DECLARATION

This is to certify that Report entitled "" which is submitted by me in partial

fulfillment of the requirement for the award of degree B.B.A. to GGSIP
University, Dwarka, Delhi con prises only my original work and due
acknowledgement has been made in the text to all other material used.

Date:

Name of

Student

APPROVED BY
Teacher/Guide

Name of Subject

CERTIFICATE

This is to certify that Report entitled FAS which is submitted by in partial

fulfillment of the requirement for the award of degree B.B.A. to GGSIP
University, Dwarka, Delhi is a record of the candidate own work carried
out by him under my/our supervision. The matter embodied in this thesis
is original and has not been submitted for the award of any other degree.

Date:
Supervisor

ACKNOWLEDGEMENT
I offer my sincere thanks and humble regards to Maharaja Surajmal Institute, GGSIP
University, New Delhi for imparting us very valuable professional training in BBA.
I pay my gratitude and sincere regards to Ms. , my project Guide for giving me the cream of
her knowledge. I am thankful to her as she has been a constant source of advice,
motivation and inspiration. I am also thankful to her for giving her suggestions and
encouragement throughout the project work.
I take the opportunity to express my gratitude and thanks to our computer Lab staff and
library staff for providing me opportunity to utilize their resources for the completion of the
project.
I am also thankful to my family and friends for constantly motivating me to complete the
project and providing me an environment which enhanced my knowledge

CONTENTS
Chapter

Title

No.
1

Introduction

Review of literature

Data analysis and interpretation

Conclusions and

recommendations
Bibliography

Annexure

Page No.

Chapter 1
Introduction

OBJECTIVE:
The objective of my study is to understand and critically analyze the
recruitment and selection procedure at Seritec electronics Pvt Ltd.

1. To know the prospect or recruitment and selection procedure.

2. To

critically

analyze

the

functioning

of

recruitment

and

selection

procedures.

3. To identify the probable area of improvement to make recruitment and

selection procedures more effective.

4. To know the managerial satisfaction level about recruitment and selection

procedure.

SCOPE OF STUDY:

The benefits of the study for the researcher are that it helped to gain knowledge
and experience and also provided the opportunity to study and understand the
prevalent recruitment and selection procedures.

The key points of my research study are:

1. To study about Seritec electronics Pvt Ltd.

2. To understand and analyze various H.R factors including recruitment and

selection procedure at Seritec electronics Pvt Ltd.

3. To suggest any measures/recommendations for the improvement of the

recruitment procedures.
4.

RESEARCH METHODOLOGY:

In the research I have found new ideas by which I can explain the views of
respondents on whom I have conducted research on the topic and on that basis I
have found their views and can suggest some decision problems and opinions by
analyzing and interpreting the facts I have found.

Exploratory research: -

Is a type of research conducted because a problem

has not been clearly defined. Exploratory research helps determine the best
research design, data collection method and selection of subjects. Exploratory
research often relies on secondary research such as reviewing available literature
and/or data, or qualitative approaches such as informal discussions with
consumers,

employees,

management

or

competitors,

and

more

formal

approaches through in-depth interviews, focus groups, projective methods, case

studies or pilot studies.
Research Design: It is the frame work by which we can conduct study on any
topic and can collect data and can analyze that. In this study the information was
collected by using:
Exploratory Research design in the form of well structured Questionnaire.
Personal Interview method.
Simple Convenient Sampling.
For the study two types of data was used.
Primary Data
Secondary Data

DATA COLLECTION:
For the study two types of data is used:
Primary Data
Secondary Data

PRIMARY DATA:
The primary Data was collected through personal interviews conducted with the
help of a structured questionnaire. The questionnaire was designed with closed
ended question, which was used to collect data from the distributors, Retailers
and Customers in that particular area.

SECONDARY DATA:
The secondary data was collected by the researcher with the help of various
publications and internet, listed in the bibliography.

