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A PROJECT REPORT ON
RECRUITMENT & SELECTION
PROCEDURE AT INDIA NIVESHNEW DELHI
In the partial fulll!ent "fPOST #RATUATE PRO#RAM IN
MANA#EMENT
$%ATCH ''()'**+
SU%MITTED %,
Na!e- SHI.HA MUD#AL
ROLL NO/ '0*'''123
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INSTITUTE O4 MANA#EMENTTECHNOLO#, CENTER 4OR
DISTANCE LEARNIN# #HA5IA%AD
CERTIFICATE
This is to certify that SHIKHA MUDGAL. Student of Master of Business Administration
with the directorate of distance education, IMT !DL, GHA"IABAD has #ursued her
research wor$ and #re#ared the #ro%ect re#ort entit&ed '(ecruitment ) Se&ection
*rocedure at India+iesh, +ew De&hi- under my su#erision and uidance. I a##roe
the #ro%ect re#ort su/mitted /y Shi$ha Muda&.
The #resent #ro%ect re#ort is the resu&t of her 0wen research and to the /est of my
$now&ede no #art of it has ear&ier com#rised any other monora#h, #ro%ect or /oo$
and has not /een su/mitted for the award of any other deree. This is /ein
su/mitted to the Directorate of distance education, IMT1!DL, GA"IABAD for the award
of master of /usiness administration in #artia& fu&fi&&ment of re2uirement of the said
deree.
Mr. Gaura Ba%a%
A3*
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ACKNOWLEDGEMENT
In *ursuin and com#&etion of my M.B.A and other commitments, I undertoo$ the tas$
of com#&etin my #ro%ect 4 (5!(UITM5+T and S5L5!TI0+4 at India niesh securities. To
this I wou&d &i$e than$ and coney my ratitude to my uide Mr. Goura Ba%a%. Asst.
3ice *resident of India +iesh. I am 6ortunate in hain souht and secured a&ua/&e
uidance and su##ort from the initia& to the fina& &ee& ena/&e me to dee&o# and
understandin of the su/%ect. He has made aai&a/&e his su##ort in a num/er of ways
&i$e motiation, encourae, ina&ua/&e ideas, dee&o#ment of se&f thouht #rocess
etc.
I wou&d &i$e to than$ India +iesh Securities, for #roidin me a&ua/&e ideas for my
#resent research.
This thesis wou&d not hae /een #ossi/&e without the su##ort of my fami&y mem/ers
who hae a&ways encouraed me and hae /een a source of ins#iration and he in
continuin my effort.
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I owe my dee#est ratitude to my a&& near and dear friends who hei&ed me in
o/tainin and who shared their iews on my to#ic.
EXECUTIVE SUMMARY
The o/%ectie of the study is to ana&y7e the actua& recruitment #rocess in
I+DIA+I35SH and how far this #rocess confirms to the #ur#oses under&yin the
o#erationa& as#ect of the industry. How far the #rocess is acce#ted /y it8 The
study on recruitment hih&ihts the needs of recruitment in I+DIA +I35SH S5!5(ITI5S.
Human (esource is a most a&ua/&e asset in the orani7ation. *rofita/i&ity of the
orani7ation de#ends on its uti&i7ation. If their uti&i7ation is done #ro#er&y
orani7ation wi&& ma$e #rofit otherwise it wi&& ma$e &oss. If a ood dancer a##ointed
as a !hief 59ecutie 0fficere of a com#any. He amy not run the /usiness. So riht man
shou&d /e #rocured at riht #&ace, some information reardin %o/ and %o/ ana&ysis,
%o/ Descri#tions, :o/ S#ecifications. I+DIA +I35SH S5!U(ITI5S #rocure man#ower in a
ery scientific manner. It ets information /y use of these im#ortant documents &i$e
%o/ ana&ysis, :o/ Descri#tions %o/ S#ecification. ;ithout these recruitment may /e
unsuccessfu&.
