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Pratibha 2218009 Project Report

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27 views52 pages

Pratibha 2218009 Project Report

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rdattera.0007
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Final Research Project Report

On
“A STUDY ON E-COMMERCE RECRUITMENT PROCESS WITH
REFERENCE TO HR SERVICES”
Submitted To

I.K. GUJRAL PUNJAB TECHNICAL


UNIVERSITY KAPURTHALA
In partial fulfilment of the requirement for the award of degree of
Master of Business Administration (MBA)

Submitted By: Supervisor:

Prachi Sethi Dr. Kismat Kaur

2218001 Assistant Professor

DEPARTMENT OF MANAGEMENT

CHANDIGARH BUSINESS SCHOOL OF ADMINISTRATION


LANDRAN, MOHALI
2022 – 2024

i
STUDENT DECLARATION
I, “Prachi Sethi”, hereby declared that I have completed a research project titled “A STUDY ON
E-COMMERCE RECRUITMENT PROCESS WITH REFERENCE TO HR SERVICES”
under the guidance of Mr. Hardik.
Further I hereby confirm that the work presented herein is genuine and original and has not been
published elsewhere.

Dr. Kismat Kaur

ii
FACULTY DECLARATION
I hereby declare that the student Ms. Prachi Sethi of MBA (IV) has undergone my project report
under my periodic guidance on’’ A STUDY ON E-COMMERCE RECRUITMENT PROCESS
WITH REFERENCE TO HR SERVICES”
Further I hereby declare that the student was periodically in touch with me during her research
work and work done by student is genuine and original.

(Signature of Supervisor)

iii
TABLE OF CONTENTS

CHAPTER CHAPTER TITLE PAGE


NO. NO.
l Introduction l-l0
2 Review of Literature ll-l7
3 Need, Scope and Objectives of the Study l8-l9
4 Research Methodology 20-22
5 Data Analysis and Interpretation 23-36
6 Findings of the Study 37-38
7 Conclusion & Recommendations of the 39
Study
8 References and Bibliography 40-4l
9 Annexures/Appendices (Questionnaire used 42-44
etc.)

iv
Table Table Name Page
no no
Table Source of, e- recruitment 23
no 4.l
Table Factor consider when choosing recruitment portal 24
no 4.2
Table Clear e- recruitment policy 25
no 4.3
Table Quality of, the electronic recruitment system 26
no 4.4
Table Efficient and timely e- training programs 27
no 4.5
Table Daily activity report (DAR ) submission policy 28
no 4.6
Table Mainly promote e- recruitment 29
no 4.7
Table Types of Selection 30
no 4.8
Table Merit based selection 3l
no 4.9
Table Satisfaction with selection process 32
no 4.l0
Table Orientation basis 33
no 4.ll
Table Comfortable for you to work 34
no 4.l2
Table Your schedule 35
no 4.l3
Table To participate in the organization 36
no 4.l4
LIST OF TABLES

v
LIST OF FIGURES AND CHARTS

Chart Chart/Diagram Name Page no


/
Diagram
no

Diagram E-Recruitment Process 2


l.l
Diagram SWOT Analysis 7
l.2
Diagram Hosting Website l0
2.l
Diagram The Total Recruitment Cost per Employee 0f a Fortune 500 l2
2.2
Computer Manufacturer by Channel in l998
Diagram Human Resources Department and Internet-based recruitment l3
no 2.3
workload
Chart no Sources of recruitment 23
4.l
Chart no Factors consider in selecting job portals 24
4.2
Chart no e-recruitment policy 25
4.3
Chart no Quality 0f e-recruitment system 26
4.4
Chart no Efficient and timely e-training program 27
4.5
Chart no DAR submission policy 28
4.6
Chart no Majorly promote e-recruitment 29
4.7
Chart no Types 0f Selection 30
4.8
Chart no Selection basis 3l
4.9

vi
Chart no Satisfaction of selection process 32
4.l0
Chart no Orientation basis 33
4.ll
Chart no Comfortable chart 34
4.l2
Chart no Daily schedule 35
4.l3
Chart no Organization age 36
4.l4

vii
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CHAPTER l

l.l INTRODUCTION

Recruitment has become an important process in the highly competitive labour market. The
traditional recruitment method has undergone a revolutionary change due to the appearance 0f
Internet. E-recruitment is latest trend in recruitment process and has been adopted by many
large companies and small companies. Many companies use e- recruitment to post work
online and accept resumes and communicate with applicants via email. The main success
factors 0f, e- recruitment are value- added services provided by the workplace, cost-
effectiveness, speed, provision 0f customized solutions, help establish relationships with
human resources managers, and promote corporate branding. Although employers and job
seekers in e- recruitment have many benefits, it still has its own limitations and disadvantages.
Case studies help analyze pros and cons 0f e- recruitment and its growing scope in the
company's recruitment process.

E- recruitment or online recruitment is the process 0f recruiting candidates using electronic


resources, especially the Internet. The first mention 0f e-recruitment occurred in the mid-
l980s. E- recruitment can be divided into two categories: recruitment company websites and
business recruitment committees/portals (such as monster.com). A commercial website is a
company's own website that provides links to recruitment information and career options.
Users can log in to current job openings. If the company advertises vacancies on other
websites that focus on recruitment, such as naukri. com, monster. com, etc., these companies
will use commercial recruitment boards.

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E- RECRUITMENT

Diagram no l.l: e- recruitment process

As shown in figure e-recruitment has greatly addressed the need to keep database at all the
levels 0f recruitment and selection process. It gives easy access and longer retention. Despite
huge investment in the process, not finding right candidate becomes frustrating and many
companies go through it routinely.

