Jyothi New

8/12/2019 Jyothi New

1/66

RECRUITMENT AND SELECTION ACTION PLANNING

AT

angel broking pvt lt

Submitted in Partial fulfillment of the requirement for the award of Degree of

MASTER OF BUSINESS ADMINISTRATION

BY

n !"o"#i

Regd. No: $%&'%(%%()*'(+,&-

UNDER GUIDENCE OF

Mrs Gracy Saila Sree

ToANDHRA YUATHI MANDA!I SCHOO! OF BUSINESS FOR "OMEN

$A..iliate to O/0ania Univer/it"-

12AR3AT2PURA

24DERA1AD

$'+%%('+%,-


2/66

DEC!ARATION

I hereby declared that this project RECRUITMENT AND SELECTION PLANNIN!

s"b#itted by #e to the depart#e$t o% &"si$ess Ma$a'e#e$t ANDHRA

YUATHI MANDA!I SCHOO! OF BUSINESS# is a bo$o%ide (or)

"$derta)e$ by #e * it is $ot s"b#itted to a$y de'ree+diplo#a+certi%icate or

p"blished a$y ti#e be%ore,

$N %YOTHI&

Na#e-

Date-


3/66

AC'NO"!EDGEMENT

I (o"ld li)e to e.press #y deep se$se o% 'ratit"de to the #a$a'e#e$t o% ANGE!

BRO'ING !IMITED ! %or pro/idi$' #e a$ opport"$ity to carry o"t project (or)

(hich is a$ e.celle$t lear$i$' e.perie$ce,

I (o"ld li)e to si$cerely tha$) ProjectI( c)arge Ma(ager HR MR. Sri, POC0ENDER

1A2RO2#(ho has 'i/e$ #e per#issio$ to do #y project,

At the o"tset I e.press #y 'ratit"de to all o%%icers a$d other sta%% (ho o%%ered their /al"able

opi$io$s to #a)e this project (or) s"ccess%"l,

I ha/e to e.press #y special tha$)s to o"r project '"ide *ro+ec, g-ide as (ell asHOD

(ho 'a/e #e s"pport a$d '"ida$ce to co#plete #y project i$ ti#e,

3i$ally4 I (o"ld li)e to e.press #y 'ratit"de to #y belo/ed pare$ts (ho ha/e al(ays bee$ a

so"rce o% i$spiratio$ a$d s"pport,

$N %YOTHI&


4/66

TAB!E OF CONTENTS

CONTENTS AGE NUMBERS

5, INTRODUCTION AND MET0ODOLO6

7, LITERACTURE RE1IE8

9, ORANI:ATION PRO3ILE

;,RECRUITMENT AND SE!ECTION ACTION !ANNING/

A,0A(gel Bro1i(g 2, !,d/

, ?UESTIONNAIRE

@, &I&LIORAP06


5/66

CHATER34INTRODUCTION


6/66

INTRODUCTION-

or'a$iatio$ ha/e e/ol/ed tre#e$do"sly o/er the past decade, It is i#porta$t

to $ote that achie/i$' 'oals ca$$ot be do$e (itho"t h"#a$ reso"rces, A lot o% b"ildi$'s4

e.pe$si/e eB"ip#e$t4 a$d so#e i#pressi/e ba$) bala$ces ca$$ot #a)e a co#pa$y its people

(ho #a)e a co#pa$y!, E#ployees play a$ i#porta$t role to #a)e or'a$iatio$s (or), I$

this lies the s"bject %or %o"$datio$ o% h"#a$ reso"rce #a$a'e#e$t, Its part o% the lar'er %ield

o% #a$a'e#e$t, So4 be%ore atte#pt to "$dersta$d ho( a$ or'a$iatio$ sho"ld #a$a'e its

h"#a$ reso"rces, Lets brie%ly re/ie( the esse$tials o% #a$a'e#e$t,

NATURE OF HUMAN RESOURCES:

People i$ a$y or'a$iatio$ #a$i%est the#sel/es4 $ot o$ly thro"'h i$di/id"al sectio$s b"t also

thro"'h 'ro"p i$teractio$s, 8he$ i$di/id"als co#e to their (or)place4 they co#e (ith $ot

o$ly tech$ical s)ills4 )$o(led'e etc,4 b"t also

(ith their perso$al %eeli$'s4 perceptio$s4 desires4 #oti/es4 attit"de4 /al"es etc,

There%ore4 e#ployee #a$a'e#e$t i$ a$ or'a$iatio$ does #ea$ #a$a'e#e$t o% the h"#a$

reso"rces,

DEFINITION OF HUMAN RESOURCE MANAGEMENT:

0"#a$ reso"rce #a$a'e#e$t ca$ be de%i$ed as #a$a'i$' Fpla$$i$'4 or'a$ii$'4 directi$'4

a$d co$trolli$' the %"$ctio$s o% e#ployi$'4

de/elopi$' a$d co#pe$sati$' h"#a$ reso"rces res"lti$' i$ the

creatio$ a$d de/elop#e$t o% h"#a$ relatio$s (ith a /ie( to co$trib"te proportio$ately Fd"e to

the# to the or'a$iatio$al4 i$di/id"al a$d social 'oals,

0"#a$ reso"rce #a$a'e#e$t ca$ be de%i$ed as #a$a'i$' Fpla$$i$'4 or'a$ii$'4 directi$'4

a$d co$trolli$' the %"$ctio$s o% e#ployi$'4 de/elopi$' a$d co#pe$sati$' h"#a$ reso"rces

res"lti$' i$ the creatio$ a$d de/elop#e$t o% h"#a$ relatio$s (ith a /ie( to co$trib"te

proportio$atelyFd"e to the# to the or'a$iatio$al4 i$di/id"al a$d social 'oals,


7/66

MEANING OF HRM:

E#ployi$' people4 de/elopi$' their reso"rces4 "tilii$'4 #ai$tai$i$' a$d co#pe$sati$' their

ser/ices i$ t"$e (ith the job a$d or'a$iatio$al reB"ire#e$ts (ith a /ie( to co$trib"te to the

'oals o% the or'a$iatio$4 i$di/id"al a$d the society,

O&2ECTI1ES-

Pri#ary object

G To st"dy /ario"s %actors4 deter#i$a$ts a$d o"tco#es o% Recr"it#e$t a$d Selectio$,

G To #a)e a st"dy at the or'a$iatio$ so as to %i$d the de'ree o% Recr"it#e$t a$d Selectio$

i$ the real (or) e$/iro$#e$t,

Seco$dary objecti/es-

G To st"dy ho( the co#pa$y searches %or the prospecti/e ca$didates,

G To )$o( (hat sti#"lates the# to apply %or the job i$ the or'a$iatio$, G To st"dy ho( the ca$didates (ith reB"ired s)ill4 )$o(led'e a$d abilities are selected,

G To dra( co$cl"sio$s a$d #a)e s"''estio$s based o$ the i$%or#atio$ collected,


8/66

METHODO!OGY:

Title o% the st"dy - RECRUITMENT AND SELECTION PLANNIN!

