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INTRODUCTION ABOUT TOPIC…………..

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Difference between Recuritment And Selection

Recruitment and selection are the two phases of the employment process. The

differences between the two are: ·Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the

organization WHEREAS selection involves the series of steps by which the

candidates are screened for choosing the most suitable persons for vacant posts·

The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting

more and more employees to apply in the organization WHEREAS the basic

purpose of selection process is to choose the right candidate to fill the

various positions in the organization.

Recruitment is a positive process i.e. encouraging more and more employees

to apply WHEREAS selection is a negative process as it involves rejection of

the unsuitable candidates.

Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee.

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RECRUITMENT

Recruitment and selection are the most important functions in an organization because

with the help of these functions the management selects the best available candidate

from a batch of them. The organizations, in this growing competitive world, need to

have the best of the manpower so as to have an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an

organization."

In the words of Yoder, “Recruitment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ effective

measured for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient working force."

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FEATURES:

.

PURPOSE

Recruitment is a process or a series of activities rather than a single

event.

It is a linking activity as it brings together the employers and

employees.

Attract and encourage more candidates to apply in

organization.

Create talent pool of candidates to enable selection of

best candidates.

Determine present and future requirement of organization.

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RECURITMENT REQUIRED TO

Provide new skills to enable the company to expand into new areas and

utilize new technologies

Help the company to expand into new markets

Ensure the company has the correct mix of skills ,knowledge and

experience

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Sources of Recruitment

The searching of suitable candidates and informing them about the openings in the enterprise

is the most important aspect of recruitment process.

The candidates may be available inside or outside the organisation. Basically, there are two

sources of recruitment i.e., internal and external sources.

(A) INTERNAL SOURCES:

Best employees can be found within the organisation… When a vacancy arises in the

organisation, it may be given to an employee who is already on the pay-roll. Internal sources

include promotion, transfer and in certain cases demotion. When a higher post is given to a

deserving employee, it motivates all other employees of the organisation to work hard. The

employees can be informed of such a vacancy by internal advertisement.

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Methods of Internal Sources:

The Internal Sources Are Given Below:

1. Transfers:

Transfer involves shifting of persons from present jobs to other similar jobs. These do not

involve any change in rank, responsibility or prestige. The numbers of persons do not

increase with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions falling vacant may be filled up from

within the organisation. A promotion does not increase the number of persons in the

organisation.

A person going to get a higher position will vacate his present position. Promotion will

motivate employees to improve their performance so that they can also get promotion.

3. Present Employees:

The present employees of a concern are informed about likely vacant positions. The

employees recommend their relations or persons intimately known to them. Management is

relieved of looking out prospective candidates.

The persons recommended by the employees may be generally suitable for the jobs because

they know the requirements of various positions. The existing employees take full

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responsibility of those recommended by them and also ensure of their proper behaviour and

performance.

ADVANTAGES OF INTERNAL SOURCES:

The Following are The Advantages of Internal Sources:

1. Improves morale:

When an employee from inside the organisation is given the higher post, it helps in increasing

the morale of all employees. Generally every employee expects promotion to a higher post

carrying more status and pay (if he fulfils the other requirements).

2. No Error in Selection:

When an employee is selected from inside, there is a least possibility of errors in selection

since every company maintains complete record of its employees and can judge them in a

better manner.

3. Promotes Loyalty:

It promotes loyalty among the employees as they feel secured on account of chances of

advancement.

4. No Hasty Decision:

The chances of hasty decisions are completely eliminated as the existing employees are well

tried and can be relied upon.

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5. Economy in Training Costs:

The existing employees are fully aware of the operating procedures and policies of the

organisation. The existing employees require little training and it brings economy in training

costs.

6. Self-Development:

It encourages self-development among the employees as they can look forward to occupy

higher posts.

DISADVANTAGES OF INTERNAL SOURCES:

(i) It discourages capable persons from outside to join the concern.

(ii) It is possible that the requisite number of persons possessing qualifications for the vacant

posts may not be available in the organisation.

(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot

be followed.

(iv) If only seniority is the criterion for promotion, then the person filling the vacant post may

not be really capable.

IN spite of the disadvantages, it is frequently used as a source of recruitment for lower

positions. It may lead to nepotism and favouritism. The employees may be employed on the

basis of their recommendation and not suitability.

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(B) EXTERNAL SOURCES:

All organisations have to use external sources for recruitment to higher positions when

existing employees are not suitable. More persons are needed when expansions are

undertaken.

The external sources are discussed below:

METHODS OF EXTERNAL SOURCES:

1. Advertisement:

It is a method of recruitment frequently used for skilled workers, clerical and higher staff.

