extend my sincere thanks and gratitude to Mrs. Karuna Jadhav (Project Guide) and Dr. A. B. Dadas (Course Coordinator) – NWIMSR, whose guidance and trust encouraged me to develop my ideas and understanding to complete the project. I would also like to specially thank Dr. S. R. Dastane (Director) NWIMSR, for his overall direction.

My parent‘s need special mentions here for their constant support and love in my life. I also thank my friends and well-wishers, who have provided their whole hearted support to me in this exercise. I believe that this Endeavor has prepared me for taking up new challenging opportunities in future.

4

DECLARATION

I hereby declare that the project titled “Recruitment and Selection” is an original piece of research work carried out by me under the guidance and supervision of Mrs. Karuna Jadhav. The information has been collected from genuine and authentic sources. The work has been submitted in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of Pune University.

Place:

Date:

ZEBA NAWAB

EXECUTIVE SUMMARY

The project titled “RECRUITMENT AND SELECTION” Undertaken in WORKFORCE ASIA RECRUITMENT CONSULANTS.

Workforce Asia is one of India's leading executive search companies with a specialized focus across various industries spread throughout India and abroad.

The project report is about recruitment and selection process that‘s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It is a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

CONTENTS

CHAPTER NO.

TITLE PAGE NO.

1 Introduction 9-10

2 Theoretical Perspective 12-23

3 Company Profile 25-31

4 Research Methodology 33-34

5 Data analysis and interpretation 36-51

6 Findings 53

7 Conclusions 55

8 Recommendations 57

9 Bibliography 59

Annexure

INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:

“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”

The project report puts light on the theoretical aspects of recruitment, steps of recruitment process followed in WORKFORCE ASIA.

Human resource management is concerned with management of people and people are the main assets of any industry. Mission of human resource management is to assure a steady source of talented people who can contribute to success of organization. The project aims to study the recruitment procedure which is one of the important functions of human resource management.

Recruitment is the process of finding and attracting capable applicants for employment. Recruitment involves attracting and obtaining as many applications or resumes as possible from eligible job seekers. The process begins when new recruits are sought and ends when applications or resumes are submitted.

My objective of study was to identify the gap while implementing selection process. The scope of studying this project report is to identify the needs or requirements of clients of manufacturing and IT sectors and to search for the candidates according to client’s requirement.

Searching right candidate for right job is not a easy task because if wrong decisions are taken it can turn out to be a costly affair. Even when the placement consultancy fails to provide good and appropriate candidate, they can lose a valued client or even tarnish its market image.

On a final note I have tried to understand the steps and procedure followed by Workforce Asia tried to learn the recruitment procedure.

NEED OF STUDY

To understand the basics of recruitment and to study what are the steps to be followed in recruitment process.

9

SCOPE OF STUDY

To study recruitment policy of Workforce Asia for different categories of employees.

To analyze recruitment policy with general policy.

To provide a systematic recruitment process.

Study covers recruitment procedures for all middle management, and in senior management.

OBJECTIVES OF STUDY

To identify the gap while implementing the selection process.

To understand the latest trends in recruitment selection process.

LIMITATIONS OF STUDY

Last minute initiation of company

Wrong job analysis

Inappropriate compensation package

Selection Biasness

MEANING OF HUMAN RESOURCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed

“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. Its features include:

Organizational management Personnel administration Manpower management Industrial management.

Human resources management comprises of several processes:

Workforce planning

Recruitment

Induction, Orientation and On-boarding

Skills management

Training and development

Personnel administration

Compensation in wage or salary

Time management

Payroll

Employee benefits administration

Personnel cost planning

Performance appraisal

12

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Administration:

Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff

Benefits:

Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.

Compensation:

Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions.

Employee relations:

Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.

Employee services:

Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards.

Fiscal Policy:

Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.

Health and safety:

Employee assistance, workers compensation claims, drug testing, safety compliance and training.

Leaves of absence:

State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.