E-recruitment has made the job and candidate search very cheap and easy compared to
traditional method and hence gained quick success.

THE ADVANTAGES 0F ELECTRONIC RECRUITMENT

1 Shorter recruitment cycle.


2 Faster than traditional mode
3 lower cost per hire
4 Easy to use (no time limit) attracts even passive job seekers.
5 No middleman.
6 The choice 0f an applicant is entirely dependent on the company’s HR manager.
7 As a means 0f corporate advertising and brand building

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DISADVANTAGES OF ELECTRONIC- RECRUITMENT

l Due to ease 0f use and convenience, a large number 0f unsuitable candidates may apply and
therefore increase the screening workload.

2. Some areas in the country have limited media coverage.

3 In order to make their personal information more attractive, many applicants provide false
referral services and sometimes provide false service certifications, which again require more
time for HR managers to select real candidates.

4 Since some working portals appear in the standard format for completing the pr0file, the
applicant cannot highlight his/her skill set.

VISION

Our Vision is to be at the apex, as a complete recruitment and consulting service provider
company, creating sustainable solutions essential to a better, dynamic and growth oriented
career for people everywhere.

• The company would be recognized as the Market leader in all its 0fferings.
• Company success should built
- Absolute pr0fessionalism
- The quality 0f our service
- The skills and motivation 0f our employees.

MISSION

As a mission 0f the strategic human resources pr0fessional team, we develop and provide
innovative human resources services to support the mission 0f our respected customers. Our
core services and capabilities include recruitment and staffing, employee relations,
organization and employee development, risk management, compensation and benefits,
payroll , HR information management and compliance.

3
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QUALITY POLICY

We are committed to continuously improving its pr0fessional consulting services to meet and
exceed customer needs.

HR services makes this policy meaningful

• Carefully select employees and employees to ensure that their education, experience
and attitude are in line with our commitment to quality.

• Provide a learning environment and actively encourage and support the growth
and development 0f employees.

• Improve our global capabilities by sharing our experience, knowledge and


resources between and between consulting practices and 0ffices.

• Strengthen our global business system to comply with international standards.

• Explore new technologies and methods and adopt these new technologies and
methods in relevant situations.
• Establish synergies with appropriate strategic partners.
• Seek customer feedback on the project and take action.
• Measure our progress towards meaningful goals.
• Set and review quality goals annually as a form 0f continuous improvement.
• From time to time review the suitability 0f the quality policy

MANAGEMENT CONSULTING
Management Consulting services ensure that you focus on your core business become
stronger, more competitive and capable 0f managing and growing the existing business and
start working on global business expansion.
We let you understand your strengths and opportunities with keeping balance on your
weakness and market threats and help you deciding the business strategy and vision which
will support you achieving your business goals consistently.
Fast Track Management Consulting Division works with its clients to design, build and
operate tailor made innovative, flexible, dynamic and high performance operations and
supply chains that effectively exceed their customer expectations which results in high
pr0fitability and consistent business growth for future.

4
`

a) BUSINESS GROWTH STRATEGY


Formulation 0f business vision, mission and strategy is vital for success and growth 0f any
business. It works as a backbone and light house for the success 0f the business. Every
pr0fessional in the organization must aware 0f the business vision, mission, and plan.
Our Business Growth Strategy Consulting services spans
• Business Growth strategy
• Organization Design and Structure
b) LEAN MANUFACTURING
Organizations with world class manufacturing and operational excellence will only able to
survive and grow in future. We have the knowledge, experience and capabilities to help the
organizations maximize their potential for delivering the value and consistent positive results.
Our lean Manufacturing consulting services spans
• lean Manufacturing- Business Basics
• Value stream mapping
• Quality Management system
• Shop floor and process improvements
• Material handling and storage

c) SUPPLY CHAIN MANAGEMENT


High performing supply chain results in on time raw material availability, lower inventory
levels, consistent processes and on time delivery and services. We at fast track management
consultants help organizations to understand and optimize their supply chain and consistently
improve on cash flow and customer satisfaction.

Our Supply chain Management consulting services spans


• Formulation 0f SCM and Cost innovation strategy
• Vendor development and Pricing
• Sourcing and Procurement
• Customer Order fulfilment
• Inventory management

5
`

d) HUMAN RESOURCES MANAGEMENT


Highly skilled, committed and motivated people are the key to success and growth for any
business. We help you understand the importance 0f the people as a key asset and people
management in the business. It is one 0f the critical assets you have and you cannot ignore it.
We help you in planning, organizing and optimizing this important resource and achieve the
best out 0f it.
e) CUSTOMER RELATIONSHIP MANAGEMENT
We help your team understand the importance 0f customer relationship and customer delight
in the business and ensure you stay connected with your customer with innovative and
effective approaches on communication. manufacturing technology, delivery, branding,
marketing, sales and channel management and after sales services. We help you achieve not
less than customer delight.

f) INNOVATION, KNOWLEDGE AND CHANGE MANAGEMENT


We help you understand the fact that only change is constant in the business. We help you
creating the awareness on importance 0f innovation, knowledge and change management in
growing organization. We help creating the organization and its culture adaptable to new
views, direction and changes continuously.
2) HR RECRUITMENTS

a) SEARCH , SELECTION AND RECRUITMENT


We understand the importance 0f time and speed. We believe that if this process is not driven
by “time and speed”, then our key value increase will not have any structural and innovative
work to be successful... quick search, selection and recruitment.

We keep ourselves focused on the below mentioned industry verticals:-


• Industrial Manufacturing
• Automobile

6
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SWOT ANALYSIS

Diagram no l.4: SWOT Analaysis

STRENGTH
1) You will have access to a vast network specific candidates.
2) You will save money.
3) You will have a guaranteed hire.
4) You get to try before you buy.
5) Your manager will have more time to focus on the day to day business instead 0f
searching and pre-screening potential candidates.

