A

SUMMER INTERNSHIP REPORT

ON
A Study on Recruitment and Selection
At
Aashman Foundation, Haryana

SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF

DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION
2019-2022

DR. AMBEDKAR MEMORIAL INSTITUTE OF IT & MANAGEMENT

SCIENCE
AFFILIATED TO
SAMBALPUR UNIVERSITY

SUBMITTED TO SUBMITTED BY
Prof. Ipsita Parhi Brundabati Atti
(Assistant Professor) BBA 5th SEM
S3919BBA015
 DR. AMBEDKAR MEMORIAL INSTITUTE OF IT & MANAGEMENT
SCIENCE
JAGDA, RKL-42

CERTIFICATE
This is to certify that the summer internship project titled “A STUDY ON
RECRUITMENT AND SELECTION AT AASHMAN FOUNDATION,
HARYANA” is an academic work done by “Brundabati Atti” bearing Roll No.
S3919BBA015 submitted in the partial fulfilment of the requirement for the award
of the degree of Bachelor of Business Administration at Dr Ambedkar
Memorial Institute of Information Technology and Management Science,
Rourkela under my guidance & declaration. To the best of my knowledge and
belief the data & information presented by her in the project has not been
submitted earlier.

PROJECT GUIDE:
Prof. Ipsita Parhi
(Assistant Professor, DAMITS)
 DECLARATION

This is to certify that I have completed the Summer Internship Project “A STUDY
ON RECRUITMENT AND SELECTION AT AASHMAN FOUNDATION,
HARYANA” under the guidance of Prof. Ipsita Parhi in partial fulfillment of
the requirement for the award of Degree of Bachelor of Business Administration
at Dr. Ambedkar Memorial Institute of Information Technology and
Management Science, Rourkela. Further I declare that this project is an original
and has neither been submitted nor published anywhere.

DATE: Brundabati Atti

PLACE: ROURKELA S3919BBA015
 ACKNOWLEDGEMENT

The Satisfaction that accompanies successful completion of any task would be

incomplete without mentioning the people who made it possible. The credit must
go to each individual who contributed the efforts together which turns produced
this output.
I am very much thankful to my project guide Prof. Ipsita Parhi (Asst. Prof.),
Dept. of Management, DAMITS for guiding me in developing my project.
I would like to express my deep sense of gratitude to Prof. Bhabani Shankar
Dash, Principal, DAMITS and Prof. Seema Rani Giri, H.O.D of Management,
DAMITS.
I would also like to thanks my teammates and entire staff of Dept. of Management
for their co-operation and encouragement throughout the entire project completion
period and till presentation period.
No word can express gratitude to all Lecture, staff members and college for
providing me valuable supports, helping me to understand the entire concept
regarding the “A STUDY ON RECRUITMENT AND SELECTION AT
AASHMAN FOUNDATION, HARYANA” its development and the domain of
the application, suggestion and its influence throughout the preparation of the
project.
Last but not least special thanks to all those who couldn’t find a mention in the
page of this report.

Name: Brundabati Atti

Roll No. S3919BBA015
 CONTENT

SL NO.
TITLE PAGE NO.

CHAPTER-1
1.1 Introduction 2
1.2 Objective of the Study 3
1
1.3 Scope of the Study 3
1.4 Significance of the Study 4

2 CHAPTER-2
2.1 Company Profile 6
2.2 Projects of Aashman Foundation 7-8
2.3 Mission and SWOT 9 - 11

CHAPTER-3
3.1 Statement of the Problem 13
3.2 Source of Data 14
3.3 Research Methodology 14 - 15
3.4 Research Design 16
3
3.5 Sample Size 16
3.6 Sampling Unit 16
3.7 Finding 17 - 18
3.8 Principles of Recruitment & Selection 18 – 19
3.9 Limitations of the Study 20

4 CHAPTER-4
4.1 Data Analysis & Interpretation 22 - 45

CHAPTER-5
5 5.1 Summery of Findings 47
5.2 Suggestions 48
5.3 Conclusion 49

6 BIBLIOGRAPHY 50

7 QUESTIONNAIRE 51 - 54
 LIST OF TABLES

TABLE PARTICULARS PAGE

NO. NO.

1 Source of Information on Job Vacancy 22

2 Employee Perception Over the Recruitment Policy 24

3 Rounds of Interview Conducted 26

4 Factors Considered for Selection of Workers 28

5 Process of Selection 30

6 Sources of Recruitment 32

7 Satisfaction of Employees on the Interview Process 34

8 Sources for Internal Recruitment 36

9 Sources for External Recruitment 38

10 Duration of the Recruitment Procedure 40

11 Form of Interview Employee Prefer 42

12 Satisfaction Level of Employees in the Recruitment 44

And Selection Process
 LIST OF GRAPHS

TABLE PARTICULARS PAGE

NO. NO.