13

Payroll administration:

Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards.

Performance appraisal:

Employee files, litigation files, payroll records, safety records and other administrative files.

Record-keeping:

Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.

Recruitment:

Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.

Selection:

After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews.

Training and development:

County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter.

Salary and benefits:

Salary/wage plans and employee benefits

14

IMPORTANCE OF HUMAN RESORCE MANAGEMENT

Attract highly qualified and competent people.

Ensure that.s the selected candidate stays longer with the company.

Make sue that there is match between cost and benefit.

Helps the organization to create more culturally diverse workforce.

Whereas, the poor quality of selection means extra cost on training and supervision. Further more, when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

SCOPE OF HRM AT ORGANIZATIONAL LEVEL

Human Resource of employers and experts of other organization

HR that affects HR that affects the employees the employeesNegatively Positively

Core of organizational

Human Resource i.e. all employees at all

levels in organizations

15

RECRUITMENT AND SELECTION

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

Planned:

Needs arising from changes in organization and retirement policy.

Anticipated:

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

Unexpected:

Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE OF RECRUITMENT

Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates for the organization.

Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

16

SOURCES OF RECRUITMENT

SOURCES OF RECRUITMENT

FACTORS AFFECTING RECRUITMENT

FACTORS AFFECTING RECRUITMENT

17

RECRUITMENT POLICY

Creating suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps insure a sound recruitment process.

Components of Recruitment Policy :

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight-age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

18

E-Recruitment

E-recruitment is the evolving face of recruitment. The latest trends in recruitment are the “E-Recruitment”. It is also known as “Online recruitment”. It is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, monster jobs etc, the organization’s corporate web site or its own intranet.

Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The two kinds of e-recruitment that an organization can use is –

Job portals :

It is posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site according to the requirement of the client.

Creating a complete online recruitment/application section in the company’s own website :

Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future, as and when there are requirements.

Resume Scanners:

Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, keywords, experience, payroll etc.) of the job.

Job sites provide a 24X7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments.

19

Online recruitment techniques:

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.

A well defined and structured applicant tracking system.

Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising).

RECURUITMENT PROCESS

HR Planning

Job Analysis Employee Requisition

Job Vacancies

Recruitment planning -Number -Types

Searching -Message -Media -Advertisements

Evaluation and control

Strategy Development -Where -How -When

Applicant Pool

Potential Hires

Applicant population

Screening

To Selection

Steps in recruitment process:-

1. Human Resource planning

2. Job Analysis

3. Releasing advertisements of positions vacant in the organization

4. Collection of resumes (received as a result of advertisements or other sources)

5. Selection of resumes

6. Written Tests

7. Interview rounds/ H.R rounds

8. Release of offers.

20

The Recruiting Yield Pyramid

It is the arithmetic relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made and offers accepted. It is to calculate the number of applicants the company must generate to hire the required number of employees.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

21

Organization for selection:

Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages:

It is easier for the application because they can send their applications to a single centralized department.

It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location.

It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period.

It can provide for better selection because hiring is done by specialist trained in staffing techniques.

The applicant is better assured of consideration for a greater variety of jobs.

Hiring cost is cut because duplication of efforts is reduced.

With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

22

BARRIERS TO EFFECTIVE SELECTION

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:

1. Perception or the Halo effect:

Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

2. Fairness:

During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected.

3. Pressure:

The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

Someone should have the authority to select.

There must be sufficient number of applicants from whom the required number of employees to be selected.

There must be some standards of personnel with which a prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION Includes:

Profile matching

Organization and social environment

Multi correlations

Successive hurdle.

WORKFORCE ASIA RECRUITMENT CONSULTANTS

In the early 2000’s the term “Recruitment Process Outsourcing” came into being. As the year moved on Recruitment Process Outsourcing industry gained on progressing as no one would have imagined and it became an important addition to the internal recruitment cycle of corporate culture. It was a fairly generic term encompassing in itself all the processes of recruitments. Somewhere down the line the most important aspect of recruitment got lost.