Advertisement can be given in newspapers and professional journals. These advertisements

attract applicants in large number of highly variable quality.

Preparing good advertisement is a specialised task. If a company wants to conceal its name, a

‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box

Number or to some advertising agency.

2. Employment Exchanges:

Employment exchanges in India are run by the Government. For unskilled, semi-skilled,

skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has

been made obligatory for the business concerns to notify their vacancies to the employment

exchange. In the past, employers used to turn to these agencies only as a last resort. The job-

seekers and job-givers are brought into contact by the employment exchanges.

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3. Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e. placement) which

require technical or professional qualification has become a common practice. A close liaison

between the company and educational institutions helps in getting suitable candidates. The

students are spotted during the course of their studies. Junior level executives or managerial

trainees may be recruited in this way.

4. Recommendation of Existing Employees: The present employees know both the

company and the candidate being recommended. Hence some companies encourage their

existing employees to assist them in getting applications from persons who are known to

them. In certain cases rewards may also be given if candidates recommended by them are

actually selected by the company. If recommendation leads to favouritism, it will impair the

morale of employees.

5. Factory Gates:

Certain workers present themselves at the factory gate every day for employment. This

method of recruitment is very popular in India for unskilled or semi-skilled labour. The

desirable candidates are selected by the first line supervisors. The major disadvantage of this

system is that the person selected may not be suitable for the vacancy.

6. Casual Callers:

Those personnel who casually come to the company for employment may also be considered

for the vacant post. It is most economical method of recruitment. In the advanced countries,

this method of recruitment is very popular.

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7. Central Application File:

A file of past applicants who were not selected earlier may be maintained. In order to keep

the file alive, applications in the files must be checked at periodical intervals.

8. Labour Unions:

In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where

there is instability of employment) all recruits usually come from unions. It is advantageous

from the management point of view because it saves expenses of recruitment. However, in

other industries, unions may be asked to recommend candidates either as a goodwill gesture

or as a courtesy towards the union.

9. Labour Contractors:

This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled

workers in brick kiln industry. The contractors keep themselves in touch with the labour and

bring the workers at the places where they are required. They get commission for the number

of persons supplied by them.

10. Former Employees:

In case employees have been laid off or have left the factory at their own, they may be taken

back if they are interested in joining the concern (provided their record is good).

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11. Other Sources:

Apart from these major sources of external recruitment, there are certain other sources which

are exploited by companies from time to time. These include special lectures delivered by

recruiter in different institutions, though apparently these lectures do not pertain to

recruitment directly.

Then there are video films which are sent to various concerns and institutions so as to show

the history and development of the company. These films present the story of company to

various audiences, thus creating interest in them.

Various firms organise trade shows which attract many prospective employees. Many a time

advertisements may be made for a special class of work force (say married ladies) who

worked prior to their marriage.

These ladies can also prove to be very good source of work force. Similarly there is the

labour market consisting of physically handicapped. Visits to other companies also help in

finding new sources of recruitment.

MERITS OF EXTERNAL SOURCES:

1. Availability of Suitable Persons:

Internal sources, sometimes, may not be able to supply suitable persons from within. External

sources do give a wide choice to the management. A large number of applicants may be

willing to join the organisation. They will also be suitable as per the requirements of skill,

training and education.

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2. Brings New Ideas:

The selection of persons from outside sources will have the benefit of new ideas. The persons

having experience in other concerns will be able to suggest new things and methods. This

will keep the organisation in a competitive position.

3. Economical:

This method of recruitment can prove to be economical because new employees are already

trained and experienced and do not require much training for the jobs.

DEMERITS OF EXTERNAL SOURCES:

1. Demoralisation:

When new persons from outside join the organisation then present employees feel

demoralised because these positions should have gone to them. There can be a heart burning

among old employees. Some employees may even leave the enterprise and go for better

avenues in other concerns.

2. Lack of Co-Operation:

The old staff may not co-operate with the new employees because they feel that their right

has been snatched away by them. This problem will be acute especially when persons for

higher positions are recruited from outside.

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3. Expensive:

The process of recruiting from outside is very expensive. It starts with inserting costly

advertisements in the media and then arranging written tests and conducting interviews. In

spite of all this if suitable persons are not available, then the whole process will have to be

repeated.

4. Problem of Maladjustment:

There may be a possibility that the new entrants have not been able to adjust in the new

environment. They may not temperamentally adjust with the new persons. In such cases

either the persons may leave themselves or management may have to replace them. These

things have adverse effect on the working of the organisation.

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SUITABILITY OF EXTERNAL SOURCES OF RECRUITMENT:

External Sources of Recruitment are Suitable for The Following Reasons:

(i) The required qualities such as will, skill, talent, knowledge etc., are available from

external sources.

(ii) It can help in bringing new ideas, better techniques and improved methods to the

organisation.

(iii) The selection of candidates will be without preconceived notions or reservations.

(iv) The investment on employees will be minimum because candidates selected in this

method will be placed in the minimum pay scale.

(v) The entry of new persons with varied experience and talent will help in human resource

mix.

(vi) The existing employees will also broaden their personality.

(vii) The entry of qualitative persons from outside will be in the long-run interest of the

organisation.

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SELECTION Selection is the process of choosing the best candidate out of the all the applicants. In

this process, relevant information about the applicants is collected through a series of

steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the

candidate can be entrusted with the task that matches with his credibility. It is a process

of weeding out unsuitable candidates and finally identifying the most suitable

candidates. Selection is a negative process because in this process the management tries

to minimize the number of factors and at the end of it best candidate is selected.

o According to Yoder “ Recruitment is 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 working force.”

o According to Edwin Flippo,“Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.”

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Selected candidate the has to pass through

the following stages-

Preliminary Interview

Application Form

Selection test

Selection Interview

Physical examination

Reference check

Final approval

Employment

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Preliminary Interview

Is the initial screening done to weed out the undesirable candidates. This is mainly a

sorting process in which the prospective candidates are given the necessary

information about the nature of the job and the organization. Necessary information

about the candidate is also taken

Application Form

Is a traditional and widely used device for collecting information from candidates. This

form asks the candidates to fill up the necessary information regarding their basic

information like name, address, references, date of birth, marital status, educational

qualifications, experience, salary structure in previous organization and other such

information.

Selection Tests

Are being increasingly used in employee selection. Tests are sample of some aspect of

an individual's attitudes, behaviour and performance. It also provides a systematic basis

for comparing two more persons.

Selection Interview

Involves the interaction of the employer and the employee. Selection involves a

personal, observational and face-to-face appraisal of candidates for employment The

applicants who have crossed the above stages have to go through

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Physical Examination

Either by the company's physician or the medical officer approved for the purpose.

The next stage marks of

Checking the references

The applicant is asked to mention in his application form the names and addresses of

two or three person who know him well

The executives of the concerned departments then

finally approve

The candidates short-listed by the human resource department. Employment is offered

in the form of an appointment letter mentioning the post, the rank, the salary grade, the

date by which the candidate should join and other terms and conditions in brief.

After satisfactory performance during the period candidate is finally confirmed in

the job on permanent basis or regularized basis

Selection is an important function as no organization can achieve its goals without

selecting right persons for the required job. Faulty selection leads to wastage of time

and money and spoils the environment of organization.

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SSTL is a venture, involving equity participation by Sistema Joint Stock Financial

Corporation of Russia (“SISTEMA JSFC”), the Russian Federation and

the Shyam Group of India. Sistema JSFC is the majority shareholder in the

Company.

With a strong focus on its “Data Centric; Voice Enabled” strategy, SSTL is one of

the fastest growing telecom companies in the Indian telecom market and is one of

the top three data service providers in the country. The Company provides telecom

services under the brand MTS to over 10 million wireless subscribers including

more than 1million High Speed Mobile Broadband customers in over 450 towns

across the country. MTS is well recognized in India and worldwide for its

commitment to high quality and innovative telecom solutions. MTS has recently

been ranked by Millward Brown as 82nd most valuable brand in the World.

SSTL is focused on creating a strong portfolio of smartphones catering to customers

across various segments. MTS India is the First Telecom Operator to offer FREE

Mobile Calls through an innovative next generation service called “MTS m

Ad”. The service provides captive and targeted audience to advertisers while

enabling free mobile calling to all smartphone customers for free. MTS also offers its

data customers innovative applications like MTS TV, a free to download application

that provides ‘on the move’ access to more than 100 Live TV and video on demand

channels.

The IUEPN campaign leverages private sector resources to enhance polio kno.

The IUEPN campaign is an initiative implemented by Aid matrix Foundation, in

partnership with the Polio Eradication Programme in India, a collaborative effort

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between the Ministry of Health and Family Welfare (MOHFW), United Nations

Children’s Fund (UNICEF), World Health Organization (WHO), National Polio

Surveillance Project (NPSP), Rotary International, and the U.S. Centre for

Disease Control (As part of the initiative, SSTL has actively participated in

awareness drives in several Indian states including Delhi, Haryana, Uttar Pradesh,

Bihar, Jharkhand, West Bengal and Maharashtra - reminding people about the

need to get their children vaccinated against Polio.