Sa#ple- The sa#ple sie is $o#i$al to that poi$t,

Pri#ary data-

This co$sists o% ori'i$al i$%or#atio$ 'athered %ro# speci%ic p"rpose,

by 'i/i$' the B"estio$$aires to people i$di/id"ally4 to 'et the reB"ired data, 0ere the data

bei$' so"'ht is /ario"s #ethods a$d tech$iB"es o% recr"it#e$t %ollo(ed i$ this or'a$iatio$,

Seco$dary data-

The pro%ile o% the co#pa$y4 Te.t boo) a$d (ebsites o$ 0RM a$d PERSONNEL

MANAEMENT a$d /ario"s #a'ai$es,

Sa#pli$' %ra#e-

Sa#pli$' proced"re-

A$alysis o% data-

The data (as a$alyed "si$' si#ple statistical tools li)e #ea$4 perce$ta'e, The data collected

(as i$terpreted "si$' pie chart a$d rele/a$t co$cl"sio$s (ere dra($ %ro# therei$,

S"ccess%"l h"#a$ reso"rce pla$$i$' is desi'$ed to ide$ti%y a$ or'a$iatio$s h"#a$ reso"rce

$eeds, O$ce these $eeds are )$o($4 a$ or'a$iatio$ (ill (a$t to do so#ethi$' abo"t #eeti$'

the#, The $e.t step4 the$4 i$ the sta%%i$' %"$ctio$ ass"#i$' that de#a$d %or certai$ s)ills4

)$o(led'e4 a$d abilities is 'reater tha$ the c"rre$t s"pply is recr"iti$', Recr"iti$' is the

process o% disco/eri$' pote$tial ca$didates %or act"al or a$ticipated or'a$iatio$al /aca$cies,

Recr"it#e$t is o$ly o$e o% the steps i$ the e$tire e#ploy#e$t process, It is 'e$erally %ollo(ed

by selectio$ It precedes the selectio$ %"$ctio$ a$d it i$cl"des o$ly %i$di$' de/elopi$' the


9/66

(hereas the selectio$ is the process o% %i$di$' the #ost s"itable ca$didate to the job o"t o% the

ca$didates attracted Fi,e,4 recr"ited,

They are critical ele#e$ts o% e%%ecti/e h"#a$ reso"rce #a$a'e#e$t, F,,, 8e ca$$ot disc"ss

ho( recr"it#e$t a$d selectio$ ta)e place (itho"t as)i$' (hy certai$ tech$iB"es are "sed i$

pre%ere$ce to others,8ithi$ the 0RM paradi'#4 they are $ot si#ply #echa$is#s

%or %illi$' /aca$cies, Recr"it#e$t a$d red"$da$cy ca$ be /ie(ed as )ey Hp"shH a$d Hp"llH le/ers

%or or'a$iatio$al cha$'e, Recri"t#e$t a$d selectio$ allo(s #a$a'e#e$t to deter#i$e a$d

'rad"ally #odi%y the beha/io"ral characteristics a$d co#pete$ces o% (or)%orce,the %ashio$

%or tea# (or)i$' %or e.a#ple4

has %oc"sed o$ people

(ith a pre%ere$ce %or

(or)i$' (ith others as

opposed to the

i$di/id"alist HstarsH

pre%erred by recr"iters i$ the 5@JHs, Atte$tio$ has s(itched %ro# ri'id lists o% s)ills a$d

abilities to broaderbased co#pete$ces, I$ 'e$eral as (e $oted i$ the pre/io"s sectio$ K

;


10/66

there is 'reater re'ard %or perso$al %le.ibility a$d adaptability a reorie$tatio$ %ro# prese$t

to %"t"re stability,

RECRUITMENT

DE3INITION-

Accordi$' to %lippo4

G Recr"it#e$t de%i$ed as A process o% searchi$' %or prospecti/e e#ployees a$d

sti#"lati$' the# to apply %or jobs,!

G Accordi$' to De$erely a$d Pl"#blay4

Recr"it#e$t is co$cer$ed (ith both e$'a'i$' the reB"ired $"#ber o% people4 a$d

#eas"ri$' their B"ality, It is $ot o$ly a #atter o% satis%yi$' a co#pa$ys $eeds4 it is also a$

acti/ity (hich i$%l"e$ces the shape o% the co#pa$ys %"t"re,

, Si#ilar Or'a$iatio$s- e$erally4 e.perie$ced ca$didates are

a/ailable i$ the or'a$iatio$s prod"ci$' si#ilar prod"cts or are e$'a'ed i$ si#ilar b"si$ess,

This (o"ld be the #ost e%%ecti/e positio$s a$d %or $e(ly established or'a$iatio$s or

e.pa$ded or'a$iatio$,

@, Trade U$io$s-e$erally4 "$e#ployed or "$der e#ployed perso$s or e#ployees

see)i$' cha$'e i$ e#ploy#e$t p"t a (ord to the trade "$io$ leaders (ith a /ie( to 'etti$'

s"itable e#ploy#e$t d"e to latters i$ti#acy (ith the #a$a'e#e$t, Ma$a'e#e$t decides

abo"t the so"rces the recr"it#e$t tech$iB"es a%ter decidi$' "po$ the so"rce,

Moder( So-rces o5 Recr-i,6e(,

These i$cl"de 8al) i$ a$d co$s"lta$t i$4 head h"$ti$'4 body shoppi$'4 #er'ers a$d

acB"isitio$s4 telerecr"it#e$t a$d o"tso"rci$',

5, 8al)I$ -The b"sy or'a$iatio$s a$d the rapid cha$'i$' co#pa$ies do $ot %i$d

ti#e to per%or# /ario"s %"$ctio$s o% recr"it#e$t, There%ore4 they ad/ise the

pote$tial ca$didates to atte$d %or a$ i$ter/ie( directly a$d (itho"t a prior

applicatio$ o$ a speci%ic date4 ti#e a$d at a speci%ied place, The s"itable ca$didates