Workforce Asia was established in 2002 is a group of professionally competent people to provide you consultancy in HR Management and Executive Placement Services.

Workforce Asia based in Pune, India is a leading provider of Recruitment Research services. With over an exclusive clientele spread across the globe Workforce Asia offers a wide variety of recruitment research services that help our clients grow and succeed in businesses. Our challenges lie in intense research, identifying the companies where the talent is hidden and then extracting them for you.

The firm is led by Mr Asmit Bapat, who is having 28 years rich experience in Industrial Relations and Human Resources with MNC, as a Senior Manager – Personnel and Administration, and has excellent associates & team of people to work with.

Brief Profile of Mr Asmit Bapat :

Mr. Asmit Bapat has total 25+ years experience in the field of Personnel & Human Resource Development with MNC in Pune.Out of which for 12 years he has worked as Senior Manager, Human Resources. His experience includes both industrial Relations and HRD.

Mr Asmit is a Commerce and Law Graduate and has done Diploma in Corporate Laws. He is a Certified Lead Auditor under ISO / QS (BVQI - UK) and ISO 14001 (Environment) certification. Asmit has number of Certifications in the area of Management. He has done a Green Belt Project under Six Sigma on HR, from Breakthrough Technologies, USA. He has undergone qualitative training programs on Personality Development, such as Seven Habits of Highly Effective People, 21st Century Management, Effective Communication Techniques etc.

Vision:

The Company’s vision is to develop long term relationship with their client to understand and identity their present and future requirements. Workforce Asia interviews candidate to maintain quality and service for their client to meet their expectation and requirement.

25 Mission:

Our mission is to be the best at identifying, qualifying and delivering world class service in the Research Process Outsourcing industry that enable our clients to meet their business goals more effectively.

Workforce Asia is incorporated with an objective of providing integrated solution for complete recruitment and HR outsourcing for automobile, IT, Non-IT firms, call centre, hospital and retail industry. Their focus is to provide best and comprehensive services related to recruitment and staff Outsourcing to fulfill their client’s needs by understanding them at lowest possible costs.

Motto:

“Passion for Perfection”

This passion comes from the understanding that only by providing the perfect match for the perfect job to our clients who demand nothing less than perfection helps them in making a perfect placement.

Values and belief of organization:

The company’s values are to provide right candidate to the client who are fruitful and useful to their organization. Their aim is not to misguide both candidates as client group.

Workforce Asia believes in conducting business with honesty and professional integrity. They never provide doubtful candidates to their clients and does their business with transparency. They provide company with all candidates only when they are sure that they would align with organizations value system and culture.

26

Placement Consultancy :

Placement consultancies are the intermediary between organizations willing to recruit (i.e., client) and an individual seeking a career move (i.e., candidates). Recruitment consultant is a service that helps professional people to find work by introducing them to potential employers.

Role of Recruitment Consultant:-

Identify and develop clients’ business or relationship in a competitive environment.

Attract candidate and maintain candidate database.

Assess and respond to needs of each client or assignment.

Source suitable candidate and brief them on opportunity offered by client.

Manage process through interview.

Offers resume related and general career advice.

What makes a successful recruitment consultant?

Attitude

Teamwork

Judgment

Good analysis of resumes of all types

27

Workforce Asia offers the following services:

Total Solution for Legal Compliance: (The Factories Act, PF, ESI, Contract Labours, Standing Orders etc.). Outsourcing legal compliance and issue resolutions.

Executive Placement Services: for middle and top management people with right first time quality services.

Core HR Activities: Outsourcing HR services for medium size organizations. HR Audit and Surveys, Organization development & Restructuring, Recruitment, Training & Development, Performance Management, Communication, House Journals & bulletins etc.

HR Quality Systems Services: Training needs identification, documentation and system development (Policy and Procedure Manual).