1 Source of Information on Job Vacancy 23

2 Employee Perception Over the Recruitment Policy 25

3 Rounds of Interview Conducted 27

4 Factors Considered for Selection of Workers 29

5 Process of Selection 31

6 Sources of Recruitment 33

7 Satisfaction of Employees on the Interview Process 35

8 Sources for Internal Recruitment 37

9 Sources for External Recruitment 39

10 Duration of the Recruitment Procedure 41

11 Form of Interview Employee Prefer 43

12 Satisfaction Level of Employees in the Recruitment 45

And Selection Process
 CHAPTER - 1

 1.1 INTRODUCTION
 1.2 OBJECTIVES OF STUDY
 1.3 SCOPE OF STUDY
 1.4 SIGNIFICANCE OF STUDY

1
 CHAPTER: 1

1.1 INTRODUCTION
In an environment of rapidly escalating competitive challenges, every company has
to invest across the value chain to achieve world-class competitive capability in each
of the businesses in its portfolio. These strategic interventions results in progressive
transformation of traditional organizations into internationally competitive
organization, where the focus is superior value for all stakeholders. Each business
within portfolio is continuously engaged in upgrading competitive capability to
effectively address growth challenges in the fast globalizing Indian market, and over
time in the world markets. The vision of every company is now apparently is the
creation of unique business models that foster international competitiveness of not
only its business but also the entire value chain of which it is a part. This has made
functioning of each organization much complex than the olden days.
Human resource management is a relatively modern concept. This involves a range
of ideas and practices in managing people it is defined and described in a variety of
ways. HRM is comparatively a new discipline to most countries but in the USA the
term has been used for over fifty years as an alternative name for personnel
management. For most of that time, the terms were used interchangeably.
The success of any organization depends upon the efficient manpower working in it.
Recruitment and selection procedure plays a very important role in the present
business concept. Since the company’s functions starts with recruitment and
selection, if it is not done in a systematic and effective way, all other functions will
get affected. Recruitment forms the first stage in the process which continues with
selection and betterment with the placement of the candidates.

2
1.2 OBJECTIVE OF THE STUDY
 To analyze and interrupt the recruitment and selection process in Aashman
Foundation.
 To analyze the role and importance of personnel department in recruiting an
Employee.
 To know about the various essential factors that should be considered before
selecting a person.
 To give suggestions if any to improve the recruitment and selection process
at Aashman Foundation.
 To Ascertain the Impact of Size of the Firm on Recruitment on Recruitment
Policies.
 To Study on Impact of Labour Market on Recruitment and Selection in an HR
Consulting Firm.
 To Evaluate the Impact of Image and Goodwill of the Organization on
Recruitment and Selection Process.
 To Study the Impact of Cost of Recruitment on Recruitment Process.

1.3 SCOPE OF THE STUDY

The Study is confined to the recruitment and selection process at Aashman
Foundation, Panchkula, Haryana. The study is also helpful in finding out the
respondent’s opinion toward the certain attributes and their opinion on
recruitment and selection process.

3
1.4 SIGNIFICANCE OF THE STUDY
The process of recruitment and selection is very much important and must be
based on the proper working as well for its success. The best recruitment process
enhances the organizations improvement and operating facilities because better
will be the employees better will be the reputation of the company according to
the international standard of markets in business. The main source of the
recruitment process is to hire the best talent, best person, and best mind for the
best and efficient working in an organization. Recruitment involves the process
of proper searching of the employees for the organization. There are many
methods includes the proper searching methods in term of searching for new
employees for the organizations. The process of searching must be good
enough that many of the deserving candidates will approach your
advertisement or job offer at a glance.

4
 CHAPTER - 2

 2.1 COMPANY PROFILE

 2.2 PROJECTS OF AASHMAN
FOUNDATION
 2.3 MISSION AND SWOT

5
 CHAPTER: 2

2.1 COMPANY PROFILE

Aashman Foundation, a non-profit organization which works for upliftment of the

families of single income widows and supports the women by empowering them with
skills that enable them to become the bread earners of their family. Skills like
stitching, beauty parlour, patient care, computers etc. are taught by the NGO. For an
organisation which started its operations just over a year ago, it is breath taking to see
how far they have come.
India is estimated to have had around 3.2 million NGOs in 2021, just over one NGO
per 1000 Indians, and many times the number of primary schools and primary health
centers in India. NGOs in India have developed and strengthened by their
perseverance in the last few decades; however, only a few of them have successfully
impacted our society significantly, and many are still working hard and uplifting
society. Amidst the ongoing COVID-19 crisis in India, many volunteers across the
country are stepping out and doing the needful for the people who are worst affected
such as BPL citizens and downtrodden workers.

