Recruitment and selection(dimension group)

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Recruitment and selection(dimension group)

  1. 1. Summer Training Project Report (Session 2011-13) PROJECT REPORT ON “RECRUITMENT AND SELECTION” In DIMENSION CORPORATE SERVICE PVT.LTD. Submitted to the MAHAMAYA TECHNICAL UNIVERSITY For the Partial fulfillment of the requirement for the award of The degree Of MASTE OF BUSINESS ADMINISTRATIONSubmitted by:- Under the Guidance ofPraveen Kumar Ms. Ragini KumariRoll No – 1163970063 Team Leader (HR) Dimension Group
  2. 2. Preface The summer Training is an integral part of curriculum. During the training, a student getsan opportunity to understand the practical aspect of theory. Training makes the concept clear.This project report is the outcome of the summer training that I have undergone atDIMENSION CORPORATE SERVICES pvt ltd for the partial Fulfillment of Master ofbusiness administration. The topic allotted by the company to me is “RECRUITMENTAND SELECTION”. I have tried my level best to make a good report. However, no one canclaim for perfection entirely. So I apologize for the discrepancy, if any crept in. Preparationof project requires perseverance, initiatives, proper guidance and direction. So it ismandatory to take the aid of various departments. Actually a project is a summarized formof the following seven activities  Planning  Resource Collection  Organizing  Joint Efforts  Communication  Efficiency  Transparency 2
  3. 3. Acknowledgement It gives me great pleasure to present the report entitled “RECRUITMENT AND SELECTION” in DIMENSION CORPORATE SERVICES pvt ltd First, with profound pleasure and proud privilege, I take this opportunity to express my deep sense of gratitude and indebtedness to the DIMENSION CORPORATE SERVICES PVT. LTD. for giving me the opportunity to undertake this project.I would like to express my sincere gratitude to Ms. Ambika Verma (Sr. HR Executive) for giving me this opportunity to complete my internship in this esteemed organization and for their kind support.With great sense of gratitude, I also thank him for his experienced Judgement, endless interest and constant encouragement without which it would not been possible for me to accomplish the project successfully.There is a saying “Hundred miles journey begins with one step”. It was my first step in the industry so that with immense gratitude and artful appreciation, I am grateful to Ms. Ragini (HR TEAM LEADER) for providing his esteemed guidance and valuable support throughout the project. Last but not the least, I find my self-lacking in words to express sense of gratitude to my beloved parents for their encouragement, moral and emotional support. 3
  4. 4. 4
  5. 5. Raj Kumar Goel Institute of Technology (MBA) 5th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003 Date: ………………. TO WHOM SOEVER IT MAY CONCERNThis is to certify that Mr. Praveen Kumar has prepared Summer Training Project Report titled Astudy on Recruitment And selection, for the pursuing the degree of Master of BusinessAdministration (MBA) affiliated to Mahamaya Technical University, Noida. Her performanceduring the project has been satisfactory.I wish her all the best for her future endeavors. Dr. Arvind Singh Principal 5
  6. 6. DECLARATION I hereby declare that the project report entitled (RECRUITMENT AND SELECTION )Submitted in partial fulfillment of the degree of MASTER OF BUSINESSADMINISTRATION of institute of RAJ KUMAR GOEL INSTITUTE OFTECHNOLOGY is my original work and not submitted for the award of any other Degree,Diploma, Fellowship or any other similar title or prize.Date:Place: PRAVEEN KUMAR 6
  7. 7. TABLE OF CONTENT1 Executive Summary 7-82 Company Profile 9-323 Identify the Problem 33-344 Objectives of Study 35-365 Literature Review 376 Research Methodology 38-447 Recruitment 45-568 Selection 57-779 Data analysis and interpretation 78-8610 Result & Findings11 Suggestion and recommendation 87-8812 Conclusion 89-9013 Limitations of the study 91-9214 Bibliography 93-9415 Annexure 95-99 7
  8. 8. CHAPTER -1Executive Summary 8
  9. 9. Executive SummaryThe project titled “RECRUITMENT AND SELECTION” Undertaken in DIMENSIONCORPORATE SERVICES PVT. LTD.Dimension Group is a well-established corporate house, Incorporated & headquartered in Delhiproviding financial and manpower services with a wide range of services.Dimension Group provides end to end personalized investment management services, whichincludes planning, advisory, execution and monitoring. Dimension Group has a presence acrossasset class‟s debt, fixed-income & mutual funds, with offline as well as online equity executioncapabilities.We are a prominent management consultancy house involved in Manpower Placements. We arecatering to the manpower requirements for the Executives, Middle Management and TopManagement Positions in various functional disciplines including Sales, Marketing, H.R,Finance Manufacturing, and Production etc.The project report is about recruitment and selection process that‟s an important part of anyorganization. Which is