Canteen stores department was established with the name of “Army canteen board” after World War I to cater with the needs of the soldiers.

Canteen Stores Department (CSD) is a chain of retail stores run by the Pakistan Ministry of Defense, and has a presence in all major military Cantonments operated by the Pakistan Armed Force.

CSD sells a wide variety of products like household provisions, cars, sports equipment, computers, and textiles items exclusively for active and retired members of the Armed Forces. Generally, these goods are procured by CSD in bulk, and sold at concessional rates, compared with retail prices.

CURRENT POSSITION OF THE ORGANIZATION

In the past six years, CSD network has rapid growth.

Today, it comprises 6 Zones, 126 shops, 32 Hire Purchase Business Centers and 3 Petrol Pumps.

RECRUITMENT AND SELECTION PROCEDURE

When any vacancy comes, the admin staff first takes a written test from the candidate.

Passing marks of that test is 50%. The candidate that passes that test, further nominated for an interview, which has been conducted by a board of the respective division where the vacancy is vacant.

Marketing and Projects division conducts the tests and the interviews of the technical or professional candidates. A candidate who passes all these written and oral tests is appointed on probation.

Probation period for the armed forces employees is 3 months while the probation period for a civilian candidate is 1 year.

The recruitment and selection process play a very vital role, it is considered major essential part for selection of right person on a right job.

The practically analysis and work done in this report is help the other people in future to understand how the canteens store department (CSD) recruit and hire the newly candidates.

The work done in this report is also useful for CSD because it has certain advantages and disadvantages which affect the process of CSD and they can improve their process by adopting some implications and advices which are given in this report.

PROBLEMSJOB TURNOVER

All the employees are considered permanent in CSD but after the period of 2008 there is now temporary jobs are held and there is no loyalty, no transparency.

GEOGRAPHICAL LOCATIONCSD has launched several branches in different areas of Pakistan such as Gilgit and Chitral. The newly employees are refuse to go their and leave the job because lots of security problems.

CALL UPThere are number of applicants who are not up to the requirement of job but some how they made a call from strange persons who are in army background or a strong politician.

PROBLEMS 

CANDIDATE’S UNAVAILABILITY  While conducting the interview there are many

capable candidates those experienced and skills are much better to perform the task in CSD but due to some certain problems such as slow online process, long distance, living house issues they not come here to give interviews.

SALARY ISSUES  There are many experienced, skilled and

efficient candidates are rejecting the job due to the salary because they say the salary is not up to their standards and their qualifications.

MANAGEMENT VIEW

Although management has no any big problems and satisfied with existing recruitment and selection process therefore after conducting a little interview with deputy HR I have come to know that they consider few points which are very essential and affect the organization.

Due to being under the QMG directorate GHQ, CSD top management some times unable to show proper support with recruitment and selection process.

CSD is operating in different cities all over the Pakistan some time it happens that different branches send urgent request for recruitment of their employees which is impossible to fulfill the requirement at that time.

Basically most of employees are hired at contractual basis which some time shows shortage of team workforce.

EMPLOYEES VIEW

I have visited main head office and 2 of the branches of CSD and get the views of Employees about the any problem with existing recruitment and selection process. 60% of Employees views that they are satisfied with existing recruitment and selection process but 40% employees of CSD are not happy and arguing that:-

Salaries and benefits of permanent employees should be equal to contractual employees.

The posting of new employees on far-off area Gilgit, Chitral, Badeen etc is big problem. According to employees view, CSD should hire candidate from its own location and local area.

It is a big problem which I analyze in CSD that the selection of candidate should be on merit base, not even by any politician influence or relationships.

1. The benefit of recruitment and selection is availability of workforce when needed

2. Due to correct recruitment and selection process CSD hire a right person to a right job at right time

3. CSD set a reserve tools system so that in case of unavailability of selected candidate they hire next candidate which is in their reserve list.

4. Surety bond, references and police verification give CSD a benefit later in future in case of any misconduct or disturbance.

5. Job turnover rate becoming low due to the correct recruitment and selection process.

6. Employee satisfaction and retention is increasing.

7. Over qualified people are not hired.8. Audit restrictions and approval keep CSD on right

track.

DISADVANTAGES CSD process of recruitment

and selection is too slow as per private sector which causes some time unavailability of suitable and qualified candidates.

Geographical location is main hurdle in CSD recruitment and selection process.

Overall population of employees in CSD Pakistan is above 1000. The HR department consists of 16 members including director HR, deputy HR, 2 assistant HR managers, 3 supervisors HR and other working staff at head office Rawalpindi.

I have conduct and gather the all information from CSD (HR) staff from their office and branches in Rawalpindi area which includes HR Managers, Training and Development in charge manager, and Assistant HR etc.

DATA COLLECTION METHOD

Data was collected through personal visit and meeting with the HR staff. And also through CSD official site (http://www.csd.com.pk)

I have analysis the data by asking open ended question and inter views from HR Staff of CSD. Their recruitment and selection process, problems due to recruitment and selection and the management point of views to problems with faced by CSD. All information is clearly discussed with the HR staff and they provide the necessary data.

DATA ANALYSIS TECHNIQUES

CSD is one of the largest chains of retail stores having its outlets throughout the country. It provides quality products at competitive rates and has ventured into establishing new stores equipped with modern facilities and high standard of customer services.

CSD change their old recruitment and selection process into new integrated and comprehensive process which is very beneficially in achieving the organization aims and goals. Basically old pattern was comprises on regular employees recruitment and temporary basis now they change both are in contractual job.

RECOMMENDATIONS

Recruitment and selection should be carried out through proper channels so as to achieve a goal (right person at right place at right time).

The process of recruitment and selection should be speedy.

Salaries and other benefits should be increased an according to the qualification and pay scales.

Online recruitment and selection process system should be improved which is based on latest IT systems and data base software.

Recruitment and selection should be preferred as local selection which increased job retention level high.

Call up system should be totally denied and selection process should be on merit basis to save the right of deserving peoples.

LIMITATIONS

I did not feel any big difficult problem while collecting this project report.

It was a difficult process to asking questions in their employed hours. Most of the employees were hesitated to deal their knowledge and due to Warrant hazards.