Mr. Munish Pundir, the founder of Aashman Foundation, had a dream to work
unconditionally on Women’s Empowerment, Single Income families, and
underprivileged children by constant efforts and innovative ideas put by him to
contribute towards healthcare, education, and environmental based livelihood
programs for them. The foundation was started in the year 2009 with a small group
of people who just wanted to help the people in need. Later in 2012, it was registered
as a Non-Government Organization.
6
2.2 PROJECTS OF AASHMAN FOUNDATION
Project 1: Ability Development
Skills transform lives and drive economies. Without adequate investment in skills,
people languish on the margins of society, technological progress does not translate
into economic growth, and a society is unable to compete in an increasingly
knowledge-based global arena. People with poor skills face a much greater risk of
experiencing economic disadvantage, and a higher likelihood of unemployment and
dependency on social benefits. Skills affect people’s lives and the well-being of
nations also in ways that go far beyond what can be measured by labor-market
earnings and economic growth.

Project 2: Women Empowerment Center

To promote or undertake activities for the promotion of, or to provide credit as an
instrument of socio-economic change and development through the provision of
financial and social development services for the upliftment of women. To support
women to become independent in spirit, in thought, in action and have full control
over their lives rather than be the victim of the actions of others. This particular
project by the organization aims to achieve socio-economic empowerment of women
through their operational units.

Project 3: Widow Support

The NGO supports widows by providing them with monthly grocery, medical
treatment, and also education to their children. Apart from this they support them
through their project called Socio-Economic Empowerment of Women. They provide
them with rural based skill training to make them self-sufficient and further aide them
manage credits so that they can safeguard their hard earned money and multiply their
savings. Upliftment of widows socially and financially is one of their primary
objectives.

Project 4: Baal Depression

Children who spent too much time on smartphones and other electronic gizmos are
prone to mental health issues. Latest studies suggest that an hour a day spent staring
at a screen may lead to a surge in anxiety and depression amongst children,
consequently, leading to a lack of concentration. Everyone is well aware of how so
many children drop out of school at an early stage to help their families. These
children have the right to study. Aashman Foundation puts in efforts to help these
children stay on the path of education.
7
Project 5: Book Drive
Aashman Foundation is committed towards making education more accessible to
each and every child who constitutes a valuable member of this society. As
responsible stakeholders of this society, it is our mission to ensure that no child if
bereft of an opportunity to learn and immerse themselves in the enchanting world of
books.

Aashman foundation organized a book donation drive in partnership with Landmark

Institute. A coaching institute par excellence, encouraging students to excel in
both academics and co-curricular activities.

We were elated to see the students volunteer with great enthusiasm and come out in
great numbers to support this initiative. We were able to, successfully, collect over
250 books and were happy to distribute certificates and prizes to students who
volunteered the most number of books. The willingness and initiative taken by the
students is, indeed, praiseworthy and we’d like to extend our sincere gratitude to
Landmark Institute for making this drive a success.

These books are available at our corporate partner, Universal solution’s website at
affordable rates.

You can get access these books and other resources by creating a beneficiary account
at the link given below:

http://www.universalsolutionss.com

8
2.3 MISSION AND SWOT

2.3.1 MISSION
The dream of Aashman Foundation is to work unconditionally on Women
Empowerment, Single Income families and underprivileged children through
relevant healthcare, innovative education and environmental based livelihood
programs. For an organization which started its operations just over a year ago,
it is breathtaking to see how far they have come.

2.3.2 SWOT
The SWOT analysis is a highly effective tool for understanding and decision
making for all businesses including NGOs. SWOT is an acronym for Strengths,
Weaknesses, Opportunities and Threats. The tool can be used for business
planning, strategic planning, competitor evaluation, marketing, product
development and more.

Strengths Weakness

 High Demand for Services  Lack of Community Awareness

 One Major Donor  Under Developed Board of Trustees

Opportunities Threats

 Public service contracts soon to be  Other more established NGOs

put out to Tender complete similar work
 Developing links with the Business  Limited Financial Reserves
Community

9
STRENGTH
This portion of the chart provides the opportunity to list everything that is good about
your NGO. As well as the two example strengths listed above, other common
strengths in NGOs are volunteer manpower which supplies organization’s with
substantial amount of free labor and huge savings on staff costs. NGOs in many
countries are eligible for tax discounts which could be listed as another strength of
your organization. You should include any assets that your organization benefits from
in your strengths quadrant of your SWOT analysis.

WEAKNESS
The weakness section enables you to list all of the deficiencies of your organization.
Everything that causes you a problem in the management of your NGO should be
included here. The most common problem for most NGOs, especially ones in their
first years, is the lack of financial stability in terms of income, expenditure and
reserve levels. Weaknesses normally focus on internal issues that you can work to
resolve but can also include outside weaknesses beyond your control such as a lack
of institutional funders working in your region.