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TOPIC OF THE PROJECT
“RECRUITMENT & SELECTION PROCEDURE IN
INDIA NIVESH SECURITIES, NEW DELHI”
OBJECTIVE OF STUDY:
o To $now the awareness of em#&oyees reardin recruitment ) se&ection
#rocedures.
o To $now the satisfaction &ee& of the em#&oyees with the #rocess of recruitment.
o To $now the #rocedure of recruitment and se&ection in I+DIA +I35SH Securities.
o To $now the method of recruitment #rocedures
MAJOR FINDINGS:
o A&& em#&oyees are aware a/out recruitment #rocess.
o Socio, #o&itica&, economic factor effect recruitment #rocess.
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o A&& em#&oyees are satisfied with this #rocess.
o Interna& and e9terna& method used for recruit the candidates.
C"ntent6
INTRODUCTION OF THE COMPANY PROFILE......................7
AN OVERVIEW OF HUMAN RESOURCE ACTIVITIES IN
INDIANIVESH DELHI........................................................13
SWOT ANALYSIS..............................................................17
THEORTICAL ASPECTS OF RECRUITEMENT & SELECTION19
PROCEDURAL DETAIL OF REQRUITMENT AND SELECTION
IN INDIANIVESH..............................................................25
OBECTIVE OF THE STUDY...............................................32
RESEARCH METHODOLO!Y.............................................34
ANALYSIS & INTERPRETATION.........................................3"
FINDIN! AND SU!!ESTIONS..........................................47
LIMITATIONS OF THE STUDY............................................5#
CONCLUSION OF THE STUDY..........................................52
ANNE$URE......................................................................54
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INTRODUCTION
O4 THE
COMPAN,
PRO4ILE
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C"!pan7 Pr"le
India+iesh is one of the ery first /ro$ers in India to /e reistered and &icensed /y
I(DA. It was founded in on set of a&ues and #rinci#&es that sti&& oerns today.
Its mission is to #roide #ersona&i7ed serices and e9ce#tiona& #roducts tai&ored to
match customer needs.
!om#any has chaned its name from Sanyei !or#oration Ltd. to India+iesh Ltd inn
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%"ar8 "f Dire9t"r6
India+iesh is a #rofessiona&&y manaed orani7ation with a rou# of
eminent #rofessiona&s at the he&m of its affairs.
Mr. Ani& Bafna
!hairman
Mr. Girish Bhaat
Director
Mr. (a%aram Ba&di
Director
Mr. Dinesh +uwa&6ounder ) Director
Mr.:inendra Sethi
Director
Mr. (a%esh +uwa&
6ounder ) Manain Director
Mr. Hemant *an#a&ia
6ounder ) Director
%u6ine66 Prin9iple6
In!"#$%
1#
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India+iesh Grou#, throuh the actions of India+iesh #artners and associates, wi&&
ref&ect the hihest ethica& standards at a&& times. Trust is an essentia& e&ement of
India+iesh industry. India+iesh c&ients and co&&a/oratin #artners and associates can
e9#ect our dea&ins with them to /e honest and forthriht.
R!'!(
India+iesh wi&& a&ways treat each other and those with whom we come in contact
with dinity and res#ect. Its a &o/a& firm and em/race diersity of cu&ture and
re&iion in our wor$#&ace. India+iesh is o#en to the thouhts and o#inions of others
irres#ectie of race, creed or ethnic oriin, and re&ish the creatiity that comes from
co&&a/oratin with those who may iew thins from a different #ers#ectie.
L!)*!#+$'
5ery associate and #artner of India+iesh is em#owered as a &eader /oth in our
wor$#&ace and the communities where we wor$. ;e are confident of the firm4s
su##ort as we strie to im#&ement innoation, efficiency and rowth. India+iesh
su##orts community serice actiities, reconi7in the de/t owed to a society that
ena/&es our rou# to f&ourish.
E(!--!n(!
;e are a serice orani7ation. 0ur worth is measured dai&y /y our c&ients and our
co&&a/oratin #artners, associates, customers, etc. ;e wi&& consistent&y #roide
serice at a &ee& that e9ceeds e9#ectations throuh our focus on 2ua&ity.
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T!)./0#1
;e are &oya& to our c&ients, our co&&a/orators, our firm and each other. ;e wi&& wor$
toether and are accounta/&e to each other to #roide the a/so&ute /est resu&ts for
our c&ients. ;e are rewarded for our co&&a/oratie efforts without reard for
indiidua& credit. ;e reconi7e that we are of aryin ta&ents and a/i&itiesJ therefore,
a coo#eratie effort is the /est effort for our c&ients.
In8iaNi:e6h Vi6i"n
0ur 3ision is to emere as a dynamic, customer1centric, and #roressie financia&
rou# in the country with #an India #resence. This wi&& /e made #ossi/&e with a sin&e
minded focus on /usiness rowth and #rofita/i&ity, with due em#hasis on ris$
manaement in an enironment of #rofessiona&ism, trust and trans#arency, o/serin
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the hihest standards of cor#orate oernance and cor#orate socia& res#onsi/i&ities
and meetin the e9#ectations of a&& our sta$eho&ders as we&& as the as#irations of our
em#&oyees.
5ssentia&&y, com/inin interity with #ursuit of e9ce&&ence to ensure #ros#erity to a&&
sta$eho&ders on a continuous /asis is oin to /e the core #hi&oso#hy and driin force
for the rou#.
In8iaNi:e6h Mi66i"n
0ne of $ey endeaors is to /ecome one of the to# ten financia& #owerhouses in India
within the comin 1 years /y constant&y e9#&orin future /usiness mode&s and
offerin the entire /ou2uet of financia& serices to c&ients under one sin&e roof.
India+iesh sere as a /ride for creatin wea&th and #reserin it.
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AN OVERVIEW
O4 HUMAN
RESOURCE
ACTIVITIES ININDIANIVESH
DELHI
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HUMAN RIGHTS
• Business shou&d su##ort and res#ect the #rotection of internationa&&y
#roc&aimed +2.)n #$"+:
• Ma$e sure they are not com#&icit in human rihts a/uses.
LABOR STANDARDS
Business shou&d u#ho&d the freedom of association and effectie reconition of the
co&&ectie /arainin
. The e&imination of a&& forms of forces and com#u&sory &a/or.
. 5&iminate discrimination.
5+3I(0+M5+T
. Business shou&d su##ort a #recautionary a##roach to enironment cha&&enes
. 5ncourae the dee&o#ment and diffusion of enironment friend&y techno&oies.
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COMPANY3S BUSINESS MISSION AND OBJECTIVES
B2$n! M$$0n
To maintain a &eadin #osition in stoc$ /ro$in firm. 0ne of $ey endeaors is to /ecome
one of the to# ten financia& #owerhouses in India within the comin 1 years /y
constant&y e9#&orin future /usiness mode&s and offerin the entire /ou2uet of
financia& serices to c&ients under one sin&e roof.
BUSINESS OBJECTIVES
• GROWTH To ensure a steady rowth /y enhancin the com#etitie ede of
I+DIA+I35SH in e9istin /usiness, new areas and internationa& o#erations so as
to fu&fi&& nationa& e9#ectation from I+DIA +I35SH S5!U(ITI5S.
• PROFITABILTY To #roide a reasona/&e and ade2uate retune on ca#ita&
em#&oyed. *rimari&y, throuh im#roements in o#erationa& efficiency, ca#acity
uti&i7ation and #roductiity and enerate ade2uate interna& resources to
finance the com#any rowth.