considered as a necessary asset of a company? In fact, recruitment andselection gives a home ground to the organization acumen that is needed for proper functioningof the organization. It gives an organizational structure of the company. It‟s a methodology inwhich the particular organization works and how a new candidate could be recruited in such away that he/she would be fitted for the right kind of career.There are two types of factors that affect the Recruitment of candidates for the company Internal factorsExternal factorsThe objective of selection decision is to choose the individual who can most successfullyperform the job from the pool of qualified candidates. Selection process or activities typicallyfollow a standard patter, beginning with an initial screening interview and concluding with finalemployment decision. 9
  10. 10. COMPANY PROFILE1) Introduction of Organization.2) Brief History of the Organization.3) Organization Product/ Services.4) Dimension corporate services.5) Major Challenges for the Organization. 10
  11. 11. Dimension GroupDimension Group Founded in 2007 by Mr. Ravi Kant Mathur, Dimension Group is the pioneerof organized financial Services & recruitment services in India. Over the years, they have actedas preferred financial and recruitment partners to multinationals and leading Indian businessesto emerge as the leading brand nationally. Dimension Group mainly indulges in Activities i.e.,Debt Dealing, Composite Insurance Dealing (Both Life & Non-Life), Mutual FundDistribution, and financial advisory, Asset under management over 200 Crore with satisfiedcustomers as well as into Corporate HR Advisory. Dimension Group is a well-establishedcorporate house, Incorporated & headquartered in Delhi providing financial & recruitmentservices with a wide range of products.The Group started with Dimension Group which engaged in providing debt advisory andbroking services to institutional, semi-institutional and retail customers. It caters to a widerange of investors across the country. This Segment of the company deals in GovernmentSecurities, Treasury Bills, Commercial Papers, Certificate of Deposits, PSU, SLU andCorporate Bonds and other debt instruments. The next milestone is the second Group Companynamed as Dimension financial Solutions Pvt. Ltd. This segment came into existence in January2009.It provides end to end personalized investment management services, which includesplanning, advisory, execution and monitoring. It has a presence across asset class‟s debt, fixed-income & mutual funds, with offline as well as online equity execution capabilities. It partnersin planning its customers complete investment decisions towards wealth generation, retirementplanning and capital built up at different stages of their life. Our another great achievement isDimension Corporate Services Pvt. Ltd. Journey of Dimension Corporate Services has beenstarted from 1st August 2009.It is a prominent management consultancy house involved inManpower Placements on PAN India level. Here, we are catering to the manpowerrequirements for the Executives, Middle Management and Top Management Positions invarious functional disciplines including Sales, Marketing, H.R, Finance Operations,Manufacturing, and Production etc.They are proud to say that we have a team of professionals who are well experienced andhighly professional in the relevant field. Our professional approach makes us easy tounderstand the market trends, client‟s requirement. Our Mission & Vision is to be the mostuseful, reliable and efficient provider of Manpower Services & Financial services. To serve ourclients with utmost dedication and integrity so that we exceed their expectations and buildenduring relationships. To offer unparallel quality of service through complete knowledge ofthe requirement with constant innovation in services and use of the latest technology. To createvalue for all Clients and Candidates by ensuring accurate and stable manpower and profitable 11
  12. 12. growth respectively. To build an amicable environment that accords respect to every individualand permits their personal growth. To utilize the power of teamwork to function as a familyand build a seamless organization. Above everything else, we value; Partnership, Integrity &Confidentiality.The organization network includes offices spread across 3 major Indian cities i.e., Delhi, NCR& Mumbai. Dimension Group is proud of its long standing relationships in the industry and thefact that 75% of its revenue comes from its existing clients, which is a testimonial of happyclients. 12
  13. 13. BRIEF HISTORY OF THE ORGANISATIONDIMENSION GROUP is a prominent management consultancy house involved in ManpowerPlacements. They are catering to the manpower requirements for the Executives, MiddleManagement and Top Management Positions in various functional disciplines including Sales,Marketing, H.R, Finance Manufacturing, and Production etc.Goal of dimension group:-To provide quality placements to the candidates & services to our clients  To be the most useful, reliable and efficient provider of Manpower Services.  To serve our clients with utmost dedication and integrity so that we exceed their expectations and build enduring relationships.  To offer unparallel quality of service through complete knowledge of the requirement with constant innovation in services and use of the latest technology. 13
  14. 14. GROUP COMPANIESGroup Companies 14
  15. 15. DIMENSION SECURITIES OFFER SPECIALIZED DIMENSION SECURITIES IN FOLLOWING VERTICALS:-• Came into existence three and a half years ago.• Dimension Securities is engaged in providing debt advisory and broking services toinstitutional, semi-institutional and retail customers.• It caters to a wide range of investors across the country.• This Segment of the company deals in Government Securities, Treasury Bills, CommercialPapers, Certificate of Deposits, PSU, SLU and Corporate Bonds and other debt instruments.DIMENSION FINANCIAL SOLUTIONS Dimension Financial Solutions Pvt. Ltd. is engaged in providing debt advisoryand broking services to institutional, semi-institutional and retail clients. It acts as an activeparticipant in both primary and secondary market of Debt & Equity, providing investmentsolutions to various Provident Fund Trusts, Gratuity & Superannuation Funds Trusts, Banks,Financial Institution Corporate Treasuries, Mutual Funds, Insurance Companies, Educational,Religious and Charitable Trusts, HNIs etc.The company deals in Corporate Bonds, Government Securities, Treasury Bills, CommercialPapers, Certificate of Deposits and other debt instruments.They have a strong research team with understanding of debt & Equity markets to provide thedealing team and client‟s regular updates and views on the markets and providing analyticalrecommendation to our Institutional and other clients. It is further expanding its operations inother locations of the country and is diligently managed by a dedicated, competent and honestteam of professionals with expertise across various industries. 15
  16. 16. WhyDimensionGroupThe Group is onestop shop fortotal financialsolutions.Comprehensiveservices offer forboth Retail &Institutionalsegment.Active participantin both primaryand secondarymarket of Debt &Equity.Strong researchbasedrecommendation.Technologysavvy and stronglogistic andresearch basesupport.Clearunderstanding ofapplicable laws.Dedicated,competent andhonest team ofprofessionals.Consistency andpassion to excel. 16
  17. 17. PRODUCTS AND SERVICES 17
  18. 18. Financial PlanningThe only thing permanent in life is change. Times change.People change. So does life. You expect life to be much bettertomorrow than it is today. Tomorrow, you hope to fulfill allyour dreams and aspirations. But what happens if things take anuntoward turn? Or, if there is an eventuality? Perhaps its timefor you to change the way you plan your investments...Why do you need Dimension Group Financial Planning?You may have many dreams, needs and desires. For example,you could be dreaming of: Owning a new car Buying a dream house Providing your children with the best education Planning a grand wedding for your children Having a great time after your retirement.But in todays world of skyrocketing costs and increasinginflation, how many of these dreams can you hope to turn intoreality? By planning well, you can utilize your limited resourcesto the fullest.Financial Planning helps you see the big picture and invest forspecific long-term and short-term goals well in time.What is Financial Planning all about?Financial Planning is a unique software-based simulation thattakes a holistic view of your life-long financial needs and chartsa personalized investment strategy to help you meet them.Broadly, it involves: Identifying your current financial status Listing and prioritizing your goals Creating a sound investment plan to achieve them. Monitoring the plan to facilitate swift corrective action, if needed.Financial Planning is based on the premise that every individual has certain basic financialneeds that are expressed at various stages of life (getting married, buying assets like homes,vehicles, or providing for your childrens education and wedding). With the help of FinancialPlanning, you can prepare yourself well in time for all these goals 18
  19. 19. Investment Planning Everyone needs to save for a rainy day. Once you have saved enough to take care of emergencies, you should start thinking about investing and to make your money grow. They can help you plan your investments so that you can reap adequate benefits and achieve your financial goals. Investment Planning Service includes: Risk Profiling Asset Allocation and Portfolio Construction Creation and Accumulation of Wealth through Systematic Investment Plans (SIP) Regular review of progress and Portfolio RebalancingEssentially, Investment Planning involves identifying your financial goals throughout yourlife, and prioritizing them. Investment Planning is important because it helps you to derivethe maximum benefit from your investments.Your success as an investor depends upon your ability to choose the right investmentoptions. This, in turn, depends on your requirements, needs and goals. For most investors,however, the three prime criteria of evaluating any investment option are liquidity, safety andreturn.Investment Planning also helps you to decide upon the right investment strategy. Besidesyour individual requirement, your investment strategy would also depend upon your age,personal circumstances and your risk appetite. These aspects are typically taken care ofduring investment planning.Investment Planning also helps you to strike a balance between risk and returns. By prudentplanning, it is possible to arrive at an optimal mix of risk and returns that suits yourparticular needs and requirements. 19