OPPORTUNITIES
These factors tend to focus on outside opportunities such as new grant availability
and the development of local business relations but can just as well be used to
evaluate internal opportunities including staff that are quickly developing and the
contacts of a board of trustee’s member. You should try to look towards emerging
developments around your NGO that may provide new options in the near future as
well as opportunities that are immediately available to your organization. Many
people include potential opportunities that may not be available currently or may
never actually come to fruition but it is important to list them so that your NGO is
suitably prepared if they do.

10
THREATS

NGOs and other similar non-profit organizations are particularly vulnerable to

financial threats and shocks. This is because non-profit organization’s often have less
secure income streams combined with often just a few months of financial reserves
result in NGOs that can be perilously prone to major economic shifts. Changes in
priorities from a major grant provider or local authority could mean an NGO is
suddenly without its major revenue stream with no backup plan. These are the type
of threats that you should use in your threats quadrant, essentially anything that could
happen that could jeopardize the success of your NGO.

11
 CHAPTER – 3

3.1 STATEMENT OF THE PROBLEM

3.2 SOURCE OF DATA
3.3 RESEARCH METHODOLOGY
3.4 RESEARCH DESIGN
3.5 SAMPLE SIZE
3.6 SAMPLING UNIT
3.7 FINDING
3.8 PRINCIPLES OF RECRUITMENT &
SELECTION
 3.9 LIMITATION OF THE STUDY

12
 CHAPTER: 3

3.1 STATEMENT OF THE PROBLEM

Recruitment and selection are the most critical and significant human resources
function, unless the organization has the best available employees, it will not be able
to grow and flourish in the market. The drive and motivational levels of the
employees need to be high to enable the company to attain its goals. All the steps of
the recruitment and selection processes are equally important in attracting and
retaining the right talent.
Recruiting staff is a very costly exercise. It also an essential part of any business and
it pays to do it properly. When organizations choose the right people for the job train
them well and treat them appropriately, these people not only produce good results
but also tend to stay with the organization longer. In such circumstances, the
organizations initial and ongoing investment in them is well rewarded
Before starting a recruitment and selection process, job description should be defined
for each role in the organization.
Policies and procedures should be defined and adhered to for the recruiting and
selection process.
Once procedures are clearly defined, hiring managers and supervisors should be
trained regarding the requirements of the process.
Recruiting staff is a very costly exercise. It is also an essential part of any business
and it pays to do it properly. When organizations choose the right people for the job
train them well and treat them appropriately, these people not only produce good
results but also tend to stay with the organization longer. In such circumstances, the
organization’s initial and ongoing investment in them is well rewarded. An
organization may have all of the latest technology and the best physical resources,
but if it does not have the right people it will struggle to achieve the results it requires.
This is true across the whole spectrum of business activity.

13
3.2 SOURCE OF DATA
Data is collected from both primary and secondary sources.
3.2.1 PRIMARY DATA
Primary data are collected through a structured questionnaire. A well-
structured questionnaire has been prepared given to the respondents by
the researcher.
3.2.2 SECONDARY DATA
Secondary data are collected from the published data available within
the company and also from the Internet and Intranet.

3.3 RESEARCH METHODOLOGY

3.3.1 RESEARCH METHODOLOGY
The research design and the methods used to conduct the research. It
will discuss the methods used in the research and the reasons of using
such methods. Hence the research comes to the part where the research
methodology was to be selected.
3.3.2 THEORETICAL FRAMEWORK
The theoretical frame work of the research is to find the best possible
solution of the problems stated above and to this some analysis and
findings had to be done and to do this the research methods were used
to identify the problems and then analyse it to find the conclusion and
recommendations. The research method used is the methods used to
conduct the research are interview which is the qualitative method of
the research and questionnaire which is the quantitative method of
conducting the research. And the audiences for the research are the HR
personnel and employees from English Heritage and National Trust.
Interviews were held and questionnaires were given out to management
and staff in the organizations, which were found out to be very useful
for the research and the outcome of the analysis and findings. While we
conducting the research, we used both primary and secondary data.
14
3.3.3 METHODOLOGY
The methodology used for this research is given below, it has been
described in brief and some other methods are also there. Methodologies
can be classified in different ways; some writers (e.g. Saunders et al.)
distinguished between Qualitative and Quantitative methodologies
reflecting the distinction between various paradigms.
1. The Sample Size: The population or the sample size for this research
was derived from the Managers and staff of English Heritage and
National Trust and some of the staff working on the higher levels of
management in the organization. The other respondents of the research
method were the new recruits who were recently appointed in the
organization. The sample size was minimized due to the shortage and
non-availability of members and hence still was able to find the
answers to the most of the part of the research.
2. Measures of Variable: The variables involved in this research were the
HR policies for the recruitment and selection which was an
independent figure and the other was the company’s productivity after
the recruitment and selection was done. The questionnaire was based
on 10 questions which were administered and distributed in the levels
of management and staff to find the results and put the results in the
analysis phase, and from the result it was analysed that the HR policies
implemented in the organization in regards to recruitment and
selection sources comes to the ratio of 75 %.
3. Qualitative Data: We say words or images either of them are the
process of interpretation, they become data if and if they are treated in
the form of data; they don’t exist as data until they are treated as data
and a positive approach towards them is needed. Qualitative data is
concerned with meanings and how people perceive it and thinks about
it, they follow a way of a pattern which is the main quality of this data.
Hence qualitative data is the Tran scripted data which is used in the
research methods to produce more accurate and firm results after the
analysis of the data collected.

15
3.4 RESEARCH DESIGN
The type of research is descriptive in nature; since an attempt was made to find out
inter relationship between variables.

3.5 SAMPLE SIZE

Sample size means the number of sampling units selected from the organization for
investigation. The total sample size that is taken for this study is 100.

3.6 SAMPLING UNIT

The design adopted for this study is descriptive research design. This design was
chosen as it hence choose accurately the characteristics of a particular system helped
to study the availability of the system as well as the constant that might restrict as
effectiveness.

16
3.7 FINDING
1. Research Findings
Recruitment and selection is the major part of any organization’s HR team or
department which has to justify the recruitment and selection for the desired post
setup by the organization. The problem statement is discussed below:
(1) Why Recruitment and Selection sources or methods are not up to the standard
required by the organization?
(2) The Recruitment and Selection methods or sources used by the HR personnel’s
nowadays: why is it changing day by day and getting complex not suitable?
(3) The other problem to find out was the selection of the staff in regards to the
job, which is not his position to be.
2. Analysis
The data analysis is one of the most important and significant part of the study.
Without the data analysis it is very hard to learn from the data which has been
collected through research questionnaires and interviews. The research methodology
chapter has discussed the information on how the data has been collected. This
chapter will closely analyze and examine the data.
3. Analysis of Recruitment Procedures
The analysis of the recruitment procedures and methods is fairly adequate and
elaborated by the HR department of English Heritage. The analysis of the recruitment
methods in the organization came to the point where I saw that fairness is sometimes
not done with the employee while the positioning of the job is invalid and amount of
thinking and preference is not given in appropriate manner.
4. Analysis of Selection Procedures
The analysis of the selection methods is given below in the form of a chart which I
analyzed while researching on the organizations selection methods, the best thing
seen in this procedure was the detailed and thorough search on the candidate and
efficiency of the HR personnel’s to consult the relevant department.

17
5. Analysis of the Challenges Faced by HR Departments of the Two Organizations
According to the findings through the interviews there were some common
challenges faced by the HR team’s in both the organization’s, which have been
discussed below.
6. Staff and Management Relations
One of the internal challenges faced by the HR department is the relationship between
the staff and management. The union and the management have to run good terms
for either of them to be secure.
7. Current Trends
The current new trends coming up in the HR field is also one the internal challenge
to be faced, the new duties, environment, skills, future needs and current issues
related to the staff.
8. Conflict Management
The conflicts between the staff itself and conflicts between the management and staff
is a great issue internally which has to see through and the diversification should
tendered to its minimum state to produce the best of the results.
9. Diverse Workforce
The diverse workforce or people from different cultures and understanding are also
an external problem or challenge faced by the HR department which has to resolve
within its limits so no one gets disturbed.
10. Skilled Workforce
This is also one of the external challenge faced by HR, the trained workforce is not
normally hired up in low levels other than the high levels with a substantial amount
of experience. The unskilled or untrained workforce also becomes a challenge for the
HR to tackle with, which is presumed to be taken up by the line manager to fulfil.

