INDEX

Chapter Title Page No.

Executive summary 12
1. Introduction 14
 Outline Of the Problem
 Objective, Scope & Limitation of the study
2. Company Profile 19
3. Theoretical Background 22
4. Literature Review 28

5. Research Methodology 31

6. Data Analysis and Interpretation 33

7.  Findings 50
 Suggestion 52
8. Learning through the project 54

9. Contribution of the host organization 56

10. Conclusion of the Project 58

11. Bibliography 60

12. Questioner 62

1
EXECUTIVE SUMMARY

2
Today, in every organization personnel planning as an activity is necessary. It is an important
part of an organization. Human Resource Planning is a vital ingredient for the success of the
organization in the long run.

There are certain ways that are to be followed by every organization, which ensures that it
has right number and kind of people, at the right place and right time, so that organization can
achieve its planned objectives. The objectives of Human Resource Department are Human
Resource Planning, Recruitment and Selection, Training and Development, Career planning,
Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective
needs special attention and proper planning and implementation. For every organization it is
important to have a right person on a right job.

Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of
new technology are putting considerable pressure on how employers go about Recruiting and
Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and
Selection procedure. Also training need identification is necessary after selection process.

A formal definition states, “It is the process of finding and attracting capable applicants for
the employment. The process begins when new recruits are sought and ends when their
applicants are selected”.

The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise.

In addition, new vacancies are possible due to job specification. Selection is basically
picking an applicant from (a pool of candidates) who has the appropriate qualification and
competency to do the job. The difference between recruitment and selection: -Recruitment is
identifying and encouraging prospective employees to apply for a job. And Selection is
selecting the right candidate from the pool of applicants.

3
INTRODUCTION

4
INTRODUCTION TO RECRUITMENT AND SELECTION:

INTRODUCTION ABOUT THE STUDY

Recruitment and selection process is a searching for and obtaining a pool of potential
candidates with the desired knowledge, skills and experience to allow an organization to
select the most appropriate people to fill job vacancies against defined position descriptions
and specifications.

Recruitment and selection process are tracking applicants and applications and Reviewing
resumes. Applicant tracking systems (ATS) are becoming extremely helpful to Employers,
and this technology aids in the management of job vacancies and applications for Every open
position.

Definition of Recruitment

According to the definition provided in the Business Dictionary.com, “Recruitment is the

process of finding and hiring the best qualified candidate (from within or Outside of an
organization) for a job opening, in a timely and cost-effective manner. The Recruitment
process includes analyzing the requirements of a job, attracting employees to that Job,
screening and selecting applicants, hiring, and integrating the new employee to the
Organization”

Types of Recruitment

 Internal Recruitment

 External Recruitment

Internal Recruitment

According to Myrna L. Gusdorf, the recruitment process starts with the most common
method which is job posting. The traditional method to announce a job opening was to post
notice of the job on the HR bulletin board whereas organizations now mostly post jobs
electronically through organization-wide intranets or send e-mails to all employees about the
job vacancy. Publish employment newsletters and distribute the announcement flyers are also
a way of doing job posting. Employee Referrals are also a process to obtain candidate for
Internal recruitment.

5
External Recruitment

In external recruitment, the applicant pools can be generated in number of ways which
depends on the organization’s policies, size and hiring budget. The organization also can go
for private employment agencies who take all the responsibilities of generating a Pool of
candidates for recruitment according to the organization’s needs. The agencies generate the
applicant pool and do the preliminary interviews, thereby screening out unqualified
Candidates and then send actually qualified candidates to the organization and that is also by
Using job criteria provided by the organization itself. However, the private employment
agencies Can be costly thus not every organization can bear the cost.

Purpose of recruitment process

The recruitment process is sensitive to the external and internal changes, and it Can be used
as the best indicator for the future HR trends. By careful analysis of Recruitment Measures,
the HR Management team can predict the trends in the job market simply

 Find the best talents for the vacancies

 Manage the recruitment sources

 Manage the vacancies in the organization

 Run the internal recruitment process

 Building the strong HR Marketing platform

 Co-operation with local and international universities

 Provide feedback about the trends in the job market

6
Selection

After recruitment process is carried, the next important process is the selection Process.
Selection is the process of putting right men on right job. It is a procedure of matching
Organizational requirements with the skills and qualifications of people Recruitment is
Considered to be a positive process as it motivates more of candidates to apply for the job. It
Creates a pool of applicants.

Selection process is a decision-making process. This step consists of a number of activities. A

candidate who fails to qualify for a particular step is not eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on the right job.

It is a procedure of matching organizational requirements with the skills and qualifications of

people. Effective selection can be done only where there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less absenteeism and employee turnover
problems. By selecting right candidate for the required job, organization will also save time
and money.

Steps involved in selection process

1. Commit to hiring the best talent possible - every time.

2. Do not rush the employee selection process.
3. Partner With Stakeholders.
4. Use a Job Benchmark with a valid pre-employment personality assessment.
5. Use Structured Interviews.

OUTLINE OF THE PROBLEM:

Recruiting in this day and age is a challenge, indeed. It's getting more so with
leaner teams and leaner budgets – but with the same expected results. We
present some of the most common recruitment challenges that you might be
facing in your work – and tips on how you can overcome them.
1) Failing to look at what you have. ...
2) Failing to explain the interview process. ...
3) Looking for the same thing. ...
4) Using the same recruitment process. ...
5) Looking for a superhuman. ...
6) Failing to provide a specific job description. ...
7) Failing to give recruitment the right amount of time.

7
OBJECTIVE OF STUDY:

1) To identify whether the recruitment is done from internal or external

sources.
2) To analyze the effectiveness of recruitment and selection process.
3) To identify the average time spent for selection process.

SCOPE OF STUDY:
1) The scope of Recruitment and Selection is very wide and it consists of a variety of
operation.
2) Resources are considered as most important asset to any organization. Hence,
hiring right resources is the most important aspect of recruitment. Dealing with
the excess or shortage of resources
3) Preparing the Recruitment policy for different categories of employees
4) Analyzing the recruitment policies, processes, and procedures of the organization
5) Identifying the areas, where there could be a scope of improvement
6) Streamlining the hiring process with suitable recommendations
7) Choosing the best suitable process of recruitment for effective hiring of resources

LIMITATIONS OF STUDY:
Collecting data properly from employees become difficulty due to the time constraint. Busy
schedule of the employees also effected to some extent. There is a chance for bias in the
information given by the respondents. The study was based on sample hence results were not
fully absolute.

8
COMPANY PROFILE

9
THEORETICAL BACKGROUND

10
INTRODUCTION TO RECRUITMENT & SELECTION:

RECRUITMENT:

Recruitment is a positive process of searching for prospective employees and stimulating

them to apply for the jobs in the organization. When more persons apply for jobs then there

will be a scope for recruiting better persons. The job-seekers too, on the other hand, are in

search of organizations 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,

reduction in labor 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.

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.

11
Recruitment:

Recruitment techniques are the means or media by which the management contacts
prospective employees or provides necessary information or exchange of ideas order to
stimulate them to apply for jobs.

1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are used. In
scouting, representatives of the organization are sent to educational and training
institutions. These travelling recruiters exchange information with students, clarify their
doubts, simulate them to apply for jobs conduct campus interviews and short list
candidates for further screening.

2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to publicize
vacancies. A well thought out and clear advertisement enables candidates to assess their
suitability so that only those possessing the requisite qualification will apply.

3. Third party method:

Various agencies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, temporary help societies, trade
unions, and labor contractors are the main agencies.

4. Internet recruitment:
Various job sites are now available on the internet. The organization can create profile
on such sites so that various resumes of applicants can be viewed and matched with the
requirements of the job and as much as applicants can be called because almost 25% of
net users in India search for jobs through internet.

12
SELECTION:

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.

Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process,
then the work will be affected and the cost incurred for replacing that bad resource will be
high.

The purpose of selection is to choose the most suitable candidate, who can meet the
requirements of the jobs in an organization, who will be a successful applicant. For meeting
the goals of the organization, it is important to evaluate various attributes of each candidate
such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most
suitable candidate is picked after the elimination of the candidates, who are not suitable for
the vacant job.

The organization has to follow a proper selection process or procedure, as a huge amount of
money is spent for hiring a right candidate for a position. If a selection is wrong, then the cost
incurred in induction and training the wrong candidate will be a huge loss to the employer in
terms of money, effort, and also time. Hence, selection is very important and the process
should be perfect for the betterment of the organization.

13
 Recruitment Selection

Recruitment is defined as the process of Selection is defined as the process of

identifying and making the potential candidates choosing the right candidates for the
to apply for the jobs. vacant positions.

Recruitment is called as a positive process with Selection is called as a negative process

its approach of attracting as many candidates as with its elimination or rejection of as
possible for the vacant jobs many candidates as possible for
identifying the right candidate for the
position.

14
TRAINING AND DEVELOPMENT:

Employee training and development is a program that helps to learn a particular skill as well
as knowledge to improve employee productivity& performance in their current organization
or job role. It developed future performance & helps focused on more employee growth.
Companies that have a proper training and development process can retain more employees,
see higher profitability, and have more engaged employees. Furthermore, it helps the
organization avoid the costs linked to losing talents.

Training and developing an employee don’t simply help their growth but pushes the company
to grow as well. Likewise, it helps employees know that they are valued in the organization.
A formal definition of training and development is “Training and development is an attempt
to improve current or future employee performance by increasing an employee’s ability to
perform through learning, usually by changing the employee’s attitude or increasing his or
her skills as well as knowledge”

An organization that nurtures its employee skills and thinks about its growth certainly attracts
better talent and sustainability. Employee training & development may sound similar but both
have different meanings and roles. An employee training refers to a short-term activity that
focuses on the specific role of the employee. It focuses on the immediate need or requirement
of the role. In a more formal sense, employee training is the process of providing the required
skills to an employee for a specific task.

15
LITERATURE REVIEW:

16
REVIEW OF LITERATURE

Recruitment policy asserts the recruitment objectives and provides a framework for the
implementation of the recruitment program.

It may involve the organization system to be developed for implementing recruitment

programs and procedures to be employed.

According to Memoria, a good recruitment policy must contain elements such as

1. the organization’s objective (short term and long term),

2. identification of the recruitment needs,
3. the preferred source of recruitment,
4. criteria of selection and preferences, and
5. the cost of recruitment and its financial implications of the same. Objectives are
targets and goals.

According to Yoder (1996), the following are the main objectives of recruitment policy:

 To find and employ the best-qualified person for each job.

 To minimize the cost of recruitment.
 To offer promising careers and security.
 To provide facilities for growth and development.
 To retain the best and most promising ones.
 To reduce the scope of favoritism and malpractice.

According to Edwin Flippo

Recruitment and selection process as “A process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.” In simpler terms,
recruitment and selection are concurrent processes and are void without each other. They
significantly differ from each other and are essential constituents of the organization. It helps
in discovering the potential and capabilities of applicants for expected or actual
organizational vacancies. It is a link between the jobs and those seeking jobs.

According to Korsten (2003)

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further
stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).

17
According to Jones et al. (2006):

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business
or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives. Successful recruitment techniques involve an
incisive analysis of the job, the labor market scenario/ conditions and interviews, and
psychometric tests in order to find out the potentialities of job seekers. Furthermore, small
and medium sized enterprises lay their hands on interviews and assessment with main
concern related to job analysis, emotional intelligence in inexperienced job seekers, and
corporate social responsibility. Other approaches to selection outlined by Jones et al. (2006)
include several types of interviews, role play, group discussions and group tasks, and so on.
Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its
profitability and inappropriate degrees of staffing or employee skills (Jones et al. 2006). In
additional, insufficient recruitment may result into lack of labor or hindrances in management
decision making, and the overall recruitment process can itself be advanced and amended by
complying with management theories. According to these theories, the recruitment process
can be largely enhanced by means of Rodgers seven-point plan, Munro-Frasers five-fold
grading system, personal interviews, as well as psychological tests (Jones et al. 2006).

According to Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications
for the purpose of employment. He states that the process of recruitment is not a simple
selection process, while it needs management decision making and broad planning in order to
appoint the most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the
best applicants who would be the best fit for the corporate culture and ethics specific to the
company (Price 2007). This would reflect the fact that the management would particularly
shortlist able candidates who are well equipped with the requirements of the position they are
applying for, including team work. Since possessing qualities of being a team player would
be essential in any management position (Price 2007).

According to Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his
research on HR manager and company officials of 319 companies in Europe regarding HR
practices and policies of their respective companies and discovered that employment security,
training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices (Hiltrop 1999).
As a matter of fact, the primary role of HR is to develop, control, manage, incite, and achieve
the commitment of the employees.

18
.

RESEARCH METHODOLOGY

19
Research Methodology

The research methodology is scientific and systematic for pertinent information on specific
topic. It is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge. This research study is taken as a part of educational curriculum.
Research is a systematized effort to gain knowledge and hence, it helps to practical
knowledge in study various steps that are generated adopted by research in studying his
research problem along with the logic behind them.

Research methodology help us to know the research methods along the logic behind the
methods we use in the context of our research study and explain why we are using a
particular method or technique.

For getting better understanding of the Customers perceptions towards products of

COMPANY NAME , company. The nature of study is qualitative. The methodology that is
followed includes primary data collection. Primary data collection is including a simple
questionnaire. Such questionnaire is help us to ascertain the reach of COMPANY NAME ,
products among people, the awareness of insurance as a platform for investment and
customer’s preference regarding life insurance companies.

It is the comprehensive plan of the sequence of operations that a researcher intends to carry
out to achieve the desired research objective. It is a plan of action to be carried out in
connection with a proposed research work. The present study needs to chalk out the
customers perception towards products of COMPANY NAME , Company.

Source of Data

Date is collected from both primary and secondary sources.

Primary Data

Primary data are collected through a structured questionnaire. A well-structured questionnaire

has been prepared given to the respondents by the researcher.

Secondary Data

Secondary data are collected from the published data available within the company and also
from the Internet and Intranet.

Tools used

 Percentage Analysis
 Pie Chart

20
Data Analysis and Interpretations

21
Recruitment and selection in COMPANY NAME :
Steps in recruitment process in COMPANY NAME :

Step 1: Whenever there is a vacancy in the company first it will be known by the project
Manage. The project manager informs about the vacancy to the general manager.

Step 2: Once the general manager comes to know about vacancy in the company he will
inform
it to the chairman to get the approval of recruitment.

Step 3: After getting the recruitment approval the process is done by HR manager.
Moreover
the recruitment of the company internally, that is the existing employee will be given
first
priority.

Internal sources:
1. Present permanent employees:

The company considers the candidates from their sources for

telecom industry because,
 Availability of most suitable candidates
 The policy of the organization to motivate the present employees.

2. Retired employees

Generally, the organization takes the candidates for the employment from the retired
employees due to obligation. Sometimes the company re-employee the retired
employees as a token of their loyalty to the organization.

22
External sources:

1. Job centers:
This is a network covering most cities acting as agent for potential employers. They
are the private employee exchange; job centers help the candidates in knowing more
about the company.

2. Outplacement consultants:
These are the consultants just like the employment exchange. In this job consultants
can register their name and when there is a sent for interview. Actively seeking to
place and may provide training required. Available when recruitment needed.

3. Newspaper:
Whenever there is recruitment in the company it will be advertised in the newspaper.
Since only the newspaper is the source of reaching the information to all the people.

4. Internet:
Internet is the modern mode of recruitment. If a company want to fill a vacancy
through external source, then internet is the best option to choose.

Reasons for selecting the sources:

1. Referrals:
Referrals are the existing employees working in the same organization. select referral
as their source since it is an economical way of recruiting.
This is also a fastest means of recruitment.
In case of emergency to place an employee in particular position can be done easily
through referrals.

2. Newspapers:
Newspaper is a media through which information can be spread all over the country.
Job seekers are able to get information about the vacancies through newspapers.
Newspapers are cost effective.
Coverage is high.

3. Internet:
Internet is a modem source used for recruiting the candidates.
Internet is selected as a source of recruitment for the following reasons also. It is a
fastest means of source.

4. Consultants:
Consultants are a source through which a greater number of candidates can be
recruited and selected. Consultants help the organization at the time of emergency.

23
Effective recruitment, selection and retention are critical to organizational success. They
enable companies to have performing employees who are satisfied with their jobs, thus
contributing positively to the organization.

On the contrary, in-effective recruitment methodology, selection and retention would result in
mismatches which can have negative consequences for an organization. A misfit who is not
in tune with organization’s philosophies and goals can reduce output, productivity, customer
satisfaction, relationship and overall quality of work. Training a wrong hire can also be
expensive.

Effective recruitment is therefore not only the first step towards organizational excellence,
but is important cost control mechanisms as well. The study researches the spectrum of
recruitment methodologies followed in a Insurance Company towards developing an unique
model, propose suggestion that would reduce costs, time to recruit, be effective and help
overall organizational interests.

24
Following are the Questions Asked to the HR

1) Which of the sources of recruitment and selection are used in COMPANY NAME ?

Answers Percentage
Social Media 10%
Placement Apps 30%
Campus Recruitment 60%
Total 100%

Sales
Social Media
10%

Placement Apps
30%
Campus Recruitment
60%

Campus Recruitment Placement Apps Social Media

Interpretation

Above are the sources of recruitment and selection used in organization which are social
media 10%, placement apps are 30% and campus recruitment was used maximum that is
60%.

25
 2) Methods used during selection process

Answer Percentage
Written Test 40%
Group discussion 20%
Personal interview 40%
Total 100%

40% 40%

20%

Written test Group Discussion Personal interview

Interpretation

In the selection process written test is used 40%, Group discussion was used 20% and
personal interview 40%.

26
 3) How is performance measured in the organization?

Answers Percentage
No. of Sales done 60%
No. of recruitments done 20%
No. of trainings done 20%
Total 100%

20%

20% 60%

No. of sales done No. of Recruitment done

No. of employee trainings done

Interpretation

When asked to HR that how is the performance measured in the organization then the answer
shared was 60% but the sale of the organization, 20% by the number of recruitments done the
HR team and 20% by the number of the employees training done.

27
 4) Do you think, there has been a change in Recruitment & Selection practices at
COMPANY NAME ?

Answers Percentage
Yes 80%
No 20%
Total 100%

20%

Yes
No

80%

Interpretation

When asked about the changes of recruitment and selection process then the HR answer was
there are about 80% changes in the process but still 20% are still the same process.

28
 5) In adopted selection process, do you think innovative techniques should be us?

Answers Percentage
Yes 60%
No 40%
Total 100%

yes no

40%

60%

Interpretation

The HR think that there are 60% chances of adopt of innovative techniques and 20% chances
that then will not adopt any techniques.

29
Questions to the Employees

Q1. Do they Provided you a training?

Answer No. Of Percentage

Response

Yes 15 75%

No 5 25%

Total 20 100%

25%

75%

Yes NO

Interpretation:

In above Pie chart It has shown that 75% of the employee think that they were provided
training and 25% said they were not provided training.

30
Q2. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

Answer No. Of Percentage

Response

Yes 12 60%

No 8 40%

Total 20 100%

40%

60%

Yes NO

Interpretation:

In above Pie chart It has shown that 60% of the employees agree that the organization defines
the position objectives, required and candidate specification in the recruitment process and
40% of the employees do not agree with the asked question.

31
Q3. Is the organization doing timeliness recruitment and Selection process.

Answer No. Of Percentage

Response

Yes 13 65%

No 7 35%

Total 20 100%

35%

65%

Yes NO

Interpretation:

It was asked to the employees that do the organization do timeliness recruitment and
selection process. 65% of the employees said yes and about 35% 0f the employees said no.

32
Q4. Does HR provide an adequate pool of quality applicants?

Answer No. Of Percentage

Response

Yes 16 80%

No 4 20%

Total 20 100%

20%

80%

Yes NO

Interpretation:

80% 0f the employees agreed that the HR provided an adequate pool of quality application
and the remaining 20% of the employees disagreed with the asked question.

33
Q5. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?

Answer No. Of Percentage

Response

Yes 18 90%

No 2 10%

Total 20 100%

10%

90%

Yes NO

Interpretation:

It the above pie chart it is shown that 90% of the employees said that the HR team act as a
consultant to enhance the quality of the applicant pre-screening and 20% of the employees
disagree with pre-screening process.

34
Q6. Does HR train hiring employees to make the best hiring decisions?

Answer No. Of Percentage

Response

Yes 20 100%

No 0 0

Total 20 100%

Column1

100%

Yes NO

Interpretation:

In the above pie chart it is shown that all the employees agree that the HR train hiring
employees to make the best hiring decision.

35
Q7. Does the HR Department is efficient in Selection Policy of the employees?

Answer No. Of Percentage

Response

Yes 18 90%

No 2 10%

Total 20 100%

10%

90%

Yes NO

Interpretation:

90% of the employees agree that the HR department is efficient in selection policy of the
employees and 20% of the employees disagree with the same.

36
 Answer No. Of Percentage
Response

Yes 12 60%

No 8 40%

Total 20 100%

40%

60%

Yes NO

Interpretation:

When the question was asked to the employees that does the HR maintains an adequate pool
of quality “protected class” applicants then about 60% of the employees agreed with the
question and 40% of the employees disagreed with the question.

37
FINDINGS

38
The collected data are analyzed and general observations has proven that COMPANY
NAME, has done remarkable job in its Human Resource department. The main findings are
as follows:

1. In COMPANY NAME , employees feel that the HR department is efficient to handle

large scale employee base.
2. The recruitment and selection process are centralized (PAN INDIA)
3. About 90% of the employees are satisfied with the recruitment and selection process.
4. Most of the managers prefer personal interviews.
5. Mostly external sources of recruitment are considered.
6. About 90% of employees feel that they are comfortable working with the current HR
policies of the company and 10% feel that they need some changes in the policies.

39
SUGGESTIONS

40
 From the findings I can suggest COMPANY NAME, following things for the more
effectiveness of recruitment and selection process and HR policies:
 Recruitment must be done by analyzing the job firstly which will make it easier and
will be beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so that more and more
candidates apply for the jobs and it will be easy to find the right employee among
them.
 The recruitment and selection procedure should not be too lengthy and time
consuming.
 Company should try to use the internal recruitment process first because it incurs less
cost and acts as a motivational factor to the employees.
 Provide training to employees so that they get better knowledge, skills and attitude.
 Company should amend some parts of their HR policies for better effectiveness.

41
Learning through the Project

42
Learning
Following are the things I have learned from the project.

1. I learned the practical process of recruitment and selection implementation.

2. I also understood the importance of recruitment and selection process to educate new
employees.

3. I learned about the various recruitment and selection methods used in the company.

4. I learned about the various advantages of recruitment and selection practically.

5. I understood how communication skills and networking are important for HR professional.

6. I observed the practical process of working of Human Resource staff.

43
Contribution to the Host
Organization:

44
Contributions to the Organization:
1. Helped them in recruitment & selection process.
2. Helped in employee’s joining & exit formalities.
3. Maintaining the absence records of employees.
4. Issuing Offer letter, salary slips and other required letters.
5. Contributed in the arrangement & implementation of communication skills training
in classroom.
6. Helped the organization to prepare the company profile document & HR Policies
document.
7. Gave suggestions for redesigning the Training Feedback form so that more
meaningful feedback information can be obtained from the training participants for
the betterment of the training program conducted.

45
CONCLUSIONS OF THE
PROJECT

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Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. And Selection is selecting the right
candidate at the right time in the right place.

Employees of COMPANY NAME, are satisfied with the current/existing recruitment and
selection process COMPANY NAME, is recruiting their employees mainly through
consultancies. Consultancies are the mediator between the organization and the candidates as
it serves the requirements of employees as well as the organization.

COMPANY NAME, recruits their employees in a centralized way (PAN INDIA). Also it, has
to consider internet sources for recruitment of employees so that it could motivate the
employees. Employees are also well aware about the various sources and methods of
recruitment and selection. COMPANY NAME, has to implement innovative techniques in
selection process like group discussion, stress interview, etc.

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BIBILIOGRAPHY

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Books:
• C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.
• K Ashwatthama, (1997) Human Resource and Personnel Management, Tata McGraw Hill
• Dr. C.R. Kothari, (2008) Research Methodology
• Chris Duke, (2001) Recruiting the right staff

Websites:
 www.citehr.com
 www.cncwebworld.com
 www.scribd.co
 https://www.ukessays.com/essays/business/literature-review-recruitment-and-
selection-process-business-essay.php
 G Anwar, I Shukur
The Impact of Training and Development on Job Satisfaction: A Case Study of
Private Banks in Erbil International Journal of Social Sciences & Educational
Studies, volume 2, issue 1
 S I Khan, N N Abdullah
The impact of staff training and development on teachers' productivity
Economics, Management and Sustainability, volume 4, issue 1, p. 37 - 45
 G Anwar, I Shukur
The impact of recruitment and selection on job satisfaction: Evidence from private
school in Erbil
International Journal of Social Sciences & Educational Studies, volume 1, issue 3,
p. 4 - 13

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QUESTIONER

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Questions Asked to the HR

1. Which of the sources of recruitment and selection are used in COMPANY NAME ?
 Social media
 Placement Apps
 Campus recruitment

2. Methods used during selection process

 Written test
 Group Discussion
 Personal interview

3. How is performance measured in the organization?

 No. of sales done.
 No. of recruitment done.
 No. of training done.

4. Do you think, there has been a change in Recruitment & Selection practices at
COMPANY NAME ?
 Yes
 No

5. In adopted selection process, do you think innovative techniques should be us?

 Yes
 No

Questions to the Employees

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1. Do they Provided you a training?
 Yes
 No

2. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
 Yes
 No

3. Is the organization doing timeliness recruitment and Selection process.

 Yes
 No

4. Does HR provide an adequate pool of quality applicants?

 Yes
 No

5. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
 Yes
 No

6. Does HR train hiring employees to make the best hiring decisions?

 Yes
 No

7. Does the HR Department is efficient in Selection Policy of the employees?

 Yes
 No

8. Does the HR maintain an adequate pool of quality “protected class” applicants?

 Yes
 No

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