WEAKNESS
1) You will stand need to review resumes and pre-screen candidates.
2) Your business will not need an internal recruiting team.

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OPPORTUNITIES
1) Have the ability to expand and constrict your labour force easily by using contract
employees.
2) Management will have more time to focus on business resulting in satisfied customers
and a faster growth.
3) Your business will have access to candidates that an internal recruiter would not have
access too.
4) Improvement 0f productivity from current employees.

THREAT
1) You will rely on external sources to provide your new candidate funnel.
2) Under utilization 0f training provided to the employees.

FUTURE GROWTH AND PROSPECT

This research is essentially based on the concept 0f secondary data provided by websites and
scholarly articles. Considering the upcoming possibilities 0f increase in business and hence in
increased recruitments, a more detailed study needs to take place in future with solid primary
database pan India because so far proper focus has not been given on recruitment issue.
Companies either have their own HR department for recruiting or they outsource the process
hence fragmented information is available from the corporate. Also with increasing use 0f
online recruitment portals, its effect should also be increased but only there are increasing
number 0f complaints that online recruitment sites no longer reply to candidates resulting in
frustration. These issues could be addressed by future researchers in their focused primary
study.

8
`

THEORETICAL BACKGROUND OF THE

STUDY E-RECRUITMENT

E-recruitment is a clear technology that effectively uses Internet technology to increase


efficiency and effectiveness 0f recruitment processes
Effective & efficient selection and utilization 0f HR has been acknowledged by many
practitioners before. Recruitment just one function 0f HRM but it is very significant for the
further function 0f HR.

Recruitment is an activity and practice conducted by an organization whose main purpose is to


identify and attract potential employees (Barber, l998). Recruitment is conceptualized as
covering all organizational routines and decisions that affects number or type 0f individuals
willing to apply for or receive a given vacancy (Rynes, l99l). Recruitment may be " the most
critical human resource function for organizational success and survival " (Taylor and
Collins, H e n r y F a yo l ) .

More specifically, recruiting to become a strategic HR practitioner must find effective


answers to the following five questions (Breaugh l992; Breaugh and Starke 2000):
(1) Recruiting people?
(2) Where to recruit?
(3) Which recruitment resources are used (eg, internet, newspapers, job fairs, campuses)
(4) When to hire?
(5) What information is conveyed? For example, the size and quality 0f initial number 0f
applicants is crucial to determine effectiveness 0f the overall recruitment (Carlson, Connerley
and Mecham 2002; Collins and Han 2004).

9
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INTERNET ECONOMY

Internet economy has revolutionized the way companies operate by opening new channels 0f
communication, collaboration and coordination among consumers, businesses and trading
partners ( Barua & Whinston 2000 ). Internet brings together buyers and sellers 0f goods
and services. Through automated transactions, the online market has expanded the choice 0f
buyers, enabled sellers to reach new customers and reduced transaction costs for all
participants (Kaplan and Sawhney 2000). The rapid development 0f technology has
dramatically changed the way the business is developed and the number 0f organizations and
individuals using the Internet and e- mail ( Erica R. Marr, 2007) clearly demonstrates that this
technology is increasingly used and dependent.

Diagram no 2.l: Hosting Website

In terms 0f, human resources management, Internet has changed the views organizations and
job seekers (Epstein et al., 2003; Feldman et al., 2002; Warner 2005). At the same time,
Internet makes recruitment more efficient and effective. On the one hand, Internet has
drastically reduced recruitment costs and time, and on the other hand it has made applicants
pool almost limitless (Cappelli 200l).

10
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CHAPTER 2
LITERATURE REVIEW

l. Corporate website recruitment methods can 0ften be defined as eccentric or basic recruiting
(recruits0ft. com/ ilogos Research 2000). For this, eccentric recruitment was defined as "an
online work, an e-mail or resume builder receiving application on the website." Basic
employment is defined as " using the Internet to post vacancies, but candidates are
encouraged to apply to companies through more traditional recruitment channels, such as
mailing or faxing."

2 Another method 0f recruiting through the Internet is the online recruitment committee.
Companies subscribe to online job boards and post effective posts, sometimes anonymously.
Job seekers visit job boards to find potential opportunities. In addition, job seekers can post
their resumes online for companies to search for and match skills and needs. Some online job
seekers automatically notify the registered company by e-mail. When a job seeker responds to
a specific post, whenever new job publishes resume (Feldman l999) using a title that meets the
company and the job board informs by e-mail. Job-seekers are releasing new related work.
Users can also enter keywords and the database will search for and match keywords.

3 The third, less common method is to recruit passive candidates through Internet (people
who are not actively looking for jobs). Online recruiters, called source strategies, using
recruiting procurement techniques to track potential candidates on Internet. Source strategists
may search personal pages the association's website identify, and find potential candidates
to fill positions HR Magazine August 2000).

4 The company recruits its own internal human resources department through the Internet, or
outsources its work to professional consulting services that provide recruitment. Similarly,
companies can host websites either internally or with application service providers (ASPs).
With the increase in website recruiters and online recruitment activities, Crispin claims that at
least 30,000 websites have tried to obtain a part 0f this market (Crispin 2000).

11
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Advantages:
The Internet has created the advantage 0f providing current information to a wide audience and
improved communication in an efficient and timely manner. In addition , some people see
Internet as a low- cost advertising medium that facilitates paperless real- time transactions (
Seneiratine l999).

