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Summer Internship Report

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Understanding Hiring New Joining onboarding document

Submitted In Partial Fulfillment of the Requirement for the Award of Degree of

Master of Business Administration (MBA)

(2023-2025)

MAHARISHI MARKANDESHWAR (DEEMEDTOBE UNIVERSITY), MULLANA

Submitted to: Submitted by

Dr. Vandana Madaan Rohit

Associate Professor 12237068

MMIM MBA3 rdsem

MMIM
 PREFACE
In today’s era of cut throat competition MBA is sure to have an edge over their
counterpart. B.com education brings its students in direct contact with the real corporate
world through industrial training. This program provides its students of various
managerial activities conducted in various departments like production, marketing,
finance, HR, export-import, credit, dept etc. gives the student a conceptual idea of what
they are expected to manage, how to manage & how to obtain the maximum output &
how to minimize the wastage of resources. I have undergone my comprehensive training
at INFOWIZ TECHNOLOGIES PVT.LTD it is one of the leading IT educational
company in country. I feel great pleasure to present this report work after my training at
INFOWIZ TECHNOLOGIES PVT.LTD that produced to golden opportunity for me
by enriching my knowledge by comparing my theoretical knowledge with the managerial
skill & opportunity.
 ACKNOWLEDGEMENT
It gives me a great pleasure to submit this project to MAHARISHI MARKANDESHWAR
UNIVERSITY, MULLANA. I take this opportunity with great pleasure to present before
this project on “Recruitment and Selection Process” which is result of co-operation, hard
work & good wishes of many people. The most pleasant part of any project is to express
the gratitude towards all those who have contributed to the success of my project.

I would like to thanks Mr. Navjot Kalra who has been my mentor for this project. It was
only through her excellence assistance & good suggestion that I have been able to
complete this project.

I am deeply grateful to Dr. Sunyana Khurana for their everlasting support or guidance on
ground of which I have acquired a new field of knowledge the course structure created
for curriculum has benefited with inclusion on recent development in an organization&
management aspects.

I am thankful to all members of INFOWIZ TECHNOLOGIES PVT.LTD Company who

have given me valuable information in part of my project. Above all, I would like to
thank all conducted persons of firm who took out their valuable times to answer my
queries & given me full information related to my project.

I extent my sincere gratitude towards my parents who have always encourage me & give
suggestions as how to work on project. They always stand by me in solving all my
enquiries. Their support has always motivated me.
 DECLARATION
I hereby declare that the research project report title “Recruitment and selection process
of Infowiz managers” is my own original research work and this has been submitted to
University/Institute for the award of professional degree.

SIGNATURE OF GUIDE SIGNATURE OF STUDENT

 TABLE OF CONTENT

SR NO. CHAPTERS PAGE NO.

CHAPTER 1 INTRODUCTION
 INDUSTRY PROFILE
 HISTORY
 SERVICE
 CLIENTS
CHAPTER 2 REVIEW OF LITERATURE

CHAPTER 3 RESEARCH METHODOLOGY

CHAPTER 4 ANALYSIS AND FINDINGS

CHAPTER 5 CONCULSION

CHAPTER 6 RECOMMENDATIONS AND SUGGESTIONS

 ANNEXURE
 BIBLIOGRAPHY
 CHAPTER 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
HRM is the study of activities regarding people working in an organization. It is a
managerial function that tries to match an organization’s needs to the skills and abilities
of its employees.

DEFINITION OF HRM
Human resources management (HRM) is a management function concerned with hiring,
motivating and maintaining people in an organization. It focuses on people in
organizations. Human resource management is designing management systems to ensure
that human talent is used effectively and efficiently to accomplish organizational goals.

HRM is the personnel function which is concerned with procurement, development,

compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organization’s objectives.
Therefore, personnel management is the planning, organizing, directing, and controlling
of the performance of those operative functions (Edward B. Philippo).

According to Dessler (2008) the policies and practices involved in carrying out the
“people” or human resource aspects of a management position, including recruiting,
screening, training, rewarding, and appraising comprises of HRM.

Generally HRM refers to the management of people in organizations. It comprises of the

activities, policies, and practices involved in obtaining, developing, utilizing, evaluating,
maintaining, and retaining the appropriate number and skill mix of employees to
accomplish the organization’s objectives. The goal of HRM is to maximize employees’
contributions in order to achieve optimal productivity and effectiveness, while
simultaneously attaining individual objectives (such as having a challenging job and
obtaining recognition), and societal objectives (such as legal compliance and
demonstrating social responsibility).
In short Human Resource Management (HRM) can be defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an organization
in an effective and efficient manner.

INTRODUCTION TO RECRITMENT AND

SELECTION PROCESS OF INFOWIZ
MANAGERS
RECRUITMENT

INTRODUCTION:
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 labour turnover and
enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process.

MEANING:

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.

DEFINITION:
According to Edwin B. Flippo, “It is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization.” He further
elaborates it, terming it both negative and positive. He says, “It is often termed positive in
that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of
applicants for a job. Selection, on the other hand, tends to be negative because it rejects a
good number of those who apply, leaving only the best to be hired. ”

Kempner writes, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”In personnel recruitment,
management tries to do far more than merely fill job openings. As a routine the formula
for personnel recruitment would be simple i.e., just fill the job with any applicant who
comes along.

PROCESS OF RECRUITMENT:

Recruitment Process Passes through the Following Stages:

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

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

(iii) Using of good techniques to attract prospective candidates. There may be offers of
attractive salaries, proper facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply
for jobs. In order to select a best person, there is a need to attract more candidates.