%ro# a#o$' the i$ter/ie(s (ill be

selected %or appoi$t#e$t a%ter scree$i$' the ca$didates thro"'h tests a$d

i$ter/ie(s

7, Co$s"ltI$-The b"sy a$d dy$a#ic co#pa$ies e$co"ra'e the pote$tial job see)ers to

approach the# perso$ally a$d co$s"lt the# re'ardi$' the jobs, The co#pa$ies select s"itable

ca$didates %ro# a#o$' s"ch ca$didates thro"'h the selectio$ process,

9, 0ead0"$ti$'- The co#pa$ies reB"est the pro%essio$al or'a$iatio$s to search %or the

best ca$didates partic"larly %or the se$ior e.ec"ti/e positio$s, The pro%essio$al or'a$iatio$s

search %or the #ost s"itable ca$didates a$d ad/ise the co#pa$y re'ardi$' the %illi$' "p o% the

positio$s, 0eadh"$ters are also called searchco$s"lta$ts,

;, &ody Shoppi$'-Pro%essio$al or'a$iatio$s a$d the hitech i$stit"tes de/elop the pool o%

h"#a$ reso"rces %or the possible e#ploy#e$t, The prospecti/e e#ployers co$tact these

or'a$iatio$s to recr"it the ca$didates, Other(ise the or'a$iatio$s the#sel/es approach

prospecti/e e#ployers to place their h"#a$ reso"rces, These pro%essio$al a$d trai$i$'

i$stit"tio$s are called body shoppers a$d these acti/ities are )$o($ as body shoppi$', This

is #ostly "sed %or co#p"ter pro%essio$als,


16/66


17/66

pers"adi$' or sti#"lati$' the ca$didates to apply %or jobs, The represe$tati/es pro/ide

e.cha$'e i$%or#atio$ a$d the clari%y the do"bts o% the ca$didates,

7, Salary a$d Per)s-Co#pa$ies sti#"late the prospecti/e ca$didates by

o%%eri$' hi'herle/el salary4 #ore

pro#otio$s etc,

9, ESOPs-Co#pa$ies rece$tly started sti#"lati$' the e#ployees by o%%eri$'

stoc) o($ership to the e#ployees thro"'h their e#ployees Stoc) O($ership Pro'ra##es

FESOPs,

TYES OF RECRUITING :

I$%or#al recr"iti$'-8ordo%#o"th applica$ts are li)ely to stay lo$'er a$d #ay be #ore

s"itable tha$ recr"its obtai$ed by

ad/ertisi$', &"t (ordo%#o"th is discri#i$atory4 si$ce it restricts applicatio$s to

established co##"$ities a$d e.cl"des rece$tly arri/ed #i$ority 'ro"ps (ho ha/e $ot had

ti#e to beco#e part o% i$%or#al $et(or)s, At se$ior le/els the i$%or#al #ethod )$o($ as

Hheadh"$ti$'H or e.ec"ti/e search has beco#e co##o$, Specialist co$s"lta$cies ai# to

%i$d Ho"tsta$di$'H people to %ill hi'herpayi$' jobs, 8hether they really are Ho"tsta$di$'H is

B"estio$able,

G 3or#al recr"iti$'-EB"al opport"$ity de#a$ds eB"al access, This ca$ o$ly be achie/ed

thro"'h p"blic a$d ope$ recr"it#e$t, F,,, The

li)elihood o% attracti$' Hs"itableH applica$ts depe$ds o$ the detail a$d

speci%icity o% the recr"it#e$t ad/ertise#e$t or literat"re, ey %actors s"ch as salary4 job title4

career a$d tra/el opport"$ities ob/io"sly i$%l"e$ce respo$se rates, &"t re#e#ber that

e#ployers do $ot (a$t to be s(a#ped (ith lar'e $"#bers o% applicatio$s %ro# "$s"itable

people,

This sectio$ o% 0"#a$ Reso"rce Ma$a'e#e$t i$ a &"si$ess Co$te.t 'oes i$to %"rther detail

s"ch as- B"ality o% a'e$cy recr"iters4 co#pariso$ o% di%%ere$t #edia cha$$els4 c"lt"ral/ariatio$ i$ recr"it#e$t practice,

The I$ter$et is beco#i$' a$ i$creasi$'ly pop"lar #ethod o% recr"it#e$t-

Ecr"it#e$t is re/ol"tio$isi$' the Recr"it#e$t I$d"stry

The real stre$'th a$d po(er o% o$li$e recr"it#e$t4 (he$ do$e properly4 lie i$ har$essi$'

i$ter$et tech$olo'y to $ot j"st attract ca$didates b"t to deal (ith the# too,

G Recr"it#e$t- #ar)eti$' jobs Pote$tial ca$didates #ay co#e %ro# a$ i$ter$al tra(l o% the

or'a$iatio$4 or %ro# the e.ter$al job #ar)et, The latter are reached thro"'h cha$$els s"ch as

recr"it#e$t ad/ertisi$'4 e#ploy#e$t a'e$cies4 pro%essio$al asociatio$s or (ord o% #o"th,

h h di%% di h i i H i hil h


18/66

- Or'a$iatio$s (ith a stro$' c"lt"re are li)ely to see) #alleable $e( e#ployees at

schoollea/i$' or 'rad"ate le/els,

- More se$ior jobs are %illed %ro# the i$ter$al job #ar)et,

SE!ECTION

The selectio$ proced"re is the syste# o% %"$ctio$s a$d de/ices adopted i$ a 'i/e$ co#pa$y to

ascertai$ (hether the ca$didates speci%icatio$s are #atched (ith the job speci

reB"ire#e$ts or $ot,

Selectio$ is the process o% %i$di$' o"t the #ost s"itable ca$didate to the job o"t o% the

ca$didates recr"ited,

The selectio$ proced"re ca$$ot be e%%ecti/e "$til a$d "$less

ReB"ire#e$ts o% the job to be %illed ha/e bee$ clearly speci%ied Fjob a$alysis etc,,