18
3.8 PRINCIPLES OF RECRUITMENT & SELECTION
The success of an industrial enterprise depends upon the fact of whether the selection
has been made properly and according to the principles selection or not. In proper
selection of best workers and employees has been made, the enterprise may be
successful in achieving its objectives. If proper selection has not been made, the
enterprise may not be successful in achieving it objects.
Therefore, the selections in a big industrial enterprise must be based on certain
principles as follows:
1. Clear Policy of Recruitment: The policy of recruitment must be definite and clear
so that it may be easy to implement the same.
2. Observation of Government Rules and Regulations: Before formulating the
policy of recruitment and selection for the enterprise, Government rules, and
regulations of selection must be carefully understood and followed, especially with
reference to the rules of reservation, so that no legal complication may arise at later
stage.
3. Policy of recruitment in accordance with the objects enterprise: The
recruitment policy of the enterprise must be in accordance with the pre-determined
objectives of the enterprise so that it may help in the achievement of objectives lf the
enterprise.
4. Flexibility: The recruitment policy must be flexible so that necessary changes may
be made in it accordance to the need of the enterprise.
5. Impartiality: The recruitment policy must be such that the fair selection may be
assured. Only the best and capable candidate must be selected on the basis of merit.
6. Recruitment by a committee: The right to recruit the workers and employees
must be assigned to a committee of capable, efficient, experienced, senior and
responsible officers of the company. Entire work of the process of recruitment must
be performed by a committee and not by any individual officer so that fair selection
may be assured.
7. Opportunity of development to the employee: The selection policy lf the
enterprise must be prepared in the manner that it may provide challenging
opportunities to the employees of the enterprise based on their ability and
performance. It will always pursue them to do more and better work.
19
8. Job security: Security of job must be assured to every worker and employee of
the enterprise at the enterprise at the time of his appointment so that he may contribute
his efforts to the achievement of organizational objectives.

3.9 LIMITATIONS OF THE STUDY

1. Lack of Proper response from the Respondents.
2. Time Period of the Study is less.
3. Answers given may not be Accurate.
4. Sample Size is less.

20
 CHAPTER: 4

DATA ANALYSIS AND INTERPRETATION

21
 CHAPTER: 4

DATA ANALYSIS AND INTERPRETATION

Table 4.1: Source of Information on Job Vacancy

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Newspaper 12 24
2 Poster 19 38
3 Campus 6 12
Interview
4 Friends 10 20
5 Reference 3 06

Total 50 100

Source: Primary Data

Analysis: F rom the above Table, 24% of the respondents come to know about
the job vacancy through the newspaper, 38% through the posters, 12%
through the campus interview, & 20% the through friends and 6% by
references.

22
Graph 4.1: Source of Information on Job Vacancy

Interpretation: Most of the respondents came to know of the

vacancy only through poster. The company advertisement through
newspapers and posters are good but it has to take care in increasing
its campus recruitment and developing other types of media.

23
Table 4.2: Employee Perception over the Recruitment Policy

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Excellent 17 34

2 Good 8 16

3 Above 12 24
Average
4 Average 8 16

5 Below Average 5 10

Total 50 100

Source: Primary Data

Analysis: From the above Table, 34% are related the recruitment policy of
Aashman Foundation is Excellent, 16% are as Good, 24% as Above
Average, 16% as Average and the 10% are as Below Average.

24
Graph 4.2: Employee Perception over the Recruitment Policy

Excellent Good Above Average Below

Average Average

Interpretation: Majority of the Employees feels that the recruitment policy of the
organization is Excellent.

25
Table 4.3: Round of Interview Conducted

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 1-3 28 56

2 3-5 19 38

3 More than 3 6
5

Total 50 100

Source: Primary Data

Analysis: From the above Table, 56% respondents feel only 1 to 3 rounds
are conducted in the interview process, 38% respondents feel 3 to 5 rounds
are conducted in interview process and 6% respondents feel more than 5
rounds are conducted in interview process.

26
Graph 4.3: Round of Interview Conducted

Interpretation: As few of the employees are not satisfied with the rounds of
interview conducted during the recruitment organization has to take a due
care in deciding the interview rounds and create the awareness among the
candidates its importance in identifying their potentials.

27
Table 4.4: Factors considered for Selection of Workers

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Intelligence 14 28

2 Experience 22 44
3 Training Program 8 16
4 Job Performs 3 6
5 Any Other 3 6

Total 50 100

Source: Primary Data

Analysis: From the above Table, 28% are selected through intelligence,
44% through experience, 16 % through training program, 6% through job
performance & 6% through any other selections.

28
Graph 4.4: Factors considered for Selection of Workers

Interpretation: From the above graph, it is interpreted that the company

recruits or give more importance to the experienced persons.

29
Table 4.5: Showing the Process of Selection

Written Test (W.T) Group Discussion (G.T) Personnel Interview(P.I)

Technical Interview (T.I) General Interview (G.I)

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 W.T+G.D+P.I+T.I 14 28
2 W.T+P.I+T.I 18 36
3 P.I+T.I 9 18
4 T.I+G.I 6 12
5 G.I 3 6

Total 50 100

Source: Primary Data

Analysis: From the above table, 28% were selected through W.T + G.D +
P.T + T.I, 36% through W.T + P.I + T.I, 18% through P.I + T.I, 12%
through T.I + G.I and 6% through G.I.

30
Graph 4.5: Showing the Process of Selection

Interpretation: From the analysis it can be inferred that majority of the

employment were selected through W.T + P.I + T.I.

31
Table 4.6: Sources of Recruitment

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Internal Sources 24 48
2 External Sources 18 36
3 Both 8 16

Total 50 100

Source: Primary Data

Analysis: From the above table, 48% of the respondents prefer internal source of
recruitment, 36% respondents prefer external source of recruitment and 16% prefer.

32
Graph 4.6: Sources of Recruitment

Interpretation: The above graph shows that the organization utilizes the sources
effectively.

33
Table 4.7: Satisfaction of Employees on the Interview Process

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Yes 15 30
2 No 20 40
3 To Some Extent 15 30

Total 50 100

Source: Primary Data

Analysis: From the above table, 30% of respondents satisfied with interview
process, 40% has not satisfied & 30% of respondents reacted as to some extent.

34
Graph 4.7: Satisfaction of Employees on the Interview Process

Interpretation: From the above it is clear that certain employees are not satisfied
with the interview process during the recruitment and selection process. The
organization has to take an interest towards framing the interview process which
helps in identifying the potential talent.

35
Table 4.8: Sources for Internal Requirement

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Deceased / 8 16
Disabled
Employees
2 Present Permanent 22 44
Employees

3 Present Temporary 16 32
Employees

4 Retrenched / 4 8
Retired Employees

Total 50 100

Source: Primary Data

Analysis: From the above table 16% of the respondents responded

deceased/disabled/employees as source of internal recruitment, 44% responded
present permanent employees as source of internal recruitment, 32% responded
present temporary employees and 8% as retrenched / retired / employees

36
Graph 4.8: Sources for Internal Requirement

Interpretation: The organization can make use of present temporary sources if

they are valuable.

37
Table 4.9: Sources for External Requirement

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Campus Interview 10 20

2 Employment 33 66
Agencies

3 Data Bank 5 10
4 Others 2 4

Total 50 100

Source: Primary Data

Analysis: From the above table, 20% of the respondents feel that campus
interviews are the source of external recruitment, 66% of the respondents feel
that employment agencies are the source of external recruitment, 10%of the
respondents that data bank are the source of external recruitment and 4% of
the respondents that others are the source of external recruitment.

38
Table 4.9: Sources for External Requirement

Interpretation: From the above graph it is clear that mostly the organization
is looking for the external source , it reveals that there is infusion of fresh
blood in to the organization where organization also needs to motivate the
employees needs to employee referral program by providing incentives as
they make recruitment

39
Table 4.10: Duration of the Recruitment Procedure

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS

1 Short 28 56
2 Average 11 22
3 Long 5 10
4 Very Long 4 8
5 Can’t Say 2 4

Total 50 100

Source: Primary Data

Analysis: From the above table, 56%respondents feel short duration needed
for recruitment procedure, 22% respondents feel average duration needed for
recruitment procedure, 10% respondents feel long duration needed for
recruitment procedure, 8% respondents feel very long duration needed for
recruitment procedure & 4% respondents feel can’t say about needed for
recruitment procedure.

40
Graph 4.10: Duration of the Recruitment Procedure

Interpretation: Organization is taking different time durations for different

candidates in the recruitment process.

41
Table 4.11: Form of Interview Employee Prefer

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS
1 Personnel 35 70
Interview
2 Telephonic 10 30
Interview

3 Video 5 10
Conferencing

Total 50 100

Source: Primary Data

Analysis: From the above table 70% of respondents prefer personal interview
30% of respondents prefer telephonic interview and 10% of respondents prefer
telephonic interview video conferencing.

42
Graph 4.11: Form of Interview Employee Prefer

Interpretation: Even though very few employees do prefer the telephonic and
video conferencing which paves the way for the organization to create such
an environment towards conducting the interview so that organization identifies
the right candidate.

43
Table 4.12: Satisfaction Level of Employees in the Recruitment and
Selection Process

SL NO. PARTICULARS NO.OF % OF

RESPONDENTS RESPONDENTS
1 Total 25 50

2 Partially 25 50

Total 50 100

Source: Primary Data

Analysis: From the above table, 50% of the employee is totally satisfied of
the recruitment and selection process & 50 % are partially satisfied.

44
Graph 4.12: Satisfaction Level of Employees in the Recruitment and
Selection Process

Interpretation: There is a partial opinion about satisfaction level of recruitment

process the employee.