FACTORS INFLUENCING RECRUITMENT:

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

Some Of The Main Factors Are Being Discussed Below:

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

2. Employment Conditions:The employment conditions in an economy greatly

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

3. Salary Structure and Working Conditions:The wages offered and working

conditions prevailing in an enterprise greatly influence the availability of personnel. If
higher wages are paid as compared to similar concerns, the enterprise will not face any
difficulty in making recruitments. An organisation offering low wages can face the
problem of labour turnover. The working conditions in an enterprise will determine job
satisfaction of employees. An enterprise offering good working conditions like proper
sanitation, lighting, ventilation, etc. would give more job satisfaction to employees and
they may not leave their present job. On the other hand, if employees leave the jobs due
to unsatisfactory working conditions, it will lead to fresh recruitment of new persons.
4. Rate of Growth:The growth rate of an enterprise also affects recruitment process.
An expanding concern will require regular employment of new employees. There will
also be promotions of existing employees necessitating the filling up of those vacancies.
A stagnant enterprise can recruit persons only when present incumbent vacates his
position on retirement, etc.

OBJECTIVES OF RECRUITMENT

Recruitment fulfills the following objectives:

1. It reviews the list of objectives of the company and tries to achieve them by promoting
the company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.

METHODS OF RECRUITMENT

Recruitment is a process of searching for prospective employees and stimulating them to

apply for jobs. Companies can adopt different methods of recruitment for selecting
people in the company. These methods are:

1. Internal sources

2. External sources

Sources of recruitment are in following diagram:

Internal Sources of Recruitment:

Internal sources of recruitment refer to obtaining people for job from inside the company.
There are different methods of internal recruitment:

1. Promotion:Companies can give promotion to existing employees. This method of

recruitment saves a lot of time, money and efforts because the company does not have to
train the existing employee. Since the employee has already worked with the company.
He is familiar with the working culture and working style. It is a method of encouraging
efficient workers.

2. Departmental examination:This method is used by government departments to

select employees for higher level posts. The advertisement is put up on the notice board
of the department. People who are interested must send their application to the HR
department and appear for the exam. Successful candidates are given the higher level job.
The method ensures proper selection and impartiality.

3. Transfer: Many companies adopt transfer as a method of recruitment. The idea is to

select talented personnel from other branches of the company and transfer them to
branches where there is shortage of people.
4. Retirement: Many companies call back personnel who have already retired from the
organization. This is a temporary measure. The method is beneficial because it gives a
sense of pride to the retired when he is called back and helps the organization to reduce
recruitment selection and training cost.

5. Internal advertisement:In this method vacancies in a particular branch are

advertised in the notice board. People who are interested are asked to apply for the job.
The method helps in obtaining people who are ready to shift to another branch of the
same company and it is also beneficial to people who want to shift to another branch.

6. Employee recommendation:In this method employees are asked to recommend

people for jobs. Since the employee is aware of the working conditions inside the
company he will suggest people who can adjust to the situation. The company is
benefited because it will obtain.

Merits of internal sources:

1. Improves morale

2. Proper evaluation

3. Economical

4. Promotes loyalty

Demerits of internal sources:

1. Limited options

2. Lack of originality

External Methods/Sources of Recruitment:

External sources of recruitment refer to methods of recruitment to obtain people from

outside the company. These methods are:
1. Management consultant:Management consultant helps the company by
providing them with managerial personnel, when the company is on the look out for entry
level management trainees and middle level managers. They generally approach
management consultants.

2. Employment agencies:Companies may give a contract to employment agencies

that search, interview and obtain the required number of people. The method can be used
to obtain lower level and middle level staff.

3. Campus recruitment:When companies are in search of fresh graduates or new

talent they opt for campus recruitment. Companies approach colleges, management,
technical institutes, make a presentation about the company and the job and invite
applications. Interested candidates who have applied are made to go through a series of
selection test and interview before final selection.

4. News paper advertisement:This is one of the oldest and most popular methods
of recruitment. Advertisements for the job are given in leading news papers; the details of
the job and salary are also mentioned. Candidates are given a contact address where their
applications must be sent and are asked to send their applications within a specified time
limit. The method has maximum reach and most preferred among all other methods of
recruitment.

5. Internet advertisement:With increasing importance to internet, companies and

candidates have started using the internet as medium of advertisement and search for
jobs. There are various job sites like naukri.com and monster.com etc. candidates can
also post their profiles on these sites. This method is growing in popularity.

6. Walk in interview:Another method of recruitment which is gaining importance is

the walk in interview method. An advertisement about the location and time of walk in
interview is given in the news paper. Candidates require to directly appearing for the
interview and have to bring a copy of their C.V. with them. This method is very popular
among B.P.O and call centers.
Merits of external sources:
1. Availability of suitable person
2. Bringing new ideas
Demerits of external sources:

1. Demoralization
2. Lack of co-operation
3. Expensive
4. Problem of maladjustment

RECRUITMENT PRACTICES IN INDIA:

1. Internal sources
2. Public employment exchange
3. Labour contractors
4. Candidates introduced by friends and relatives
5. Candidates brought by present employees
6. Casual labourers
7. Private employment agencies
8. Campus recruitment such as Institutes of Management, Institutes of Technology,
Engineering Colleges, University campus etc.
9. Sons of soul
10. Reservation

SELECTION

DEFINITION:

Selection can be defined as process of choosing the right person for the right job from a
pool of different candidates who applied for a certain job.

PROCESS:
The process of selection is not the same in all organizations; it can be different in many
organizations depending upon the nature of that organization. However, one particular
type of selection is approved by most organisations.

