Summer Training Project a Nki

8/18/2019 Summer Training Project a Nki

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EXECUTIVE SUMMARY

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Executive summary

The human resources are the most important asset of an organization. The success or failure

of an organization is largely dependent on the caliber of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper.

In order to achieve the goals or the activities of the organization, therefore, they need to

recruit people with requisite skills, qualification and eperience. While doing so they have to

keep the present as well as the future requirements of the organizations in mind.

!ecruitment is defined as "a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.#

$election is defined as " It is the process of screening %ob applicants to ensure that the most

appropriate candidates are hired.#

In order to attract people for the %obs, the organization must communicate the position in

such a way that %ob seekers respond. To be cost effective, the recruitment process should

attract qualified applicants and provide enough information for unqualified persons to self&

select themselves out.

The term '! !ecruiter may sound redundant, as both human resources managers and

recruiters both find %ob candidates and get them hired, this %ob is very specific.

!ecruiters will work from resumes or by actively soliciting individuals qualified for

positions. ( recruiter)s %ob includes reviewing candidate %ob eperience, negotiating salaries,

and placing candidate in agreeable employment positions. !ecruiters typically receive a fee

from the hiring employers.

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The ob%ective of selection decision is to choose the individual who can most successfully

perform the %ob from the pool of qualified candidates. $election process or activities

typically follow a standard pattern, beginning with an initial screening interview and

concluding with final employment decision.

There are certain ways that are to be followed by every organization, which ensures that it

has right number and kind of people, at the right place and right time, so that organization

can achieve its planned ob%ective. The pro%ect covers Introduction of !ecruitment and

$election, +urpose and Importance of !ecruitment, $ources of !ecruitment, $teps in the

!ecruitment $election +rocess, and $uggestions to make the !ecruitment +rocess more

effective. It also includes the challenges faced by '! in recruitment process and the

recent trends in recruitment process.

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INTRODUCTION


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Introduction

Recruitment refers to the process of finding possible candidates for a %ob or function,

usually undertaken by recruiters. It also may be undertaken by an employment agency or a

member of staff at the business or organization looking for recruits. (dvertising is commonly

part of the recruiting process, and can occur through several means/ through online,

newspapers, using newspaper dedicated to %ob advertisement, through professional

publication, using advertisements placed in windows, through a %ob center, through campus

graduate recruitment programs, etc.

$uitability for a %ob is typically assessed by looking for skills, e.g. communication skills,

typing skills, computer skills. 0vidence for skills required for a %ob may be provided in the

form of qualifications educational or professional2, eperience in a %ob requiring the relevant

skills or the testimony of references. 0mployment agencies may also give computerized tests

to assess an individual3s 4off&hand4 knowledge of software packages or typing skills. (t a

more basic level written tests may be given to assess numeric and literacy. ( candidate may

also be assessed on the basis of an interview. $ometimes candidates will be requested to

provide a r5sum5 also known as a 672 or to complete an application form to provide this

evidence.

!ecruitment highlights each applicant)s skills, talents and eperience. Their selection

involves developing a l i s t o f q u a l i f i e d c a n d i d a t e s , d e f i n i n g s e l e c t io n

s t r a t e g y , identifying qualified candidates, thoroughly evaluating qualified candidates and

selecting the most qualified candidate

It is said if right person is appointed at right place the half work has been done. In this

pro%ect I have tried to cover all the important point that should be kept in mind while

recruitment and selection process and have conducted a research study through aquestionnaire that I got it filled with allthe 8embers of (1$0906T:!$,;ew


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SOURCES OF RECRUITMENT/&

Figure 3. C!art S!o"ing Sources o# Recruitment

There are two types of sources of recruitment are/&

• I;T0!;(9 $:>!60$/ & $ource of recruitment are from within the organization.

• 0?T0!;(9 $:>!60$/ & $ources of recruitment are from outside the organization.

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I;T0!;(9 $:>!60$/ &

• $romotions/ & +romotions means to give a higher salary, position, status and

responsibility to the employee. $o the vacancy can be filled by promoting a suitable

candidate from the same organization.