Application of Advanced Management Tools for cost reduction and process improvements, such as Kaizen, Best HR practices, VRS proposal, deployment, pre and post counseling, etc.

Infrastructure:

1500 sq. ft. office space

Servers

Workstation

UPS system connected through LAN connectivity

24 hour internet connectivity

Video conferencing facility

Data base system

Mobiles and telephones to each recruiter

28

Workforce Asia’s Official Team

The Company’s team has members with varying degrees of experience and office of Workforce Asia is managed by professionals with experience and knowledge to validate and assess candidates irrespective of their professional background. This enables them to have effective interaction with candidates at all levels and to assess, counsel and identify positions appropriate to their experience and capabilities.

Workforce Asia’s team consists of a HR manager, 6 HR executives, a receptionist, an accountant and a marketing executive.

Roles Responsibility Department CommentsHuman Resource Manager Finalizing on the

candidates to be sent to the company.

Human Resource It was his final decision of whether to send the candidate to any particular company.

Human Resource Executives To search resumes Human Resource These responsibilities are

from portal or database.Shortlist resumes.Conduct telephonic interviews.Arranging interviews with clients.

shared among six HR executives of Workforce Asia.

Receptionist To introduce the placement consultancy to candidates and explain them related formalities.

Reception The receptionist made the candidates feel comfortable and familiar to the procedure.

Accountant To do registration of the candidates.To collect Commission from company.

Accounts Accountant takes care of all the collections and payments.

Marketing/Sales Executive To market consultancy in various organization.

Marketing To introduce the consultancy in various manufacturing industries to get the business.

Workforce Asia’s Clients:

Workforce Asia has prestigious client list in domestic market.Workforce Asia is associated with many companies as a recruitment partner. It provides services to clients from diverse industries like manufacturing, IT, Banking, Telecom, Call Centers, FMCG, Automobile and Hardware networking.

Name of the companies of Workforce Asia:-

Apollo tyres

Amtek industries

Arihant domestic appliances pvt ltd

Arihant steel

Birla groups

Cotmac electronic

Cee dee vaccum equipment pvt ltd

Demech Industries

D.B Power electronics pvt ltd

Image publications

Intect

Idea cellular

Jagdamba

Jyoti tooling

Kalyani forge

Kinetic engineering

Minilec group of industries

National bearing corporation

Nutan Chemicals

Polybond group of computers

Shree automobiles

Siddheshwar industries

Synise technologies

Vijay Motors

V customers

PRE-SELECTION PROCESS OF WORKFORCEASIA INDIA

Phase – I: Selection

Phase – II: Selection

Approving Authority

Human Resource Requirement

HRJob Description &

Candidate Profile(Education, competencies,

Attitude etc)

CV Sources Internal CV database Hiring Consultants Employee Referrals Personal Networks Market Intelligence

Approval

Search

CV Bank

Initial HR Screening CVs not short-listed go to CV Database

(For Future use)

Short-listed CVs Called for Personal

Interviews (Local candidates)

Short-listed CVs Tel. Interviews

(Outstation candidates)

POST SELECTION PROCESS OF WORKFORCE ASIA

Preliminary Interviews(As per the Selection approving Matrix)

Final Interview(As per the Selection Approving Matrix)

HR co-ordinates to organize the interviews

Short-listed candidates

HR does Salary Negotiation & Extends the offer

Salary proposal(HR to prepare it keeping in mind the

Internal Equity)

HR closes it & sends out the offer

letter

HR does the necessary Reference checks & get the details documented in specified format

HR works out the modified offer, if possible within the band, and tries to pursue &

seals the offer

HR informs the concerned Functional Heads about the probable DOJ

Offer NOT AcceptedOffer Accepted

RESEARCH METHODOLOGY

Population:

The employees of workforce Asia were taken as the population

Sample size:

Sample size taken is 15 employees of Workforce Asia.

Sampling method:

Simple random sampling method is used i.e., employees are chosen randomly for the research.

Sources of data Collection:

Primary data and Secondary data were used for collection of data.