1. Job analysis:The very first step in the selection procedure is the job analysis. The
HR department prepares the job description and specification for the jobs which are
vacant. This gives details for the jobs which are vacant. This gives details about the
name of the job, qualification, qualities required and work conditions etc.

2. Advertisement:Based on the information collected in step 1, the HR department

prepares an advertisement and publishes it in a leading news papers. The advertisement
conveys details about the last date for application, the address to which the application
must be sent etc.

3. Application blank/form:Application blank is the application form to be filled by

the candidate when he applies for a job in the company. The application blank collects
information consisting of the following four parts:

1. Personal details

2. Educational details

3. Work experience

4. Family background

4. Written test:The applications which have been received are screened by the HR
department and those applications which are incomplete are rejected. The other
candidates are called for the written test. Arrangement for the written test is looked after
the HR department i.e. question papers, answer papers, examination centers and hall
tickets etc.

5. Interview:Candidates who have successfully cleared the test are called for an
interview. The entire responsibility for conducting the interview lies with the HR
department i.e. they look after the panel of interviewers, refreshments, informing
candidates etc.

6. Medical examination:The candidates who have successfully cleared the interview

are asked to take a medical exam. This medical exam may be conducted by the
organization itself (army). The organization may have a tie up with the hospital or the
candidate may be asked to get a certificate from his family doctor.

7. Initial job offer:Candidates who successfully clear the medical exam are given an
initial job offer by the company stating the details regarding salary, terms of employment,
employment bond if any etc. The candidate is given some time to think over the offer and
to accept or reject.
8. Acceptance/ rejection:Candidates who are happy with the offer send their
acceptance within a specified time limit to show that they are ready to work with the
company.

9. Letter of appointment/final job offer :Candidates who send their acceptance

are given the letter of appointment. The letter will state the name of the job. The salary
and other benefits, number of medical leaves and casual leaves, details of employment
bond if any etc. It will also state the date on which the employee is required to start duty
in the company.

10. Induction:On the date of joining the employee is introduced to the company and
other employees through am elaborate induction program.

SIGNIFICANCE:

5 important significance of selection in an organization

1. Investment in good people by way of good selection provides a high rate of return to
the organization.

2. Selection involves certain behavioral aspects of individuals and must be according to

the behavioral specifications of the organization.

3. Today's managers are in great difficulties and hence good selection of new entrants.

4. The caliber of the work force of an organization determines its strengths and
performance.

5. An organization goes on investing on their staff. It should not go waste. Hence good
selection.

INDUSTRY PROFILE

OVERVIEW OF INDUSTRY
INFOWIZ Technologies Private Limited (Formerly Brilliant Software Solutions) is an
ISO 9001:2015 certified software development company founded in August 2009 and it
is approved from Ministry of Corporate Affairs which deals in University/College/School
ERP Solutions, Android /I Phone Applications development, Web designing, Web
development, Discount Deals (www.iNFOWIZcard.com, www.tricitydeal.com), Bulk
SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control, SEO/SMO,
Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial
Training, Corporate Training and Placements etc. Think NEXT Technologies provides
software solutions using latest technologies e.g. Smart Card, NFC, Biometrics, GPS,
Barcode, RFID, SMS, Auto SMS (Short code), Android, I Phone, Web, Windows and
Mobile based technologies.

INFOWIZ has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone,
Databases (Oracle and SQL Server), Web Designing, Networking, Web Server
configurations, various RAID Levels etc.

INFOWIZ Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda
for its software support. INFOWIZ has its own multiple Smart Card printing, encoding
and barcode label printing machines to provide better and effective customer support
solutions.

INFOWIZ has also setup its own placement consultancy and is having numerous
placement partner companies to provide best possible placements in IT industry.

INFOWIZ is a 7 years young organization with an ISO Certification & a member

of Confederation of Indian Industry ( CII membership number – N4654P ) which
has been working in the IT field , Embedded Systems and has been providing its
clients with exceptional quality in Web Designing,Web Development and SEO
services. Our clients range from small, medium to large scale Business houses &
individuals. We also serve the off shore companies of US, UK, France, Ireland,
Canada and Australia with quality and timely Web and SEO services. INFOWIZ
is an organization which is established in the field of Web Development ( PHP
& .NET ), JAVA (Core as well as Advance), Iphone & Android Applications,
Embedded systems(AVR, PIC & ARM), ROBOTICS and Networking ( MCSE,
CCNA & RHSE). INFOWIZ does not boost itself of being the best Development
Company but enjoys reputable position among top Web Development and
Electronics companies because of our timely delivery and quality work. Our
skilled team of professionals make sure that the product is developed as per the
client’s needs and also keeping the clients informed about the development of
their project from time to time. We do not only emphasize on formulating an
attractive solution to our clients but also believe in providing a workable solution.
INFOWIZ offers research based Search Engine Marketing products that help
achieve greater insights to customer’s online business. Our Research &
Development arm offers SEO tools for SEM professionals. INFOWIZ also
provides Technical Support & Consultancy to Software Companies like Sagitech
solutions Panchkula, Jarc infotech Mohali, Infonet Solution, Delhi etc.

COMPANY PROFILE

INFOWIZ Technologies Private Limited (Formerly Brilliant Software Solutions) is an

ISO 9001:2015 certified software development company founded in August 2009 and it
is approved from Ministry of Corporate Affairs which deals in University/College/School
ERP Solutions, Android /I Phone Applications development, Web designing, Web
development, Discount Deals (www.iNFOWIZcard.com, www.tricitydeal.com), Bulk
SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control, SEO/SMO,
Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial
Training, Corporate Training and Placements etc. Think NEXT Technologies provides
software solutions using latest technologies e.g. Smart Card, NFC, Biometrics, GPS,
Barcode, RFID, SMS, Auto SMS (Short code), Android, I Phone, Web, Windows and
Mobile based technologies.