•
CUSTOMER FOCUS To /ui&d a hih deree of customer confidence /y #roidin
increased a&ue for his money throuh internationa& standards of #roduct ,
#rofit, #erformance and serice
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TRAINING & DEVELOPMENT
Dee&o#ment of human resource and im#roement in the 2ua&ity of wor$ &ife receies
hihest #riority in I+DIA+I35SH. The H(D has im#arted trainin to a &are num/er of
em#&oyee4s, di#&oma and enineerin trainees, a##rentices throuh arious
dee&o#ment #rorammers and trainins, a##rentices, functiona&, s$i&& and /ehaiora&
area. The H(D center has /een ad%uded, functiona&, s$i&& and /ehaiora& area. The
H(D center has /een ad%uded .the /est esta/&ishment in +orth (eion.
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SWOT ANAL,SIS
S#!n"+
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. 6ocused on de&ierin 2ua&ity content
. Successfu& Trac$ (ecords
C. Brand 52uity
W!)1n!!
. +o fi9ed formu&a to achiee ratins as audience iews $ee# chanin.
. !urrent&y addressin main&y Hindi #rorams.
O''0#2n$$!
. 5merence of new channe&s across a&& &anuaes.
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THEORTICALASPECTS O4
RECRUITEMENT& SELECTION
M!)n$n" O4 #!(#2$.!n
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'A #erson of identification of different sources of #ersonne& is $nown as (ecruitment-
EDWIN D FLIPPO
'(ecruitment is the #rocess of searchin the candidates for em#&oyment and
stimu&atin them to a##&y for the %o/ in the orani7ation-
DALES S5 BEACH
'(ecruitment is the dee&o#ment and maintenance of ade2uate man#ower resources.
It ino&es the creation of a #oo& of aai&a/&e &a/or u#on whom the orani7ation can
draw when it needs additiona& em#&oyees-.
(ecruitment is a 4&in$in function 41 %oinin toether those %o/s to fi&& and those
see$in %o/s.
It is a 4:0I+I+G *(0!5SS4 in that it tries to /rin toether %o/ see$ers ) em#&oyer with
a iew to encouraes the former to a##&y for a %o/ with the &atter.
o The /asic #ur#ose of recruitment is to dee&o# a rou# of #otentia&&y 2ua&ified
#eo#&e.
o To this end the orani7ation must communicate the in such a way that %o/
see$ers res#ond.
o To /e cost effectie, the recruitment #rocess shou&d attract 2ua&ified a##&icant
) #roide enouh information for the 2ua&ified #erson to se&f se&ect themse&es
out.
METHODS OF RECRUITMENT
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65 INTERNAL METHODS
o *romotion ) transferso :o/ *ostin
o 5m#&oyee referra&s
75 EXTERNAL METHODS
o Direct method cam#us recruitment
o Indirect method adertisements, news#a#er. T3) radio ads.
85 THIRD PARTY METHOD
o *riate em#&oyment search firms
o 5m#&oyment 59chane
o Gate hirin ) contracts
o Unso&icited a##&icants wa&$ ins.
95 ALTERNATIVES TO RECRUITMENT
o 0ertime
o Su/contractin
o Tem#orary 5m#&oyees
o 5m#&oyment &eas.
SITUATIONAL FACTORS AFFECTING RECRUITMENT
SITUATIONAL FACTORS IMPACT5conomics 5nironment 1Demand And Su##&y for S$i&&s
1Sudden /oom in s#ecific sectors
Socia& 5nironment 1 0##ortunities for rowth
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1Monetary com#ensation
1Imae of the firm.
Techno&oica& 5nironment 1 +ew Techno&oies +ew :o/s for rare
s$i&&s.*o&itica& 5nironment 1'Sons of the soi&4
1#o&icy owner of union
Lea& 5nironment 59chane (ecruitment trouh the em#&oyment
16actories AT! etc.
SOURCES OF RECRUITMENT
INTERNAL SOURCES:
(etrenched, retired em#&oyees and de#endent of deceased em#&oyees a&so.
ADVANTAGES:
o 5conomica&
o (e&ia/i&ity
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DISADVANTAGES:
o Limited choice
o Bone of contention
EXTERNAL SOURCES:
ADVANTAGES:
o ;ide choice
o In%ection of fresh /&ood
o Motiation 6orces
DISADVANTAGES:
o 59#ensie
o Time consumin
o Demotiatin
o Uncertainty
SELECTION
Se&ection ino&es a series of ste#s /y which the candidates are screened for choosin
the most suita/&e #erson for the acant #osts. The /asic #ur#ose of orani7ation is to
choose riht ty#e of candidates to man arious #ositions in the orani7ation. In order
to achiee the #ur#ose, a we&&1 orani7ed se&ection #rocedure ino&es many ste# and
sat each ste# unsuita/&e candidates are re%ected.
TYPES OF TESTS FOR SELECTION
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In!--$"!n !:
It measures the incum/ents &earnin a/i&ity ) a&so the a/i&ity to understand
instruction and %udment
A'$2*! T!:
It measures indiidua&4s #otentia& to &earn certain s$i&&s1c&erica&, mechanics,
mathematica&, etc.
P!#0n)-$% !:
It measures the /asis as#ect of an a##&icant4s #ersona&ity such as motiation,
emotiona& /a&ance, se&f1 confidence, inter#ersona&, introersion, etc.
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PROCEDURAL
DETAIL O4
RE;RUITMENT
AND SELECTIONIN INDIANIVESH
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PROCEDURE
;hen recruitment has to /e done from the o#en mar$et and adertisement is issue in
the &eadin dai&y news#a#er on a &oca& or nationa& sca&e as #rescri/ed in the
em#&oyment +ews.
• The &ayout of the adertisement and the information contained therein are as
#rescri/ed from time to time.
• The %o/ tit&e, %o/. Summary, 2ua&ification ) e9#erience are in accordance with
a##roed %o/ s#ecification.
• Ae restriction ) s#ecia& re&a9ations, if any, are in accordance with the
a##roed %o/ satisfaction.
• The #ay sca&e and a&&owance #rere2uisites admissi/&e ) no. of #osts are
mentioned.
• +o a##&ication fee is re2uired to /e co&&ected from the candidates a##&yin in
res#onse to an adertisement.
A''-$()$0n F#0.:
The a##&ication from is used is in the format #rescri/ed /y the com#any.
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APPOINITING AUTHORITY:
• The chairman ) MD is the a##ointin authority for a##ointments to #ost in 51
rades ) a/oe e9ce#t that to which a##ointments are made /y manaement
o I+DIA +I35SH S5!U(ITI5S.
• 6or a##ointment to #ost u# 51C rades. The a##ointin is the authority
de&eated with the #owers in this /eha&f as notified from time to time.
S!-!($0n
The a##ointin authority #ersonne& heads to conduct test interiews constitutes
se&ection /oard and to se&ect candidates for a##ointments to any #ost in the com#any
from amon those ca&&ed for such tests > interiews. Se&ection to #osts in their senior
e9ecuties cadre and others common e9ecuties cadre are conducted /y the se&ection
the #ost fa&&in within the #uriew that in case of recruitment to e9ecutie #osts a
mem/er of manaement.
APPOINTMENTAPPOINTMENT OFFER:
An offer of a##ointment is issued to the se&ected candidates in the #rescri/ed
format. This is sined /y the a##ointin authority or the officer to whom the #ower is
de&eated in this /eha&f.
JOINING TIME:
+orma&&y a #erson to whom an a##ointment has /een made is e9#ected to %oin the
serices of the com#any within >= days from the date of issue of a##ointment offer.
Hewer, the com#etent authority de#endin u#on e9iencies of the wor$ may rant
e9tension in this #eriod, urent with which /y #ost is to fi&&ed u# etc.
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MEDICAL FITNESS:
5ery candidates a##ointed to a #ost in the com#any is re2uired to undero a medica&
e9amination /y the com#any4s medica& officer at the time of a##ointment and
re2uired to satisfy the medica& fitness standard #rescri/ed for the #ost.