Method of data collection:

Method of data collection was both through primary source and secondary source of data collection.

New hire joins

Primary Data:

Primary data was collected through survey method by distributing questionnaires the employees. The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organization.

Data analysis technique:

Percentage analysis, Pie chart analysis and statistical Diagrams are used for this study.

DATA ANALYSIS AND INTERPRETATION

To collect requirement from departmental manager or office:

“A man power requisition form” is sent to each and every departmental manager of any organization so as to take review of present requirement. 1 form is given for 1 requirement. It should give details like functional areas, key skills required, experience, qualification, salary details which are required for that particular job.

A call is given to departmental manager for giving information regarding the requisition form and informs them about how to fill the form.

One of the executives of consultancy collects all department requirements. These requirements are arranged in a standard HR format. This format is made in an excel sheet to make the work easy mentioning name of position, number of requirements, number of vacant positions, qualification etc i.e., an overview of all details regarding the requirement are filled in excel sheet.

To use resources like newspapers, employee databank, internal and external sources to search for appropriate candidate:

To use job portals like times jobs, monster jobs naukri.com. One of the HR executive read and scrutinized the requirement collected from departmental manager. Requirement parameters are written as per the advanced search form of portal. Advanced search form is filled and submitted which gives numerous resumes to read and select from.

The advanced search result gives 20, 60, 80 resume links in 1 page. Detailed individual resumes are opened up showing details of candidates. After deep scrutiny of the resumes, appropriate resumes with required skills, qualifications etc are downloaded in word format and a separate folder is created mentioning name of the company, name of position and date. This step is very difficult because right candidate has to be selected for right job for the benefit of both client and candidate.

Acceptance of candidates:

It is most important to know the interest of candidate in any organization after selecting the resume of candidate.

Calling: a call is made to the candidate whose resume has been shortlisted. The candidate is given information regarding company profile, work location, post, job description and CTC and is asked whether he is interested in doing that job. If the candidate is willing to work or gives acceptance his name is entered in the folder created for candidates who have given their acceptance for that position. Resumes of candidates who have given their acceptance for the said post is sent to the respective departmental managers for their references and short listing.

36Feedback of short listing is taken from the clients:

Manager of the concerned department is asked the list of shortlisted candidates against the resumes provided to them previously. Along with the names of shortlisted candidates their interview date, time and venue are also taken

To arrange interview of shortlisted candidates: Calling: shortlisted candidates are called and are informed regarding their short listing and interview date , time , venue are given to the candidates.

List of candidates who would be attending the interview is made and is mailed to the respective departmental mangers.

In this manner they work as a coordinator or mediator between managers and candidates and arrange interview as per convenience of both.

To send call letter to shortlisted candidates:

Interview call letter is sent on the respective e- mail ids of the shortlisted candidates mentioning company’s name, address, contact person, contact number, interview date and time, and list of documents required.

This completes the recruitment process followed by Workforce Asia to select the right candidates.

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1. Sources of recruitment were:

Job Portal

Registerd candid...

Data bankReferrals

020406080 Chart Title

Series1

Job Portals Registered candidates

Data Bank Referrals

60% 20% 20% 10%

Interpretation:

In Workforce Asia about 60% of candidates are searched through job portals, about 20% of registered candidates were approached, 20% of the candidates were selected from their data bank and for the remaining 10% referrals were taken from reliable sources.

. 2. How did you come to know about job openings in Workforce Asia?

Friends

InternetNews-paper

Others

Friends Internet

Newspaper Others

Friends Internet Newspapers Others 10 40 40 10

Interpretation:

About 40% came to know about job openings through internet, 40 % through Newspapers, 10% through friends and rest 10% through others.

Q3. Do you want to refer more friends to Workforce Asia?

Yes

No

Interpretation:

It was observed that only 25% of the employees did not refer their friends while 75% referred their friends.