RESEARCH DESIGN:
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is overall operation
pattern or framework of the project that stipulates what information is to be
collected from which source and with what procedures.

Design decision happens:

1. What is study about?
2. What is study being made?
3. Where will the study be carried out?
4. What types of data is required?
5. Where can be the sample design?
6. What will be the sample design?
7. Technique of data collection?
8. How will data be analyzed?
9. How can the costumer be persuaded for opening?
10.How to increase the market share?
11.Who is the competitor?

10

Chapter 2
Review of
Literature
11

12

REVIEW OF LITERATURE:

Most employers recognize the fact that their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee
becomes effective in the shortest time. The success of an organization depends
on having right number of staff, with the right skills and abilities. Organizations
may have dedicated personnel/human resource function overseeing this process,
or maybe involved, and all should be aware of the principles of good practice.
Even it is essential to involve others in the task of recruitment and induction.

MANPOWER PLANNING:

Manpower planning means different things to different organizations. To some

companys manpower planning means management development to others. It
means estimating manpower needs, while some other may define manpower
planning as organizational planning. Although the term manpower planning can
be defined as the process by which an organization ensures that it has the right
number of people and the right kind of people at right places, at the time doing
things for which they are economically most useful.
All organizations are basically human organizations. They need people to carry
out the organizational mission, goals and objectives. Every organization needs to
recruit people. The recruitment policy should, therefore, address itself to the key
question; what is the personnel/human resource requirement of the organization
in terms of numbers, skills, levels etc. to meet present and future needs of
production and technical and other changes planned or anticipated in the next
years.

MEANING:

13

Higher education is a human resource intensive enterprise. It is not surprising

then, that recruitment and selection of staff should be a very high priority in
most if not all units and divisions of student affairs. Recruitment and selection
should include procedures directed to analyze the need and purpose of a
position, the culture of the intuition, and ultimately to select and hire the person
that best fits the position. Recruitment and selection policy should then, be
directed towards the following objectives:
1. Hire the right person.
2. Conduct a wide and extensive search of the potential position candidates.
3. Recruit staff members who are compatible with the college or university.
4. Environment and culture.
5. Hire individuals by using a model that focuses on student learning and
education of the whole person.
6. Place individuals in positions with responsibilities that will enchance their
personal development.

RECRUITMENT:

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
Recruitment of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a

14

pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy.

FACTORS AFFECTING RECRUITMENT:

The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the
factors that can be controlled by the organization. And the external factors are
those factors which cannot be controlled by the organization. The internal and
external forces affecting recruitment function of an organization are:

15

FACTORS

AFFECTING

16

RECRUITMENT

IMPORTANCE OF RECRUITMENT:

1. Attract and encourage more and more candidates to apply in the

organization.
2. Create a talent pool of candidates to enable the selection of best
candidates for the organization.
3. Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
4. Recruitment is the process which links the employers with the
employees.
5. Increase the pool of job candidates at minimum cost.
6. Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
7. Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
8. Meet the organizations legal and social obligations regarding the
composition of its workforce.
9. Begin identifying and preparing potential job applicants who will be
appropriate candidates.
10.Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

17

RECRUITMENT PROCESS:

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These
contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of

employees (Advertising etc).

Short-listing and identifying the prospective employee with required

characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making

18

METHODS OF RECRUITMENT:

1. Recruitment by Campus method

Campus is the location of a university, college, or schools main buildings. This
method is based on recruitment at university, colleges
2. Recruitment by Job centers
Job centers often specialize in recruitment for specific sectors. They usually
provide a shortlist of candidates based on the people registered with the agency.
They also supply temporary or interim employees.
3. Head hunting.
Head hunting are recruitment agents who provide a more specialized approach
to the recruitment of key employees and/or senior management.
4. Recruitment by Advertisements
They can be found in many places such as:
Newspaper
Job posting on job sites
Ads on websites related to positions recruited.
5. Database search on job sites.
Company can buy data from job websites for a week or a month to search
candidates.
6. Employee referral
This method often refers to as word of mouth and can be a recommendation
from a colleague at work.
7. Contract staffing
Company can buy staffing contract from HR outsourcing.
8. Word-of-mouth recruitment
19

9. Free online ads

You can post your recruitment ads at free websites such as forums, blogs
10. Internal recruitment
Internal recruitment can conduct by types of:
Present permanent employees (based on programs of career development).
Present temporary / casual employees.
Retired employees.
Dependents of deceased disabled, retired and present employees.