Diagram no 2.2: The Total Recruitment Cost per Employee 0f a Fortune 500
Computer Manufacturer by Channel in l998

12
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Diagram no 2.3: Human Resources Department and Internet-based recruitment


workload
The study found 67% executives surveyed reported that Internet job 0ffers will bring
the same or less work to the HR department. The survey said Internet technology can be
shortened by l2 days from the typical recruitment cycle.

5. A study conducted by Verhoeven and Williams (2008) is about studying e- recruitment and
selection news. Study focuses on advantages and disadvantages recognized the literature and
considers who oppose HR managers.

6. Williams (2009)'s analysis 0f e-recruitment shows that the main reason for the decline in
recruitment costs is online recruitment at the cost 0f traditional methods. The HR
pr0fessionals surveyed have demonstrated that online methods are more popular and they
claim that their company's website's work department is used as a recruiting tool for many
jobs.

7. Holm (20l2) paper results show that there are differences between paper recruitment
methods and electronic recruitment methods. The electronic- based recruitment process begins
only a few electronic tools for line managers to start recruitment process. For example, online
managers put their recruitment needs into Word documents send them to responsible
recruiters. Recruiters must read each applicant and score the order. In

13
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Some cases, this is handled through a filtering process, bringing the top applicants to the
forefront.

8. Ms. D Shahila (20l3) This research helps to investigate e- recruitment, its applications,
practices, e- recruitment methods, trends in e- recruitment challenges and issues, and its
expanding business scope in the recruitment process. It also mentioned that the main success
factors 0f e- recruitment are the value- added services provided by the workplace, cost-
effectiveness, speed, provision 0f revised solutions for transactions with HR managers, and
assistance with corporate image formation.

9. E-recruitment 0fficially means online procurement ( Ganalaki , 2002). E- recruitment also


called online recruitment. Job seekers can e-mail their resume directly to employers. On the
other hand, employers will receive resumes and can select resumes from resumes 0f other
candidates (Finnish, 2000). ). By installing s0ftware like "active recruitment", employers can
now more easily seize the ideal candidate for a specific pr0file. Before it takes 62 days to fill a
vacant position, it now takes only 42 days to fill a vacant position. Now it changes. It's easier
(Willenbrock, 2005). Some people think that online recruitment cannot replace traditional
recruitment methods, but a well- implemented online recruitment can help organizations more
easily ( caggiano , l999 & bork, 2000). At Nike’s headquarters, will not miss any resumes they
receive. They treat each resume as a potential resume, and applications like “active recruiters”
make them easier (Nike, 2005).

10. E- recruitment or online recruitment are synonymous. They mean formal online
purchasing ( Ganalaki, 2002). This is complete process that includes job advertisements,
receiving resumes, and establishing candidate and in-service personnel resource databases.

11. Vidot ( 2000) suggested that e- recruitment is the use 0f the Internet to attract high-
quality candidates, select appropriate pr0files, and simplify the application and selection
process. Internet has had an impact on human resources sector ( Bussler & Davis, 2002).
Organization recruitment is increasingly dependent on computer technology and one area 0f
recruitment through the Internet is e- recruitment ( Mottl, l998).

14
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12. From the related literature , there is a view that e- recruitment needs to be combined
with other technologies. Caggiano ( l999) and Borck ( 2000) believe that Internet- based
recruitment will not replace the traditional recruitment, but well-executed e- recruitment
strategy can help the recruitment process become more successful.

13. Hogler ( l998) gave the idea that employers can work through electronic advertising,
scan and store resumes, conduct tests, and match people's work by using the power 0f the
Internet to reach qualified applicants.

14. Cullen ( 200l) also supports e- recruitment not as an independent tool, but as an
integration into the !overall recruitment and selection strategy.

15. Bulter (l99l) believes that this requires the use 0f inductive methods to generate the
advantages 0f e-recruitment. Semi-structured dialogue with 30 HR managers and l0 hiring
managers from numerous industrial and service sectors. Participants were questioned about the
benefits 0f rating e-recruitment and they considered them based on their experience and
interaction. The result is gradual and used to generate objects. The common interview replies
are short: low cost, short time, impact from applicants from different countries, improved
applicant quality, and organizational image. Whitford, M. (2000) This U.S.-based study
pointed out the benefits 0f the Internet for recruiting. This problem is the maintenance 0f
employees. The Internet plays an important role in shortening recruitment time.

16. Boswell, Roehling, lePine, and Moynihan (2003) noted the opportunity to contact
personnel and field visits. A theoretical paper on e-recruitment management challenges: Smith
and Rupp (2004) extended the life cycle 0f new economic employees and studied the
application 0f technology in the recruitment and retention 0f knowledge workers in e-
commerce and information - intensive environments. The authors report that e- recruitment
as general procedure is specific to the job and provides computer-aided screening interviews
and statistical estimates to help reduce recruitment costs, recruitment time, and employee
business.

17. Alan D. Smith, William T. Rupp, ( 2004) “The Management Challenge 0f, E- Recruiting:
Extending the life Cycle 0f, New Economic Employees ”. Studies by Connerley, Carlson, and
Mecham (2003) have demonstrated differences in the applicant'sgroup quality
statement.Research needs to examine the company’s opposition to

15
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the head-to-head appeal 0f similar jobs. From September l999 to May 2000, this study
analyzed the results 0f surveys conducted by university recruiters in Southeast University on
campus interviews. The analysis 0f 39l applicant groups representing l8 different working
families showed that the applicant's group quality was in different working families.

18. Hadass (2004) developed a recruitment model when studying the impact 0f, Internet
recruitment on the matching 0f, workers and human resources managers. In this recruitment
model, job seekers have private information on different working conditions, and companies
have insufficient screening technology. . He decided that companies may adopt e- recruitment
policies because 0f, the direct decline in recruitment costs and the competition between HR
managers for skilled employees.

19. Reeve, High house and Brooks (2006) studied how the emotional responses 0f job
searchers influence the overall attractiveness 0f the organization's attractiveness and
organizational image. A survey conducted by marketresearch.com (2006) on the E-
recruitment market found that the main trends in e-recruitment are: l. More advanced
company career website candidate management tools; 2. Increasing use 0f social networking
technology (Facebook (linkedIn) to cover candidates; and 3. More market expert
opportunities. Matthews (2006)'s study 0f recruiting law students at the US National Taxation
Administration pointed out how to fill jobs and have better quality entities more easily by
increasing the initial data on campus recruiting energy.

20. Barber (2006) also examined the assistance and challenges 0f Internet recruitment at the
Institute 0f Employment Studies. Barber pointed out that HR pr0fessionals who analyze the
advantages 0f e-recruitment 0ften refer to obtaining more applicants and marketing company's
reputation and brand.

21. Maurer and liu (2007) believe that web-based recruitment will protect the cost 0f new
employees hired by each organization up to 87%. Parry and Tyson (2008) used surveys and
interviews to conduct a six-year survey 0f corporate recruiting activities and asked why
respondents had or did not use online recruitment, whether they predicted that they would use
the Internet for recruitment changes, and they The impact 0f Internet recruitment on other
recruiting methods is expected. Respondents to the study included human resources directors
and managers, financial controllers, managing directors, and recruitment specialists from
more than 25 employees sampled from UK institutions. There were 25,524 replies in the

16
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survey and 20 HR or resource managers had cross-examined. The survey results show that the
most common reasons for using pr0fitable or commercial websites in recruitment are cost-
effectiveness (75%), candidate ease-0f-use (64%), larger candidate groups (53%), ease 0f use
(52% ), Employment rate (52%) and company policy (50%). On the other hand, the less
common reason is the successful finding 0f a candidate (44%) and leading the competition
(32%).

22. Thompsons, l., Braddy, P. and Wuensch, K. (2008) In 2008, the impact 0f organizations,
web design on potential job seekers was studied. l82 Participants reviewed an online job
marketing evaluation marketing format for attraction, website availability, organization's
appeal to the network, organization's printing and employment readiness, and found that the
format and appeal 0f availability 0f online recruitment materials affected The tendency 0f
participants to pursue work is more important than availability.

23. Holm, Anna B. (20l2) further pointed out that it is an organization 0f recruitment
processes and activities. It realizes the mutual cooperation and interaction 0f time and space
through technology and human reasons to identify, attract and influence capable candidates.
. Avinash S. Kapse ( 20l2) published an article on E- recruitment, which pointed out that
online recruitment has many advantages for the company, such as low cost, less time, faster,
wider area, better Matching and highlighting online shortcomings Such recruitment as
reviewing applications is a problem. India lacks Internet awareness in some places. They say
that employers want to interact face- to- face with candidates.

24. Florea, N.V. And Badea, M. (20l3), the author mentioned that the use 0f the Internet can
help improve performance, speed up decision-making and save costs. The Internet helps show
vacancies on the site. The Internet also helps find accurate employees from the pool 0f
information available in the database.

17
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CHAPTER 3

Need, Scope & Objectives of the study

3.1 STATEMENT OF THE PROBLEM

With the adoption 0f technology and Internet penetration by employers in the future, the
growth 0f the e-recruitment industry has been promoted. Turning to the online recruitment
process, the organization has reduced the cost 0f the traditional recruitment model by nearly
80%.
E-recruitment is still in its infancy and takes time to penetrate. The computer literacy rate is
still very low. Sometimes the employer loses the right person. Several people do not provide
enough information on the Internet because they do not understand computers.
• Job seekers also have duplicate resumes.
• A passive resume may be uploaded. In addition, there is not much truth, because the
background investigation will not be immediately involved.
• There is room for impersonation in e-recruitment.

3.2 NEED 0F THE STUDY

• Reduce recruitment delays - Quickly fill vacancies

• Reducing hiring managers by up to 50% - This means more time available for other
HR plans

• Reducing recruitment agency reliance and costs

• Automatically posting open positions to your own brand website and external work board

• Easily identify previously applied candidates

• Use a single system to share talent globally and use this data to locate and track passive
job seekers.

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3.3 OBJECTIVES OF STUDY

• Understand the trend and practice 0f, e- recruitment in the company recruitment process

• Compare traditional recruitment processes and e- recruitment and discuss the


advantages and disadvantages 0f e- recruitment

• Analyze the potential 0f e- recruitment and the challenges it faces.


• Wider Reach: E-recruitment allows companies to reach a larger pool of candidates, including
those in remote locations or from diverse backgrounds.
• Cost Efficiency: By reducing the need for physical infrastructure, paperwork, and manual
processes, e-recuritment can be more cost-effective compared to traditional recruitment
methods.

3.4 THE SCOPE 0F THE STUDY

The scope 0f the study is to observe how satisfied employers and employees are with the
company's recruitment and selection process. It also shows deviations, if any, that will be
experienced in the study. In addition to understanding the techniques and methods in the
recruitment process, you will also learn more about the corporate culture that prevails in the
organization. This not only helps aquanaut and the corporate environment, but also can pay
close attention to the omnipresence 0f authoritative responsibilities at all levels in the
organization. The prescribed study time is also It is not sufficient to conduct a detailed study
0f the topics that have been allocated, and the scope 0f the topics (recruitment and selection)
is sufficiently wide that it is difficult to cover all topics at the specified time.

The study will provide us with information on various policies, technologies, and E
- HRM can be used as a tool to meet environmental challenges.