Yes No75% 25%

Q4. Candidates within these age groups who approached for jobs were:

55 15

40

30

Chart Title

19-25 Years 25-30 Years 30-35 Years 35-40 Years Above 40 Years

19-25 Years 25-30 Years 30-35 Years 35-40 Years Above 40 Years

5% 5% 15% 40% 30%

Interpretation:

It was seen that most of the people who came for job were between the age group of 35- 40 years.40% of the people were between the age group of 30-35 years. 30 % were between 40 years and above of age group. About 5% of people were in the age group of 19-25 years and 5% between 25-30 years.

Q5. Qualification of the job seekers:

05

101520253035404550

Engineering Technical Jobs Customer supportManagement

Engineering Technical Customer support Management45% 30% 20% 15%

Interpretation:

It was observed that 45% of candidates were from engineering background, 30% were from technical background and 20% were from customer support and 15% from management background.

Q6. Are you happy with the Recruitment process?

60

40Chart Title

Yes No

Interpretation:

It was observed that only 60% of the employees were happy while 40% were not happy with Workforce Asia’s recruitment process.

Q7. Rate the interview panel?

Yes No60% 40%

40

30

20 10

Chart Title

Excellent Good Satisfactory Poor

Excellent Good Satisfactory Poor

40% 30% 20% 10%

Interpretation:

About 40% employees rated excellent for the interview panel, 30% rated good, 20% rated satisfactory and 10% rated poor.

Q8. Did Workforce Asia meet your expectations?

60

40Chart Title

Yes No

Interpretation:

It was observed that 60% of the employee’s expectation was met by Workforce Asia while 40% expectations were not met.

Yes No60% 40%

Q9. Are you happy with the salary that is offered to you by the company?

70

30Chart Title

Yes No

Interpretation:

It was observed that 70% of the employees were happy with their salary while 30% were not happy with salary offered by the company.

Yes No70% 30%

Q10. What should be the best recruitment sources according to your preference?

Internal Recruitment External Recruitment0

10

20

30

40

50

60

70

40

60

Chart Title

Internal Recruitment

External Recruitment

40% 60%

Interpretation :

Employees preferred 60% external recruitment as best recruitment source and some emplolyees preferred 40% internal recruitment as best recruitment source.

Q11. Did you fully know about the company policies before you joined this company?

60

40Chart Title

Yes No

Interpretation:

It was observed that 60% of the employees were aware of the company policies while 40% were not aware of the companies’ policies

Q12. Have under gone any Written Test during recruitment?

Yes No60% 40%

95

5Chart Title

Yes No

Interpretation:

It was observed that 95% of the employees were undergone written test while 5% did not undergone any written test during recruitment.

13. How do you think about Recruitment and selection procedure in your company?

Yes No95% 5%

01020304050607080

80

20

Satisfactory Unsatisfactory

Interpretation:

It was observed that 80% of the employees were satisfied with recruitment and selection procedure while 20% were not satisfied with recruitment and selection procedure.

14.Out of the total resumes selected number of candidates who gave acceptance were :

Satisfactory Unsatisfactory80% 20%

80%

20%

Accepted Rejected

Interpretation:

Out of the total resumes selected, the percentage of people who gave acceptance on telephonic interview was 80% and 20 % of them didn’t give acceptance.

15.Reasons for searching the job:

Accepted Rejected80% 20%

10%

30%

40%

10%10%

Chart Title

Fresher'sIncresed PackageGrowth and Promo-tionJob SatisfactionWork culture

Fresher’s Increased package

Growth and promotion

Job satisfaction

Work culture

10% 30% 40% 10% 10%

Interpretation :

10% of the job seekers were fresher’s, 30% of them wanted to change the job for increasing their salary, 40% wanted growth & promotion, 10% were dissatisfied with their job and 10 % were not able to adjust to the work culture.

16.Number of resumes selected by the companies after short-listing:

01020304050607080

80

20

Approved Disapproved

Interpretation:

Out of the resumes send to the company, 80% of them were approved while 20% were disapproved by the company.