REFERENCE CHECK AND ANTECEDENT VERIFICATION:
In order to ensure that the character and antecedents and #reious wor$ /ac$round
of the candidates #ro#osed to /e a##ointed are such as not to render him unsuita/&e
for a##ointment in the com#any. The candidates sha&& /e o/tained from the
o/seration em#&oyer s#ecia&&y when they are em#&oyed with an /ro$in industry.
JOINING FORMALITIES:
A##ointee to reu&ar sca&es of #ay on %oinin the com#any to ta$e u# a##ointment are
re2uired to re#ort of the #ersona& de#artment of the team concerned and finished
such documents as are &ater date it is found that an a##ointee has furnished wron
information he is &ia/&e for termination from the serice of the com#any.
SENIORITY
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Seniority an a##ointment is strict&y as #er the &ist drawn /y the se&ection
manaement. After a candidates is inducted in to orani7ation. He is ien a seniority
status e9istin co&&eaues in the simi&ar rade.
PROBATION AND CONFIRMATION:
A&& a##ointees in the com#any are #ermanent /y the ru&es re&atin to #ro/ation and
confirm.
LAY OFF:
The e&imination of %o/s is often without reard to em#&oyee #erformance. Usua&&y
when a com#any is e9#eriencin financia& difficu&ties, A ris$ reduction, made /yinestment /an$ers. That minimi7es the #otentia& downside associated with a
manaement team.
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MANAGHING THE LAY OFF PROCESS
o Address 6inancia& *riorities
o Don4t #&ay the num/ers ame
o Be Humaneo Im#roe day to day manaement Disci#&ine
TRANING & DEVELOPMENT:
Trainin and dee&o#ment is one of the main strateies for the M+!4s e9amined in this
study to e9#ress the worth of their #eo#&e as we&& as their inestor and dee&o#er
e9ce#tiona& em#&oyees.
• 6or instance. :o/. S#ecific trainin is #roidin for re#&acement to e2ui# new
recruits with /asic on the %o/ s$i&&s.
• The stratey which if im#&emented wi&& /e more cost effectie are
• Trainin /eyond the %o/s sco#e.
• Shou&d /e structured4
• !ross sectiona& trainin.
• !ustomi7ed to com#any needs.
PERFORMANCE APPRAISL:
As #art of the attem#t to u#ho&d the a&idity, re&ia/i&ity, and credi/i&ity of system the
com#any shou&d #ut serious efforts on monitorin and contro&
The ways throuh which com#any can at accuracy in the #rocess of #erformance
a##raisa& is /y ado#tin methoda are
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MBO Manaement /y o/%ectie
;here the taret is to achieed /y the em#&oyees shou&d /e ien to them. ;hich is
to /e #erformed within certain time #eriod and de#endin u#on the fi9ed taret one4s
out#ut is to /e measured so that com#any e9#ectation from the em#&oyee increases
with the &ee& of the #erformance and throuh this way een the com#any wi&& et
aware of the #erformance e9#ected out of him /y the com#any.
PROMOTION & CAREER ADVANCEMENT
59ce&&ent #erformance and consistent #roen trac$ records must /e the reci#es for
#romotion considerations in the com#any. The #romotion consideration is faci&ities /y
#erformance a##raisa&, succession, and #&annin and #erformance manaement
system to ena/&e sound #romotion decision. *ractice of a uaranteed seniority
#romotion system in the com#any #romotes em#&oyees in a &oc$ ste# and it4s timeconsumin fashion.
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O%JECTIVE O4
THE STUD,
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OBJECTIVE OF THE STUDY
The #ro%ect wor$ is done to fu&fi&& the re2uirement of our M.B.A, deree course. It is
an intera& #art of the circu&ation of this #roram. The main o/%ectie of this #ro%ect
is to find out the #rocedure of (ecruitment ) Se&ection, Layoff in I+DIA +I35SH.
o Awareness a/out the #rocess or recruitment.
o Their satisfaction &ee&
o 6ind out the factors affectin recruitment #rocess.
o Layoff @Tem#orary Brea$ 6or actiity5&imination.
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RESEARCHMETHODOLO#,
RESEARCH METHODOLOGY:
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A research desin is #ure&y and sim#&y the framewor$ or #&an for a study that uides
the co&&ection and ana&ysis of data. (esearch desin is some statement or
s#ecification of #rocedures, for the co&&ectin and ana&y7in the information re2uired
for the so&ution of some s#ecific #ro/&em. It #roides a scientific framewor$ for
conductin some research.
PRIMARY SOURCES:
A surey of em#&oyees was done throuh 2uestionnaire throuh which data reardin
satisfaction &ee& of em#&oyees with res#ect to (5!(UITM5+T )S5L5!TI0+ and &ayoff
in I+DIA +I35SH.
SAMPLE SI;E:
A sam#&e si7e of == em#&oyees was ta$en.
TYPE OF
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ANAL,SIS &
INTERPRETATION
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(5SULT
RESPONSE >5S == ==
+0 = =T0TAL == ==
RESPONSE
#
2#
4#
"#
%#
1##
12#
YES
NO
In!#'#!)$0n:
Study reea&s that a&& em#&oyees are aware of recruitment #rocedure in India+iesh as
== F res#onded yes.
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RESPONSE >5S ?C ?C
+0
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RESPONSE >
5S < <
+0
T0TAL == ==
RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n:
0ut of == em#&oyees < F thin$ that a&& #otentia& candidates @interna& and e9terna&
$now where to a##&y ) in what form on&y F don4t thin$ so.
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+0
T0TAL == ==
RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n
F em#&oyees res#onded no /ecause there is no #roision in India+iesh to ie
#o&ite res#onses to unsuita/&e candidate.
N. Do you thin$ se&ection of few e9ecutie trainees shou&d /e done from cam#us
interiew8
RESULT
RESPONSE >5S ?= ?=+0 >= >=
T0TAL == ==
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RESPONSE
#
1#2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n:
Study reea&s that ?=F em#&oyees thin$ se&ection of few e9ecutie trainees shou&d /e
done from cam#us interiew /ecause they find that it is a ery easy method to se&ect
the candidate with the /est #otentia&, 7ea& ) ior.
5S ? ?
+0
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RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n:
Most 0f the em#&oyees thin$ that recruitment, se&ection #rocedure is affected /y
socio, *o&itica& ) economic enironment of the country /ecause these are the ma%or
factor, which affect the recruitment #rocess.
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RESPONSE
#
1#
2#
3#
4#
5#
"#
INTERNAL
E$TERNAL
BOTH
In!#'#!)$0n:
Ma%ority oes #art c @Both i.e. Both interna& ) e9terna& are #referred as this #roide
o##ortunity to /oth of them.
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RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n:
A&& em#&oyees are satisfied with #rocedure of recruitment in India+iesh as == F
res#onded yes . Because of
o Trans#arency, fairness ) im#artia&ity.
o 0##ortunity for em#&oyment towards of decreased Pretired Pserin em#&oyees.
5S ? ?+0
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RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
Inter#retation
0ut of == em#&oyees ? F res#onded yes and
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RESPONSE
#
1#
2#
3#
4#
5#
"#
7#
%#
9#
YES
NO
In!#'#!)$0n:
= F res#onded yes /ecause these 2uestionnaire are fi&& u# /y em#&oyees of India
+iesh .So, it is o/ious that they thin$ the em#&oyees wards shou&d /e ien
#reference in recruitment and se&ection.
47
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4INDIN# AND
SU##ESTIONS
FINDINGS
o Awareness reardin 4 recruitment and se&ection #rocedure4 in I+DIA +I35SH is
2uite moderate.o
Ma%ority of e9ecuties say that notice of acancies is not circu&ated interna&&y.o Ma%ority of e9ecutie /e&iee that a##&icants $now where and when to a##&y.
o Surey show that the wait&isted or unsuita/&e candidates are not informed of
their #osition in a #o&ite way.o A ma%ority of e9ecuties fee&s that recruitment and se&ection #rocedure is
affected /y e9terna& and interna& factors.
4%
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o The entries e9ecuties are satisfied with the recruitment #rocedure of the
I+DIA +I35SH.o A ma%ority of e9ecuties fee& that em#&oyee4s ward shou&d /e ien #reference
in recruitment and se&ection #rocedure.
SUGGESTIONS:
o The unsuita/&e or wait&isted candidate4s shou&d /e informed in a #o&ite way
throuh some communication channe& &i$e &etter or news#a#er etc.
o 6ew candidates from some of the re#uted institute shou&d /e recruited direct&y
from cam#us interiew.
o (ecruitment and se&ection shou&d /e made more trans#arent and effectie so
that it shou&d not /e affected /u the e9terna& and interna& factors.o 5m#&oyee4s wards shou&d /e ien #reference /y iin some weiht ae in
recruitment and se&ection.o (ecruitment and se&ection shou&d /e free from #o&itica&, socio or economic
factors.
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5#
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LIMITATIONS O4
THE STUD,
LIMITATIONS:
o ;or$in hours for trainees were a&&otted from == *M to C== *m on&y, a&so the
senior e9ecuties were away in meetins in afternoon, I cou&d not ta$e the
uidance from them. These three hours were not sufficient to &earn the
wor$in of a com#any.o ;hi&e doin the surey, many #eo#&e try to aoid fi&&in the 2uestionnaire,
which creates difficu&ty in the research wor$.o It was not #ossi/&e to coer a&& the units in iew of com#&ete coerae, which
ma$es the study &imited.
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o The surey has to acce#t the answers as the res#ondent to the 2uestionnaire
#roides them. If there is any inconsistency or am/iuity, it wi&& /e difficu&t for
the surey to ma$e use of such a 2uestionnaire.
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CONCLUSION O4
THE STUD,
CONCLUSION
;ith the he of resu&t I find that if manaement thin$s a/out chanes is the
necessary modes of recruitment .It /ecomes more trans#arent.
o A&& of em#&oyees are aware a/out recruitment #rocedure.
o They recruit candidate on the /asis of e9terna& ) interna& methods /oth.
o They are satisfied with the #rocess of recruitment.
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o Most of em#&oyees are in faor in recruitment of the candidate from amonst
em#&oyee4s ward.o (ecruitment #rocess is affected /y socio, #o&itica& and economic factors.
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ANNE
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a 5S / +0C. Hae unsuita/&e candidates or wait&isted candidates were informed of their
#osition in a #o&ice way than$in them for their interest and attendance8a 5S / +0
. Do you thin$ se&ection of few e9ecutie trainees shou&d /e done from cam#us
interiew8
a 5S / +0
. Do you thin$ recruitment and se&ection #rocedure is affected /y socio, #o&itica&
and economic enironment of the country8a 5S / +0
?. ;hich method of recruitment for e9ecutie P su#erisorPwor$er #ost wi&& you
#refer interna& source, e9terna& source or /oth 8
a 5S / +0
. Are you satisfied with the recruitment #rocedure of I+DIA +I35SH8
a 5S / +0
E. Did you thin$ the se&ection #rocedure is trans#arent in I+DIA +I35SH8
a 5S / +0
=.Do you thin$ that the em#&oyee4s wards shou&d /e ien #reference in
recruitment and se&ection8
a 5S / +0
.Any suestion for ma$in recruitment and se&ection #rocedure more effectie
and trans#arent8
a 5S / +0
NAME:
5"
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“T+)n1 40# %02# ?)-2)@-! $.! )n* 2""!$0n33
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