INFOWIZ has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone,
Databases (Oracle and SQL Server), Web Designing, Networking, Web Server
configurations, various RAID Levels etc.

INFOWIZ Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda
for its software support. INFOWIZ has its own multiple Smart Card printing, encoding
and barcode label printing machines to provide better and effective customer support
solutions.

INFOWIZ has also setup its own placement consultancy and is having numerous
placement partner companies to provide best possible placements in IT industry.

Think NEXT Technologies has developed for the first time in northern region cloud
computing based Cloud Campus 4.0 to facilitate knowledge and placement centric
services. It is a unique concept for effective and collaborative learning.

1. INFOWIZ deals exclusively in campus automation through Smart Campus ERP

Solutions. Therefore we have better experience in handling large group of
institutions through proper time-tested policies and procedures.
2. First Company of India who has Launched NFC Technology (The Future) for
Smart Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus
ERP Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and without
SMS Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who
launched Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for
campus automation.
6. First company of India which has launched its Think NEXT Smart Card as
Discount Card in more than 120 enterprises.
 7. Established own multiple Smart Card Designing, Smart Card Printing, Smart Card
Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

SERVICES:

We provide Software Solutions using latest technologies or features:

NFC
Biometrics (Fingerprint with Automated Online)
Smart Card
Barcode
RFID
SMS
Short code 56767 (Auto SMS)
Android
ions (phone)
GPS
WAP (For WAP Enabled Mobile Phones)
Multiple SMS Gateway Support
Web based Technologies (365x24x7 services)
Windows based Technologies
Mobile based Technologies
Webcam support for various operations
Parallel Internet, Intranet and Wi-Fi Support

Vision:
Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of specific
requirements of our clients. Our highly committed R&D team makes our software feature
rich, dynamic and future tuned everyday so that our clients always maintain the lead over
their competitors. The development of the software is being done and the purpose full
customization of the package is carried out in the INFOWIZ lab.

Mission:

INFOWIZ is pioneer in Smart Campus ERP Solutions for Universities/Colleges/Schools

using latest technologies and features. We provide software solutions using .NET, PHP,
Android, iphone, Java technologies with three tier-architecture support. We provide back-
end solutions using MS SQL Server, Oracle, and MySQL.

Quality Policy:

We have wide experience working with eminent Educationists, Managements, Directors,

Principals, Head of Departments, other Staff Members, Parents and students. Therefore we
do not sell only software Modules but an innovative system which has more importance
than just ERP software modules. Today Smart Campus solutions are a need of hour for
every University/Group of Colleges or an Institution to make edge over others and
maintain a lead over their competitors. Our Research and Development team is committed
to make your institute(s) to maintain lead over their competitors.

More Services:

• INFOWIZ offers various industry-ready programs so that student needs not to

struggle for jobs. INFOWIZ offers 6 weeks/2 Months/6 Months training programs
to make students industry.

INFOWIZ is pioneer in providing best placements in Industry. We offer minimum

five job interviews for each student and provide 100% Placement Assistance.
 • INFOWIZ Offers Life-Time Validity Learning and Placement Card. Students
undergoing six months training will have advantage to learn free of cost anything
against that training program for life-time.

• INFOWIZ offers Part-Time/Full Time Job Offer for each student during training
so that students can earn while they learn. Student can bear their food,
accommodation and other expenses on.

MANAGEMENT OF INFOWIZ TECHNOLOGIES PVT.LTD.

BOARD OF DIRECTOR

 SEEMA KANSAL
 KAMALJOT KANSAL

MANAGING DIRECTOR

 ROCKY JINDAL

MARKETING HEAD

 ER.BONISH SINGLA
 ER.NISHANT GOYAL

IT HEAD

 KAMAL GARG
SOME OF OUR CLIENTS:
PLACEMENTS

Company List




Achievements

 Get Training under an ISO 9001:2008 Certified Company.

 Accredited Training Partner of National Institute of Electronics and Information
Technology, Department of Electronics and Information Technology, Ministry of
Communications Information Technology.
 Approved from Ministry of Corporate Affairs, Govt. of India. Corporate Identity
No. U72200PB2011PTCO35677
 Accredited Training Partner of ISTQB (International Software Testing
Qualifications Board).
 Member of CII (Confederation of Indian Industry) Membership No. N5238P.
  Industrial Training from Software/Electronics and CAD/CAM Systems
development Company (MNC) not just from a Training Institute

OTHER INFORMATION

Type Privately Held

Company Size 32 Employees

Website http://iNFOWIZtraining.com

IT Development and Professional

Industry Type
Training Company

Year of Establishment August 2009

INFOWIZ Technologies Pvt Ltd

Corporate OfficeAddress SCO 118-120, Sector 34 A, CHANDIGARH.

Head Office Address Canada US , 6931 148A Surrey, BC CANADA (V350Y9)
 CHAPTER 2
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Korsten (2003) studied the 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

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.

Silzer suggested that successful recruitment techniques involve an incisive analysis of the
job, the labour 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 labour 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).