  20. 20. Insurance Planning "Insurance is not for the person who passes away, it for those who survive," goes a popular saying that explains the importance of Insurance Planning. It is extremely important that every person, especially the breadwinner, covers the risks to his life, so that his familys quality of life does not undergo any drastic change in case of an unfortunate eventuality. It is extremely important that every person, especially the breadwinner, covers the risks to his life, so that his familys quality of life does not undergo any drastic change in case of an unfortunate eventuality.Insurance Planning is concerned with ensuring adequate coverage against insurable risks.Calculating the right level of risk cover is a specialized activity, requiring considerableexpertise. Proper Insurance Planning can help you look at the possibility of getting a widercoverage for the same amount of premium or the same level of coverage for the sameamount of premium or the same level of coverage for a reduced premium. Hence, the needfor proper insurance planning.Insurance, simply put, is the cover for the risks that we run during our lives. Insuranceenables us to live our lives to the fullest, without worrying about the financial impact ofevents that could hamper it. In other words, insurance protects us from the contingencies thatcould affect us.So what are the risks that we run? To name a few - the risk on our lives that is, the worries ofreplacement of the incomes that we contribute to the running of the household), the risks ofmedical contingencies (since they have the capability of depleting our wealth considerably)and risks to assets (since the replacement of these can have tremendous financialimplications). If we can imagine a situation where our goals are disturbed by acts beyond ourcontrol, we can realize the relevance of insurance in our lives.Insurance Planning takes into account the risks that surround you and then provides anadequate coverage against those risks. There is no risk not worth insuring yourself against,and insurance should first and foremost be looked as a measure to guard against risks - therisk of your dreams going awry due to events beyond your control. 20
  21. 21. Retirement Planning Some like it. Some don‟t. But retirement is a reality for every working person. Most young people today think of retirement as a distant reality. However, it is important to plan for your post-retirement life if you wish to retain your financial independence and maintain a comfortable standard of living even when you are no longer earning. This is extremely important, because, unlike developed nations, India does not have a social security net. Retirement Planning acquires added importance because of the fact that though longevity has increased, the number of working years haven‟t.Dimension Retirement Planning Service involves: Computing that amount that would be required post-retirement. This is done after taking inflation and time value of money into account. Building your Retirement Corpus using Systematic Investment Plans (SIPs) and other long-term growth orient products Ensuring adequate post-retirement income through safe investments.The asset allocation and selection of investment vehicles keep changing as your risk-bearingcapacity diminishes. 21
  22. 22. Tax Planning Proper tax planning is a basic duty of every person which should be carried out religiously. Basically, there are three steps in tax planning exercise. These three steps in tax planning are: Calculate your taxable income under all heads i.e., Income from Salary, House Property, Business & Profession, Capital Gains and Income from Other Sources. Calculate tax payable on gross taxable income for whole financial year (i.e., From 1st April to 31st March) using a simple tax rate table, given on next page.After you have calculated the amount of your tax liability. You have two options to choosefrom: 1. Pay your tax (No tax planning required) 2. Minimize your tax through prudent tax planning.Most people rightly choose Option B. Here you have to compare the advantages of severaltaxes saving schemes and depending upon your age, social liabilities, tax slabs and personalpreferences, decide upon a right mix of investments, which shall reduce your tax liability tozero or the minimum possible.Every citizen has a fundamental right to avail all the tax incentives provided by theGovernment. Therefore, through prudent tax planning not only income-tax liability isreduced but also a better future is ensured due to compulsory savings in highly safeGovernment schemes. We sincerely advise all our readers and clients to plan theirinvestments in such a way, that the post-tax yield is the highest possible keeping in view thebasic parameters of safety and liquidity 22