20

SELECTION:

Once the applicant has become a candidate, it means she has the requisite skills
to warrant an investment of resources necessary to schedule, prepare and
conduct an interview. These days interviews are one of the most important
factors in the selection process because the recruiter and hiring manager are
looking at more than what can the candidate do for the company. They are
looking for soft skills the candidate may have in terms of building teams, working
in collaboration with other professionals, and what the candidate can bring to the
company that no other candidate can. Interviews may be one-on-one for
administrative and support positions; however, candidates for management and
director level positions can expect to be panel interviewed and judged on their
capability to interact with a variety of personalities while presenting her
qualifications in a manner that sells her capabilities to the prospective employer.

Selection is the process of obtaining and using information about job

applicants in order to determine who should be hired for long- or shortterm

positions.

BARRIERS TO EFFECTIVE SELECTION:

PERCEPTION: Our inability to understand others accurately is probably the most

fundamental barrier to selecting right candidate. Selection demands an
individual or a group to assess and compare the respective competencies of
others, with the aim of choosing the right persons for the jobs. But our views are
highly personalized. We all perceive the world differently. Our limited perceptual
ability is obviously a stumbling block to the objective and rational selection of
people.

FAIRNESS:

Fairness

in

selection

requires
21

that

no

individual

should

be

discriminated against on the basis of religion, region, race or gender. But the low
number of women and other less privileged sections of society in the middle and
senior management positions and open discrimination on the basis of age in job
advertisements and in the selection process would suggest that all the efforts to
minimize

inequity

have

not

been

very

effective.

VALIDITY: Validity, as explained earlier, is a test that helps predict job

performance of an incumbent. A test that has been validated can differentiate
between the employees who can perform well and those who will not. However,
a validated test does not predict job success accurately. It can only increase
possibility

of

success.

RELIABILITY: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fall to
predict

job

performance

with

precision.

PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats,

relatives, friends, and peers to select particular candidate. Candidates selected
because of compulsions are obviously not the right ones. Appointments to public
sector undertakings generally take place under such pressure.

SELECTION PROCEDURE:

1. Electronic applicant: Companies are using internet technology to receive

and job application. The basic online application process requires
candidates to send by email and attach a CV. More sophisticated

22

approaches include the use of customised forms that enable a database of

candidate information to be complied, searched and compared.
2. Preliminary interview: This may be used to check quickly on language
skills, qualifications, willingness to do shift work, union membership and
the like. The preliminary interview is typically brief and centred on very
specific job requirements. Initial screening may be done over the
telephone to avoid sifting through hundreds of written application.
3. The application form: It is the basic source of all employment information
for use in later steps of the selection process. It is also valuable to tool in
screening out unqualified applicants. For example, if the job requires a
trade a trade qualification and the applicant indicates that they do not
have one, there is no need to process the application further.
4. Tests: The choice between test or an interview will depend on company
policy, the type of job applied for, the cost of the test and the
qualifications of the candidate. They are job-related tend to be accurate
and objective predictors of particular skills that are needed on the job.
Many problems involving unsatisfactory job performance and dismissal
could be avoided by the use of employment tests.
5. Interview: the employment interview is the most widely used selection
technique. It is a conversation with a purpose between an interviewer and
a job applicant. The interview can be relative unstructured and highly
structured pattern.
6. The medical examination: is usually given by a company doctor or by a
doctor approved and paid for by the organisation. The aim of the preemployment medical is to obtain job-related information on the medical
condition of the applicant. Ensuring that people are not assigned to jobs
for which they are physically unsuited.
7. The selection decision: the final step in the selection process requires the
line manager to make decision to hire or reject an applicant. There are
several approach can be made, they are:
8. The compensatory approach: the manager considers all the selection data
(favorable and non-favorable) for candidates who have passed the initial
screening successfully. This allows the manager to form an overall
impression of the applicants.
9. The successive hurdles approach, the selection predictors are ranked
according to their effectiveness (from most valid and reliable to least valid
and reliable). For example, if an intelligence test has the highest
correlation with job success, it will be used as the first hurdle or step in the
selection process.
23