• Trans#ers/ & Transfers means a change in the place of employment without any

change in the position, status, salary and responsibility of the employee. $o the

vacancy can be filled by transferring a suitable candidate from the same organization.

• Interna% &dvertisements/ & 'ere the vacancy is advertised within the organization.

The eisting employees are asked to apply for the vacancy. $o the recruitment is done

within the organization.

• Retired managers/ & $ometimes retired managers may be recalled for a shorter

period. This is done when the organisation cannot find a suitable candidate.

•

Reca%% #rom %ong %eave/ & The organisation may recall a manager who has gone on along leave. This is done when the organisation faces the problem which can only be

solved by that particular manager. (fter he solves the problem , his leave is etended.

0?T0!;(9 $:>!60$/&

• $u'%ic advertisements/ & The personnel department of a company advertise the

vacancy in newspaper, internet etc. the advertisement gives information about the

company, %ob and required qualities of the candidate. This source is most popular

source of recruitment. This is because it gives a very wide choice. 'owever it is very

costly and time consuming.• Cam(us Recruitment/ & The organisation conduct interview in the campuses of

management institutes and engineering colleges .final year students who be soon to

get a graduate, are interviewed. $uitable candidates are selected by the organisation

based on their academic record, communication skills etc. this source is used for

recruiting qualified, trained but ineperienced candidates.

• Recommendations/ & The organisation may also recruit candidates based on the

recommendations received from eisting managers or from brotherAsister companies.

• Management consu%tants/ & 8anagement consultants are used for selecting higher

level staff. They act as a representative of the employer they make all the necessary

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arrangement for recruitment and selection. In return for their services, they take a

service charge or commission.

SE)ECTION*+

$election can be conceptualized in terms of either choosing the fit candidates, or re%ecting

the unfit candidates, or a combination of both. $election involves both because it picks up

the fits and re%ects the unfits. In fact, in Indian contet, there are more candidates who are

re%ected than those who are selected in most of the selected processes. Therefore,

sometimes, it is called a negative process in contrast to positive program of recruitment.

$tone has given a formal definitionC "$election is the process of differentiating between

applicants in order to identify and hire2 those with a greater likelihood of success in a %ob.#


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Figure 3., F%o" C!art O# Se%ection $rocess

. Screening o# &((%ications &/ +rospective employees have to fill up some sort of

application forms. These forms have variety of information about the applicants like

their personal bio&data, achievements, eperience, etc. $uch information is used to

screen the applicants who are found to be qualified for the consideration of

employment. Fased on the screening of applications, only those candidates are called

for further process of selection who are found to be meeting the %ob standards of the

organization.

,. Se%ection Tests +* 8any organizations hold different kinds of selection tests to know

more about the candidates or to re%ect the candidates who cannot be called for

interview, etc. $election tests normally supplement the information provided in the

G

Application Screening

Selection Tests

Interview

Reference Check

Physical Examination

Approval byappropriate Authority

Placement


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application forms. $uch forms may contain factual information about candidates.

$election tests may give information about their aptitude, interest, personality, etc.,

which cannot be known by application forms. Types of selection tests areas follows/

(chievement test, Intelligence test, +ersonality test, (ptitude test, Interest test.

3. Intervie" &/ $election tests are normally followed by personnel interview of the

candidates. The basic idea here is to find out overall suitability of candidates for the

%obs. It also provides opportunity to give relevant information about the organization

to the candidates. In many cases, interview of preliminary nature can be conducted

before the selection the selection tests. Dor eample, in the case of campus selection,

preliminary interview is held for short listing the candidate)s process of selection.

-. C!ecing o# Re#erences &/ 8any organizations ask the candidate to provide the

names from whom more information about the candidates can be solicited. $uch

information may be related to character, working, etc. The usual referees may be

previous employers, persons associated with the educational institutions from where

the candidates have received education, or other persons of prominence who may be

aware of the candidate)s behavior and ability.

/. $!ysica% Examination &/ +hysical eamination is carried out to ascertain the physical

standards and fitness of prospective employees. The practice of physical eamination

varies a great deal both in terms of coverage and timings. $ome organizations only

have general check up of applicants to find out the ma%or physical problems which

may come in the way of effective discharge of duties. In the contet of timings also,

some organizations locate the physical eamination near the end of the selection

process, others place it relatively early in the process. This latter course is generally

followed when there is high demand for physical fitness.