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COMPANY HISTORY

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MTS is:

The leading mobile phone operator in Russia and CIS

A top 10 global mobile operator

One of the 100 most powerful brands in the world*

A GROWING BASE OF OVER 95 MILLION SUBSCRIBERS WITHIN A

MARKET POPULATION OF 230 MILLION

MTS, together with its subsidiaries, expanded its total subscriber base to over 95

million as at December 31, 2008

Continued development of our value-added services (VAS) and high-speed

networks

MTS is focused on delivering the highest-quality products and services to its

customer base, including VAS services such as:

o Voicemail

o Text

o SMS and MMS

o Internet (mobile broadband)

o News

o Entertainment

o Email

o Ring-back tones

o Mobile advertising

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The free float of the Company’s shares is approximately 46.7%*

ASSOCIATION (GSMA), THE GLOBAL TRADE

ASSOCIATION FOR THE MOBILE INDUSTRY

In April 2008, MTS became the first Russian brand to be named among the top

100 most powerful brands in BRANDZ™ 100, a ranking published by the

FINANCIAL TIMES and Millward Brown

In May 2008, MTS was included in the InfoTech 100 ranking of the best-

performing technology companies by BUSINESSWEEK

In June 2008, MTS was recognized by READER’S DIGEST as the ‘Most Trusted

Brand’ among mobile operators in Russia

In September 2008, MTS received three nominations for the World

Communications Awards 2008. The Company made the shortlist in the ‘Best

Brand’, ‘Best Mobile Operator’ and ‘Best Project Management’ award categories

In October 2008, MTS became the first and only Russian company to join the

Mobile Marketing Association

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Company coverage area

At its peak, MTS operated services in 21 out of 22 telecom circles of India. However,

MTS has shut services in 13 circles and currently operates in 9 circles.

Delhi

Gujarat

Karnataka

Kerala

Kolkata

Rajasthan

Tamil Nadu

Uttar Pradesh (West) (includes Uttarkhand )

West Bengal (includes Sikkim and Andaman and Nicobar Islands)

No longer operates

Assam

Andhra Pradesh

Bihar

Himachal Pradesh

Haryana

Jammu and Kashmir

Madhya Pradesh

Maharashtra and Goa

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Mumbai

North East

Orissa

Punjab

Uttar Pradesh (East)

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MTS MANAGEMENT TEAM

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MTS PRODUCTS

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HR Functions of MTS

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HR DEPARTMENT OF MTS

Mr VishuHarit (head of HR)

Mr Bhumik Bhatt

Miss NehaZudia Mrs VandnaSodhi Miss AnziaZabeen

Off role employees related task

• Talent

acquisition

• HR

operations(on

roll)

• Learning and

development

• Team

mangment

Sending mail , keeping record and wishing slides , slides to related awards announcement and policy

stating from time to time .

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GUIDING

PRINCPLES

OF

MTS

MISSION

"TO PROVIDE WORLD-CLASS INFORMATION TECHNOLOGY SOLUTIONS AND SERVICES TO ENABLE

MTS,S CUSTOMERS TO SERVE THEIR CUSTOMERS

BETTER"

VISSON

"TOGETHER WE CREATE THE ENTERPRISES OF

TOMORROW"

QUALITY POLICY

"WE DELIVER DEFECT-FREE PRODUCTS, SERVICES

AND SOLUTIONS TO MEET THE REQUIREMENTS

MTS EXTERNAL AND INTERNAL CUSTOMERS, THE

FIRST TIME, EVERY TIME"

CORE VALUES

WE SHALL UPHOLD THE DIGNITY OF THE

INDIVIDUAL

WE SHALL HONOUR ALL COMMITMENTS

WE SHALL BE COMMITTED TO QUALITY,

INNOVATION AND GROWTH IN EVERY

ENDEAVOUR

WE SHALL BE RESPONSIBLE CORPORATE

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OBJECTIVE OF

STUDY

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To find out that what is the criteria of MTS to recruit and select their

employees.

To find out the process used by MTS to select their employees.

To find out how much of employees are satisfied from their

organization.

To find out what type of opportunities MTS provides to new

generation as is their campus placement or not.

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The scope of the study in terms of coverage is limited to the Noida

operations of the MTS

Within the organization the study is limited to the top-level

management of the Personnel Department of the organization

I faced in the organizations is the absence of Trade Unions co-operation,

otherwise which could have help me in understanding the industrial

relations in a comprehensive manner.

The limitation that I have is the scope of collection of sample size which

was confined to only one department, which would have otherwise

made my study and observations in an effective manner.

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HR DEPARTMENT IN

MTS

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The first step involves the filling up of Manpower Indent Form. This form is filled up by

the department, which is having the vacancy. The form consists of various questions

which are to be answered like if the current vacancy is a replacement vacancy, its

reason is to be specified -the factors which resulted it like death, retirement etc.