E#ployee Speci%icatio$s Fphysical4 #e$tal4 social beha/ioral tec, ha/e bee$ clearly

speci%ied,Ca$didates %or scree$i$' ha/e bee$ attracted,

Si'$i%ica$ce o% selectio$ process-

The ability o% a$ or'a$iatio$ to attai$ its 'oals e%%ecti/ely a$d to de/elop i$ a dy$a#ic

e$/iro$#e$t lar'ely depe$ds "po$ the e%%ecti/e$ess o% its selectio$ pro'ra##e, I% ri'ht

perso$$el are selected4 the re#ai$i$' %"$ctio$s o% perso$$el #a$a'e#e$t beco#e easier4 the

e#ployee co$trib"tio$ a$d co##it#e$t (ill be at a$ opti#"# le/el a$d e#ployeee#ployer

relatio$s (ill be co$'e$ial,

Selectio$ process i$cl"de-

5, 2ob A$alysis-

It is the basis %or selecti$' the ri'ht ca$didate, E/ery or'a$iatio$

sho"ld %i$alie the job a$alysis4 job descriptio$4 job speci%icatio$ a$d

e#ployee speci%icatio$s be%ore proceedi$' to the $e.t step o% selectio$,

7, 0"#a$ Reso"rce Pla$-

E/ery co#pa$y pla$s %or the reB"ired $"#ber o% a$d )i$d o% e#ployees %or a %"t"re date,

This is the basis %or recr"it#e$t %"$ctio$,

9, Recr"it#e$t-

It re%ers to the process o% searchi$' %or prospecti/e e#ployees a$d sti#"lati$' the# to

apply %or jobs i$ a$ or'a$iatio$,

;, De/elop#e$t &ases %or Selectio$-


19/66

The co#pa$y has to select the appropriate ca$didates %ro# the applica$ts pool, The

co#pa$y de/elops or borro(s the bases %or scree$i$' the ca$didates i$ order to select the

appropriate %or the jobs,


20/66

There are di%%ere$t types o% i$ter/ie(s $a#ely-

5, Pa$el I$ter/ie(

7, Stress I$ter/ie(

9, ro"p I$ter/ie(

;, I$%or#al I$ter/ie(


21/66

CHATER3II

!ITERATURE REIE"


22/66

,J

REIE" OF !ITERATURE

S"ccess%"l h"#a$ reso"rce pla$$i$' is desi'$ed to ide$ti%y a$ or'a$iatio$s h"#a$ reso"rce

$eeds, O$ce these $eeds are )$o($4 a$ or'a$iatio$ (ill (a$t to do so#ethi$' abo"t #eeti$'

the#, The $e.t step4 the$4 i$ the sta%%i$' %"$ctio$ ass"#i$' that de#a$d %or certai$ s)ills4

)$o(led'e4 a$d abilities is 'reater tha$ the c"rre$t s"pply is recr"iti$', Recr"iti$' is the

process o% disco/eri$' pote$tial ca$didates %or act"al or a$ticipated or'a$iatio$al /aca$cies,

Recr"it#e$t is o$ly o$e o% the steps i$ the e$tire e#ploy#e$t process, It is 'e$erally %ollo(ed

by selectio$, It precedes the selectio$ %"$ctio$ a$d it i$cl"des o$ly %i$di$'4 de/elopi$' the

so"rces o% prospecti/e e#ployees a$d attracti$' the# to apply %or the jobs i$ a$ or'a$iatio$4

(hereas the selectio$ is the process o% %i$di$' the #ost s"itable ca$didate to the job o"t o% the

ca$didates attracted Fi,e,4 recr"ited,

They are critical ele#e$ts o% e%%ecti/e h"#a$ reso"rce #a$a'e#e$t, F,,, 8e ca$$ot disc"ss

ho( recr"it#e$t a$d selectio$ ta)e place (itho"t as)i$' (hy certai$ tech$iB"es are "sed i$

pre%ere$ce to others,8ithi$ the 0RM paradi'#4 they are $ot si#ply #echa$is#s

%or %illi$' /aca$cies, Recr"it#e$t a$d red"$da$cy ca$ be /ie(ed as )ey Hp"shH a$d Hp"llH le/ers

%or or'a$iatio$al cha$'e, Recri"t#e$t a$d selectio$ allo(s #a$a'e#e$t to deter#i$e a$d

'rad"ally #odi%y the beha/io"ral characteristics a$d co#pete$ces o% (or)%orce,the %ashio$

%or tea# (or)i$' %or e.a#ple4


23/66

THEORITICA! BAC'ROUND

CHATER ;

COMANY ROFI!E


24/66

ROFI!E OF co6*a(y

A$'el &roo)i$'s tryst (ith e.celle$ce i$ c"sto#er relatio$s be'a$ i$ 5@>, Today4 A$'el

has e#er'ed as o$e o% the #ost respected Stoc)&ro)i$' a$d 8ealth Ma$a'e#e$t Co#pa$ies

i$ I$dia, 8ith its "$iB"e retail%oc"sed stoc) tradi$' b"si$ess #odel4 A$'el is co##itted to

pro/idi$' Real 1al"e %or Mo$ey to all its clie$ts,

The A$'el ro"p is a #e#ber o% the &o#bay Stoc) E.cha$'e F&SE4 Natio$al Stoc)

E.cha$'e FNSE a$d the t(o leadi$' Co##odity E.cha$'es i$ the co"$try- NCDE *

MC, A$'el is also re'istered as a Depository Participa$t (ith CDSL,

COMANY


25/66

To ha/e co#plete har#o$y bet(ee$ B"alityi$process a$d co$ti$"o"s i#pro/e#e$t to

deli/er e.ceptio$al ser/ice that (ill deli'ht o"r C"sto#ers a$d Clie$ts,

Co6*a(y


26/66

8e belie/e i$ i$c"lcati$' a se$se o% respo$sibility a$d o($ership i$ all A$'els (hich bri$'s

o"t the e$trepre$e"rial eal to e.plore pote$tial (ithi$ as (ell as beyo$d job bo"$daries,

Co#pa$ys 0R Philosophy is to e$'a'e e#ployees at pro%essio$al4 e#otio$al a$d #aterial le/els,

8e ai# to create a$ e$/iro$#e$t co$d"ci/e to both perso$al a$d pro%essio$al

de/elop#e$t o% the e#ployees4 leadi$' to a prod"cti/e a$d happy (or) %orce

A$'el belie/es that people i#pact b"si$ess a$d there%ore each a$d e/ery A$'el is a)ey reso"rce a$d a /al"able asset

O"r b"si$ess philosophy o% bei$' tra$spare$t i$ all o"r deali$'s (ith o"r c"sto#ers4 is

eB"ally applicable i$ deali$'s (ith e#ployees

8e e$co"ra'e i$itiati/e4 pro/ide pro%essio$al %reedo# a$d e#po(er A$'els based o$

tr"st

EM!OYEE ENGAGEMENT:

Tea# 0R at A$'el (or)s e%%ecti/ely to create a (or) e$/iro$#e$t a$d per%or#a$ce c"lt"re

that %osters tea# spirit a$d e$ha$ces e#ployee prod"cti/ity thro"'h #oti/atio$ a$d positi/e

a#bitio$,

O"r 0R tea# is co$ti$"ally (or)i$' to ratio$alie a$d restr"ct"re #eas"res to e$s"re better

e#ployee relatio$ship #a$a'e#e$t4 e#ployee co##"$icatio$s a$d relatio$s4 recr"it#e$t a$d

trai$i$' $eed a$alysis pro'ra# desi'$ a$d i#ple#e$tatio$4 per%or#a$ce e/al"atio$ a$d other

(or)li%e i$itiati/es,

ri$t

Spri$t is a$ e$'a'e#e$t pro'ra# de/ised %or better i$cl"sio$ o% $e( joi$ers %ro# Day 5,

The #ajor ai# is to help e#ployee "$dersta$d the co#pa$y prod"cts * ser/ices a$d prese$tthe# to c"sto#ers,

Race

A%ter ha/i$' do$e (ell i$ the Spri$t pro'ra#4 Race is hi'hly e%%ecti/e i$ har$essi$' the

pote$tial o% $e( joi$ers %or %"rther de/elop#e$t i$ the $e.t three #o$ths,

Hall O5 Fa6e

It is a display to i$crease /isibility o% i$itiati/es ta)e$ by e#ployees (ith a$ objecti/e to

#oti/ate a$d reco'$ie co$trib"tio$ a$d de/elop se$se o% pride a$d belo$'i$',

A6 *ar1


27/66

Sa# par) is o"r (ay o% brid'i$' the e#ployee#a$a'e#e$t co##"$icatio$ thro"'h a

co##o$ %or"# (here4 ideas4 achie/e#e$ts4 i$si'ht a$d /isio$s %or s"ccess are shared o$ a

re'"lar basis,

Clas) o5 A(gels

A$'el or'a$ies a cric)et to"r$a#e$t K Clash o% A$'els (ith a$ ai# to e$co"ra'e the

co#petiti/e spirit a$d sports#a$ship i$ all e#ployees, The best tea# li%ts the rolli$' trophy,

Cric)et bei$' the %a/orite sport o% the $atio$4 the e/e$t 'e$erates a lot o% %a$%are a#o$' the

e#ployees,

raga,i

A$'el stro$'ly belie/es that i$$o/atio$ does $ot co#e %ro# processes b"t people, 8e also

belie/e i$ e/ol/i$' co$ti$"o"sly to #eet the c"sto#er $eeds a$d create a co#petiti/ead/a$ta'e thro"'h tr"ly perso$alied ser/ice, Pra'ati is a plat%or# to capt"re creati/e ideas

%ro# e#ployees (ith the objecti/e o% bri$'i$' ta$'ible res"lts by i$creasi$' e%%icie$cy4

e$ha$ci$' prod"cti/ity a$d red"ci$' TAT i$ o"r (or) areas,

Red Tag Day

A$'el e$co"ra'es e#ployees to red"ce4 recycle * re"se as a (ay o% li%e, To ree$%orce the

si'$i%ica$ce o% red ta''i$' e/ery year (e celebrate Red Ta' Day across A$'el,

PER3ORMANCE MANAEMENT-Core esse$ce o% PMS


28/66

The core esse$ce o% PMS is to b"ild a$d stre$'the$ the tea# #e#bers Co$$ect (ith A$'el

thro"'h

E$rolli$' the tea# #e#ber to A$'els /isio$

Mea$i$'%"l e$'a'e#e$t

Mea$i$'%"l dialo'"e Ope$$ess to 'i/e a$d recei/e %eedbac)

Co#pli#e$t achie/e#e$ts

3oc"s o$ the tea# #e#bers 'ro(th to e$ha$ce per%or#a$ce

The (hole %oc"s o% PMS is to loo) %or 'ood$ess i$ a perso$, The o$"s is o$ the #a$a'ers to

loo) %or that 'ood$ess4 ide$ti%y stre$'ths a$d try to create a role aro"$d stre$'ths rather tha$

'etti$' bo''ed do($ (ith (ea)$esses, The Per%or#a$ce Ma$a'e#e$t Syste# at A$'el has

red"ced #a$"al i$ter/e$tio$ to a #i$i#al le/el, The %"lly i$te'rated o$li$e syste# "ses

sophisticated tools s"ch as $atio$al a$d re'io$al stac) ra$)i$'4 per%or#a$ce ba$ds a$d ra$)

based reco##e$datio$s, All this is s"pported thro"'h o$eo$o$e i$teracti/e %eedbac) *

coachi$' sessio$ (ith tea#,

Per%or#a$ce credits are recei/ed %or e.ceedi$' e.pected tar'ets a$d there are eB"al

opport"$ities %or all e#ployees to ear$ re(ards (ith $o "pper li#its, Per%or#a$ce credit

str"ct"res ha/e bee$ (or)ed o"t di%%ere$tly %or /ario"s cate'ories o% e#ployees,

adership Acade#y-

Lear$i$' is a co$ti$"o"s process at A$'el,

8e ide$ti%y the stre$'ths o% e#ployees a$d desi'$ trai$i$' pro'ra#s to b"ild their stro$'

poi$ts a$d o/erco#e their shortco#i$'s, 8e prepare o"r e#ployees %or %"t"re positio$s (ith

trai$i$' a$d by e$co"ra'i$' the lear$i$' process, This helps the# to #o/e to(ards their

career objecti/es e%%icie$tly,

8e also e#ploy /ario"s people de/elop#e$t i$itiati/es li)e Elear$i$' opport"$ities %or%"$ctio$al * beha/ioral s)ills thro"'h /ideo co$%ere$ces a$d thro"'h o"r e#ployee portal,

O"r E 8ise K &e (ise Pro'ra# pro/ides e/ery A$'el (ith 7;.> access to all rele/a$t

i$%or#atio$ abo"t A$'el, This e$co"ra'es e#ployees at all le/els to "p'rade their )$o(led'e

co$sta$tly a$d apply their lear$i$'s i$ the day to day (or) to achie/e hi'h prod"cti/ity a$d

c"sto#er satis%actio$ le/els,


29/66

PROUD TO &E ANEL-8e Do$t 2"st &"ild Careers,,,8e &"ild Li/es!

