SUMMER TRAINING PROJECT REPORT

On

“THE STUDY ON RECRUITMENT AND SELECTION

PROCESS”

Submitted in the Partial fulfilment of the requirement for the Two-Year Full-Time
Master of Business Administration
(2020-22)

Submitted to Submitted by:

Dr. Rajni Singh Anuj Tripathi
Roll No. 2007330700006

HIERANK BUSINESS SCHOOL

A-42, Institutional Area, Sector 62, Noida
SESSION 2020-22
(Affiliated to Dr A.P.J Abdul Kalam Technical University Lucknow, Uttar Pradesh)

1|Page
 Date:

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Mr ANUJ TRIPATHI is a Bonafede student of MBA 2 nd Year of this institute for the

session (2020-2022) and he has prepared Summer Training Project Report “recruitment and selection

process under the organization” for partial fulfilment of Master of Business Administration (MBA) affiliated

to Dr APJ Abdul Kalam Technical University, LUCKNOW.

I wish him all the best for his future Endeavors

Dr. Rajni Singh Dr. Rajni Singh

(Dean MBA) (Faculty Supervisor
 DECLARATION

I, Anuj Tripathi, student of MBA 2020-22, hereby declare that the summer training project on recruitment

and selection of the organization where I have done internship findings related to it under the guidance of Dr

Rajni Singh.

I further declare that the information presented in this project is true and original to the best of my

knowledge.

ANUJ TRIPATHI

3 RD SEMESTER
 ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of guidance and
assistance from many people and I have got this all along work. Whatever I
have done is only due to such guidance and assistance and I would not forget to
thank them.

I express my deep gratitude and sincere thanks to DR. Rajni Singh MA’AM
whose excellent teaching has left on incredible print on my mind, leading me to
prepare this project in a better way which could not have been possible without
his support and active guidance.

Hereby I declare that all the information supported by one in this project is my
own and true to the best of my knowledge.

Anuj Tripathi

MBA, 3rd Semester

 INDEX

S.NO TOPICS PAGE NO.

1 INTRODUCTION OF 6-24
COMPANY

2 INTRODUCTION OF 25-26
PROBLEM

3 RECRUITMENT AND 27-48

SELECTION

4 DIFFERENT COMPANIES 49-51

RECRUITMENT &
SELECTION
5 RESERCH 52-70
METHODOLOGY

6 CONCLUSION 71--
 CERTIFICATE OF INTERNSHIP FROM ORGANIZATION

ADCON PRIVATE LIMITED

Reference No. – RFA/INTERN/WFH/0234 Date- 15

Sept 2021 Mr. Anuj

TO WHOM IT MAY CONCERN

This is to certify that Mr. Anuj Tripathi, a MBA student with HR specialization from
HIERANK BUSINESS SCHOOL, NOIDA affiliated to ABDUL KALAM TECHNICAL

UNIVERSITY has completed internship programme at our company from 01 AUGUST 2021 to 15
SEPTEMBER 2021 (45 Days) about the topic Training & Development as well Lower-level
Recruitment (HR Department).

He demonstrated good decision skills, he can work independently and is able to effective multi task to
ensure that the assignment are looked after and completed in a professional and timely manner.

We would love to score him 9 out of 10 based upon his performance.

We wish Mr. Anuj Tripathi, the very best for his career and future endeavors. For Reliable First

Adcon Private Limited

Introduction of organization

Reliable First was started in 2013 and since then we are working every day to earn that trust of being the
most “Reliable” company in the industry.
We value the Vision & Growth of our clients towards Success hence we believe in never compromising with
the Quality of Work, Candidates, Documentation and communication.
We understand the Requirement and put our complete efforts to full fill the same. Our biggest advantage is
large pool of candidates and talented team which make it easy for us to understand hiring with diversified
industry and expertise.

Services offered by this organization

TEMPORARY STAFFING

PERMANENT STAFFING

BPO/KPO SOLUTION

LABOUR CONTRACT

PAYROLL OUTSOURCING

EXECUTIVE RESERCH

TRAINING &SKILL DEVELPOMENT

SECURITY&HOUSE KEEPING SERVICES

BACKGROUND VERIFICATION

TRANSPORT FACALITY

CANTEEN FACALITY

OUTSOURCING
 What our clients say
About us

We started our empanelment with Reliable First with a hope of better results and since then we've never been disappointed,
Not just the results but their way of response is also a great plus point.

What our Team say About us

I joined Reliable First in the beginning of my career; I had no idea about my strength but Reliable helped me with my
capabilities. the culture we have over here has definitely improved in every way of life .

Understand how you’ll impact revenue

It doesn’t really matter what your role will be with the company. In every situation, knowing how your work will
impact the company’s bottom line is the most important prep work a candidate can do heading into an interview.
Start by researching the information that matters to your potential position.

“Be really, really knowledgeable about the company's products or services so that you can frame your potential
employment in terms of how you'd interact with the company's source of revenue,” says Lynda Spiegel, founder of
Rising Star Resumes, a career coaching and resume service based in Forest Hills, New York. For example, if you’re
applying to a company that prides itself on meeting tight deadlines, explain to your interviewer that your excellent
time-management skills can help improve productivity.
 Brief history of the organization

Reliable First was started in 2013 and since then we are working every day to earn that trust of being the
most “Reliable” company in the industry. We value the Vision & Growth of our clients towards Success
hence we believe in never compromising with the Quality of Work, Candidates, Documentation and
communication.

Process with the organization

1. Determination of Objectives

2. Division of Activities

3. Grouping of Activities

4. Defining Authority and Responsibility

5. Co-Ordination of Activities

6. Reviewing and reorganizing

7.
 Select Requirement
Our team would ask about the requirements when the client approaches. As soon as we
understand the requirement we will send the Vendor empanelment proposal and salary
quotation to approve.

Agreement
When Client approves the quotation we will further move forward to the Agreement part
where we would take decision with mutual discussion between both the companies.

Deliver Result
Once agreement is received our B.D. team would further send your requirements to the
recruitment team. They will start hiring the suitable candidates in no time and fill the
available positions .
 Undertaking

ADCON PRIVATE LIMITED

Declaration regarding CLRA Applicability, Contractor employee headcount, URL and

contractor compliance documents upload
This is to declare that vide Form VIB dated 06-08-2021 and duly uploaded on the e-District portal vide
application number 50690000001248 filed by M/s Insta Kart Services Private Limited, a company
incorporated under Indian Companies Act, 1956 and having its registered office in Bengaluru, has
appointed us as their Contractor for RELIABLE FIRST ADCON PRIVATE LIMITED for Delivery
Services/Loading & Unloading Services, w.e.f from 06- 09- 2021for our Premises Plot No 3, Pocket 8-B,
Sector 19, Rohini, New Delhi- 110085.