24

Chapter 3
Data analysis
and
interpretation

25

DATA ANALYSIS AND INTEREPRETATION

A questionnaire was prepared for the purpose of getting feedback from the
employees and manager regarding Recruitment & Selection Procedure of their
company. 30 employees are selected from different department and were
distributed the questionnaire e from the purpose of the study.
Analysis of the data
The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage. The percentage of the people opinion
were analyzed and expressed in the form of charts and have been placed in the
next few pages.

Manpower Planning:
1. Specify the time period(s) for which the estimates are made?
S.No.

Opinion

No. of

Percentage

1.
2.
3.
4.

0-2 years
2-3 years
3-4 years
4 and above

respondent
9
6
9
6

30%
20%
30%
20%

years

No. of respondent
0-2 years
2-3 years
3-4 years
4 and above years

26

20% people said that the company specifies 0-2 year for

making

estimation of forecasting
30% people said that the company specifies 2-3 years for making
estimation.
30% people said that the company specifies 3-4 years for making
the estimation of forecasting.
20% people said that the company specifies 4 & above time
period for making forecasting.

2. Does your organization plan the recruitment policy?

S.No
1.
2.

Opinion

No. of

Percentage

Yes
No

Respondent
30
0

100%
0%

Percentage

27

3. What do you suggest should be the basis of forecasting?

S.No

Opinion

No. of

Percentage

1.

Total cost of the

Respondent
6

20%

2.
3.

project
Past experience
Different phases

12
9

40%
30%

4.

of the project
All the above

10%

No. of Respondent
Total cost of the
project
Past experience
Different phases of
the project
All the above

20% people said that their company forecast on the bases of Total cost
of the project.
40% people said that the company forecast on the bases of past
experiences.
30% people said that the company forecast on the bases of the
Different phases of the Project.

28

10% people said that the company forecast on the bases on of the
above.
4. Do you think the present recruitment policy is helpful in achieving
the goals of the company?
S.No.
1.
2.
3.

Opinion

No. of

Percentage

Yes
No
To some extent

Respondent
15
6
9

50%
20%
30%

No. of Respondent

Yes
No
To some extent

50% people said that the companys recruitment policy is helpful in

achieving the goals.

20% people said that the companys recruitment policy is not

helpful in achieving the goals.

29

30% people said that the companys recruitment policy is helpful

to some extent in achieving the goals.

5. Through which source your organizations recruit the employees?

S.No.

Opinion

No. of

Percentage

1.
2.
3.

Internally
Externally
Both

Respondent
6
18
6

20%
60%
20%

No. of Respondent

Internally
Externally
Both

20% people said that the company recruits the employee from the
internal sources.
60% people said that the company recruits the employee from the
external sources.
20% people said that the company recruits the employee from the both
sources.

30

6. Which of the following external sources you choose for the

recruitment of the employees?
S.No

Opinion

No. of

Percentage

1.

Employee

respondent
6

20%

exchange
2.

consultant
Private employee

20%

3.
4.
5.

agencies
Advertisement
Internet
Any Other

3
12
3

10%
40%
10%

No. of respondent
Employee exchange
consultant
Private employee
agencies
Advertisement
Internet
Any Other

20% people said that the company uses the employee exchange
consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
31

10% people said that the company uses the any other way.
7. Does your organization recruit employees through latest method
of recruitment through Internet?
S.No.
1.
2.

Opinion

No. of

Percentage

Yes
No

Respondent
30
0

100%
0%

Yes

No. of Respondent
Percentage

100% people said that the company uses the latest method of
recruitment.

32

8. Is company use own web site for recruitment?

S.No.

Opinion

No. of

Percentage

1.
2.

Yes
No

Respondent
30
0

100%
0%

Percentage

90% people said that the company uses his own web site for
recruitment.
10% people said that the company not uses his own web site.

33

9. How much number of employees you train in a year?

S.No
1.
2.
3.

Opinion

No. of

Percentage

5-10 emp.
10-15 emp.
15 and above

respondent
0
6
24

0%
20%
80%

No. of respondent

5-10 emp.
10-15 emp.
15 and above

80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a
year.

10. Is Internet recruitment is effective in your opinion?

34

S.No.

Opinion

No. of

Percentage

1.
2.

Yes
No

respondent
24
6

80%
20%

Yes

No. of respondent
Percentage

80% people said that the Internet recruitment is effective sources

of recruiting the employee.
20% people are not in favor of recruiting the employee through
Internet.

11.

Is there any provision for recruitment of summer trainees?

35

S.No.
1.
2.

Opinions

No. of

Percentage

Yes
No

respondents
0
100

0%
100%

Percentage

100% people said that there is no provision to recruiting summer/inplant trainees.

12.

Does the procedure adopted for recruitment and selection

of employees enables to give right person at the right job?

36

S.No.

Opinions

No. of

Percentage

1.
2.
3.

Yes
No
To some

respondent
21
3
6

70%
10%
20%

extent

No. of respondent

Yes
No
To some extent

70% people said that the procedure adopted for recruitment and
selection of employees
enable to place the right person for the right job.
10% people said that the procedure adopted for recruitment and
selection of employees
does not enable to place the right person for at the right job.
20% people said that the procedure adopted for recruitment and
selection of employees
37

enable to some extent to place the right person for at the right job.
13.

Which type of technique is used for interview?

S.No.

Opinions

No. of

Percentage

1.
2.
3.

Structured
Unstructured
Both

respondent
18
3
9

60%
10%
30%

No. of respondent

Structured
Unstructured
Both

60% people said that the company uses the structure technique for
selection.

10% people said that the company uses the unstructured technique for
selection.

30% people said that the company uses both the techniques for
selection.

38

14.

Is there any provision for evaluation and control of r

ecruitment and selection process?

S.No.

Opinions

No. of

Percentage

respondents
1.

Yes

24

80%

2.

No

20%

Yes

No. of respondents
Percentage

80% people said that the company has the provision for
evaluation and control of
recruitment and selection.
20% people said that the company does not have the provision for
evaluation and control
of recruitment and selection.

39

15.

Is there any facility for absorbing the trainees in your

organization?

S.No.

Opinions

No. of

Percentage

1.
2.

Yes
No

respondents
100
0

100%
0%

Yes

No. of respondents
Percentage

100% people said that the company has the facility for absorbing the
trainees.

40

Chapter 4
Conclusions and
recommendatio
ns

41

CONCLUSION AND RECOMMENDATIONS:

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND PRACTICES

OF RECRUITMENT AND SELECTION PROCEDURE:
The following are the suggestions received

from the

respondents

of

the

questionnaire.
These suggestions are based on their awareness regarding The Recruitment and
Selection

Procedure:

1.

During the selection process not only the experienced candidates but

also the fresh candidate should be selected so as to avail the innovation

and enthusiasm of new candidates.

2.

In the organization where summer training facility prevailing then

such kind of practices must be adopted so that the student can learn and again
from their practical views.

3.

Candidates should be kept on the job for some time period; if suitable they

should be recruited. During the selection process, the candidates should be

made relaxed and at ease.

4.

Company should follow all the steps of recruitment and selection for the

selection of the candidates.

5.

Selection process should be less time consuming.

42

6.

The interview should not be boring, monotonous. It should be made

interesting. There must be proper communication between the Interviewer and

the Interviewee any the time of interview.
7.

Evaluation and control of recruitment and selection should be done fair

judgment.

8.

Methods used for selection of candidates should be done carefully and

systematically.

9.

The attainment of goals and objective of any organization depend on

the type and quality of its manpower. To have right type of men at right job and
at right time, the recruitment and selection procedure should be fair and
impartial.
10.

This is indeed an important suggestion and authorities concerned should

immediately look into it and try to implement it.

CONCLUSIONS:

Based on the analysis through the questionnaire responses the following is the
conclusion of the study.
The

organization

Recruitment

follows

the

rules

and

regulation

involved

in

their

and Selection Procedure of the organization. However, there is

some scope for improvement with regard to following:

1.

The managers are fully satisfied with the existing Recruitment and

Selection procedure.
43

2.

The recruitment and Selection procedure should not be lengthy.

3.

To some extent a clear picture of required candidates should be

made in order to search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

LIMITATIONS OF STUDY:

The project has inherent limitations due to its potential scope

1) Eight weeks is too short to give shape to a new idea in an old set up like
escorts.
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investment.

44

_ Personnel management by K.V Mishra, Aditya publishing house

Madras, 1992.

_ CHHABRA T.N, Principles & practices of management, Dhanpat Rai

and co. (p)Ltd, Delhi, 2000.

_ Practice of Human Resource by Danny Shield.

_ Manuals from the Company.

_ www.vallabhgroup.com

_ www.google.com

45

Annexure

46

QUESTIONNAIRE:

SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT

AND SELECTION

DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the
RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be
very valuable in conducting the survey. Please answer the following questions
with a (3) in the appropriate boxes:

MANPOWER PLANNING:

1. If yes, then please specify the time period(s) for which the estimates are
made?

(a). 0-2 years

(b) . 2-3 years

(c). 3-4 years

(d) . 4&above years.

RECRUITMENT POLICY:

2. Does your organization plan the recruitment policy?

(a). Yes

(b). No

47

3. What do you suggest should be the basis of forecasting?

(a). Total cost of project
(b). Past experience
(c). Different phases of project
(d). All of the above

4. Do you think the present recruitment policy is helpful in achieving the goals of
the company?
( a). Yes

(b) . No

(c). To some extent

SOURCES OF RECRUITMENT:

5. Through which source your organizations recruit the employees?

(a). Internally

(b). Externally (c). Both

6. Which of the following external sources you choose for the recruitment
of the employees?
(a). Employee Exchanges Consultants
(b). Private Employee Agencies
(c). Campus Requirements
(d). Advertisements
(f) . Any other.

48

LATEST TECHNIQUES OF RECRUITMENT

7. Do your organization recruit employees through latest method of recruitment

through
Internet: (a). Yes

( b). No

8. If yes then the company use own web site or this purpose.
(a). Yes

( b). No

9. Is Internet recruitment is effective in your opinion?

(a). Yes

(b). No

RECRUITMENT OF SUMMER TRAINEES

10. Is there any provision for recruitment of summer trainees?

(a). Yes

(b). No

(c). To some extent

11. How much number of employees you train in a year?

(a). 5-10

(b). 10-15

(c) . 15& above

12. Is there any facility for absorbing the trainees in your organization?

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(a). Yes

(b). No

SELECTION POLICY

13. Which type of technique is used for interview?

(a). Structured

(b). Unstructured

(c). Both

FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:

14. Is there any provision for evaluation and control of recruitment and
selection process?
(a). Yes

(b). No

15. Does the procedure adopted for recruitment and selection of employees
enables to give right person at the right job?
(a). Yes

(b). No

(c). To some extent

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