Testi#o$ials %ro# e#ployees abo"t (hat #a)es the# to be pro"d to be a$ A$'el

a$d ho( this or'a$iatio$ has #ade a di%%ere$ce to their li/esQ,

1i)ra#Di/e)ar

Sr, Ma$a'er K E Co##erce

I joi$ed A$'el as a Trai$ee K 8eb Desi'$er i$ 2"$e 7JJ< a$d (ithi$ a short spa$ I

ha/e 'ro($ to the role o% Se$ior Ma$a'er K Eco##erce4 ha$dli$' a tea# o% 7 as a trai$ee pro'ra##er, A$'el has 'i/e$ #e $e(

challe$'es a$d roles e/ery year, No( I a# desi'$ated as Ma$a'er i$ So%t(are

De/elop#e$t Depart#e$t, I do$t thi$) this (o"ld ha/e bee$ possible i$ a$y other

co#pa$y i$ s"ch a short period o% ti#e, A$'el is really a per%or#a$cebased eB"al

opport"$ity co#pa$y,

The bac) (or) e$/iro$#e$t allo(s "s to ha/e o"r o($ (or) style a$d e/eryo$e is

al(ays ope$ to $e(4 i$$o/ati/e ideas, Not o$ly do the people (or)i$' here care

abo"t o"r prod"cts a$d appreciate the#4 they also care abo"t each other as (ell,

3reedo#4 3le.ibility4 Passio$, I ha/e the %reedo# to do (hat is $ecessary to

acco#plish (hat is as)ed o% #e4 the %le.ibility to ta)e care o% social li%e a$d

respo$sibilities4 a$d I share a passio$ (ith #y tea# #e#bers %or (hat (e do, I a#

/ery pro"d that I (or) %or this co#pa$y a$d to co$trib"te to its s"ccess,

3i$a$cial I$d"stry

It all started i$ the year 7JJ7 (ith the US lo(eri$' its i$terest rates %eari$' the slo(do($ o%

their eco$o#y, To be i$ li$e (ith the (orld4 I$dia also lo(ered its i$terest rates4 therebyi$itiati$' a $e( co$s"#ptio$ cycle, This had a cascadi$' e%%ect o$ all sectors- co##odities4

a'ric"lt"re i$%rastr"ct"re ba$)i$' a"to a$d a"to a$cillary IT a$d IT e$abled ser/ices


31/66

The st"pe$do"s 'ro(th trajectory achie/ed i$ the past ; years (as d"e to so"$d 'o/er$#e$t

%iscal policies (hich assisted i$ 'i/i$' a %illip to the I$dia$ eco$o#y,

I$dia$ eco$o#y has bee$ 'ro(i$' at >@ o/er the last %e( years a$d is $ot o$ly

e.pected to reco/er soo$ b"t also #ai$tai$ a hi'h trajectory %or a lo$' ti#e to co#e,

3i$a$cial sector leadi$' %ro# the %ro$t (ith 'ro(th rates #"ch hi'her at 7J,

De#at acco"$ts 'ro(i$' 7J CAR o/er the last %e( years, &"t4 eB"ity pe$etratio$ is still /ery lo(- 55=cr pop"latio$G4 5>cr PANG card holders4

o$ly 5,;>cr De#at acco"$tsG,

0istorically4 EB"ity F 5 per a$$"#,!

3iscal sti#"l"s a$d R&Is Mo$etary Policy (ill p"t eco$o#y o$ stro$' 'ro(th path,

I$terest rates o$ a decli$e4 eB"ities e.pected to 'ai$ %ro# this,

I$dia$ eco$o#y e.pected to bo"$ce bac) by year e$d,

Corporate ear$i$'s to i#pro/e i$ the seco$d hal% o% the c"rre$t %i$a$cial year,

")y A(gel=

The #ost tr"sted retailce$tric bro)i$' ho"se (ith HSer/ice Tr"ly Perso$aliedH,

A$'el is a#o$' the top %i/e bro)i$' ho"ses i$ the co"$try,

A$'el (as %irst to co$ce$trate o$ retailce$tric research,

A$'el (as %irst to adopt the bra$ch co$cept,

A$'el (as %irst to la"$ch the (ebe$abled &ac) O%%ice So%t(are %or s"b bro)ers a$d

clie$ts,

A$'el has the hi'hest $"#ber o% re'istered s"bbro)ers o$ &SE a$d NSE,

A$'el has the hi'hest $"#ber o% tradi$' ter#i$als Fe.cl"di$' ebro)i$' ter#i$als,

A$'el has bee$ a(arded #ost co/eted Major 1ol"#e Dri/er a(ard by &SE %ro# the

year 7JJ;J< to 7JJ@J,

A$'el has rece$tly bee$ a(arded t(o presti'io"s a(ard o% &est Retail &ro)i$'

0o"se a$d &ro)i$' ho"se (ith Lar'est Distrib"tio$ Net(or) by D"$ a$d

&radstreet,

rod-c,s > Ser2ices

EB"ities Co##odities

C i
http://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspx


32/66

A$'el old

I$s"ra$ce

M"t"al 3"$d

Perso$al Loa$

3i.ed Deposits

IPO

Depository Ser/ices

1al"e Added Ser/ices

Research * Ad/isory Ser/ices

Mar'i$ 3"$di$'

Prepaid Prod"cts

EChopda

SMS Ser/ices

MCo$$ect

Clie$t &ac) O%%ice

NRI Ser/ices

B-si(ess la(s

A$'el &ro)i$' o%%ers a (ide selectio$ o% &"si$ess Pla$s %or all the aspiri$' e$trepre$e"rs o"t

there, 6o" select the o$e (hich yo" thi$) is the #ost be$e%icial to yo" or si#ply call o"r e.perts

(ho (ill '"ide a$d direct yo" to(ards the ri'ht path,

S-**or,

A$'el &ro)i$' o%%ers a host a co#prehe$si/e s"pport i$%rastr"ct"re to its part$ers a$d clie$ts,

As A$'elHs &"si$ess Part$er4 yo" 'et

0a$dholdi$' to ide$ti%y b"si$ess pote$tial,

Specially desi'$ed trai$i$' pro'ra# to de/elop the $ecessary b"si$ess s)ills,

Tech$olo'y that '"ara$tees sea#less co$$ecti/ity %or tradi$',

3le.ibility o% a local bro)i$' ho"se a$d sophisticatio$ o% corporate bro)era'e,

A dedicated Relatio$ship Ma$a'er to help i$ sales a$d other b"si$ess related B"eries,

O$li$e prod"cts %or part$erHs clie$ts at $o additio$al cost,

&asic4 I$d"ctio$ a$d 3"$ctio$al trai$i$' to &"si$ess Part$ers a$d their e#ployees %or

operatio$al )$o(led'e,

A specially desi'$ed 'lo( Si'$ &oard pro/ided (ith A$'el &ra$di$',

&ra$di$' s"pport i$ ter#s o% re'"lar Research * Ad/isory (or)shops,

7;.> O$li$e &ac)o%%ice syste# %or the Part$er as (ell as all their c"sto#ers,
http://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Product-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspxhttp://www.angelbroking.com/Partner_Us/Valueadded-Services.aspx


33/66


34/66

ro+ec, a, co6*a(y


35/66

CHATER 3?