We hereby declare that maximum 09 number of manpower will be deployed by us w.e.f 06-09- 2021
although the total number of contract workers to be deployed by the Principal Employer through other
contractors is likely be higher than 20.
We confirm that we will upload Muster roll, Salary records, Provident Fund records and ESI for
deployed employee as soon as it becomes applicable or From October 2021.
For RELIABLE FIRST ADCON PRIVATE LIMITED

Sign and seal of Authorized signatory Date: 12th August

2021

ADCON PRIVATE LIMITED

Declaration regarding contractor employee headcount, URL CLRA Applicability

and contractor compliance documents upload

This is to declare that M/s InstaKart Services Private Limited, a company incorporated under Indian Companies
Act, 2013 and having its registered office in Bengaluru, has appointed us as their Contractor for Delivery
Services/Loading & Unloading Services, w.e.f from 01-08-2021 for premises situated at C 4/ 91A, Yamuna Vihar,
New Delhi – 110053.
We hereby declare that maximum 07 number of manpower will be deployed by us w.e.f 01-08- 2021
although the total number of contract workers to be deployed by the Principal Employer through
other contractors is likely be higher than 20.

We confirm that we will upload Muster roll, Salary records, Provident Fund records and ESI for
deployed employee as soon as it becomes applicable or from September 2021.

For RELIABLE FIRST ADCON PRIVATE LIMITED

Sign and seal of Authorized signatory Date: 12th August

2021
We declare that since September, 20 till June, 21, there are no contract employees deployed
at our below premises of M/s Insta kart Services Pvt. Ltd.

Location
Sr.. No. Entity Location Address
Code

KHASRA NO-167/2/2, VILLAGE BAMNOLI, SECTOR-28, DWARKA, NEW

1 Insta Kart Services Pvt. Ltd. 4004
DELHI – 110077

2 Insta Kart Services Pvt. Ltd. 4001 Plot No.93, Main GSK Road Village Sarai Pipal Thalla New Delhi - 110033

For, Reliable First Adcon Private Limited

Stamp & seal of Authorized signatory:

Date: 27-July-2021

ADCON PRIVATE LIMITED

Declaration regarding contractor employee headcount, URL CLRA Applicability

and contractor compliance documents upload
This is to declare that vide Form VIB dated 01-07-2021 and. duly uploaded on the e-District portal vide
application number 50690000001223 filed by M/s InstaKart Services Private Limited, a company
incorporated under Indian Companies Act, 2013 and having its registered office in Bengaluru, has
appointed us as their Contractor for Delivery Services/Loading & Unloading Services, w.e.f from 10-08-
2021 for our premises situated at H-16, The Manufacturers Cooperative Industrial Estate Ltd., Udyog
Nagar, New Delhi 110041.

We hereby declare that maximum 15 number of manpower will be deployed by us w.e.f 10-08- 2021
although the total number of contract workers to be deployed by the Principal Employer through other
contractors is likely be higher than 20.

We confirm that we will upload Muster roll, Salary records, Provident Fund records and ESI for
deployed employee as soon as it becomes applicable or from September 2021.
For RELIABLE FIRST ADCON PRIVATE LIMITED

Sign and seal of Authorized signatory

Date: 05th August 2021

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 Declaration regarding contractor employee headcount, URL CLRA Applicability
and contractor compliance documents upload

This is to declare that vide Form VIB dated 22-07-2021 and. duly uploaded on the e-District
portal vide application number 50690000001231 filed by M/s InstaKart Services Private Limited,
a company incorporated under Indian Companies Act, 2013 and having its registered office in
Bengaluru, has appointed us as their Contractor for Delivery Services/Loading & Unloading
Services, w.e.f from 01-09-2021 for our premises situated at H. No. -11/77, (Block No. 11, Qtr.
No. 77), situated at Geeta Colony, Jheel Khuranja, Delhi - 110031

We hereby declare that maximum 05 number of manpower will be deployed by us w.e.f 01-09-
2021 although the total number of contract workers to be deployed by the Principal Employer
through other contractors is likely be higher than 20.

We confirm that we will upload Muster roll, Salary records, Provident Fund records and ESI for
deployed employee as soon as it becomes applicable or from October 2021.

For RELIABLE FIRST ADCON PRIVATE LIMITED

Sign and seal of Authorised signatory Date: 05th August
2021

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 Declaration regarding contractor employee headcount, URL CLRA Applicability
and contractor compliance documents upload

This is to declare that vide Form VIB dated 22-07-2021 and. duly uploaded on the e-District
portal vide application number 50690000001235 filed by M/s Insta Kart Services Private
Limited, a company incorporated under Indian Companies Act, 2013 and having its registered
office in Bengaluru, has appointed us as their Contractor for Delivery Services/Loading &
Unloading Services, w.e.f from 11-08-2021 for our premises situated at Plot No 5 & 6, part of
Khasra no- 550-431 & 164, Village- Dhirpur,(Nirankari city colony),Delhi- 110009.
We hereby declare that maximum 08 number of manpower will be deployed by us w.e.f 11-08-
2021 although the total number of contract workers to be deployed by the Principal Employer
through other contractors is likely be higher than 20.

We confirm that we will upload Muster roll, Salary records, Provident Fund records and ESI for
deployed employee as soon as it becomes applicable or from September 2021.

For RELIABLE FIRST ADCON PRIVATE LIMITED

Sign and seal of Authorized signatory

Date: 05th August 2021

 Major challenges faced by organization

1. Attracting the right candidates

If you’ve ever tried to discover the right candidate in a pool full of unqualified talent, you’ll know that your
options are limited. You’ll choose the best person you can find at the time—not the best fit for the job. But
it’s not always about the number of candidates who apply; the best way to hire the right people is often from
a smaller pipeline of more qualified talent.

2. Engaging qualified candidates

Good candidates are often contacted regularly by recruiters, making it harder for your own email to stand
out. In addition, candidates with hard-to-find skills are often considering several job offers at the same time.
You need to put extra effort into passive candidates to choose your company over your competitors.

3. Hiring fast

Hiring teams want to hire as fast as possible, because vacant positions cost money and delay operations. Yet,
depending on your industry, make hire putting pressure on recruiters and frustrating hiring teams. A
long time to hire may be a of a shortage of qualified candidates. The hiring process may be too long or
hiring teams might struggle to reach a consensus, resulting in the best candidates finding jobs elsewhere.

4. Using data-driven recruitment

Companies can use recruitment and data matrix to constantly improve their recruiting process and make
more informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to
track hiring data but the require manual risk, are prone to human error—and they are not complain. This
makes it hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an
efficient and streamlined way.