45
 CHAPTER - 5

 5.1 SUMMERY OF FINDINGS

 5.2 SUGGESTIONS
 5.3 CONCLUSION

46
 CHAPTER – 5

5.1 SUMMERY OF FINDINGS

1. Most of the respondents came to know of the vacancy only

through posters.
2. Employees opined that recruitment policy of the company is
excellent.
3. Interview process of the organization is satisfactory it creates
more awareness about the job among the candidates.
4. In the workers selection process company recruits or giving
more importance to the experienced person.
5. Majority of the respondents are selected through the written test,
personal interview and technical interview.
6. Organization utilizes both internal as well as external sources.
7. Interview process during the recruitment and selection process
are not satisfactory.
8. Organization gives more importance to the internal
resources in recruitment and selection process.
9. Organization taking external sources from employment
agencies.
10. Major form of interview from the organization is personal
interview.
11. Duration of the recruitment process in the organization is different
for different candidates.
12. There is partial opinion among the employees about the
satisfaction of recruitment and selection process.

47
5.2 SUGGESTIONS

The recruitment and selec0tion policies of the Aashman Foundation

fairly, systematic & sound as there is always scope for improvement
the following recommendations are given below:-
1. Advertisement policy of the company is very good and should
include more systematic way of advertisements.
2. Company should give much more importance for fresher’s also rather
than only giving importance to experienced people.
3. Interview process during the recruitment and selection process
should be at its standard.
4. Organization should give more importance for the campus
recruitment process.
5. Organization should provide more rewards, incentives for the
employees it will help to make good relationship with the
employees.

48
5.3 CONCLUSION

Organization may be a consulting agency, manufacturing firm, a business concern,

an insurance company & other institutions. It is through the combined efforts of the
people that monetary & material resources are utilized for organizational
objectives without human efforts organization cannot accomplish their objectives.
“Right people for the right job” or else the company as well as society has
to pay a huge penalty.

Recruitment plays a vital role in the development of the organization. Recruitment is

an important procedure in building an effective team improving the proficiency. The
success of the organization is measured by effective team, which comes in to
existences by efficient recruitment & selection process.

The primary functions of human resource is to select right people for the right job, so
that work could be done at the right time. The major objective of the study was to
study various recruitment procedure to analysis the effectiveness of the organization,
to suggest various measures to make recruitment & selection procedure effective.

49
 BIBLIOGRAPHY

BOOKS:

Recruitment & Selection: Theory and Practices

By Dipak Kumar Bhattacharyya

Human Resource Development and Management

By Biswanath Ghosh

WEBSITES:

HTTP://IJMRR.COM/ADMIN/UPLOAD_DATA/JOURNAL_SYAMALA%2
0%20%205OCT%2014MRR.PDF

HTTPS://WWW.RESEARCHGATE.NET/PUBLICATION/284726029_ANAL
YSIS_OF_THE_RECRUITMENT_AND_SELECTION_PROCESS

HTTPS://WWW.IJSDR.ORG/PAPERS/IJSDR1804022.PDF

HTTPS://OORJAA.ORG/SOCIALSECTOR/AASHMAN-FOUNDATION/

HTTPS://AASHMANFOUNDATION.WORDPRESS.COM/

50
 QUESTIONNAIRE

This study has been prepared to access the employee internal

recruitment in the Aashman Foundation. Your judgment will be used
only for academic purpose.

Name: ………………………………
Age: ………………………………...
Qualification: ………………………
Experience: ………………………...

A number of questions are given below discussing the employee

recruitment process of an organization.
Please give your assessment by ranking each statement by using
following legalities.

Questions:

1. How did you come to know about internship / job vacancy on this organization?
A. Newspaper
B. Social Media
C. Campus Interview
D. Friends
E. Reference

51
2. How do you feel about the recruitment policy of organization?
A. Excellent
B. Good
C. Above Average
D. Average
E. Below Average

3. How do you feel about the recruitment policy of organization?

A. 1-3
B. 3-5
C. More than 5

4. Factors considered for selection of process?

A. Intelligence
B. Experience
C. Training Program
D. Job Performance
E. Any Other

5. What was the process of Selection?

A. Written test + group discussion + personnel interview + technical interview
B. Written test + personal interview + technical interview
C. Personal interview + technical interview
D. Technical interview
E. General interview

6. What sources you prefer for recruitment and selection?

A. Internal Sources
B. External Sources
C. Both

52
7. Are you satisfied with round of interviews conducted?
A. Yes
B. No
C. To Some Extent
D. Can’t Say

8. What are the sources for internal sourcing among the following?
A. Diseased / disabled/ employees
B. Present permanent employees
C. Present temporary employees
D. Retrenched/ retired employees

9. What are the sources for external sourcing among the following?
A. Campus Interview
B. Recruitment Agency
C. Data Bank
D. Other

10. What form of interview did you prefer?

A. Personal Interview
B. Telephonic Interview
C. Video Conferencing

11. Are you satisfied with recruitment policy?

A. Totally
B. Partially
C. Not at All

53
12. Give your suggestions to improve recruitment and selection process.

……………………………………………………………………………

……………………………………………………………………………

……………………………………………………………………………

……………………………………………………………………………

……………………………………………………………………………

54