The department is required to give the qualifications that the future candidate should

possess.

In the next step, this form is given to the Human Resource (HR) department; this

department sees if the position can be filled through internal sources. The interna l

sources can be transfers, promotion etc. In the case of internal sources, the

recommendations of the employees are not taken into consideration. If the HR

department does not find suitable candidate within the organization then this

department has to give reasons for it. The form then goes to the Corporate HR for its

approval.

When the suitable candidate is not available within the organization, the organization

then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its consideration

three ways-

The Data bank of the organization.

Advertisements.

Contacting large consultants.

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Advertisements are the second big source to attract the candidates. These are having

much larger scope and reach to a number of people. The qualifications required by the

organization and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register

themselves with these consultants and they act as a bridge between the organization

and the candidates. The consultants provide the company required details about all

criteria. These consultants are fixed for the organization, which are chosen on the basis

of their performance. In case of overseas recruitment it is checked whether their Indian

counterparts can perform the job efficiently or not. If need arises then they are also

taken through consultants.

But if the number of vacancies is very small then the organization takes the help of the

local consultants.

The candidates are then required to fill up the Application Form. This form requires the

candidate to fill the details regarding the previous employment, if any and his personal

data.

After the application form has been duly filled and submitted, the selection process

starts wherein the candidate has to pass through various stages and interview. The

interview panel consists of the persons from Corporate (HR), and other persons

including the executives from the department for which the vacancy is to be f illed.

The selected candidates are then short-listed. The short listed candidates are then given

priority numbers; this is due to the reason that sometimes the candidate who is having

first priority is unable to join the organization due to some reasons then in that case the

candidate next in the priority list is given preference. The candidate has to undergo

~ 42 ~

medical examination and his credentials are verified. After qualifying these stages, the

candidate is then absorbed in the organization and explained his/her duties. This phase

marks the end of the selection procedure . MTS India Ltd. also performs Campus

interviews as and when the need arises. The esteemed organization also provides

apprentice training-wherein the organization trains the people in the working of the

organization and gives then stipend. If these trainees are found useful to the

organization then they are absorbed in the organization else they are given certificate

so that they can show this as an experience and get a job elsewhere.

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RECURITMRENT AND

SELECTION PROCESS AT

MTS

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Sourcing

Hiring

Recuritment

Selection

Joining kit formality

Indextion

PROCESS

~ 45 ~

Sourcing It includes taking employee according to job requirement . It includes

qualification or other needs as per the company. In this a form is filled for

this purpose and then suitable candidates are found.

Hiring

Hiring meaning seeming requirement if selected candidate full fill needs of

company .It include following issues Salary or other issues related to terms

and condition of company .Candidates can be arrange from own self sourcing

or from other employees candidates data or from candidate list provided by

head of particular department which has vacancy for particular employee .

Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals in

external labour markets, who are capable of and interested in filling available vacancies.

Recruitment is an intermediate activity whose primary function is to server as a linked

between Human Resource Planning on the one hand and selection on the other. Sources

of recruitment are through internal and external channels. MTS recruits its employees

both externally as well as internally. Recruitment for the airline is done through

interviews of selected applicants and people who pass the interviews of selected

applicants and people who pass the Interview is required to undergo a medical test

before he/she is finally placed in the MTS. Employees are also recruited throug h

internal mobility. This is done on the basis of merit and seniority. After passing

~ 46 ~

examination the candidates are called for an interview along with employees who

have become eligible for promotion on the basis of seniority

Joining formality

It includes:

Work list

Check list

Personal data form

Educational details

About experience

Professional reference

Letter of consent

ID card form

Provident fund nomination form

Post-paid customers application form

Mediclaim policy

v

Agreement betttween employee and

company

Statment

Terms and condition

~ 47 ~

Indexation

Indexation means telling new employees about his/her work and department

under which he/she is selected . It includes all details about work done ,

salary under that department. Example - task in HR like training or recruitment

and selection

~ 48 ~

HUMAN RESOURCE MANAGEMENT IN MTS

Organization structure:

The whole organization behaves as a Parivar, with one legal guardian. All directors and

shareholders are from among workers and the entire have taken an oath through

affidavit. In the court of law that neither their family members shall have claim or share

in the assets or profits of the company. All workers of company are the proud owners of

the organization. The workers believe in the concept that “manpower is superior to

money power”.

Feedback analysis

Done through filling form by employee who have attended seminar. It is taken

online under a certain time limit and on paper immediate after seminar and

through timely asking them how they are utilizing information provided in

training through mail or phone call .

Company policies

No value .It cannot be in cash further next month . All expenses of

travelling of employee for company work except extra expenses fulfilled

by company

There is limited leave in a month and on starting next month those leave

have

~ 49 ~

SOURCE OF RECURITMENT in MTS

Job

portals

References

Existing or re-schedule resume

~ 50 ~

Exit interview Exit interview in conducted in company by HR to know reason of leaving

there company . If there is any personal reason or other , as to see that

company policy is not a reason as if there is more percentage of employees

who are leaving job due to company policy . So there is need to some

change in company policy to reduce employee turnover ie company loss

Personal or Professional reasons

If employee is leaving job due to personal

reasons or getting other job .

Poor performance

Emplyoee is terminated if poor performance

Absconding

Leaving job without notification

REASONS

FOR

LEAVING

THE

JOB

~ 51 ~

OBJECTIVES

To fuel initiative and foster activity by allowing individuals freedom of action

and innovation in attaining defined objectives

PEOPLE OBJECTIVES

To help people in MTS Info systems Ltd. share in the company's successes,

which they make possible; to provide job security based on their performance; to

recognize their individual achievements; and help them gain a sense of

satisfaction and accomplishment from their

CORPORATE OBJECTIVE

Corporate goals for the next two years. This journey has been called the STARS

PROGRAMME.

The specific goals are:

- Sales turnover of Rs. 3500 corers in 2009-10.

- Profit after tax Rs. 334 corers in 2009-10.

.QUALITY OBJECTIVES

THE COMPANY’S QUALITY OBJECTIVES ARE AS FOLLOWS:

- To focus on its customers and successfully meet their needs and requirements.

- To manufacture effective health care products at competitive prices and to improve

the quality of life of the common masses.

~ 52 ~

- To implement system to ensure prevention of errors rather than detection of

errors.

- To ensure global competitiveness by striving to achieve Current Good

Manufacturing Practices (CGMP).

- To ensure safety in all operations by working according to the systems in all areas

of operations.

- To provide appropriate training to improve their skills and expertise.

- To increase productivity and reduce wastage within the organization.

~ 53 ~

~ 54 ~

The purpose of the methodology is to describe the research procedure. This includes

overall research design, the sampling procedure, the data collection method, and

analysis procedure. Out of total universe 50 respondents from MTS have been taken for

convenience. The sample procedure chosen for this are judgement sampling method.

Here randomly employees are selected and interviewed. Information, which I collected,

was based on the questionnaires filled up by the sample employees. Under secondary

method I took the help of various reference books which I have mentioned in

bibliography and also by way of surfing through the company website.

Primary Data

Questionnaire: Corresponding to the nature of the study direct, structured

questionnaires with a mixture of close and open-ended questions will be

administered to the relevant respondents within the Personnel and other

Departments of the organization.

Secondary Data

Organizational literature: Any relevant literature available from the

organization on the Company profile, recruitment & selection procedures, Job

specifications (MTS), department-wise break up of manpower strength and the

organizational structure.

Other Sources: Appropriate journals, magazines such as Human Capital,

relevant newspaper articles, company brochures and articles on www sites will also

be used to substantiate the identified objectives.

~ 55 ~

Sampling Plan and Design

A questionnaire will be used for the purpose of research:

Questionnaire: To test the validity and effectiveness of the recruitment and

selection procedures within the organization and to test the validity and

effectiveness of the policies and procedures within the organization .

The basic rationale of Questionnaire is to ascertain the perception of the non -HR

departments in terms of the validity and effectiveness of the policies and procedures

used by the organization. It is also in line with the assessment of any

suggestions/recommendations that the respondents from these Departments might

have in terms of the use of an alternative source/device of recruitment and

selection, than what already forms the current practice of the HR Department.

Questionnaire would be administered to 15 respondents, holding a senior

designation within the Personnel Department of the organization. It will also be

administered to at least 15 respondents belonging to typical Departments within

the organization and holding senior designations within their respective

Departments.

Sampling Element (Unit)

For the purpose of administering the Questionnaire, the respondents would

comprise of personnel holding senior designations within the Personnel Department

of the organization. The respondents for the Questionnaire will also be

~ 56 ~

preferably being panel members of the Recruitment & Selection Board of the

organization.

The respondents would comprise of personnel holding senior designations within

certain typical Departments identified within the organization, namely:

- Stores

- Finance

- Operations

- Electronics

- Engineering

Sample Extent(Area)

The extent of the sample is confined to the Sahibabad operations of the MTS,

specifically to the Administration.

Sampling Technique

Judgment Sampling would be used for the purpose of choosing the sample for the

purpose of administering Questionnaire. The identified expert would have a

thorough knowledge about all the respondents within the Personnel Department of

the organization. Thus his/her expertise would be incorporated in locating,

identifying and contacting the required respondents.

~ 57 ~

Again Judgment sampling would be effectively used in identifying the typical non -

HR Departments with organization and subsequently for the location and

identification of suitable respondents for Questionnaire.

~ 58 ~

DATA ANALYSIS AND INTERPRETATION

~ 59 ~

The analysis of the various sources of recruitment and selection devices is presented on

the following pages.

The response entailed from the HR Department (as analysed from Questionnaire)

represents current practice within the organization in terms of the sources of

recruitment and selection devices used.

The analysis of the response entailed from all the other departments (as analysed

from Questionnaire) forming the sample, represents the perception of the

respondents from these Departments in terms of the validity and effectiveness of the

various sources/devices of recruitment/selection (specific to these Departments)

The analysis further entails any suggestions/recommendations given by these non -

HR Departments (forming the sample for administering Questionnaire), in terms

of any recruitment source and/or selection device that should be deployed by the

organization apart from what already constitutes current practice (specific to these

Departments)

~ 60 ~

QUES1-DOES THE RECRUITMENT AND SELECTION PROCEDURE

AFFECTS THE PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:

Yes, it does because if in appropriate candidates are selected it would lead to loss of

productivity, labour turnover.

90% out of 100 %employees said that recruitment and selection procedure affects the

performance of the employees while 10% out of 100% employees said that it does not.

0%

20%

40%

60%

80%

100%

yes NO

yes

NO

company name MTS

Percentageof employees

~ 61 ~

QUES2- DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

INTERPRETATION:

100 %out of 100% employees said MTS recruit employees internally.

0%

20%

40%

60%

80%

100%

YES NO

YES

NO

Company name MTS

Percentageof employees

~ 62 ~

QUES3- IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED

BY THE COMPANY APPROPRIATE?

INTERPRETATION: 75 %out of 100% employees believe that the recruitment and selection

procedure followed by the company is appropriate while 25% out 100% employees believe its

inappropriate.

0%

10%

20%

30%

40%

50%

60%

70%

80%

YES NO

YES

NO

Company name

MTS

Percentage

of employees

~ 63 ~

QUES4-DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION OF SELECTION OF A

CANDIDATE?

INTERPRETATION:

Disclosing of job specification basically depends on the job profile of the candidate.

65 %out of 100% employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35 %out of 100% employees said the company doesn’t disclose

job specifications at the time of selection.

0%

10%

20%

30%

40%

50%

60%

70%

YES NO

YES

NO

company name MTS

Percentage of employees

~ 64 ~

QUES5-DOES YOUR COMPANY ASKS FOR REFERENCES AT THE TIME OF SELECTION?

INTERPRETATION:

100% out of 100% employees said that the company asks for references at the time of selection.

0%

20%

40%

60%

80%

100%

YES NO

YES

NO

company name MTS

~ 65 ~

QUES6- WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN TEST

CONTRIBUTE?

INTERPRETATION:

70% out of 100 %employees say that the written test contribute the main factor of recruitment

but 30% employees say that written test not take a main part of recruitment.

0%

10%

20%

30%

40%

50%

60%

70%70%

30%Percentage of

Employees

Company name

Yes

No

MTS

~ 66 ~

QUES7- WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY

FOLLOW?

INTERPRETATION:

70 %out of 100% employees say that company follows direct interview method, and 30 %out of

100% says company follow the GD interview.

0%

10%

20%

30%

40%

50%

60%

70%70%

30%

0%

Percentage of Employees

Company name MTS

Direct

GD interview

Other

~ 67 ~

QUES8-MTS GO FOR A CAMPUS RECRUITMENT FOR FRESHER’S

INTERPRETATION:

In the survey I find that MTS prefer the fresher only 55% in campus and 45% Not prefer for

fresher in campus.

0%

10%

20%

30%

40%

50%

60%55%

45%

Yes

No

~ 68 ~

QUES9-DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE

INTERPRETATION:

In the survey I find that MTS recruit the people in other state.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%100%

0%

Yes

No

~ 69 ~

~ 70 ~

90% employees said that recruitment and selection procedure affects the

performance of the employees while 10% employees said that it does not.

Salary comparison is not justifies. Old employees are demoralized by getting less

surely then new employee

75% employees believe that the recruitment and selection procedure followed by

the company is appropriate while 25% employees believe it’s inappropriate.

Recruitment procedure is not fully computerized.

Manpower’s are recruited from private placement consultancy, who are demanding

high amount of fees, whereas HRD Department is not fully utilised to recruit

manpower by advertisement

65% employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35% employees said the company doesn’t disclose job

specifications at the time of selection.

100% employees said that the company asks for references at the time of selection.