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 5. Ensuring a good candidate experience

Candidate experience isn’t only important for employer branding, but it’s also a factor when your best
candidates are evaluating your job offers. The way you treat candidates during the hiring process mirrors the
way you’ll treat them after hiring. If they had a bad experience, they’re less likely to accept. Conversely,
positive change can enhance your employer brand and encourage good candidates to apply and accept your
job offers.

6. Recruiting fairly

Many companies attract to hire and attract candidates and unconscious biases are often the reason. Apart
from your legal obligations to provide equal opportunities, hiring objectively is good for business because it
helps you hire the best person for the job without stereotypes interfering. This will result in an inclusive
workplace showing potential candidates that you’re a meritocracy and allowing you to benefit from diversity

in affiliation.

7. Creating an efficient recruiting process

Hiring teams need to communicate fast, evaluate candidates easily and know what’s going on every step of
the way. Recruiters are tasked with coordinating all this communication and it’s not always a breeze.
Especially if recruiter’s relation with a manager. Also, administrative tasks (like scheduling interviews)
often take away valuable time that recruiters could have used in coordinating the hiring process and
ensuring good candidate experience.

Building a strong employer brand

A good employer brand helps you attract and engage better candidates. Organizations that invest in
employer branding are three times more likely into it. Yet, it’s a complex process that includes anything
from ensuring a positive candidate experience to promoting your culture on social media. It’s a continuous,
collective effort that requires you to step out of your usual duties and secure buy-in from your co-workers
The best recruitment methods to overcome common challenges

Build a talent pool

◼ Look into past hiring processes for candidates who advanced to the final stages or source new
candidates

◼ Engage past and passive candidates

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 -- Train hiring teams

-- Diversify your recruiting strategies

-- Invest in an ATS

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 Introduction of problem

1. There’s too much noise in the market, making it hard to grab candidates’
attention.

2. Great candidates are often fielding multiple offers at once.

3. There’s a shortage of talent with the skills your company needs.

4. Testing candidates’ skills accurately and fairly can be tricky.
5. Hiring managers are too picky with what they want.
6. Recruiters sometimes lack the technical knowledge needed to answer
candidates’ questions.

What is recruitment and selection ?????

Meaning:

for recruiting Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organisation. When more persons reduction in labour
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and
making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources. This is the first stage of the process of
selection and is completed with placement.
apply for jobs then there will be a scope better persons.

The job-seekers too, on the other hand, are in search of organisations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple words,
the term recruitment refers to discovering the source from where potential employees may be selected. The
scientific recruitment process leads to higher productivity, better wages, high morale,
Definition:

According to Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organisation.” He further elaborates it, terming it both negative and
positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio,
i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a

good number of those who apply, leaving only the best to be hired. ”

Process of Recruitment:

Recruitment Process Passes through the Following Stages:

(i) Searching out the sources from where required persons will be available for recruitment. If young
managers are to be recruited then institutions imparting instructions in business administration will be the
best source.

(ii) Developing the techniques to attract the suitable candidates. The goodwill and reputation of an
organisation in the market may be one method. The publicity about the company being a professional
employer may also assist in stimulating candidates to apply.

(iii) Using of good techniques to attract prospective candidates. There may be offers of attractive

salaries, proper facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply for jobs. In order

to select a best person, there is a need to attract more candidates.

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Factors Influencing Recruitment:

All enterprises, big or small, have to engage themselves in recruitment of persons. A number of factors

influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A big enterprise requires
more persons at regular intervals while a small undertaking employs only a few employees. A big business
house will always be in touch with sources of supply and shall try to attract more and more persons for
making a proper selection. It can afford to spend more amounts in locating prospective candidates. So the
size of an enterprise will affect the process of recruitment.

2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In under-developed
economies, employment opportunities are limited and there is no dearth of prospective candidates. At the
same time suitable candidates may not be available because of lack of educational and technical facilities. If
the availability of persons is more, then selection from large number becomes easy. On the other hand, if
there is a shortage of qualified technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly influence the availability of
personnel. If higher wages are paid as compared to similar concerns, the enterprise will not face any
difficulty in making recruitments. An organization offering low wages can face the problem of labour
turnover.

The working conditions in an enterprise will determine job satisfaction of employees. An enterprise offering
good working conditions like proper sanitation, lighting, ventilation, etc. would give more job satisfaction to
employees and they may not leave their present job. On the other hand, if employees leave the jobs due to
unsatisfactory working conditions, it will lead to fresh recruitment of new persons.

4. Rate of Growth:

expanding concern will require regular employment of new employees. There will also be promotions of
existing employees necessitating the filling up of those vacancies. A stagnant enterprise can recruit persons
only when present incumbent vacates his position on retirement, etc The growth rate of an enterprise also
affects recruitment process.

Theories of recruitment and selection

RECRUITMENT PROCESS IN TATA CONSULTANCY SERVICES

Recruitment Process:

TCS conducts 4 rounds to select freshers as Assistant System Engineer in their organisation.
 Written Round
 Technical Round
 Managerial Round
 HR Round
Written Round:
The Written round consists of four sections and the total time allotted is 90 minutes. The four sections include:
1. Quantitative Aptitude Test:

The first is the Quantitative Aptitude test where the numerical and the reasoning ability sections are
tested. There are 20 questions that need to be attempted in 40 minutes. There are 2-star questions
which have more weight than normal questions and are a bit tricky. There is negative marking of 1/3rd
for the questions other than the star. Important topics include Number system, Equations, Ratio and
Proportion, Percentages, Profit and Loss, Time and Work, Time speed Distance, Areas and
Mensuration, Averages, Permutations and Combinations, Probability, Plane geometry, Seating
Arrangements, Sets, Progressions, Functions, Series, Coding, Truth and Lie based puzzles.

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 2. Programming Language Test:

This round consists of general questions from computer science and programming languages. It
consists of 10 to 12 questions and the time allotted is 20 minutes. It is an MCQ round and basically
consists of basic programming questions.
3. Coding Round:

This is a technical coding round. It consists of 1 to 2 questions and the time allotted is 20 minutes.
You can refer to the to explore the questions asked in TCS.

4. E-mail writting:
There will be given certain clues/words using which you have to write an e-mail addressing the
scenario. You have to type the e-mail in the space given. The most important thing is you have to use
all the phrases given without missing even a single one. The time allotted is 10 minutes.
Note: Students with more than 8.5 or 80 % respectively have to just appear for the verbal section i.e, the
email writing.
The students with rank under 1000 in Code Vita round 1 will be allowed to skip the written round and
appear directly for interviews.