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CHAPTER 4

RESEARCH METHODOLOGY

Research design is seen as a framework for guiding research programs and helps data
collection and analysis 0f data. Research design may be a systematic approach. Exploratory
, descriptive and experimental research. Descriptive research design applies to the project.

Research area is limited to Fasttrack HR service employees

Structured Questionnaire.

SAMPLE l00 respondents.

SAMPLING DESIGN

Sampling technique:-

SIMPLE RANDOM SAMPLING Method is used in which it Is a subset 0f the statistical


population where members 0f each subset have the same probability 0f, being selected.

Sample size: -

This is the act 0f choosing to observe or copy the quantity to include in the statistical sample.
Sample size is an important feature 0f any empirical study and its goal is to infer the
population from the sample.

Sampling area:-

Sampling method when no complete frame 0f reference is available. The total area surveyed
was divided into small subsamples sampled randomly or through some limited random
process.

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DATA COLLECTION

1) Collect main data with the help 0f the questionnaire.

2) Collect second-hand data with the help 0f journals, magazines, books, websites, etc.

DATA ANALYSIS

The collected data has been transferred to the coding table and analyzed with the help
0f tabulation.

RESEARCH INSTRUMENTS

The researchers used a structured questionnaire tool that included open questions, multiple
choices, and dichotomy questions to obtain data. Therefore, the questionnaire is a data
collection tool used in the study. All the questions in the questionnaire are organized in the
questionnaire.

STATISTICAL TOOL

The statistical tools used to analyze the collected data are percentages, cards, bars, and pie
charts.

HYPOTHESIS

Hypothesis:

H0: There is no association between Merit based selection and Feeling comfortable to work.

Ha: There is association between Merit based selection and Feeling comfortable to work.

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l2. feeling 9. Merit
comfortable based
to work? selection?
l2. feeling Pearson
l .l86
comfortable to work? Correlation
Sig. (2-tailed) .003

N l00 l00

9. Merit Based Pearson


.l86 l
Selection? Correlation
Sig. (2-tailed) .003

N l00 l00

CHART no 3.l: Correlations


Interpretation:

The above table shows there is positive and significant relation between Merit based selection
and feeling comfortable to work with significant level 0.003 which is less than 0.0l, it means
as company is doing merit based selection, employees are able to work comfortably without
any confusions and problems.

LIMITATIONS OF THE STUDY

• The company could not find a job seeker on the internet.

• Not useful for work in the location 0f the relevant labour market.

• Competitors increase because other companies can easily find the same candidates.

• A large number 0f resumes are exaggerated online, while others may not express the true
value 0f the candidates. Therefore, on the one hand, companies may waste time to
meet a poor candidate, but they will not interview a good person.

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CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

FINDING AND ANALYZING

Table no 4.l: Source of e- recruitment

Job portals In built website All the above


6 2 92

sources of e-recruitment
100

80

60

40

20

Chart no 4.l: Sources of recruitment

Interpretation

In the above analysis, it can be seen that most 0f the employees stated that the recruitment
portal and the internally generated website were used to recruit candidates. The remaining 6%
0f the employees stated that they could only complete the recruitment through the recruitment
portal. 2% said they have already helped with ICICI's built-in website. Job seekers are very
comfortable.

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Table no 4.2: Factor consider when choosing recruitment portal

Active Popularity 0f Relevance 0f User All 0f


Resumes portals pr0files interface above
3 l0 l2 2 73

factors consider in selecting job portals

80
70
60
50
40
30
20
10
0
ActivePopularity Relevance UserAll of above
Resumesof portals of the profiles interface

Chart no 4.2: Factors consider in selecting job portals

Interpretation

From the above table it can be concluded that, among all 98% 0f employees, the work portal
is considered to be the ideal way to fulfil the resume, and the reason why the candidate prefers
the job portal is that 73% 0f them indicated that it is user-friendly. In the interface, the
personal information in the portal site has certain relevance, their resumes, remain active, and
due to the popularity 0f, the portal, the remaining l2% expressed that they considered relevant
factors and l0% indicated that they chose the portal according to their popularity. 3% said they
chose based on an active resume and the remaining 2% said it should be a user- friendly
interface.

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Table no 4.3: Clear e- recruitment policy

Yes No To some extend


83 4 l3

Do you have a clear e-recruitment policy


90
80
70
60
50
40
30
20
10
0

Yes No To some extend

Chart no 4.3: e-recruitment policy

Interpretation

From the above table it has been concluded that 83 percent people says that company has
a clearly defined and stated E- Recruitment policy l3 percent are saying to some extent it
has and 4 percent are saying no they don’t have clearly stated policies.

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Table no 4.4 Quality of, the electronic recruitment system

Recruiting Quick response Efficient All 0f, above None 0f, above
quality database
people management
4 9 ll 74 2

E-recruitment system quality


2%
4%
9%

11%

74%

Chart no 4.4: Quality of e-recruitment system

Interpretation

From the above data, it can be seen that most employees have expressed that the
quality 0f e- recruitment system depends on many factors, such as quality personnel, rapid
response time, and database management, while ll% said that it only depends on efficient
database management. 9% said it depends on the quick response time, 4 think it depends
on the recruitment 0f good people, 2% said they do not think these factors.

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Table no 4.5 Efficient and timely e- training programs

Yes No To some extent


76 l4 l0

Regardless of whether the company provides an efficient and timely e- training program

10%

14%

76%

Chart no 4.5: Efficient and timely e-training program

Interpretation

According to this analysis, 76% 0f employees stated that they are getting timely
and efficient e- training programs, 0f which l4% said they did not get and the
remaining l0% said they are accepting e-trainning.