ANA!YSIS>INTERRETATION OF

THE DATA


36/66

5,i/e yo"r opi$io$ o$ (hich is best so"rce o% recr"it#e$t,

Optio$s o% Optio$s

a2ob portals 99,99

bE.isti$' database 59,99

cRe%errals 99,99

d0ead h"$ti$' 7J


37/66

OBSERATION:

5, 99,99 o% the e#ployees opted %or 2ob Portals a$d Re%errals,

7, 59,99 %or E.isti$' Data base,

9, 7J opted %or "si$' the 0ead 0"$ti$',

INFERENCE:

5,It ca$ be i$%erred that the #ajority o% the e#ployees %o"$d 2ob Portals a$d Re%errals as the

best so"rce o% recr"it#e$t,

7,8hat are other strate'ies "sed to collect pro%iles (hich satis%y

clie$t e.pectatio$s other tha$ old practices i$ yo"r or'a$iatio$

Optio$s o% Optio$s

aCa#p"s

recr"it#e$t ;9,99

b2ob #elas 9J

cRoad sho(s 5J

dEpaper 5=,=>


38/66

O&SER1ATION

1. ;9,99 o% the e#ployees "se the strate'y to collect pro%iles (hich satis%y clie$t

e.pectatio$ is Ca#p"s Recr"it#e$t,

2. 9J opted %or 2ob #elas4 5J %or Road sho(s,

3. 5=,=> %or Epaper,

INFERENCE:

It ca$ be i$%erred that #ost o% the e#ployees %eel that

Ca#p"s Recr"it#e$t4 2ob #elas4 Epaper are the strate'ies "sed to collect pro%iles to #eet the

clie$t e.pectatio$s,

9 ,Accordi$' to yo"r perceptio$ to (hat le/el yo"r or'a$iatio$ ca$ satis%y #a$po(er

reB"ire#e$ts o% clie$ts

Optio$s o% Optio$saMa.i#"#


39/66

; 0o( %ar are yo" satis%ied (ith th( recr"it#e$t proced"re i$ yo"r or'a$iatio$

Optio$s o% Optio$s

areat e.te$t

cTo so#e e.te$t 5J

OBSERATION:

5,


40/66

OBSERATION:

5, ==,=> o% the e#ployees (ere /ery #"ch able to #eet the clie$t reB"ire#e$ts,

7, 99,99 o% the# #oderately #eeti$' the clie$ts reB"ire#e$ts,

INFERENCE:

It ca$ be i$%erred that #ajority o% the e#ployees %eel that they do satis%y clie$t reB"ire#e$ts

to a 'reat e.te$t,

=Choose the B"ality sta$dards #ai$tai$ed by yo"r or'a$iatio$ VC1 co$/ersio$- I$ter/ie(

co$/ersio$- 2oi$i$' co$/ersio$

Optio$s o% Optio$s

>< 99,99

7


41/66

OBSERATION:5, 99,99 o% the e#ployees %elt that o#a# #ai$tai$s >


42/66

OBSERATION:

5,


43/66

OBSERATION:5,

cTech$ical s)ills %or attit"de4 < %or tech$ical s)ills4 = %or psycho #eter,

9, < %or others 4these are esse$tial to a$alyse a ca$didate,

INFERENCE:

It ca$ be i$%erred that all the s)ills i,e co##"$icatio$4 tech$ical s)ills4 attit"de4 psycho #eter

are a$alysed i$ ca$didate,

5J8hat are the basic perso$al s)ills a recr"iter sho"ld ha/e Frate o$ a scale

1ery i#porta$t i#porta$t #oderate least Least i#porta$t

Optio$s o% Optio$s

aE.perie$ce 99,99

bCo##"$icatio$ slills ;J

cTech$ical s)ills 5J

d?"ali%icatio$s 5=,=>


45/66

OBSERATION:

5, o$ scale o% /ery i#porta$t4 i#porta$t4 #oderate4 least4 least i#porta$t 99,99 o% the

e#ployees perceptio$ (as /ery i#porta$t to(ards e.perie$ce,

7, ;J %elt that co##"$icatio$ is i#porta$t,

9, 5J o% e#ployees %elt that tech$ical s)ills are #oderately i#porta$t,

;, 5=,=> has %elt B"ali%icatio$ is i#porta$t,

INFERENCE:

It ca$ be i$%erred that all the s)ills co##"$icatio$ s)ills4 e.perie$ce4 B"ali%icatio$ a$d

tech$ical s)ills are esse$tial %or a recr"iter,

55 I$ yo"r opi$io$ ho( is the B"ality o% selectio$ i$ o#a#

Optio$s o% Optio$s

aE.celle$t


46/66

OBSERATION:

5, o% e#ployees rated as a/era'e B"ality o% selectio$ i$ or'a$iatio$,

INFERENCE:

It ca$ be i$%erred that #ajority o% the e#ployees %elt that the B"ality o% selectio$ i$ the

or'a$iatio$ is e.celle$t,

57 0o( do yo" )eep a chec) o$ the a"the$ticity o% ca$didates Frate o$ a scale o% 5


47/66

GRe%ere$ces chec)

GE/al"ati$' certi%icates * chec)i$' (ith the c"rre$t co#pa$y details,

59 Do yo" s"''est to #a)e a$y cha$'es i$ the prese$tly %ollo(ed selectio$ process i$ yo"r

or'a$iatio$

Optio$s o% Optio$s

a6es 99,99

bNo ==,=>

OBSERATION:

5, 99,99 o% the e#ployees %eel that there sho"ld be a cha$'e i$ the e.isti$' selectio$

process,

7, ==,=> o% the e#ployees %eel that the e.isti$' selectio$ process $eed $ot be cha$'ed,

INFERENCE:

It ca$ be i$%erred that the #ajority o% the e#ployees %eel that $o cha$'e sho"ld be bro"'ht i$

the e.isti$' selectio$ process,

5; I$ yo"r or'a$iatio$ at (hat sta'e o% selectio$ proced"re the $e( cha$'es are $eed to be

bo"'ht i$


48/66

bSelectio$ o% res"#es 9,99

cO$eo$e i$ter/ie( 5J

dNo cha$'es ==,=>

OBSERATION:

5, 7J o% the e#ployees %eel that there sho"ld be a cha$'e i$ the reB"ire#e$t allia$ces,

7, 9,99 cha$'e i$ selectio$ o% res"#es,

9, 5J o% the# %eel that there sho"ld be cha$'e i$ the O$e to O$e i$ter/ie(,

;, ==,=> o% the e#ployees %elt that there sho"ld be $o cha$'e i$ process o% selectio$,INFERENCE:

It ca$ be i$%erred that the #ajority o% the e#ployees %eel that there sho"ld $ot be a #ajor

cha$'e i$ process,

5


49/66

OBSERATION:

5, 7=,=> a$d 7J o% e#ployees plotted co#pa$y database4 i$%rastr"ct"re as a %actor

that help to satis%y SLAs o% clie$ts,7,


50/66

CHATER ?