17. Candidates who joined the organization after selection:

Approved Disapproved80% 20%

Joined Not Joined0

10203040506070

70

30

Chart Title

Joined Not Joined70% 30%

Interpretation:

After selection about 70% of the candidates joined the organization and about 30% didn’t joined the organization. The reason may be the non acceptance of signing any bond or demand of heavy amount as a bonding token from employer.

49

18. Number of candidates who left the company after joining was:

98%

2%Chart Title

Candidates Joined Candidates Left the Job

Interpretation:

About 2% of employees left the organization after joining. There could be many reasons it can be conflict with boss or offer of a higher package or not able to perform or health issues while 98% remained in the organization.

50

19.Time taken to complete the recruitment process of one requirement is:

Candidates Joined

Candidates left the job

98% 2%

10-20 Days 20-30 Days More than a month

0

20

40

60

80

Chart Title

Series1

10-20 days 20-30 days More than a month

75% 20% 5%

Interpretation:

75 % of recruitment process was completed in 10-20 days, 20% was completed in 20-30 days, and 5% took more than a month.

20. The most time consuming process in the entire recruitment and selection process is:

20%

10%

40%

20%

10%

Chart Title

SourcingScreeningInterviewingSelectionJoining

Sourcing Screening Interviewing Selection Joining

20% 10% 40% 20% 10%

Interpretation:

According to 20% employees interviewing were the most time consuming process in recruitment and selection process, while Sourcing and Selection were given 20% each and Screening and Joining were given 10% each.

21. The most critical process in the entire recruitment and selection process is:

30%

20%

10%20%

20%

Chart Title

SourcingScreeningInterviewingSelectionJoining

Sourcing Screening Interviewing Selection Joining

30% 20% 10% 20% 20%

Interpretation:

According to 30% employees sourcing were the most critical process in recruitment and selection process, while Interviewing and Selection were given 20% each and Screening and Joining were given 10% each.

22. The most challenging step in the entire recruitment and selection process is:

40%

10%

20%

20%

10%

Chart Title

SourcingScreeningInterviewingSelectionJoining

Sourcing Screening Interviewing Selection Joining

40% 10% 20% 20% 10%

Interpretation:

According to 40% employees sourcing were the most challenging step in recruitment and selection process, while Interviewing and Selection were given 20% each and Screening and Joining were given 10% each.

43

FINDINGS

Recruitment is a very challenging job in any company. Recruiters have to work very hard to find the right candidate for right job. While studying the recruitment process followed in Workforce Asia I found that:

Around 100 requirements came in Workforce Asia Recruitment Consultant.

Out of which I worked in 10 of the requirements.

Most of the requirements were from manufacturing sector and IT Sector.

For at least 1 requirement I searched around for 50-100 resumes.

Out of which around 50% of resumes were found to be relevant as per the requirement given by the company.

From these 50% of candidate around 20-40 candidates gave acceptance who were interested in working with that company and to attend the interview.

Out of these 20-40 candidates, Company shortlisted around 10-15 candidates.

From these candidates around 10-12 or sometimes all the candidates attended the interview.

Company selected the candidates as per the number of vacancies they had.

Out of the selected candidates, sometimes 2-3 candidates didn’t agreed with the terms and conditions of the company.

Thus, the recruitment and selection process ended.

53

CONCLUSION

Recruitment is one of the important functions of human resource management. It is mainly sorting out the relevant resumes and selecting the right candidate as required for the requirement after following a series of systematic process of recruitment and selection.

Learning Recruitment in Workforce Asia was a good experience. They mainly followed online means like job portals of Naukri and Times to search for the candidates which is a very easy means of searching for the candidates. Selecting the right candidate for the right job was the aim of the company’s recruitment team. They carried certain steps after receiving the requirement from any company. First they searched for the appropriate candidate using various sources and then arranged an interview with the company.