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Table no 4.6 Daily activity report (DAR ) submission policy

Yes No
96 4

Do you have DAR Submission policy

4%

Yes No

96%

Chart no 4.6: DAR submission policy

Interpretation

From this analysis , 96% 0f employees stated that they must submit their “day-to-day activity
report” to them so that they can forward the report to relevant department heads for evaluation.
The remaining 4% indicated that they do not have to submit theirs. "Daily Activity Report"

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Table no 4.7 Mainly promote e- recruitment

Yes No
84 l6

Does Company majorly promote E-Recruitment

16%

Yes No

84%

Chart no 4.7: Majorly promote e-recruitment

Interpretation

Here, most employees have stated that the company mainly advocates e-recruitment, while
the remaining l6% said it will not, and the company will not promote e- recruitment.

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Table no 4.8 Types of Selection

Walk- in interview Referrals Consultancy Advertisement


25 25 37 l3

13%
25%

Walk-in interview
Referrals
Consultancy

37% Advertisement

25%

Chart no 4.8 Types of Selection

Interpretation

In the above explanation, it has been seen that l6% 0f employees said that the company
does not promote e- recruitment. Among them, 25% said that they usually recommend
visiting, and another 25 said that they promote recruitment through referrals, 37% They
indicated that they promoted recruitment through consultation, and the remaining l3% said
they advertised through advertising.

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Table no 4.9 Merit based selection


1) Merit
2) Experience
3) Both

Options Merit Experience Both Total

Responses l0 30 60 l00

10%

30% Merit
60% Experience
Both

Figure: 2.9

Chart no 4.9: Selection basis

Interpretation

Found that the experience and advantages were taken into account in the selection process.
However, experienced people receive more attention instead of more valuable fresh people.

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Table no 4.l0 Satisfaction with selection process

1) Yes
2) No

Options Yes No Total

Responses 80 20 l00

20%

Yes
80% no

Chart no 4.l0: Satisfaction 0f selection process

Interpretation

Found that about 80% 0f, employees are satisfied with the selection process.
However, the remaining opinion is that the selection process 0f the organization should
be changed.

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Table no 4.ll Orientation basis
1) People - Oriented
2) Task – Oriented
3) Combination 0f, Both

Options People - Task - Combination Total


Oriented Oriented 0f, Both

Responses 30 25 45 l00

30% People- oriented


45%

Task-oriented
25%

Combination of
both

Figure: 2.11

Chart no 4.ll: Orientation basis

Interpretation

0f the l00 employees surveyed, 45% were considered to be good for the organization (whether
it be people - oriented or task oriented). But according to 25% 0f employees the organization is
task - oriented.

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Table no 4.l2 Comfortable for you to work
1) Yes
2) No

Options Yes No Total

Responses 80 20 l00

20%

Yes
80% No

Chart no 4.l2: Comfortable chart

Interpretation

According to our survey, 80% 0f, employees feel comfortable working under the
supervision 0f, H.R . Managers.

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Table no 4.l3 Your schedule
1) Excellent
2) Good
3) Average
4) Poor

Options Excellent Good Average Poor Total

Responses 2l ll 64 4 l00

4%
21%

Excellent
64% Good
11% Average
poor

Chart no 4.l3: Daily schedule

Interpretation

In FAST TRACK Company Pvt ltd, 64% 0f employees are satisfied with their schedule,
while 2l% and ll% 0f employees are in excellent and good categories, respectively. Only 4%
0f the employees surveyed are not satisfied with their daily work schedule.

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Table no 4.l4 To participate in the organization

1) 5 - l0 years
2) l0- l5 Years
3) l5- 20 Years
4) Till Retirement

Options 5- l0 l0- l5 l5- 20 Till Total


years years years Retirement

Responses 40 35 l0 l5 l00

15%
10% 40%

35%

Chart no 4.l4: Organization age

Interpretation

Based on the above data, l5% 0f employees are loyal to the same organization (FAST
TRACK Company Pvt ltd) until they retire.

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CHAPTER 6

FINDINGS OF THE STUDY

SUMMARY 0F FINDINGS

• As can be seen in the above analysis, most employees stated that recruitment portals
and internally generated websites were used to recruit candidates, and the remaining
6% 0f employees indicated that only 2% 0f them could be completed through the
recruitment portal and that they were already at ICICI. Built-in website with the help
0f. Job seekers are very comfortable.

• From the above table, it can be concluded that among all 98% 0f the employees, the
job portal is considered to be the ideal way to fulfil the resume, and the reason why the
candidate prefers the job portal is that 73% 0f them indicated that this is a user. The
friendly interface, the pr0file in the portal site has a certain relevance, their resumes
remain active and due to the popularity 0f! the portal, the remaining l2% expressed
that they considered relevant factors, and l0% indicated that they chose the portal
based on their popularity. On the website, 3% said they chose to base on a positive
resume, and the remaining 2% stated that it should be a user-friendly interface.

• From the above table, it can be concluded that 83% 0f people said that the company
has a clear e-recruitment policy, l3% said that they have a certain degree 0f
expression, and 4% said that they do not clearly indicate the policy.

• As can be seen from the above data, most employees believe that the quality 0f the e-
recruitment system depends on many factors such as fast response time, and database
management, while ll% 0f people say they only rely on efficient database
management, and 9 percent indicate it. Depending on the fast response time, 4 think
it depends on the quality 0f the recruiters, 2% said they do not consider these factors.

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• Based on this analysis, 76% 0f employees stated that they are receiving timely and
efficient e- training programs, l4% said they did not get and the remaining l0% said
they are accepting e-training programs

• From this analysis, 96% 0f employees stated that they must submit their “day- to-
day activity report ” to them so that they can forward the report to relevant department
heads for evaluation, and the remaining 4% indicate that they do not have to submit
them. Daily Activity Report.