What is recruiting in HRM?

Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall goals of
the organization through effective administration of human capital — focusing on employees as
the company's most important asset.

Recruitment is the first step in building an organization's human capital. At a high level, the goals
are to locate and hire the best candidates, on time, and on budget.

What does recruitment involve?

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While the recruitment process is unique to each organization, there are 15 essential steps of the hiring
process. We’ve listed them here, but for a detailed exploration of these steps, check out our page on Hiring
Process Steps:

 Identify the hiring need

 Devise a recruitment plan
 Write a job description
 Advertise the position
 Recruit the position
 Review applications
 Phone Interview/Initial Screening
 Interviews
 Applicant Assessment
 Background Check
 Decision
 Reference Check
 Job offer
 Hiring
 Onboarding

Types of recruiting

There are several types of recruiting. Here’s an overview:

Internal Recruiting: internal recruiting involves filling vacancies with existing employees from within an
organization.

Retained Recruiting: When organization hire a recruiting firm, there are several ways to do so; retained
recruiting is a common one. When an organization retains a recruiting firm to fill a vacancy, they pay an
upfront fee to fill the position. The firm is responsible for finding candidates until the position is filled. The
organization also agrees to work exclusively with the firm. Companies cannot, in other words, hire multiple
recruiting firms to fill the same position.

Contingency Recruiting: like retained recruiting, contingency recruiting requires an outside firm. Unlike
retained recruiting, there is no upfront fee with contingency. Instead, the recruitment company receives
payment only when the clients they represent are hired by an organization.

Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing recruiting matches qualified
applicants with qualified job openings. Moreover, staffing agencies typically focus on short-term or
temporary employment positions.
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Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which helps former
employees transition into new jobs. Outplacement recruiting is designed to provide displaced employees
with the resources to find new positions or careers.

Reverse Recruiting: refers to the process whereby an employee is encouraged to seek employment with a
different organization that offers a better fit for their skill set. We offer Reverse Recruiting Days to help
workers with this process. At our Reverse Recruiting Days we review resumes, conduct mock interviews,
and offer deep dives into specific job roles. Click here for more information.

Tips for effective recruiting

Recruitment is a nuanced process that requires extensive research, thorough procedures, and finesse in order
to produce high-quality hires with regularity. With that in mind, here are out top-three tips for effective
recruitment:

 Look internally before externally: there’s a good chance the best candidate for your position is
already working for your organization. Internal candidates are already familiar with and contributing
to your corporate culture and goals. Given their past success within your organization, it is
reasonable to expect they will continue to excel in a new position.
 Reach out to “passive” candidates: there is a good chance your ideal candidate is not actively
looking for a new job and will not respond to your job board ad. Why? Because they’re likely
already employed elsewhere. After all, why wouldn’t your competitors also want to employ your
ideal candidate? Therefore, effective recruiting requires you to look outside of your applicant pool
for top talent. Encouraging your staff to attend industry conferences and participate in professional
organizations; developing relationships with local university business schools (or other relevant
departments); searching social media sites (i.e. LinkedIn) for strong resumes from candidates who
might not be actively looking for a new job; and encouraging your employees to refer people they
know or are connected to are all important mechanisms through which to expand your recruitment
network.
 Hire the sure thing: according to two authors and experts, you should hire the person who is
already excelling doing the exact job in your industry. Past success, in other words, is the best
indicator of future success.

Conclusion

At its core, recruiting is a rather simple concept--it encompasses identifying candidates and hiring
them to fill open positions. However, effective recruiting combines a bit of art with science. It
requires implementing repeatable processes that will lead to reliable results, on the one hand. On the
other, it requires sophistication to think outside the box in order to find your ideal candidate.

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 REVIEW OF RECRUITMENT AND SELECTION

Most employers recognize the fact that their staff are 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 the right
number of staff, with the right skills and abilities. Organizations may have a dedicated
personnel/human resource function overseeing this process, or they may devolve these
responsibilities to line managers and supervisors. Many people may be 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

company’s manpower planning means management development to others. It means

estimating manpower needs, while some other may define manpower planning as

organization 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 the right places, at the time doing things for which they are

economically most useful.’

Man power planning involves

Manpower planning is a continuous process. In operational terms it involves the analysis

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of the current and future manpower resources terms and requirement to ensure that such

needs and resources are always kept in proper balance, both in terms of quantity.

Need of man power planning

All said and done, it cannot be define that the quality of manpower can be responsible for

significant difference in the short and long run performance among companies. As Ralph

Besse once said, “There is nothing we can do about performance of past management or

the qualification of today’s management but tomorrow’s management can be as good as

today’s manager care to make it.”

Factors affecting recruitment

In recruiting new Employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:

➢ Labor Market Boundaries:- The knowledge of the boundaries help management

in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.

➢ Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.

➢ Economic Condition:– Economic conditions also affect recruitment

Unemployment worker may swamp a new plan located in a depressed labour market whereas
a firm trying to establish it or to expand in an area where a few qualified workers are out of
wok has quite a different recruitment problem.

➢ Attractiveness of the Company: –The attractiveness of the company in terms of higher

wages, clean work, better fringe benefits and rapid promotions serves as influencing factor in
recruitment.

Importance of recruitment

Recruiting people who are wrong for the organization can lead to increased labour
turnover, increased costs for the organization, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best, and
end up leaving voluntarily or involuntarily when their unsuitability becomes evident.
They will not offer the flexibility and commitment that many organizations seek.
Managers and supervisors will have to spend extra time on further recruitment exercises,
when what is needed in the first place is a systematic process to assess the role to be
filled, and the type of skills and Most recruitment systems will be simple, with stages that
can be followed as a routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.
This booklet describes the main features of such systems, and other related issues.
Systems should be:

• efficient - cost effective in methods and sources

• effective - producing enough suitable candidates without excess and ensuring the
• identification of the best fitted for the job and the organisation
• fair - ensuring that right through the process decisions are made on merit alone.

Process of recruitment

Recruitment Process

A vacancy presents an opportunity to consider restructuring, or to reassess the

requirements of the job. This assessment is valid whether it is to fill an existing job or
a
new one. Ask questions such as:

Recruitment Process

A vacancy presents an opportunity to consider restructuring, or to reassess the

requirements of the job. This assessment is valid whether it is to fill an existing job or
a
new one. Ask questions such as

• have work patterns, new technology or new products altered the job?
 • are there any changes anticipated which will require different, more flexibleskills

from the jobholder?

Answers to these questions should help to clarify the actual requirements of the job
and how it fits into the rest of the organisation or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good ideas
about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identify the possible sources form where they can be met,

communicating the information about the jobs, terms and conditions and prospects

they offer, and enthuse the people who meet the recruitment to respond to the

invitation by applying for jobs. Thereafter the selection process begins. The process is

as follows:

Decide on how many people you need

If everything is being done to improve performance and still there is a gap between

what the current performance is and the goals set, then the best way is to recruit more

people.

Analyze the job

Analyzing the job is the process of assembling and studying information

relating to all aspects of a particular post. Analysis is done to find possible.

➢ Purpose: Identify the aims and objectives of job and what the employee

is expected to achieve within department and company.

➢ Position: The job title, its position in the hierarchy and for whom it is
 responsible ought to be recorded. A sample organization chart may be useful for

this purpose.

➢ Main Duties: A list of key tasks may be written out; standards that need to be

reached and maintained must also be maintained. Methods of recording, assessing

and recording the key tasks must be determined.

➢ The work Environment: Study the physical and social environment in which the

work is out because the work environment influences the quantity and quality of

work.

Drafting a job description

After job analysis is done, job description is made. Job description describe

experience needed to do the job.

Job description must be drafted around these heading:

➢ Job title

➢ Responsible to

➢ Responsible for

➢ Purpose of job

➢ Duties

➢ Responsibility

➢ Signature and date

 Evaluation of future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves

studying the make-up of present work force, assessing forthcoming changes

and calculating future workforce, which is required. Manpower planning helps

in devising long-term recruitment plans.

Finding source of recruitment

The human resource requirement can be met from internal or external source:

Internal sources

These refer to persons already employed in the organization. Promoting

persons from lower levels may fill up vacancies at higher levels. Shortage of

manpower in one branch \ factory may be met by transferring surplus staff

from another branch \ factory. Promotion means shifting of an employee to

higher post caring greater salary, status and responsibility. On the other hand

transfer refer to the shifting an employee with salary, status and responsibility.

Some time ex-employee of the organization may be re-employed.

Advantages of internal sources

1. Filling vacancies for higher job by promoting employees from with in the

organization helps to motivate and improved the morale of the employees. This
 induces loyalty among them.

2. Internal requirement has to minimize labor turnover and absenteeism. People wait for

promotion and the work force is more satisfied.

2. Candidates working in organization do not require induction training.

They are already familiar with organization and with the people working in it.

Disadvantages of internal source

 There may be inbreeding, as fresh talent from outside is not obtained. Internal

candidates may not be given a new outlook and fresh ideas to business.

 Unsuitable candidates may not be promoted to positions of higher responsibility

because the choice is limited.

 The employees may become lethargic if they are sure of time bound promotion.

There may be infighting among those who aspires for promotion with in the

organization.
 Internal recruitment cannot be complete method in itself. The enterprise has to resort

to external recruitment at some stage because all vacancies cannot be filled from

within organization.

➢ Position: The job title, its position in the hierarchy and for whom it is

responsible ought to be recorded. A sample organization chart may be useful for this

purpose.

➢ Main Duties: A list of key tasks may be written out; standards that need to be

reached and maintained must also be maintained. Methods of recording, assessing

and recording the key tasks must be determined.

➢ The work Environment: Study the physical and social environment in which the

work is out because the work environment influences the quantity and quality of

work.

Drafting a job description

After job analysis is done, job description is made. Job description describes the

job. The job description decides upon the exact knowledge, skill and experience

needed to do the job.

Job description must be drafted around these heading:

➢ Job title

➢ Responsible to

➢ Responsible for

➢ Purpose of job

➢ Duties
➢ Responsibility

➢ Signature and date

Evaluation of future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves

studying the make-up of present work force, assessing forthcoming changes and

calculating future workforce, which is required. Manpower planning helps in

devising long-term recruitment plans.

Finding source of recruitment

The human resource requirement can be met from internal or external source:

Internal Sources

These refer to persons already employed in the organization. Promoting persons

from lower levels may fill up vacancies at higher levels. Shortage of manpower in

one branch \ factory may be met by transferring surplus staff from another branch

\ factory. Promotion means shifting of an employee to higher post caring greater

salary, status and responsibility. On the other hand transfer refer to the shifting an

employee with salary, status and responsibility. Some time ex-employee of the

organization may be re-employed.

Advantages of internal sources

o Filling vacancies for higher job by promoting employees from with in the

organization helps to motivate and improved the morale of the employees. This

induces loyalty among them.

o Internal requirement has to minimize labor turnover and absenteeism. People wait

for promotion and the work force is more satisfied.

o Candidates working in organization do not require induction training. They are

already familiar with organization and with the people working in it.

Disadvantages of internal sources

 There may be inbreeding, as fresh talent from outside is not obtained. Internal

candidates may not be given a new outlook and fresh ideas to business.

 Unsuitable candidates may not be promoted to positions of higher responsibility

because the choice is limited.

 The employees may become lethargic if they are sure of time bound promotion.

There may be infighting among those who aspires for promotion within the

organization.

 Internal recruitment cannot be complete method in itself. The enterprise has to resort

to external recruitment at some stage because all vacancies cannot be filled from

within organization.
Recruitment Process:

Personnel Job Analysis Employee

Planning Requisition

Recruitment Searching
Planning Activation“Selli ng” Applican Potential
Job Screening Hires ToSelection
•Numbers•
VacanciesTypes•Message•
Media

Evaluation and
Strategy Control
Development Application
Population
Where

How

Manpower planning:

Manpower Planning which is also called as Human Resource Planning consists of putting
right number of people, right kind of people at the right place, right time, doing the right
things for which they are suited for the achievement of goals of the organization. Human
Resource Planning has got an important place in the arena of industrialization. Human
Resource Planning has to be a
systems approach and is carried out in a set procedure. The procedure is as follows:

 Analyzing the current manpower inventory

 Making future manpower forecasts
 Developing employment programs
 Design training programs
Job Analysis:

Job Analysis is a systematic exploration, study and recording the responsibilities, duties,
skills, accountabilities, work environment and ability requirements of a specific job. It
also involves determining the relative importance of the duties, responsibilities and
physical and emotional skills for a given job. All these factors identify what a job
demands and what an employee must possess to perform a job productively.

SELECTION

The size of the labour market, the image of the company, the place of posting, the
nature of job, the compensation package and a host of other factors influence the manner
of aspirants are likely to respond to the recruiting efforts of the company. Through the
process of recruitment the company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting, thus, provides a pool of
applicants for selection.
To select means to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the
individual who can most successfully perform the job from the pool of qualified
candidates.

Purpose:
The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organisation best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information
about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the
job are matched with the profile of candidates. The most suitable person is then picked up
after eliminating the unsuitable applicants through successive stages of selection process.
The Selection Process:

Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary
from one organization to another and indeed, from job to job within the same organization. The
sequence of steps may also vary from job to job and organization to organization. For example,
some organizations may give more importance to testing while others give more emphasis to
interviews and reference checks. Similarly, a single brief selection interview might be enough for
applicants for lower-level positions, while applicants for managerial jobs might be interviewed by
a number of people.
 SELECTION PROCESS FLOW CHART:

RECEPTION:

Candidate should be received properly.

INFORMATION EXCHANGE:

Check candidates’ eligibility to continue for further stages in selection

EVALUATION:

Check for various criteria’s (Age, Education, Experience, Pay expectations etc)

PHYSICAL AND MEDICAL EXAMINATION:

Psychology test and other medical test are done.

REFERENCE CHECK:

Contacting the candidate’s supervisor at his previous work place and getting his

1. Reception:
A company is known by the people it employs. In order to attract people with talents, skills and
experience a company has to create a favourable impression on the applicants’ right from the
stage of reception. Whoever meets the applicant initially should be tactful and able to extend
help in a friendly and courteous way. Employment possibilities must be presented honestly and

clearly. If no jobs are available at that point of time, the applicant may be asked to call
back the personnel department after some time.

Information Exchange:
The information exchange is mainly useful to state the purpose of the interview,
how the qualifications are going to be matched with skills needed to handle the job.
Begin with open-ended questions where the candidate gets enough freedom to express himself.
Focus on the applicant’s education, training, work experience, etc. Find unexplained gaps in
applicants past work or college record and elicit facts that are not mentioned in the resume.

Evaluation:
Evaluation is done on basis of answers and justification given by the applicant in the interview. A
preliminary interview is generally planned by large organisations to cut the cost of selection by
allowing only eligible candidates to go through the further stages in selection. A junior executive
from the Personnel Department may elicit responses from the applicants on important items
determining the suitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude, location, choice etc. this ‘courtesy interview’ as it is often called helps
the department screen out obvious misfits. If the department finds the candidate suitable, a
prescribed application form is given to the applicants to fill and submit.

Selection Testing:
Selection tests or the employment tests are conducted to assess intelligence, abilities, and
personality trait. A test is a standardized, objective measure of a person’s behavior,
performance or attitude. It is standardized because the way the tests is carried out, the
environment in which the test is administered and the way the individual scores are calculated• are
uniformly applied. It is objective in that it tries to measure individual differences in a scientific
way giving very little room for individual bias and interpretation. Some of them are

Intelligence Tests
Aptitude Test
Personality Test
Simulation Tests
Graphology Test
Polygraph (Lie Detector) tests
 Types of interview

O In a non•directive interview the recruiter asks questions as they come to mind. There is no
specific format to be followed.
O In a patterned interview, the employer follows a pre•determined sequence of questions.
Here the interviewee is given a special form containing questions regarding his technical
competence, personality traits, attitudes, motivation, etc.
O In a structured or situational interview, there are fixed job related questions that are
presented to each applicant.
O In a panel interview several interviewers question and seek answers from one applicant.
The panel members can ask new and incisive questions based on their expertise and
experience and elicit deeper and more meaningful expertise from candidates.

Physical and Medical Examination:

After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is often contingent upon the candidate being declared fit after
the physical examination.

Reference Checks:
Once the interview and medical examination of the candidate is over, the personnel department
will engage in checking references. Candidates are required to give the names of 2 or 3 references
in their application forms. These references may be from the individuals who are familiar with the
candidate’s academic achievements or from the applicant’s previous employer, who is well
versed.

with the applicant’s job performance and sometimes from the coworkers.
 Reliance recruitment and selection policy

The Reliance Group which is founded by Dhiru bhai H. Ambani is considered to be India’s largest private
sector organization, with businesses in the energy and materials value chain. The flagship company that is
Reliance Industries Limited (RIL) is a Fortune Global 500 company and is said to be the largest private
sector company in India. The Group’s activities serve as a bridge for exploration and production of oil and
gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, chemicals &
plastics), textiles, infotek, retail and special economic zones. Reliance Industries Limited come under
major group companies including all its subsidiaries & \. Here given detail of Reliance Recruitment and
Selection Process.

RECRUITMENT AND SELECTION PROCESS OF RELIANCE

The candidates who have got minimum 60% aggregate over all eight semester are eligible for the recruitment
of Reliance Company.

Selection procedure of Reliance Company consists of 3 processes. They are,

1. Written test (Aptitude)

2. Technical written test
3. Technical and HR interview

Candidate type required: Engineers (graduates/post graduates) of Chemical / Mechanical / Electrical /

Instrumentation / Civil / Production / Industrial Engineering.

1. Written test (Aptitude)

In written test the number of questions are 75 and time limit for those questions are 35 minutes. The questions
are from several topics like ratio, simple logics, comparisons, analogy etc. The cut off marks for this round is
60%.

2. Technical written test

In this round number of questions are 50 and time limit are 25 minutes. Technical questions are from
electronics, networking subject One has to be strong in his/her subjects to clear this round. For this round the
cut off marks is 50%.
3. Technical and HR interview

After clearing both written test the final round is technical and HR interview. It will take 1 hour and based on
National merit test. In this round some technical’s questions will be asked and in HR round the questions will
be asked about the company, projects, hobbies etc. Candidates are required to produce original mark sheets/
certificates for verification during Interviews.

INTERPRETATION OF QUESTIONNAIRE:

The analysis of the data is represented graphically along with the interpretations,
which are as follows:
 RESEARCH METHODOLOGY

Business research is a systematic enquiry that provides information to guide business

decision and aimed to solve managerial problems. Business research is of recent
origin and it is largely supported by business organizations that hopes to achieve
competitive advantages Research Methodology is a way to systematically solve the
problems. It may be understood as a science of studying how research is done
scientifically. It include the overall research design, the sampling procedure, data
collection method and analysis procedure.

3.1 Title: To study, evaluate and analyze the selection and recruitment process in NISG

Title Justification
The data was collected using primary resource (questionnaire and interviews with
employees and candidatures) and secondary resource (Recruitment manual, service
rules and Internet). The interpretation is done based on the primary data which has
been collected through the questionnaire which were distributed to the employees for
the purpose of getting feedback regarding “Recruitment & Selection” process in
NISG

Objectives of study

i. To understand the process of recruitment

ii. To know the sources of recruitment and services at various levels and various jobs
iii. To Understand and analyze various HR factors including recruitment and
selection process.
RESEARCH DESIGN: Exploratory Research

In this study, we specify the process of recruitment and selection and how much satisfied
they are with all the procedures done.
A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational pattern or
framework of the project that stimulates what information is to be collected from which
source and by what procedure. On the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable.
This kind of research has the primary objective of development of insights into the problem.
It studies the main area where the problem lies and also tries to evaluate appropriate courses
of action.

Sampling
Sampling technique - Probability technique
Sampling type - Simple Random Probability
technique Sample unit- Employees of NISG

3.2 DATA COLLECTION SOURCES

Primary data
The data that is collected first hand by someone specifically for the purpose of facilitating the
study is known as primary data. So in this research the data is collected from respondents
through QUESTIONNAIRE

PRIMARY SOURCES
The data required for the study has been collected from-
survey among the officials and employees of reliable first

PERSONAL INTERVIEWS

with the company representatives regarding recruitment and selection practices in

organization.
Secondary Data

Secondary data refers to information gathered by someone or other than the

researcher conducting the current study. Such data can be external
internal to the organization and accessed through the Internet or perusal of recorded or
published information. Secondary sources of data provide a lot of information for
research and problem solving. Such data are as we have seen mostly qualitative in nature.

SECONDARYSOURCES:
The secondary data has been collected from:
Internet, websites
Organizational Reports
Case Studies
Business magazines
Books
Journals on e-learning Industry.

INTERPRETATION OF QUESTIONNAIRE:

The analysis of the data is represented graphically along with the interpretations,
which are as follows:

1) How do you come to know about openings in reliable first

a) NISG Employees b) News Paper Ads c) Consultants d) Job Portal

Options No. of Percentage

Respondents
Reliable 52 52 %
Employees
Newspaper Ads 8 8%
Consultants 10 10 %
Job Portals 30 30 %
 How do you come to know about openings in
NISG

40
30
20
10
0

reliable Employees Newspaper Ads Consultants Job Portals

Interpretation:

The data emphasizes that the external world will come to know about job openings in
Reliable through its employees (52%) which helps the company to bring the best talent pool
into, as the people know what exactly is the requirement, secondly the other major source is
Job portals (30%) as almost all vacancies are published on to the job portals. The dependency
on consultants and newspapers comes into picture only when the requirement is niche or in
large volume.
 2) Are applicants treated fairly with courtesy?

a) Poor b) Adequate c) Excellent

Options No. of Percentage

Respondents
Poor 6 6%
Adequate 46 46 %
Excellent 48 48 %

Are applicant treated fairly with courtesy?

60

46 48
40

30

20

6
0 Poor
Adequate Excellent

Interpretation:

The above data explains that all the applicants are treated fairly on equality basis:
Excellent• 48%, Adequate• 46%, Poor• 6%. Leadership team of reliable firmly believes that all the
applicants should be interviewed in the same process across the organization.

3) Does the HR team act as a consultant to enhance the quality of the applicant during
prescreening process?
 a) Yes b) No

Options No. of Percentage

Respondents
Yes 96 96 %
No 4 4%

Does the HR team act as a consultant to enhance the quality of the applicant during
pre•screening process?

97

92
96
87
%
82

77

72

67

62

57

52

47

42

37

32

27

22

17

12
7
4
2 Yes No

Interpretation:
It is very clear from the data that 96% of the employees feel that the HR team plays a
crucial role in the initial screening so as to ensure the quality of hires. Remaining 4% feel
that HR doesn't play prominent role in initial screening of profiles.
 4) Does the organization clearly define the roles and responsibilities of the
position being interviewed for?
a) Well defined b) Partially defined) Undefined

Options No. of Percentage

Respondents
Well defined 78 78 %
Partially defined 22 22 %
Undefined 0 0%

Does the organization clearly defines the roles and responsibilities of the
position being interviewed for?

90
80 78
70
60
50
40
30

22
0

0
Well defined Partially defined Undefined

Interpretation:

Yes, 78% of employees feel that the roles and responsibilities of any position are clearly
defined.
It is done with the help of Role Clarity (RC) Document.
5) Are the panel members competent enough for the role they are interviewing?
a) Yes b) No

Options No. of Percentage

Respondents
Yes 84 84 %
No 16 16 %

Are the panel members competent enough for

the role they are interviewing?

80 84

60
40
20
16%

Yes No

Interpretation:

Yes, the employees of reliable strongly feel that the technical panel people who
are interviewing are competent enough (84%) in terms of their technicality for
the role they are interviewing, a very less percentage (16%) of employees feel
that panel are not competent.
 6) Are the HR people trained for making the best hiring decisions?
a) Yes b) No

Options No. of Percentage

Respondents
Yes 90 90 %
No 10 10 %

Are HR people trained for making the best

hiring decisions?
100
80
60
40
90%
20

Interpretation:

Yes, 90% of DRL employees feel that HR people are trained for making the best hiring decisions so as
to avoid the wrong hiring decisions
 7) Do you feel that selection process in RELIABLE is connected with the values of the organization
a) Poor b) Adequate c) Excellent

Options No. of Percentage

Respondents
Poor 0 0%
Adequate 30 30 %
Excellent 70 70 %

Interpretation:

Yes, 70% of people feel that the recruitment process is connected with the value of
organization. Because the competencies on which the recruitment is done are aligned with the
organization culture.
1) What should be the company’s main source of recruitment?
a) Direct Hires b) Employee Referrals c) Newspaper ads d) Placement Agency

Options No. of Percentage

Respondents
Direct Hires 40 40 %
Employee 30 30 %
Referrals
Newspaper Ads 20 20 %
Placement 10 10 %
Agency

What should be the companies main source of

recruitment
50
40
30
40
20
10 30
20
10%
Newspaper Ads Placement Agency
Direct Hires Employee Referrals

Interpretation:
The major portion (40%) of employees feel that the major source of recruitment should be direct
hires also giving importance to employee referrals (30%) so as to increase the cost effectiveness
of the company. Dependency of Consultant (10%) and Newspaper (20%) is very less.
2) According to you, what should be the percentage of fresher and experienced people in
the organization (ex: 70% experienced, 30% fresher)

Options No. of Percentage

Respondents
90% • 10% 2 2%
80% • 20% 60 60 %
70% • 30% 20 20 %
60% • 40% 18 18 %

1) Do you think the organization’s the recruitment and selection process are planned and

achieved as per the timelines?

a) Yes b) No c) Sometimes

Options No. of Percentage

Respondents
Yes 82 82 %
No 12 12 %
Sometimes 6 6%

Do you think the organization's recruitment and selection

process are planned and achieved as per the timelines?
90

82%
80
70
60
50
40
30

126
20
Yes No Sometimes
Interpretation:

Yes, 82% of the employees feel that the Talent Acquisition Team (TAT) completes the
recruitment process with in the given Service level Agreement (SLA).