0. &((rova% 'y a((ro(riate &ut!ority &/ :n the basis of the above steps, suitable

candidates are recommended for selection by the selection committee or personnel

department. :rganizations may designate the various authorities for approval of final

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selection of candidates for different categories of candidates, Thus, for top level

managers, Foard of directors may be approving authorityC for lower levels, even

functional heads concerned may be approving authority. When the approval is

received, the candidates are informed about their selection and asked to report for

duty to specified persons.

1. $%acement &/ (fter all the formalities are completed, the candidates are placed on

their %obs initially on probation period may range from three months to two years.


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O2ECTI4ES OF

T5E STUD6

O2E CTI4 E OF T5E STUD6

1*


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The main ob%ective of this study is to understand the process of !ecruitment (nd

selection of & SE)ECTORS and its impact.

To s t udy t he r ec r u i t men t an d s e l ec t i on p r ocedu r e f o l l o wed i n

( 1 $ 0 9 0 6 T : ! $ .

To study the various sources of recruitment followed in (1$0906T:!$.

To learn what is the process of recruitment and selection that should be followed.

To assess and evaluate the eisting recruitment and selection procedure of

(1 selectors.

1-


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T5EORTIC&) 2&C78ROUND

T5EORTIC&) 2&C78ROUND

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5UM&N RESOURCE M&N&8EMENT

'uman resource management is the planning, organizing, directing and controlling of the

procurement, development, compensation, integration, maintenance and separation of human

resources to the end that individual ,organizational and societal ob%ectives are accomplished.

:F06TI70$ :D '!8/

Societa% O'9ectives/ & To be ethical and socially responsible to the needs and challenges to

the society while minimizing the negative impact of such demands upon the organization.

Dor eample/ '! manager must have knowledge of law regarding government)s reservation

policy while hiring, laws that deal with health, safety and welfare of employees etc.

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Organisationa% o'9ectives/& To recognize the role of '!8 in bringing about the

organizational effectiveness. The department of '!8 assists the organization to achieve its

primary ob%ectives.

Functiona% O'9ectives/& to maintain the department contribution at a level appropriate to the

organization needs. There should be proper alignment between the '!8 department)s

service and the organization needs.

$ersona% o'9ectives/& to assist employee in achieving their personal goal , atleast in so far as

these goals enhance the individual contribution to the organization. +ersonal ob%ectives are

to be met if workers are to be maintained, retained and motivated.

5UM&N RESOURCE DE$&RTMENT &T &SE)ECTORS/

5u ma n reso ur ce deve% o (me nt

This department looks after the needs and !equirement the present employees. This


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Dollows/

1. Training and


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COM$&N6 $ROFI)E

COM$&N6 $ ROFI)E

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A1SELECTORS

(1 $electors is a leading manpower consultancy organization under


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:ur services are unique in that we continuously incorporate the latest research and

developments pertaining to '! management for the benefit of our clients. Thus our clients

gain a competitive edge in the industry. (nd our ultimate ob%ective is to position

(1$0906T:!$ as the most efficient, fleible and affordable '! consulting company in

the industry.

SER4ICES OFFERED 26 &SE)ECTORS*+

Figure -. Services O##ered 'y & Se%ectors

Tem(orary Sta##ing So%utions*+

2ene#its to c%ients*+

*H

OUR SERVICES


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• Implementation of minimum wages

• 8anpower availability at all times

• !educing internal hiring cost

• :nline bill making the process faster

• 'elp clients to concentrate on core areas

2ene#its to &ssociates*+

• Induction program

• $ingle Window 6ontact for all (ssociates deputed at a location

• +ersonal records for individual associates

• (ppointment letters

• 9ocal 0$I sub&codes and 0$I cards ensuring full benefits

Recruitment and R$O so%utions*+

Recruitment $rocess Outsourcing : R$O ;

1. $easoned account managers from L0;I>$ work with 69I0;T

*. The process is either on&site or off&site

-. (chievement of large scale staffing goals within time&frame

. Docused and integrated approach with fleibility, effective strategy, business epertise

and powerful search capabilities

=. L0;I>$ works with 6lient)s '! Team to optimize your current process

$ayro%% $rocessing So%utions*+

;eed for +ayroll :utsourcing/&

• It is difficult to keep a track of when to pay the monthly statutory deposits andwhen to file returns.