Manpower is recruited from reliable source however efficiency does not recognise.

70% employees say that the written test contribute the main factor of recruitment

but 30% employees say that written test not take a main part of recruitment.

~ 71 ~

~ 72 ~

The research in MTS has helped me in broadening my view. It has helped me to know

that HR is the heart of every organization. It made me aware about how policies play an

important role in the smooth functioning of any organization. But I have found that

there is something that lacks in the company and which is possible to overcome.

MTS is engaged in making maximum sales, providing satisfaction to its customers, as

well as maintaining good relations with the corporate world. But it has not thought

about marinating a health relation with its employees. This is the reason that there was

an increase in the labour turnover. Also, it has never given consideration to find the

reason lying behind the same.

Employee retention is crucial to the long-term success of your business and therefore

the ability to retain employees is a primary measure of the health of your organization.

Of significant concern is the fact that unplanned employee turnover directly impacts the

bottom line of a business.

The company can undertake the following steps to maintain long and existing

relationship with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of internal

security and create unnecessary stress. It is beneficial therefore to provide a

specific framework, in which people can work.

~ 73 ~

2. Employees should be provided with quality management and leadership

It is well documented that people leave their managers more often than they

leave the company or the job. Turnover issues that cause an employee to feel

unvalued by their manager include lack of feedback about performance, lack of

clarity regarding earning potential, failure to hold scheduled meetings, and the

failure to provide a framework for the employee to succeed. Ensure that the right

people are in place to lead your teams, departments, business units and the

organization as a whole towards success.

1. The company should compensate candidates applying for any position in the

organization in case of external recruitment; this will give candidates a positive

impression about the company.

2. The references given by the candidates at the time of selection should be brought

into use and should be verified in order to avoid undesired candidates.

3. Job specifications should be disclosed at the time of recruitment and selection so

that employees are well aware of the tasks to be performed by them and the

expectations their seniors have from them.

4. Company should undergo personality test in order to judge the personality of the

person applying for the job.

5. Company should have a round of panel interview so that decision of selecting a

candidate is not based on personal biasness of the interviewer, interviews should

therefore be followed by group discussion.

~ 74 ~

~ 75 ~

REQUIREMENT:-

‘Necessity is the mother of Invention’ this is true everywhere. In the study

first of all I tried to find out the cause of the process of Recruitment and selection.

I got the answer from MTS that here in MTS major cause for the process is its

Expansion program as MTS is growing vastly. Few other reasons are Replacement

vacancy Retirement hardly takes place here.

SOURCES:-

An organization’s excellence depends upon its employee’s performance, which has

not only to be maintained on a consistent level, but also must be improved

constantly. All this can be achieved if suitable employees are selected, through

proper Recruitment and Selection procedure.

METHODS:-

For the recruitment and selection various test include for e.g. aptitude test,

personality test and group discussion. As we all know that, in today’s highly

competitive age the biggest problem is of retention of its highly skilled employees in

the organization. Recruitment plays a vital role in this regard. But it should be seen

that no system is without any flaws. Every system has its strong and weak points

and is open for change at any time.

IMPROVEMENT:- MTS a well-developed Selection System for its employee’s

development. Thus, the company provides scope for employees on future growth ,

career planning, training and development.

~ 76 ~

~ 77 ~

BOOKS

Robbins P. Stephens, Organizational Behaviour, Prentice Hall, 7th Edition, Chapter

16, pages 636-641.

Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Grow Hill, 5th

Edition, Chapter 11, pages 217-245.

Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall,

3rd Edition, Chapters 6, 7 & 8, pages 117-209.

Magazines

India Today

Today’s traveler

Business Today

News Paper

Times of India

Hindustan Times

Economic Times

Web sites

www.MTSindia.in

www.indiatimes.com

~ 78 ~

ANNEXURE

~ 79 ~

QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE

EMPLOYEES

1. Does the recruitment and selection procedure affect the performance

of employees?

Yes [ ] No [ ]

2. Does the company recruit employees internally ?

Yes [ ] No [ ]

3. Is the recruitment and selection procedure followed by the company

appropriate?

Yes [ ] No [ ]

4. Does your company disclose the job specifications at the time of selection of

a candidate ?

Yes [ ] No [ ]

5. Does your company ask for reference at time of selection of

candidate?

Yes [ ] No [ ]

6. What per cent of the selection procedure does the written test

contribute?

~ 80 ~

Yes [ ] No [ ]

7. Which type of interview methods does your company usually

follow?

Yes [ ] No [ ]

8. MTS go for campus recruitment for fresher?

Yes [ ] No [ ]

9. Does your company recruitment for the other state?

Yes [ ] No [ ]

___________________________________________________________________