Silzer et al (2010) said that, the process of recruitment does not cease with application
of candidature and selection of the appropriate candidates, but involves sustaining and
retaining the employees that are selected, as stated by Silzer et al. (2010).
Work of Silzer et al. (2010) was largely concerned with Talent management, and through
their work they were successful in resolving issues like whether or not talent is something
one can be born with or is it something that can be acquired through development.
According to Silzer et al (2010), that was a core challenge in designing talent systems,
facing the organization and among the senior management. The only solution to resolve
the concern of attaining efficient talent management was by adopting fully-executable
recruitment techniques. Regardless of a well-drawn practical plan on recruitment and
selection as well as involvement of highly qualified management team, companies
following recruitment processes may face significant obstacles in implementation. As
such, theories of HRM can give insights in the most effective approaches to recruitment
even though companies will have to employ their in house management skills for
applying generic theories across particular organizational contexts. Word conducted by
Silzer et al (2010) described that the primary objective of successful talent strategies is to
create both a case as well as a blueprint for developing the talent strategies within a
dynamic and highly intensive economy wherein acquisition, deployment and preservation
of human capital-talent that matter,, shapes the competitive advantages and success of
many companies (Silzer et al. 2010).

In past two decades many organizations across the globe have realized the importance of human
resources and have shown great concern towards their internal customers by investing in a big
way for their growth and development. In the liberalized economy, Indian organizations are also
learning to compete locally as well as globally but most of the Indian organizations have been
exploiting only a part of their inherent potential. The main reason behind it is that they have
failed to tap the actual potential. People are the greatest asset to a company; it is they who can
give the strategic advantage to an organization. So there is a dire need on the part of Indian
organizations to take initiatives to find out the root cause of the gap in corporate growth, goals,
business strategies and employee's ambitions and job satisfaction. The first and foremost
condition to run a organization successfully in competitive environment is to devise an
efficacious and productive performance management system to manage the performance of the
employees in a meaningful manner. How to improve HR practices so as to make them compatible
to global standards is a question that needs a great deal of research and analysis. Many scholars
and experts have contributed their ideas and views in terms of articles, research papers, etc. Some
of the works reviewed are mentioned hereunder: John T. Delaney and Mark A. Huselid (1996), In
590 for-profit and nonprofit firms from the National Organizations Survey, we found positive
associations between human resource management (HRM) practices, such as training and staffing
selectivity, and perceptual firm performance measures. Results also suggest methodological
issues for consideration in examinations of the relationship between HRM systems and firm
performance. Raymond J. Stone (2005) in the fifth edition of his book Human Resource
Management defines recruitment as the process of „seeking and attracting a pool of applicants
from which qualified candidates for job vacancies within an organization can be selected.‟
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. (1979) Recruitment is an
activity that links the employers and the job seekers. So we can say that recruitment is a process
of finding and attracting capable applicants for Employment. The process begins when new
recruits are sought and ends when their applications are submitted. The result is a pool of
applications from which new employees are selected. In simple terms, recruitment is understood
as the process of searching for and obtaining applicants for jobs, from among whom the right
people can be selected. Though, theoretically, recruitment process is said to end with the receipt
of applications, in practice the activity extends to the screening of applications so as to eliminate
those who are not qualified for the job
 CHAPTER 3
RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY

OBJECTIVE OF STUDY:

 To study and understand the methods and procedures used for recruitment and
selection in Infowiz.

 To get practical knowledge of employee hiring at Infowiz.

 To know the managerial satisfaction level as well as to know the yield ratio.

 To know about the candidate’s behavior about the job opportunity

NEED OF THE STUDY:

In today’s fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It is
thus important for me to understand, analyses the concept of recruitment and selection
process and its effectiveness in the current organization.

STATEMENT OF THE PROBLEM:

The study is conducted to find out the overall effectiveness of recruitment and selection
process of employees for different cadre groups in each department.

PURPOSE OF THE STUDY:

The main purpose is to know the effectiveness of recruitment & selection process in
relation to the job performance of employees.

METHODOLOGY:
This chapter describes the research methodology adopted by the researcher for the
purpose of the study.
‘Research methodology’ is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. In it, we study the various steps
that are generally adopted by a researcher in studying his/her research problem along
with the logic behind them.
It includes:
 Research Design
 Data Collection
 Data Analysis

RESEARCH DESIGN:
Descriptive Research has been used, which involves surveys and fact findings of different
kinds. The major purpose of descriptive research is the description of the state of affairs,
as it exists at present. The main characteristics of this method are that the researcher has
no control over the variable; he can only report what has happened or what is happening.

SAMPLING SIZE:
The sampling size for the study was 32 employees from various departments. It includes
HR, Finance, Sales, and operations.

SAMPLING METHOD:
The sampling technique adopted for the study is Stratified Random sampling. A method
of sampling that involves the division of a population into smaller groups known as
strata. In stratified random sampling, the strata are formed based on members'
shared attributes or characteristics. A random sample from each stratum is taken in a
number proportional to the stratum's size when compared to the population. These
subsets of the strata are then pooled to form a random sample. So, in my study I have
taken four departments each 25% of them and done the sample method.

QUESTIONNAIRE DESIGN:
The questionnaire to study the effectiveness of recruitment and selection process consists
of both open and close ended questionsthe researcher used Questionnaire method for the
purpose of collecting data. “A Questionnaire is a list of questions sent to a number of
persons for them to answer. It secures standardized results that can be tabulated and
calculated.”
The questionnaires were passed to various departments like HR, Marketing, Finance,
Operations, etc.

METHOD OF THE DATA COLLECTION:

The source of information is generally classified as primary and secondary.
 Primary Data:Primary data refers to information that is generated to meet the
specific requirement of the investigation at hand. The primary data will be collected
through the questionnaire from the employees of INFOWIZ TECHNOLOGIES PVT.
LTD

 Secondary Data:Secondary data is information that is collected for the purpose

other than to solve the specific problem under investigation. The secondary sources of
data collection were information obtained from books, magazines, websites and
articles on the topic etc. In the study, the researcher would use the secondary data to
supplement the primary data.