• It is a headache to keep a track of various changes in rules

• Fenefit programs of comple nature cannot be implemented.

• It is difficult to keep and organize all records.

*1


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4ISION < MISSION/

4ision

To be a leading integrated human resource service provider by creating value for people

through delightful and innovative high&quality services. The foundation of our business

philosophy is to render ecellent recruitment services to our clients.

Mission

1. To continuously eceed our customers3 increasing epectations.

*. 6reate a fulfilling workplace for our employees built on trust, mutual respect, andappreciation of their diversity.

-. 7alue the role in our communities, as a socially and environmentally committed

organization.

. To provide the best 'uman !esource $ervices to our clients, to build up their best

'uman !esource.

CO M$E TITORS O F & SE)ECTORS

**


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Ma#oi Management

&2C Consu%tant

$MS Consu%ting

Team)ease

o'%ine consu%tant

=ito India

2rig!t Consu%tant

2eacon Resource So%utions

8a%axy India Consu%tant

Ru'is Cu'e Consu%tant

*-


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S>OT &N&)6SIS OF & SE)ECTORS*+

Strengt!s*+

• 0asy accessible technology to help with the process.

• Lood relationship with candidates.

• >nderstands the 6andidate !equirement.

>eaness*+

•9ack of 8arketing epertise

• 'igh cost of promotional material to attract first pool of customers.

•

O((ortunities*+

• 'igh unemployment rate can mean more prospects and more quality professional to

offer to companies.

•

T!reats*+

• Dinancial !esources

• Increased 6ompetition

•

The easy access of internet for different sources of %ob opportunities, includingcompetitors) websites and governmental entities.

*


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My Job a t A1SELECTORS

IT80;T in my pro%ect. The

'! '0(< 8r. (nand +rakash Lupta, senior 'r officer narrated me the whole

procedure.

8y %ob profile was to generate resumes from thee various %ob sites such as ;aukri.com,

Times%obs.com etc. (ccording to the %ob requirements of the company. (fter generating

the resumes from the sites the net step is to shortlist the resume which best suite the

requirements.

;ow the short list candidates have to be given a phone call in order to find out their

interests and schedule them for interview. There are * forms of interview that a candidate

can appear for/

. $ersona% Intervie".

,. Te%e(!onic Intervie"

$ERS ON&) I NT ER4I E>*+

This is regarded to be the 2EST FORM of interview .In such form of an interview the

candidate personally appears in front of the interviewer and gives his interview. This is

regarded to be the best form of interview as the interviewee has the best chances of

making his points clear in front of the interviewer.

TE )E $5ONIC I NTE R4IE >

$ometimes an interview is taken on the phone. ( telephonic conversation is done

*=


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between the interviewer and the interviewee where the interviewer calls up the

candidate via phone and conducts the interview.

RESE&RC5 MET5ODO)O86

*@


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RESE&RC5 MET5ODO)O86*

( !esearch 8ethodology defines the purpose of the research, how it proceeds, how to

measure progress and what constitute success with respect to the ob%ectives determined for

carrying out the research study.

1. The research design will be an eploratory cum diagnostic qualitative research study.

*. It will involve personal, face to face and in depth interview technique with the help of

an interview guide.

-. The research is conducted by the field staff.

!esearch was carried out at & Se%ectors to find out the ?Recruitment and Se%ection

$rocedure@.

*B


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D&T& CO))ECTION*+


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T6$E OF D&T&

$ince my research was of descriptive type and perform surveys. I collected information

in the form of primary data. I obtained primary data by questionnaire method and

through focus group of the representative to evaluate !ecruitment and $election process

of the candidate.

I used primary data on the information, which is first hand and original in character so

as to have fair information about the !06!>IT80;T (;< $0906TI:; methods at

(1$0906T:!$. Dor analyze the data I use the percentage method and making the data

more liable I used the pie charts and bar diagram.