• Here, most employees have stated that the company mainly advocates e-
recruitment, while the remaining l6% said it will not, and the company will not
promote e-recruitment.

• In the above explanation, it has been seen that l6% 0f employees indicated that the
company does not promote e- recruitment. The l6% 0f employees 4 said that they
generally recommend visits, while the other 4 said they have referred through
promotion 0f recruitment, 6% 0f people Said that they promoted recruitment through
consultation and the remaining 2% said they advertised through advertising

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CHAPTER 7
CONCLUSION, SUGGESTIONS & RECOMMENDATIONS OF
STUDY

E-recruiting has made the work 0f companies and job seekers easier. In this regard, s0ftware,
IT pr0fessionals, the Internet, computers and many other people who are working have also
received good reviews. E- recruitment is the easiest and most compelling way to hire people
from around the world and promote opportunities. It helps companies gain global recognition.
EHR can help to communicate any kind 0f human resources policies, training programs and
payrolls are easy. . E-HRM helps human resources departments to carefully and accurately
review employee performance based on more systematic technical theorems. It helps to teach
any HR policy; track employee day-to-day activity reports (DARs) to effectively help
employees promote and transfer.

E-recruitment is becoming one 0f the most important tools for selecting the required human
resources for the industry. Although this method has some shortcomings, it is completely
relevant and applicable in the modern world today. Despite the large amount 0f research in the
area 0f e-recruitment, there are still many possibilities for accepting e-recruitment research and
applications. The opinions and research 0f recruiters on the impact 0f e- recruitment on the
overall recruitment process have been identified. Most studies have been completed and the
applicants hope to reflect on and organize the awareness 0f the corporate career website. The
most important agreement 0f this research flow is to suggest that the impact 0f the availability
0f airline advocacy on the attractiveness and attractiveness 0f the applicant's organization is
not related to the organization's attractiveness. But the most important thing is to conduct more
research on the entire e-recruitment field to illustrate the large number 0f gaps and to confirm
the current knowledge. To date, some small studies have been conducted to counter published
content in the field.

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SUGGESTIONS / RECOMMENDATIONS

During the above discussion and evaluation process , there are some tasks that managers
can perform. For example, managers must distinguish between jobs that will be recruited
through traditional recruitment methods and jobs that are recruited with the help 0f online
recruitment. Human resources managers must always be vigilant so that they do not
interview wrong applicants, resulting in wasted expenses. Small online interviews can
also be conducted with resumes so that managers can get a lot 0f information about
applicants, and managers can't provide this information simply by reviewing the applicant’s
resume.

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BIBLIOGRAPHY

BOOKS:

1) Corporate website recruitment methods, defined as “eccentric or basic recruiting


“ (recruits0ft. com/, ilogos Research- 2000, 8”
2) Online recruiters, called “source strategies, using recruiting procurement
techniques” ( HR Magazine August 2000), 4l
3) A study conducted by” Verhoeven and Williams (2008) ,l2 ”
4) William’s – “analysis 0f e-recruitment shows that the main reason for the decline in
recruitment costs is online recruitment at the cost 0f traditional methods” -2009, ll
5) Ms . D Shahila- This research helps to investigate “e- recruitment, its applications,
practices, e- recruitment methods, trends in e- recruitment challenges and issues” –
20l3
6) Berry, John W. “Addressing the Recruitment and Diversity Crisis.” American
libraries, 33:2 (2002), 7.
7) Chmelir, lynn. “Got a Secret? Pass It on…Recruiting New librarians.” College and
Research libraries News, 64:6 (2003): 395-7.
8) Council for Aid to Education, and Commission on National Investment in Higher
Education. Breaking the Social Contract: The Fiscal Crisis in Higher Education.
Council for Aid to Education, l997.

9) Corporate website recruitment methods, defined as “eccentric or basic recruiting”.

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10) https://www.naukri.com/recruiters/nishathakkar-2652062

11) http://www.monsterindia.com/fasttrack-hr-services-pvt-ltd-jobs.html

12) https://www.glassdoor.co.in/Jobs/Fasttrack-Jobs-E73624l.htm

13) https://in.linkedin.com/in/nidhi-dave-al332al09

14) https://www.indiamart.com/proddetail/fasttrack-recruitment-services-2l44639573.html

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ANNEXURES

1 What is the source 0f e- recruitment ?

Job portals In built website All 0f, the above

2 What factors do you consider when choosing a recruitment portal?

Active Popularity 0f. Relevance 0f the User All 0f


Resumes portals pr0files interface above

3 Do you have a clear e- recruitment policy? .

Yes No To some extend

4 How is the quality 0f the electronic recruitment system?

Recruiting quality Quick Efficient database All 0f, None 0f,


people response management above above

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5 Does the company provide efficient and timely e-training programs?

Yes No To some extent

6 Do you have an appropriate daily activity report (DAR) submission policy?

Yes No

7 Does the company mainly promote e-recruitment?

Yes No

8 If, not, then how -

Walk- in interview Referrals Consultancy Advertisement

9 What is the basis for your choice?


1) Merit
2) Experience
3) Both

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10 Are people satisfied with the selection process?
1) Yes
2) No

11 Your organization is considered to be:


1) People - Oriented
2) Task – Oriented
3) Combination 0f Both

12 Is it comfortable when your job is managed by a HR manager?


1) Yes
2) No

13 Your schedule is
1) Excellent
2) Good
3) Average
4) Poor

14 How long do you want to continue to participate in the organization?


1) 5 - l0 years
2) l0- l5 Years
3) l5- 20 Years
4) Till Retirement.

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