DURATION OF THE STUDY:

The project was a detailed study on the topic “Recruitment and Selection” was
successfully completed within the time period of six weeks with the guidance and support
from the project guide.
 CHAPTER 4
ANALYSIS AND FINDINGS
 ANALYSIS & FINDINGS

The purpose of every research is to conduct a survey in order to validate the assumptions
of the study on the basis of the data collected. A respondent survey is conducted in the
form of structured questionnaire, which becomes the data for the study. This data is in
raw form unless it is analyzed and interpreted to present the main findings.
This chapter deals with statistical analysis and interpretation of the data collected through
research with the aid of structured questionnaire. Analysis refers to studying the data
collected in terms of statistical numbers and interpretation refers to understanding the
implication of the statistical finding.
The Researcher had collected data from the employees of INFOWIZ TECHNOLOGIES
PVT.LTD. MOHALI to study their recruitment and selection process. The results are
represented with Tables and charts.
TABLE-1

WHAT ARE THE DESIGNATION OF EMPLOYEES IN INFOWIZ

TECHNOLOGIES PVT.LTD. MOHALI ?

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 16 50
Senior Executive 4 12.5
Business Analyst 4 12.5
Assistant Manager 2 6.25
Manager 6 18.75
Total 32 100
Interpretation:

From the above information, 50% of the respondents are executive level, 12.5% of the

respondents are senior executive level, 12.5% of the respondents are business analyst,

6.25% of the respondents are assistant manager level and around 18.75% of the

respondents are manager cadger.

CHART-1
DESIGNATION OF EMPLOYEES IN INFOWIZ TECHNOLOGIES
PVT.LTD. MOHALI
60
50
50

40 Executive
Senior Ex-
30 ecutive
18.75 Business
20 Analyst
12.5 12.5
Assistant
10 6.25 Manager
Manager
0
TABLE-2

WHAT ARE THE GENDER OF THE EMPLOYEES IN INFOWIZ

TECHNOLOGIES PVT.LTD. MOHALI ?

GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 8 25

Female 24 75

Total 32 100

Interpretation:

From the above given information, 25% of employees are male, 75% are female.

CHART -2

GENDER OF THE EMPLOYEES IN INFOWIZ TECHNOLOGIES

PVT.LTD. MOHALI

80 75
70
60
50
40 Male
Female
30 25
20
10
0
Male Female
TABLE -3

WHAT ARE THE EMPLOYEES AGE GROUP IN INFOWIZ

TECHNOLOGIES PVT.LTD. MOHALI?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 15 46.87

31-40 years 16 50

41-50 years 1 3.13

Total 32 100

Interpretation:
From the above given information, 46.87% of employees belongs to the age group of

21-30 years, 50%of employees are 31-40 years,3.13 % of employees are 41-50

CHART -3
EMPLOYEES AGE GROUP IN INFOWIZ TECHNOLOGIES
PVT.LTD. MOHALI

60
50
50
40
30
18.75
20
12.5 12.5
10
22222222 33333333 444444446.2555555555
11111111
0

TABLE-4
HOW MUCH EXPERIENCE OF EMPLOYEES ARE IN INFOWIZ
TECHNOLOGIES PVT.LTD. MOHALI?

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 16 50

5 to 10 years 10 3.125

10 to 15 years 6 18.75

Total 32 100

Interpretation:
From the above information, 50% of the respondents says that they have below 3 years of
experience, 3.125% of the respondents says that they have 5 to 10 years of experience,
18.75% of the respondents says that they have 10 to 15 years of experience
CHART-4

EXPERIENCE OF EMPLOYEES IN INFOWIZ TECHNOLOGIES

PVT.LTD. MOHALI

60 56

50

40
32
30 Below 3 years
5 to 10 years
20 10 to 15 years
12
10

0
Below 3 years 5 to 10 years 10 to 15 years

TABLE -5
 WHAT IS THE RECRUITMENT SYSTEM IN INFOWIZ
TECHNOLOGIES PVT.LTD. MOHALI ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 16 50

Satisfied 8 25

Neutral 4 12.5

Dissatisfied 4 12.5

Highly Dissatisfied 0 0

Total 32 100

Interpretation:

50% of the respondents satisfied with the recruitment system in INFOWIZ

TECHNOLOGIES PVT.LTD, 25% of the respondents are highly satisfied, 12.5% of

them are in a neutral state.

60
50
50
40
30 25 Highly Satisfied
20 Satisfied
12.5 12.5
Neutral
10
0 Dissatisfied
0 Highly Dissatisfied
d d l d d
fie fie ra fie fie
s s eut s s
ati ati N ati ati
S S ss ss
hl
y Di Di
Hi
g ly
gh
Hi

TABLE -6
 IS INTERVIEW PROCESS IN INFOWIZ TECHNOLOGIES
PVT.LTD. MOHALIIS SATISFACTORY?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 22 68.75

No 10 31.25

Total 32 100

Interpretation:

68.75% of the respondents are satisfied with the interview process in Pro ace InfoTech
and around 31.25% of them are not satisfied with the interview process

80

70 68.75

60

50

40 Yes
No
31.25
30

20

10

0
Yes No

TABLE -7
WHAT ARE THE CANDIDATE SPECIFICATIONS IN
RECRUITMENT PROCESS ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 24 75
No 6 25
Total 32 100
Interpretation:

75% of the respondents feels that the position objectives is defined clearly during the

recruitment process, and 25% of the respondents feels that it is not clearly defined.