Does the TAT maintain an adequate pool of

quality applicants in pipeline?

18
16
76%
14
12
10
8
6
4
2
0
 2) Rate how well HR finds good candidates from non• traditional sources (ex: LinkedIn)
when necessary?
a) Poor b) Adequate c) Excellent

Options No. of Percentage

Respondents
Poor 4 4%
Adequate 56 56 %
Excellent 40 40 %

Rate how well HR finds good candidates from non• traditional

sources when necessary
60

50 56%

40

40%
30

20

Interpretation:

According to the above data, 56% of people feel that potential candidates can also be found put
from non•traditional sources because of the current scenario of manpower market.
3) Does the TAT maintain an adequate pool of quality applicants in pipeline?

a) Yes b) No c) Sometimes

Options No. of Percentage

Respondents
Yes 76 76 %
No 10 10 %
Sometimes 14 14 %

Does the TAT maintain an adequate pool of

quality applicants in pipeline?

70
60 76%
50
40
30
20
10

Interpretation:

According to the above data, 76% of people feel that the TAT maintains
required number of quality applicants in buffer so as to ensure the supply if
manpower, 10% of people feels that TAT doesn’t maintain buffer and 14%
feel that sometimes it maintains.

1) Impact of Employee reference in recruiting process

a) Very high b) High c) Neutral d) Less e) Very less
 Options No. of Percentage
Respondents
Very high 0 0%
High 32 32 %
Neutral 54 54 %
Less 14 14 %
Very less 0 0%

Impact of employee reference

recruiting process

54

30

32
0 14 0
0
very high High Neutral Less Very less

Interpretation

According to the above data, 54% of people feel that employee referral doesn’t influence
the selection process as the panel and HR people adhere to the rules, regulations and
policies of recruitment.
2) Should the present hiring process be enhanced?

a) Yes b) No

Options No. of Percentage

Respondents
Yes 24 24 %
No 76 76 %

Should the present hiring process be enhanced

80
70
60 76%
50
40

30
24
10
0
Yes No

Interpretation

The above data clearly shows that 76% of the people feel that there is no need to enhance
the recruitment process as the technical panel and HR people strictly follow the
Competence Based Interviewing (CBI) Model ensuring the right qualitative hire.
3) Do you feel the process of raising the manpower request is systematic?

a) Yes b) No

Options No. of Percentage

Respondents
Yes 70 70 %
No 30 30 %

Do you feel the process of raising man

power

70

30

Interpretation

Raising the manpower request is very important, where 70% of the employees feel
that RELIABLE is following a systematic process. Other 30% people don’t feel
this as a systematic process.
 FINDINGS AND SUGGESTION

FINDINGS

The flow of recruitment is routed through SAP only.

The prescreening process is done well in order to get the good talent pool.
The HR people are making the best hiring decisions by considering all
the competencies.
All the company policies are strictly followed at any point of time.
Most of the positions closed are through direct hires with in SLA (service level
agreement).
Miscellaneous work is more that consumes a lot of time.
Company provides good facilities for both applicants as well as employees.

SUGGESTIONS

The candidate, selected by the Technical and HR panel of one unit should be
considered to place even at other units of NISG
Budgeting for critical skill set should be revised.
Critical positions should be closed within the given SLA by proactively
keeping the profiles in buffer.

People should be sent to certifications instead recruiting new people (safety

department).
The Entry level salary of lowerlevel employees has to be enhanced because of
market level competition where presently a technical trainee of diploma is offered 1
Lac where as other companies are offering more than this.
As there is a lot of miscellaneous work, it can be outsourced.
New referral schemes can be implemented in order to get the required skill set at the
time of emergency.
 CONCLUSION

Conclusion

'The Summer Internship project has helped me gain huge practical knowledge which
can't be gained only through books. This experience gave me an opportunity to learn
new things which provided me a peek into the corporate culture. Being a fresher, I
would never be exposed to a corporate environment if it were not for this project. I
thank National Institute Of Smart Government for giving me the chance to work ‘with
them as a summer intern and showing me the path of knowledge and experience
which will help me succeed in my career and enter into a bright fun.

The various illustrations of the company given in this report indicate that these
processes require a great deal of thought and advanced planning. In fact, it is not only
the HR department that is involved but various departments like finance, Production,
Packing, SCM, etc. department provides the budget and budgeted numbers for the
processes and the manpower gap is determined by inputs from all the departments.
 IBLIOGRAPHY

BOOKS

C.B Memoria and S.V. Genkan (2004), Personal Management Text and Cases.
Himalaya Publication.

Essentials of HRM and IR - P. Subbu Rao.

Personal Management - Cybermedia.

Research Methodology -C.R. Kothari.

Personnel and Human Resource Management – P. SubbaRao,

Himalaya Publication

Website:
http://recruitment.naukrihub.com/meaning-of-recruitment.html
http://www.fempower.co.za/01/index.php? option=com
content & task=view& id=19&Itemid=34
http://en.wikipedia.org/wiki/Recruitment
https://www.google.co.in/
http://www.NISG.com/
 Questionnaire

1)How do you come to know about openings in NISG

a) DRL Employees b) News Paper Ads c) Consultants d) Job Portal

2) Are applicants treated fairly with courtesy?

a) Poor b) Adequate c) Excellent

3) Does the HR team act as a consultant to enhance the quality of the

applicant during prescreening process?
a) Yes b) No

4) Does the organization clearly define the roles and responsibilities of the position
being interviewed for?
a) Well defined b) Partially defined c) Undefined
5) Are the panel members competent enough for the role they
are interviewing? a) Yes b) No
6) Are the HR people trained for making the best hiring
decisions? a) Yes b) No
7) Do you feel that selection process in NISG is connected with the values of the
organization
a) Poor b) Adequate c) Excellent
8) What should be the company’s main source of recruitment?

a) Direct Hires b) Employee Referrals c) Newspaper ads d) Placement Agency

9) According to you, what should be the percentage of fresher and experienced people in the
organization (ex: 70% experienced, 30% fresher)

10) Do you think the organization’s the recruitment and selection process are
planned and achieved as per the timelines?

a) Yes b) No c) Sometimes
11) Rate how well HR finds good candidates from non•traditional sources
(ex: LinkedIn) when necessary?

a) Poor b) Adequate c) Excellent

12) Does the TAT maintain an adequate pool of quality applicants in pipeline?

a) Yes b) No c) Sometimes
13) Impact of Employee reference in recruiting process
a) Very high b) High c) Neutral d) Less e) Very less
14) Should the present hiring process be enhanced?

a) Yes b) No

If Yes, suggestions please

15) Do you feel the process of raising the manpower request is systematic?

a) Yes b) No