After completing the project I learned about the process of recruitment, how employees are recruited in any organization and I also learned the recent trends followed in recruitment process.

55

RECOMMENDATIONS

Recruitment is the biggest challenge for any HR manager. Making wrong decisions when recruiting staff can prove to be a costly affair and further increase attrition rates. Recruitment is all about attaining a right fit between a person, job, and the company. It is the art of finding closest match.

Attracting the right talent to an organization helps in gaining competitive advantage. Selecting wrong candidate makes achieving goals and objectives difficult. There needs to be an element of efficiency and competency from the start of the process so as to avoid any unfortunate situation.

The main idea is to get in the best people who have the right blend of qualification, competencies and qualities as required by the post.

Some of the limitations which I found with the organization are -

a) Last minute initiation by the company i.e., at the last moment company gave the requirement and demanded right candidate. This creates a chaos in the organization and the consultancy is unable to provide the company with the appropriate candidate.

I would recommend that company should be requested that they should give the requirement at least few days before.

b) Wrong job analysis by clients i.e., the company gives a wrong job description about the post, this results in wrong selection of the candidate.

I would recommend that company should thoroughly understand the job profile and should then send it to the placement consultancy.

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BIBLOGRAPHY

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.

K.Aswahthappa (2001),Human Resource and Personnel Management

Human Resource Management, (2005), Dr.P.C. Pardeshi

C.B Gupta (2005)

www.workforceasia.com

www.google.com

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SAMPLE QUESTIONAIRE

Name:

Gender:

Age:

Email id:

Designation:

Q1. What are the sources of recruitment used in Workforce Asia?

a) Job portalsb) Registered candidatesc) Data bankd) Referrals

Q2. How did you come to know about openings in Workforce Asia?

a) Friendsb) Internetc) News Paperd) Others

Q3. Do you want to refer more friends to Workforce Asia?

a) Yesb) No

Q4. What is the age group of candidates who approach for the job?

a) 19-25 yrsb) 25-30 yrsc) 30-35 yrsd) 35 and above

Q5. What should be the education qualifications of the job seekers?

a) Engineeringb) Technical jobsc) Customer supportd) Management

Q6. Are you happy with the Recruitment process?

a) Yesb) No

Q7. Rate the interview panel?

a) Excellentb) Goodc) Satisfactoryd) Poor

Q8. Did Workforce Asia meet your expectations?

a) Yesb) No

Q9. Are you happy with the salary that is offered to you by the company?

a) Yesb) No

Q10. What should be the best recruitment sources according to your preference?

a) Internal Recruitmentb) External Recruitmentc) Both

Q11. Did you fully know about the company policies before you joined this company?

a) Yesb) No

Q12. Have under gone any Written Test during recruitment?

a) Yesb) No

Q13. How do you think about Recruitment and selection procedure in your company?

a) Satisfactoryb) Unsatisfactory

Q14. What was the total percentage of candidates who gave acceptance for the job?

a) Acceptedb) Rejected

Q15. What were the reasons for searching the job?

a) Fresher’sb) Job satisfactionc) Increased packaged) Growth and promotionse) Other

Q16. What was the no. of resumes selected by the organizations after short listing?

a) Approvedb) Disapproved

Q17. Percentage of candidates who joined after selection?

a) Joinedb) Not Joined

Q18.Number of candidates who left the company after joining?

a) Candidates Joinedb) Left the Job

Q19.Time taken to complete the recruitment process of one requirement is:

a) 10-20 daysb) 20-30 daysc) More than one month

Q20. What do you think is the most time consuming process in the entire recruitment and selection process?

a) Sourcingb) Screeningc) Interviewingd) Selectione) Joining

Q21. What do you think is the most critical process in the entire recruitment and selection process?

a) Sourcingb) Screeningc) Interviewingd) Selectione) Joining

Q22. What do you think is the most challenging step in the entire recruitment and selection process?

a) Sourcingb) Screeningc) Interviewingd) Selectione) Joining