CHART -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

80
75

70

60

50

40 Yes
No

30
25

20

10

0
Yes No

TABLE -8

WHAT ARE THE REVISION OF RECRUITMENT POLICY ?

 FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%)
REVISION

Very often 6 18.75

Often 4 12.5

Sometimes 6 18.75

Only when need occurs 16 50

Total 32 100

Interpretation:

18.75% of the respondents says that recruitment policy are being evaluated and revised

only when need occurs,12.5% of the respondents says that recruitment policy are being

evaluated and revised only at sometimes, and 18.75% says it occurs often and remaining

respondents says that recruitment policy are evaluated and revised often to the statement.

CHART –8

REVISION

60 50
40
18.75 12.5 18.75
20
0
n en es rs Very Often
O fte Oft tim ccu
y e o
Ve
r
So
m
eed
n
h en
w
n ly
O

TABLE -9
IS RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING
THE GOALS OF THE COMPANY ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 22 68.75
No 10 31.25
Total 32 100

Interpretation:

68.75% of the respondents say that the company’s recruitment policy is helpful in

achieving the goals of the company, whereas 31.25% of respondents says that it does not

helpful in companies recruitment policy in achieving their goals to the statement.

CHART -9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE

GOALS OF THE COMPANY

80
68.75
70
60
50
40
31.25 Yes
30
20
10
0
Yes No

TABLE -10
HOW MANY RESPONDENT ARE SATISFIED WITH THE JOB
DECRIPTION GIVEN TO REQUIRED VACANCY ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 19 59.375

Satisfied 3 9.375
Neutral 2 6.25
Dissatisfied 8 25
Highly Dissatisfied 0 0
Total 32 100

Interpretation:

59.375% of the respondents highly satisfied with the job description given to the required

vacancy, and 9.35% of the respondents are satisfied and 6.25% of the respondents are

neutrally satisfied with the job description given to the required vacancy and remaining

25% of the respondents are dissatisfied to the statement.

CHART -10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY

59.375
60
40
9.3750000 Highly Satisfied
20 0000003 6.25 Satisfied
4 0
0 Neutral
d d al ed ed Dissatisfied
s fie sfie utr sfi tisfi
ti ti e ti Highly Dissatisfied
Sa Sa N
ss
a
ss
a
hly Di y Di
g l
Hi gh
Hi

TABLE 11
WHAT ARE THE OPINION ABOUT CONSULTANTS INVOLVING
IN PROCESS OF RECRUITMENT ?
 PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 19 59.325

Satisfied 3 9.375

Neutral 3 9.375

Dissatisfied 7 21.875

Highly dissatisfied 0 0

Total 32 100

Interpretation:

59.325% of the respondent states that they are highly satisfied with the consultants

involving in the process of recruitment and 9.375% of the respondents are satisfied and

9.375% of the respondents felt neutral and 21.875% of respondents are dissatisfied

CHART-11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT
59.375
60 9.37500
40 000000
20 003 6.25 0 0
0
Highly satisfied

TABLE -12
WHAT ARE THE PRIORITY GIVEN TO EACH OF THE ROUNDS
CONDUCTED?
 ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 8 25
Technical Skill 4 12.5
Group Discussion 4 12.5
HR Round 16 50
Total 32 100

Interpretation:

25% of the respondents gave priority to written test conducted, and 12.5% of the

respondents gave priority to Technical Skill, whereas 12.5% of the respondents gave

priority to Group Discussion round and around 50% of the respondent’s states that they

gave priority to HR Round to the statement.

CHART-12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

60
50
50

40

30 25 Written test
20
12.5 12.5
10

0
Written test Technical skills Group discussion HR round

TABLE -13

WHAT IS THE MODE OF ENTRY INTO ORGANIZATION ?

 MODE NO. OF RESPONDENTS PERCENTAGE (%)

Employee Referral 2 6.25

Campus Recruitment 10 31.25
Recruitment agencies 20 62.5
Total 32 100

Interpretation:

6.25% of the respondents are recruited through Employee Referral, 31.25% of the

respondents recruited through Campus Recruitment and remaining 62.5% of them are

recruited through Recruitment agencies to the statement.

CHART -13

MODE OF ENTRY INTO ORGANIZATION

70 62.5
60
50
40 31.25
30
20 Employee Referral
10 6.25
Campus Recruitment
0 Recruitment Agencies
l t s
rra en cie
fe itm e n
Re ru g
ee e c tA
l oy sR en
p pu itm
Em m cru
Ca R e

TABLE -14
WHAT IS THE OPINION ABOUT SELECTION TEST
CONDUCTED ON BASIS OF RECRUITMENT ?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 21 65.625

Satisfied 7 21.875

Neutral 4 12.5
Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 32 100

Interpretation:

65.625% of the respondents are highly satisfied with the test conducted, 21.875% of the

respondents are satisfied with the selection test, 12.5% of them are in neutral

CHART -14

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF

RECRUITMENT

62.625000000
70
0002
60

50
Highly Satisfied
40 Satisfied
Neutral
30
21.875 Dissatisfied
20 Highly Dissatisfied
12.5
10
0 0
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

TABLE -15
WHAT AN ORGANIZATION EXPECT FROM THE CANDIDATES
DURING RECRUITMENT?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Experience 10 31.25
Skill & Knowledge 11 34.375
Attitude 4 12.5
Others 7 21.875
Total 32 100
Interpretation:

31.25% of the respondents says that organization expects experienced candidates during

recruitment, almost 34.375% of the respondents says that organization expects Skill and

Knowledgeable candidate during recruitment, 12.5% of the respondents says that the

organization expects Attitude and remaining 21.875%candidates during recruitment in

the statement.