*G


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Data &na%ysis*

. >!at "ou%d 'e your main reason to use a recruitment agencyA

:ptions


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Inter(retation *+ (bout =-N of the !espondents say that they feel that means of redress

if things go wrong where as only 1BN !espondents feels that don)t have the resource and

-HN !espondents feels that they have ehausted with other methods.

, Do you consider recruitment agencies to 'eA

:ptions ( 7aluable resource Waste of money $omething in

between

!esponse B 1 3

& 'aluable (esource; %

)aste o$ *one#; +%

,omething in between; -%

Recruitment agencies to be

-1


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Inter(retation /& (bout -N !espondents prefer that they feel the recruitment firm

is the valuable resource and waste of money i.e. $omething in between, -N

!espondents prefer that they feel that it is the valuable resource ,*-N respondents

prefer that they feel it is the waste of money.

3 >!en using recruitment agencies do you (re#er to*

:ptions Work with one agency that

you trust and that

understands your

requirements

Work with several agencies

to spread the net wide that

you will increase your

chance of finding the right

candidate.

!esponse ,

)or. with /ne &genc#; -!%

)or. with ,everal &gencies; 0!%

How many recruitment frms you preer to work with

-*


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Inter(retation /+ @HN !espondents prefer that they feel that they have to work with

several agency for increase their chances to be selected, HN !espondents prefer that they

feel that they have to work with one agency which understands their requirements.

- Do you (re#er recruitment agencies to (romote t!eir services to youA

:ptions Fy +hone Fy 8essage Fy letter :thers!esponse 1 / B

Fy +hone C @HNFy 8essageC *-N

Fy letterC 1BN

Recruitment gencies promote their ser!ices to you

Inter(retation /& @HN !espondents prefer that recruitment agencies promote their

services to you by phone ,*-N !espondents prefer that recruitment agencies promote their

services to you by message,1BN !espondents prefer that recruitment agencies promote their

service to you by letter.

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/. >!en using recruitment agencies do you (re#er to

:ptions $tick with ones you

have used

successfully before.

Try new ones from

time to time.

Lo with lowest cost

option.

!esponse 1 1 0

,tic. with ones #ou have success$ull# be$ore; 7%

Try new onesC *-N

lowest cost optionC *HN

"hen using Recruitment gencies# $o you preer

Inter(retation/& =BN !espondents prefer that they use recruitment agencies which they

get $uccessful earlier before, *-N !espondents prefer that they use new recruitment agencies

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because they get chances to be selected, *HN !espondents prefer that they choose the lowest

cost option which best suites their pocket money.

0. 5o" do you rate t!e !r (ractice o# t!e com(anyA

:ptions Lood Fest (verage +oor

!esponse , 0 3

ood; +2%

3est; -1%

&verage; +1%

Poor; 1!%

HR %ractice of the company

Inter(retation*+ 1N !espondents prefer that they feel that '! practice of this company

is Fest where *EN !espondents prefer that they feel that '! practice of this company is

Lood where *1N !espondents prefer that they feel that '! practice of this company is

(verage and 1HN !espondents prefer that they feel that '! practice of this company is

+oor.

-=


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1. >!at is most im(ortant to youA

:ptions Ouality of $ervice Luarantee !elationship with

6onsultant

(ll

!esponse / , /

Ouality of serviceC =HN

LuaranteeC *BN

!elationship with consultantC BN

(llC 1BN

Most Important to you

Inter(retation/& =HN !espondents prefer that they feel that Ouality of service is most

important aspects toward recruitment firm, *BN !espondents prefer that they feel that

Luarantee is the most important aspects towards recruitment firm, @N !espondents prefer

that they feel that !elationship with consultant is the most important aspects towards

-@


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recruitment firm and 1BN !espondents prefer that they feel (ll of the above :ptions Ouality

of the service, Luarantee, !elationship with consultant2 is the most important aspects

towards recruitment firm.