FINDINGS# SUGGESTIONS

> CONC!USION


51/66

FINDINGS AND SUGGESTIONS

5, Recr"it#e$t i$ IT sector is co$ti$"o"s process,

7, Al#ost e/ery IT co#pa$y depe$ds o$ o"tso"rci$' %or recr"iti$' ca$didates,

9, Tech$ical )$o(led'e is #"st4 (itho"t (hich ca$didate is rejected,

;, The e$tire process %or recr"iti$' a IT pro%essio$al ta)es 7J to ;J days,


52/66


53/66

CONC!USION

G ANEL &ROIN at prese$t is o$e o% the best recr"iti$' co#pa$y (he$ co#pared to

others i$ the sa#e %ield,

G The Recr"it#e$t a$d Selectio$ process at ANEL &ROIN is syste#atic a$d pla$$ed,

G Proper care o% the clie$ts a$d ca$didates is bei$' ta)e$ at ANEL &ROIN ROUP,

G All the e#ployees are a(are o% the recr"it#e$t a$d selectio$ process i$ the or'a$iatio$,

G The recr"it#e$t a$d selectio$ o% ca$didates are #ade o$ the basis o% e.perie$ce4 a'e a$d

aptit"de, 3resh ca$didates are also recr"ited i$to the or'a$iatio$ i$ a$ e%%ecti/e #a$$er,

G The #ethods "sed by ANEL &ROIN co#pa$y %or the collectio$ o% database are

syste#atic a$d appropriate,

G ANEL &ROINhas a /ery co##itted a$d dedicated 0R tea#4 (hich is the #ai$

reaso$ o% its s"ccess


54/66

8UESTIONNAIRE


55/66

8UESTIONNAIRE

5, 8hat type o% i$d"stry does yo"r or'a$isatio$ participate i$

XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

7, 0o( #a$y sta%% do yo" e#ploy


9, 8hat perce$ta'e o% yo"r (or)%orce is hi'h s)illed


;, 8hat perce$ta'e o% yo"r (or)%orce is lo( s)illed



56/66

Journal of Management Practice

59, Do yo" ha/e a$ I$ter$et siteU Fplease circleE 6es No

I% yes4 do yo" "se the I$ter$et site %or recr"it#e$t 6es No

5;, Do yo" ha/e a reB"isitio$ %or# %or /aca$t or $e( positio$sU 6es No

5


57/66

Recruitment & Selection

7;, Do yo" "se recr"it#e$t a'e$ciesU 6es No

I% yes4 ho( o%te$ XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

7


58/66

OTHR TYPE OF QUESTIO!IRE

5, i/e yo"r opi$io$ o$ (hich is best so"rce o% recr"it#e$t

5, E.isti$' database

7, 2ob portals

9, Re%errals

;, 0ead h"$ti$'

7, 8hat are other strate'ies "sed to collect pro%iles (hich satis%y clie$t e.pectatio$s other tha$

old practices i$ yo"r or'a$iatio$

5, Ca#p"s Recr"it#e$t

7, 2ob #elas

9, Road sho(s

;, Epaper

9, Accordi$' to yo"r perceptio$ to (hat le/el yo"r or'a$iatio$ ca$ satis%y #a$po(er

reB"ire#e$ts o% clie$ts

5, Ma.i#"#

7, A/era'e


59/66

9, #i$i#"#

;, 0o( %ar are yo" satis%ied (ith the recr"it#e$t proced"re i$ yo"r or'a$iatio$

5, reat e.te$t

7, Moderate

9, To so#e e.te$t

;, Not satis%ied

, To (hat e.te$t the i$%or#atio$ collected by proced"res yo" %ollo( at yo"r or'a$iatio$ help

yo" to 'et ri'ht ca$didate %or ri'ht job,

5, reat e.te$t

7, Moderate

9, Little e.te$t

@, 8hat is the le/el o% e/al"atio$ that 'oes i$ selecti$' a ca$didate be%ore se$di$' to a clie$t

5, 59

7, 95J

, i/e the rati$' to (hich a ca$didate is a$alysed i$ the belo( para#etersVo$ a scale o% 55JW

5, Co##"$icatio$

7, Attit"de

9, Tech$ical s)ills


61/66

;, Psycho#eter


62/66

7, E/al"ati$' certi%icates

9, Probi$' o$ the project

;, Chec)i$' (ith c"rre$t co, details

59 I$ yo"r opi$io$ (hat are the #ajor %"$ctio$s (hich lead to rejectio$s

5, I$e%%icie$cy i$ ha$dli$' reso"rces

7, Lac) o% a(are$ess abo"t reB"ire#e$ts

9, 3it#e$t proble#s

;, Others

5; do yo" s"''est to #a)e a$y cha$'es i$ the prese$tly %ollo(ed selectio$ process i$ yo"r

or'a$iatio$

5, 6es

7, No


63/66


64/66

BIB!IOGRAHY


65/66

BIB!IOGRAHY

Boo1s:

C,&,Ma#oria45 Perso$$el Ma$a'e#e$t4 0i#alaya p"blishi$' ho"se4

P, Dr S"bha Rao45= Esse$tials o% h"#a$ Reso"rse Ma$a'e#e$t * I$d"strial

Relatio$s4 0i#alaya P"blishi$' 0o"ses4,

4Ash(athappa 5> 0"#a$ Reso"rces Ma$a'e#e$t4 Tata Mcra(0ill p"blishers,

or,als:

(((,'oo'le,co#

(((,ANEL &ROIN,co#

(((,(i)ipedia

(((,a$'elbro)i$',co#

(((,$sei$dia4co#
http://www.wikipedia/http://www.angelbroking.com/http://www.wikipedia/http://www.angelbroking.com/


66/66

Jyothi New

Documents

Transcript of Jyothi New