CHART -15

ORGANIZATION EXPECT FROM THE CANDIDATES DURING

RECRUITMENT

Chart Title
40
30
20
10
0
Experience Skill & Knowledge Attitude Others

Experience Skill & Knowledge Attitude Others

FINDINGS:
 Majority of the respondents come under the category of 31-40, 25% of

respondents were male, & 75% were female.

 32% of respondents are satisfied the recruitment systems in INFOWIZ

TECHNOLOGIES PVT.LTD 88% of the respondents are satisfied with the

interview method followed in the organization.

 50% of the respondents felt that recruitment policy is being evaluated and revised

only when need occurs.

 59.37% of the respondent is satisfied with the consultants involving in the

recruitment process.

 Majority of the recruiters agree with recruiters being knowledgeable and

experienced personnel.

 75% of respondents are highly satisfied with the job description provided for the

vacancy.

 Majority of respondent’s opinion was good regarding recruitment and selection

process followed in the organization.

CHAPTER 5
CONCULSION
CONCLUSION:

Recruitment is essential to effective Human Resource Management. It is the heart of the

whole HR systems in the organization. The effectiveness of many other HR activities,

such as selection and training depends largely on the quality of new employees attracted

through the recruitment process.

The study has been conducted only for the recruitment of level 1 and level 2 classes of

employees. Policies should always be reviewed as these are affected by the changing

environment. Management should get specific training on the process of recruitment to

increase their awareness on the danger of wrong placements.

HR practitioners should be on the guard against all the malpractices and advocate for

professional approach throughout the system. The HR should indicate disagreement in

the event that biasing towards certain candidates is creeping in and point out the

repercussion that may follow in terms of performance and motivation.

Finally, better recruitment and selection strategies result in improved organizational

outcomes. The more effectively organizations recruit and select candidates, the more

likely they are to hire and retain satisfied employees. In addition, the effectiveness of the

organization’s selection system can influence bottom-line business outcomes, such as

productivity and financial performance. Hence, investing in the development of a

comprehensive and valid selection system is money well spent.

 CHAPTER 7
SUGGESTIONS AND RECOMMENDATION
QUESTIONNAIRE

Dear Sir/Madam,

I Am swargshanti kaur pursuing bcom third year in a maharishi markandeshwar

university,mullana. I am doing a study programme on “Recruitment and Selection
process in INFOWIZ TECHNOLOGIES PVT.LTD. MOHALI
”. I request you to render kind co-operation towards this Questionnaire. I assure you that

the information given by you is kept confidential and purely used for academic purpose.

Name:

Designation:

Executive

Senior Executive

Department:

Gender: Male/ Female

Age:

(a) 21 to 30 years

(b) 31 to 40 years

(c) 41 to 50 years

(d) Above 50

Marital Status:

(a) Married

(b) Unmarried

Educational Qualification:

(a) Below 12th

 (b) Diploma

(c) UG

(d) PG

Monthly Income:

(a) 7000 – 10000

(b) 10000 – 15000

(c) 15000–20000

(d) Above 20000

Experience:

(a) Below 5 years

(b) 5 to 10 years

(c) 10 to 20 years

(d) above 20 years

QUESTIONNAIRE ON RECRUITMENT AND SELECTION

PROCESS

1) Designation of employees in INFOWIZ TECHNOLOGIES PVT.LTD ?

a) Executive

b) Senior Executive

c) Business Analyst

d) Assistant Manager

e) Manager

2) Gender of the employees in the INFOWIZ TECHNOLOGIES PVT.LTD ?

a) Male
 b) Female

3) Employees age group in INFOWIZ TECHNOLOGIES PVT.LTD ?

a) 21-30 Years

b) 31-40 Years

c) 41-50 Years

4) Experience of employees in INFOWIZ TECHNOLOGIES PVT.LTD ?

a) Below 3 years

b) 5 to 10 years

c) 10 to 15 years

5) The Recruitment system inINFOWIZ TECHNOLOGIES PVT.LTD?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

6) Interview process in is INFOWIZ TECHNOLOGIES PVT.LTD ?

a) Yes

b) No

7) Candidates specialisation in recruitment process ?

a) Yes

b) No

8) Revision of recruitment policy ?

a) Very Often

b) Often
 c) Some Times

d) Only When Need Occurs

9) Recruitment policy helpful towards achiving the goal of the company ?

a) Yes

b) No

10) Satisfied with the job description given to requird vacancy ?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

11) Opinion about consultants involving in process of recruitment ?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

12) Priority given to each of the round conducted ?

a) Written Test

b) Technical Skill

c) Group Discussion

d) HR Round

13) Mode of entry in organisation ?

a) Employees Referral
 b) Campus Recruitment

c) Recruitment Agencies

14) Opinion about selection test conducted on basis of recruitment ?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

15) Organisation expected from the candidates during recruitment ?

a) Experience

b) Skill & Knowledge

c) Attitude

d) Others
BIBLIOGRAPHY

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business context. 2nd edition

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journey in eight stages

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Development, 1982

 Ashok K. Gupta: Developing Human Resource Information System,

2008

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System, 2015

 Jayant Mukherjee: Designing Human Resource Management Systems

-A
 Leader's Guide, 2012 Kelvin Molly: Human

Internet

 the principles and practice of coaching and leadership. 4th ed. London:

Nicholas Brealey.

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Third edition. Abingdon: Routledge.

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Professional.

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Report

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recruitment-selection-process.html

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REVIEW-RECRUITMENT-AND-SELECTION

 http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection