PROJECT SYNOPSIS (MCOP01)

TITLE
RECRUITMENT AND SELECTION
PROCESS BY HR DEPARTMENT

SUBMITTED TO INDIRA GANDHI NATIONAL OPEN

UNIVERSITY, DELHI
In the partial fulfillment of the requirements for qualifying
Master of Commerce(MCOM)
SUBMITTED BY :- Mansi Sharma

ENROLLMENT NO :- 2250375508

COURSE :- Master of Commerce (MCOM)

UNDER THE GUIDANCE OF :-

 INTRODUCTION

Recruitment and selection processes are vital components of an organization's human resource
management strategy. These processes are designed to identify, attract, and hire the most suitable
candidates to fulfill the organization's staffing needs. Effective recruitment and selection
procedures ensure that the organization acquires talent with the right skills, qualifications, and
cultural fit to contribute to its success.

The recruitment process typically begins with identifying the staffing requirements based on the
organization's strategic goals and operational needs. This involves understanding the job roles,
responsibilities, and qualifications required for each position. Once the requirements are
determined, the organization may use various methods to attract potential candidates, including
job postings, employee referrals, recruitment agencies, and networking events.

After attracting a pool of candidates, the selection process begins. This involves screening
applications, conducting interviews, and assessing candidates through various methods such as
tests, assessments, and reference checks. The goal is to evaluate each candidate's qualifications,
skills, experience, and suitability for the role and the organization's culture.

Throughout the recruitment and selection processes, it's crucial for organizations to adhere to
legal and ethical standards to ensure fairness and equality. Discrimination based on factors such
as race, gender, age, or disability is prohibited by law in many jurisdictions. Therefore,
organizations must implement inclusive practices and provide equal opportunities to all
candidates.

Effective recruitment and selection processes not only result in hiring the right candidates but
also contribute to employee engagement, retention, and organizational performance. By
attracting and selecting talent that aligns with the organization's values and objectives, companies
can build a skilled and motivated workforce that drives success and innovation.

In summary, recruitment and selection processes play a fundamental role in acquiring talent and
shaping the workforce of an organization. By strategically managing these processes,
organizations can identify and hire individuals who not only possess the required skills and
qualifications but also fit well within the organizational culture, ultimately contributing to the
achievement of its goals and objectives.
Role of HR in Recruitment and Selection process

The role of Human Resources (HR) in the selection and recruitment process is crucial for
identifying and attracting the right talent to meet the organization's needs. Here are some key
aspects of HR's role in this process:

The HR role is now:

1. Job Analysis: HR collaborates with hiring managers to conduct job analyses, which involve
defining job requirements, responsibilities, and qualifications necessary for success in the role.

2. Planning and Strategy: HR develops recruitment strategies and plans to ensure that the
organization has the right talent pipeline to fulfill current and future staffing needs. This involves
forecasting workforce requirements, identifying sourcing channels, and allocating resources
effectively.

3. Sourcing: HR is responsible for sourcing candidates through various channels, including job
boards, social media, employee referrals, career fairs, and recruitment agencies. They utilize both
traditional and innovative methods to attract a diverse pool of qualified candidates.

4. Screening and Shortlisting: HR screens incoming applications and resumes to identify

candidates who meet the job criteria. They assess qualifications, skills, experience, and cultural fit
to create a shortlist of candidates for further evaluation.

5. Interviewing: HR coordinates and conducts interviews, both initial screenings and subsequent
rounds with hiring managers and team members. They may also facilitate assessment exercises or
tests to evaluate candidates' abilities and fit for the role and organization.

6. Selection and Offer: HR plays a central role in the final selection decision, considering feedback
from interviews, reference checks, and any additional assessments. They extend job offers to
selected candidates, negotiate terms of employment, and ensure a smooth transition into the
organization.

Overall, HR serves as a strategic partner to the organization, driving the recruitment process to
attract, select, and onboard top talent effectively, thereby contributing to the achievement of
organizational objectives.
Recruitment and Selection is needed to serve the following purposes:
Recruitment and selection processes serve several important purposes within an organization,
including:

1. Fulfilling Staffing Needs: Recruitment and selection are essential for fulfilling the
organization's staffing requirements. By identifying and attracting qualified candidates, these
processes ensure that the organization has the right people in the right positions to meet its
operational and strategic objectives.

2. Acquiring Talent: Effective recruitment and selection processes help the organization acquire
talented individuals who possess the skills, experience, and attributes needed to contribute to its
success. This ensures that the organization remains competitive and can adapt to changing
market conditions.

3. Promoting Diversity and Inclusion: Recruitment and selection processes provide opportunities
to promote diversity and inclusion within the organization. By actively seeking candidates from
diverse backgrounds and fostering an inclusive hiring environment, organizations can benefit
from a wide range of perspectives, experiences, and ideas.

4. Enhancing Organizational Culture: Recruiting candidates who align with the organization's
values, mission, and culture helps to maintain and strengthen the organizational culture.
Employees who fit well with the culture are more likely to be engaged, productive, and
committed to the organization's goals.

5. Improving Performance and Productivity: Hiring the right candidates through effective
recruitment and selection processes can lead to improved performance and productivity within
the organization. Employees who are well-suited to their roles are more likely to excel in their
work and contribute positively to overall organizational performance.

6. Minimizing Turnover: By carefully assessing candidates' qualifications and fit for the role and
organization, recruitment and selection processes can help minimize turnover rates. Hiring
individuals who are a good match for the job and the organization reduces the likelihood of early
departures and the associated costs of turnover.

7. Supporting Succession Planning: Recruitment and selection processes play a key role in
succession planning by identifying and grooming talent for future leadership positions within the
organization. Proactively recruiting and developing high-potential candidates ensures that the
organization has a pipeline of qualified individuals ready to step into critical roles as needed.
Overall, recruitment and selection processes are essential components of human resource
management, contributing to organizational effectiveness, employee engagement, and long-term
success.
HR VISION, MISSION & OBJECTIVES:
HR Vision "To attain organizational excellence by developing and inspiring the true potential of
company's human capital and providing growth opportunities, well being and enrichment".

HR Mission "To create a value and knowledge-based organization by inculcating a culture of

learning, innovation & team working and aligning business priorities with the aspiration of
employees leading to the development of an empowered, responsive and competent human
capital".

HR Objectives:

• To develop and sustain core values.

• To develop business leaders for tomorrow.
• To provide job contentment through empowerment, accountability, and responsibility.
• To build and upgrade competencies through virtual learning, opportunities for growth, and
providing challenges in the job.
• To foster a climate of creativity, innovation, and enthusiasm.
• To enhance the quality of life of employees and their families.

RATIONALE OF STUDY
The study of recruitment and selection processes is essential for several reasons:

1. Talent Acquisition: Understanding effective recruitment and selection methods helps

organizations attract and retain talented individuals who can contribute to their success. By
studying these processes, organizations can optimize their strategies to identify and hire the best
candidates for available positions.

2. Organizational Performance: Recruitment and selection directly impact organizational

performance. A well-designed and executed recruitment process ensures that the right people are
in the right roles, leading to higher productivity, improved employee engagement, and better
overall performance.

3. Cost Efficiency: Recruitment and selection processes can be costly, both in terms of time and
resources. Studying these processes helps organizations identify cost-effective strategies to
streamline hiring procedures, reduce time-to-fill vacancies, and minimize turnover rates,
ultimately leading to cost savings.

4. Legal Compliance: Recruitment and selection processes must comply with various laws,
regulations, and employment standards to avoid legal issues and ensure fairness and equity in
hiring practices. Studying these processes helps HR professionals and hiring managers understand
relevant laws and regulations and implement compliant procedures.

5. Diversity and Inclusion: Effective recruitment and selection practices contribute to building
diverse and inclusive workforces. By studying these processes, organizations can develop
strategies to attract candidates from diverse backgrounds, mitigate biases in hiring decisions, and
create inclusive hiring environments.

6. Employee Retention: The recruitment and selection process plays a crucial role in employee
retention. By studying these processes, organizations can identify factors that contribute to
employee turnover and implement measures to improve retention, such as better candidate
screening, comprehensive onboarding programs, and career development opportunities.

7. Employer Branding: A positive recruitment and selection experience can enhance an

organization's employer brand and attractiveness to potential candidates. Studying these processes
helps organizations understand the impact of their employer brand on recruitment outcomes and
develop strategies to strengthen their brand reputation.
Overall, the study of recruitment and selection processes is essential for organizations to
effectively acquire talent, enhance organizational performance, ensure legal compliance, promote
diversity and inclusion, improve employee retention, strengthen employer branding, and facilitate
succession planning.

SCOPE

This project will be designed in such a way to make an easy understanding among a layman
regarding training as tools of Human Resource Management. This Project will be useful to study
the various training needs and to know the job knowledge, skill at work.

OBJECTIVES OF THE STUDY

⚫ To study the employees’ awareness of the training process in the organization.

⚫ To examine the effectiveness of training in overall development of skills of workforce.

⚫ To examine the impact of training on the workers.

⚫ To study the changes in behavioral pattern due to training.

⚫ To measure the differential changes in output due to training.

 RESEARCH METHODOLOGY
Research methodology is a careful investigation or inquiries systematically and finding solutions
to the problem under investigation.

Understanding the phenomenon of Human Resource Management in its various manifestations is

a difficult task. It is even more challenging to forecast how this phenomenon will continue to
change in the future. Global turbulence requires a manager to develop a capacity to learn on an
ongoing basis which includes the capacity to challenge their preferred approaches to manage and
trained people. Learning within an ever-changing competitive landscape will involve going beyond
the practice of benchmarking and being able to determine how best to cope with surprises that are
constantly thrown their way.

Statement of objectives
In this study, a systematic approach will be followed to find the different ways of solving the
problem. To define a problem, determining the nature of research adopted at this research is
important. The nature of research adopted in this study is exploratory as well as descriptive in
nature.

Exploratory Research
It is preliminary research, whose objective is to provide insights and understandings.

Exploratory research might involve a literature search or conducting focus group Interviews. The
exploration of new phenomena in this way may help for better understanding, may test the
feasibility of a more extensive study, or determine the best methods to be used in a subsequent
study. For these reasons, exploratory research is broad in focus and rarely provides definite answers
to specific research issues.

It is difficult to study each of them in detail in the Vardhman Textile Ltd. with the help of a
questionnaire and depth study of vision. The research process that is adopted is flexible and
unstructured, data collected is qualitative in nature, and the findings of exploratory research are
regarded as tentative or used as input to further research. It seeks to discover new relationships and
is used for developing a hypothesis:

 Gaining organizational support

  Conducting organizational analysis
 Organizational climate
 Choosing HR Recruitment and Selection Practice

The Literature Survey

The literature research is a fast, economic way for researchers to develop a better understanding of
a problem and to discover hypothesis in the work of other. A large volume of published and
unpublished data is used to study. Some tools like personal interviews and questionnaires will be
used which would help to generate an idea about the effectiveness of the study.

Proper care needs to be followed while designing the questions for personal interviews and for the
questionnaire so that it would become easy for a layman to understand and answer properly.

SOURCES OF DATA
PRIMARY DATA: Primary data is the data observed or collected from firsthand
experience. Primary data is important for all areas of research because it is accurate information
about the results of an experiment or observation.

1) Personal Interview: A personal interview with staff members of the company will be
organized regarding their convergence towards training needs and benefits under training to
accomplish their goal within the company and marketplace.

2) Questionnaire: A questionnaire would be designed that could help in Fulfilling the

objective of the study to the maximum The questionnaire will be designed in such a way so that it
could solve the issues, like what are the terms and conditions followed by the company earlier and
what are the policies they are following now to make themselves competent. The Questionnaire
would consist of 10-12 objective-type questions which become easy for the bank staff to answer.

SECONDARY DATA: Secondary data is the data that has been already collected and
readily available from other sources. Such data are cheaper more quickly obtainable than the
primary data and also may be available when primary data cannot be obtained at all. Following are
some of the sources of secondary data:

Secondary Information Sources:-

 a) Performance Appraisal System of the Company
b) Participants List
c) Various books and Magazines
d) Company's websites.
RESEARCH INSTRUMENTS

Questionnaire: A questionnaire will be prepared while keeping in mind the objective of the
study. The option of filling a questionnaire is the most convenient way to interact with people while
filling the questionnaire and moreover the data will be less biased as the details will be collected
directly from the company. The questionnaire will be designed in an objective mode so that it
would become easy for people to fill because it consumes less time.

Survey: Survey will be done with a view to studying the training method and tools and areas of
improvement.

Historical data collection: The data of the company will be collected on a historical basis.
With a view to studying the terms and conditions or policies opted by the company, historical data
will be studied so that the new policies can be studies properly.

Sampling: Sampling is the process of selecting units (e.g., people, organizations) from a
population of interest so that by studying the sample we may fairly generalize our results back to
the population from which they were chosen. It is that part of statistical practice concerned with
the selection of a subset of individual observations within a population of individuals intended to
yield some knowledge about the population of concern, especially for the purposes of making
predictions based on statistical inference. Sampling is an important aspect of data collection.

Sampling is a commonly used term to describe the process of obtaining information about an entire
population by examining only a part of it. The result obtained by sampling is objective and
defensible. It is not subject to questions of bias.

Statistical sampling can be more accurate than an examination of every item in a large population.
It may save time and money. Data may be combined and evaluated, even though obtained by
different users.
 Sampling Unit: An individual

Sampling size: 5 Units of Industry

Sample Size: 30-40

During my analysis, I found that there are four types of training needs included at the time of
annual performance appraisal in Vardhman group to their employees so that they can execute their
role in a better way.

1. Behavioral

2. Quality improvement

3. Computer skills

4. Technical skills

Tools and Techniques of Analysis: No study could be successfully completed without

proper tools and techniques. For a better presentation and the right explanation, I used tools of
statistics and computers frequently. And I am very thankful to all those tools for helping me a lot.
Basic tools which I used for project from statistics are:

1. Bar Diagrams /Pie charts

2. Tables Pie

Charts are really useful tools for every research to show the result in a well clear, easy, and simple
way. Because I used bar diagrams/charts in the project for showing data in a systematic way, so it
need not be necessary for any observer to read all the theoretical detail, simple on seeing the charts
anybody could know that what is being said. Technological tools are:

1. MS Excel

2. MS Word

The above application software of Microsoft helped me a lot in making projects more interactive
and productive. Microsoft Excel has a great role in my project, it created my situation of "you sit
and get." I provided it simply all the detail of the data and in return, it has given me all the relevant
information. And at last Microsoft Word did help me with the documentation of the project in a
presentable form.

EXPECTED CONTRIBUTION OF STUDY

The present study will be helpful to an individual as well as the organization as under:

A) Employee workmen who are required Selection: This study will be conducted
to know the training needs for a worker, who can work effectively. HR Department every time is
in search of a person who has the maximum skills required for the job. After selecting the right
person, the main aim of the HR Department is to make that person a perfect workman. For this,
they provide the training to them. One of the contents of this study is to analyze how different
people utilize their skills with improved skills.

B) Company: This study will give assistance to the company regarding the process of
selection and recruitment. This study will be helpful in understanding the need for shelter for an
individual vis-a-vis is training provided by the company. A company will be able to analyze that
what type of employee do they have in their profile and what type of training can be provided to
them.

Thus, Selection and Recruitment can contribute to higher production, fewer mistakes, greater job
satisfaction, and lower labor turnover. Also, it can enable employees to cope with organizational,
social, and technological change. Effective training is an invaluable investment in the human
resources of an organization.
 LIMITATIONS OF THE STUDY

1. Objective type Questions:

The Questionnaire will be only objective-type questions which will be designed to make the survey
easy for staff. But this cannot reveal the true observation as people need to answer in yes or no
only.

2. Professional Attitude:
The company staff could show a Professional attitude at the time of the survey. They may not
reveal all the information with the help of which this study can more useful.

3. Other:
Often, sources are not interested to provide the actual data which is very important for correct
estimation.

For the lack of experience, it is hard to estimate the problem accurately.

Many of the employees have to work in the rigs so it was not possible to know their view.

Due to workload and survey done by the lots of trainees from different institutes scope of
interaction with the employees was less.

The study will suffer from the personal biasness of people on whom the survey will be conducted.
Some of them may have answered the Questionnaire by getting influence from their friends or
colleagues, some of them do not want to be unfair with anyone so give a fair answer to each and
every question.
 BIBLIOGRAPHY

1) www.google.co.in

2) www.ehow.com

3) www.google.co.in

4) www.managementstudyuide.com

5) www.wikipedia.org

6) “Human Resource Management 4E” by Bernardin, Tata McGraw-Hill Education, 2007,

842 pages.

7) www.simplypsychology.org

8) “Researching Customer Satisfaction & Loyalty: How to Find Out what People Really

Think” Market research in practice series by Paul Szwarc, Market Research Society,

Kogan Page Publishers, 2005, 258 pages.

 Tentative Scheme of Chapter

1. Organization Profile

2. Meaning and concept of Training

3. Research Methodology

4. Data Analysis and Interpretations

5. Findings, Suggestions and Conclusion

6. Biblography