. 5o" your ex(erience o# recruitment agencies 'een*

:ptions +ositive Intermediate ;egative

!esponse B / /

+ositiveC --N

4ntermediate; !%

;egativeC 1BN

E&perience of Recruitment gencies

Inter(retation/& (bout =HN !espondents prefer that they have intermediate eperience

towards recruitment firm, --N !espondents prefer that they have positive eperience

towards recruitment firm and 1BN !espondents prefer that they have ;egative eperience

towards recruitment firm.

-B


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. 5o" many ca%%s do you receive (er "ee #rom recruitment agenciesA

:ptions ;one 1&= =&1H 1H or 8ore

!espons

e

B 0 - B

;oneC --N

1 to ; %

= to 1HC 1-N

How Many Ca''s you Recei!e %er "eek

Inter(retation*+ (bout =-N !espondents prefer that they got 1 to = calls from

recruitment firm , -N !espondents prefer that they didn)t get any call from

-E


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recruitment firm, 1-N !espondents prefer that they got = to 1H call from recruitment

firm.

CON C)USI ON

This presents the summary of the study and survey done in relation to the

!ecruitment and $election in & SE)ECTORS. The conclusion is drawn from the

study and survey of the company regarding the !ecruitment and $election process

carried out there.

The recruitment process at (1 $0906T:!$ to some etent is not done ob%ectively

and therefore lot of bias hampers the future of the employees. That is why the search

or headhunt of people should be of those whose skill fits into the company)s

values.

8ost of the employees were satisfied but changes are required according to the

changing scenario as recruitment process has a great impact on the working of the

company as a fresh blood, new idea enters in the company.

$election process is good but it should also be modified according to the

requirements and %ob profile so that main ob%ective of selecting the candidate

could be achieved.

-G


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RECOMMEND&TIONS

• The :utdated 67s should be destroyed.

• +roper inquiry should be done regarding previous employment of a candidate

before recruitment to avoid industrial disputes.

• 0ternal source should be given equal importance with internal source. Fy

which new brain will be inducted in the company with skill, talent, efficiency

etc.

• !ecruitment process should be fully computerized.

• 8anpower planning should be followed before recruiting.

H


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2I2)O8R&$56

INTERNET

• http/AAwww.citehr.com, Bth (ugust *H1-

• http/AAkalyan&city.blogspot.comA*H11AHBAinternal&and&eternal&sources&of.html,

1*th (ugust *H1-

• http/AAa1selectors.comAa1A, *E th uly *H1-

• http/AArecruitment.naukrihub.comAmeaning&of&recruitment.html , 1-th (ugust

*H1-

2OO7S

• K.(swahthappa *HH=2,'uman !esource and +ersonnel 8anagement , +ages from "=

to E#.

• L.6. Feri*HHB2, 8arketing !esearch ,+ages from "G1 to G=#, "1H to 11=#

1

http://www.citehr.com/http://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.htmlhttp://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.htmlhttp://a1selectors.com/a1/http://recruitment.naukrihub.com/meaning-of-recruitment.htmlhttp://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.htmlhttp://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.htmlhttp://a1selectors.com/a1/http://recruitment.naukrihub.com/meaning-of-recruitment.htmlhttp://www.citehr.com/


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*


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(;;0?>!0& O>0$TI:;;(I!0

T!e uestionnaire*

The questionnaire consisted of G questions, which were combinations of 8ultiple,

:pen& 0nded questions and on the basis of = 9ikerts !ating $cales $trongly (gree,

(gree, ;eutral,


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;(80/&

6:;T(6T ;:/&

1 What would be your main reason to use a recruitment agencyP

o


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=. When using recruitment agencies, do you tend to/

o $tick with ones you have used successfully before.

o Try new ones from time to time.

o Lo with lowest cost option.

@. 'ow do you rate the hr practice of the companyP

o Lood

o Fest

o (verage

o +oor

B. What is most important to you/

o Ouality of service

o Luarantee

o !elationship with consultant

o (ll of the (bove

E. 'ow your eperience of recruitment agencies been/

o +ositive

o Intermediate

o ;egative

G. 'ow many calls do you receive per week from recruitment agenciesP

o ;one

=


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o 1&=

o =&1H

o 1H or more

Summer Training Project a Nki

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