  23. 23. Children future Planning Like every parent, you too must be overjoyed to watch your child grow. All parents want to give the best possible upbringing to their children. This includes good education and security, in case of any eventuality. Soon, your little bundle of joy will grow up, and it will be time to provide for his or her higher education and wedding. The purpose of Childrens Future Planning is to create a corpus for foreseeable expenditures such as those on higher education and wedding, and to provide for an adequate security cover during their growing years. Childrens Future Planning acquires added importance because childrens education and wedding are high priority life goals, which can neither be postponed nor can there be a compromise on the amount.Good education has always been the passport to a secure future. Today, career opportunitieshave grown manifold, and there are many professional courses that your child can aspirefor. However, costs of higher education have also increased exponentially.Like most parents, you might be saving regularly to ensure a safe tomorrow for your child.However, savings alone is no longer enough. For ensuring adequate funding of your childseducation, you as a parent, need to do two things: Invest appropriate amount systematically and at regular intervals Provide for a financial security blanket to cover any eventualityIt is never too early to start saving and investing for your childs future. Especially in todayscontext. For example, the cost of a professional degree today is approximately Rs 2.5 lakhs.If your child is one-year-old today, after 17 years when he/she goes to college, you mayrequire a sum of Rs 6.3 lakhs, assuming an annual rate of inflation of 6%.There are many products which your Financial Planner can use to achieve the aboveobjectives. For example, he could suggest a Childrens Future Plan offered by any goodinsurance company, to build a corpus for your childs higher education, and provide for asecurity cover in the event of the parents unfortunate demise.Childrens plans are also available under unit-linked option. Being unit-linked, they offeraccess to investments in all kinds of asset classes - equity, debt and cash. 23
  24. 24. Over the progressive span of existence, we offer specialized services infollowing verticals:- • Telecom • Financial Services and Consulting • Information Technology • Life Sciences and Healthcare • Media Advertising and communication • Retailing • Consumer and Services • Power and Energy • Automobile • Manufacturing and Processes. • Logistics • Shipping Lines • Freight Forwarding • Supply Chain Management • Finance • Engineering • Construction, Real Estate • IT/ITES • FMCG • Aviation • Hospitality • Pharmaceutical • PetrochemicalDimension Group have an excellent computerized data bank to cater to an organization‟s entireneeds of manpower in all disciplines including HRD, Finance, Accounts, Engineering, Materials,Information Technology, TQM, and Sales & Marketing etc. They offer specialized services forthe same through our following PLACEMENT DIV. 1. Senior Management Placement – To cater to the organization‟s needs for filling positions ofTop & Senior Management 2. Management Placement – To handle managerial positions in an organization includingmanagers at middle level hierarchy. 3. Supervisory & Staff Placement – To look after and place candidates in the Supervisory andstaff level positions i.e. Executives, Officers, Supervisors, Management Trainees, Secretaries, 24
  25. 25. Accountants etc., and other staff selectively. Our Manpower placement division thereforeundertakes to:  Sponsor suitable candidates for selection after proper screening.  Advertise positions on behalf of the organization.  Manpower search, Head Hunting and provide expertise in recruitment And selection.DIMENSION CORPORATE SERVICES In today‟s changing business environment, organizations need to define their long-term andshort-term manpower requirements. While some people may be required on an ongoing basis,others may be required only on project basis. They are conduct preliminary interviews and shortlist candidates as per the requirement of theclient. Visualizing these needs, we have structured our manpower services as: Direct Hire: - Dimension Group offers a wide range of direct hire services to augmentthe job provider‟s search efforts. We conduct preliminary interviews and shortlist thecandidates as per job provider‟s requirement and make arrangements for face-to-face meetingwith the job provider and thus help them assess and evaluate the right candidate for the job. Dimension Group at Placements follow a systematic approach when selecting candidatesfor our clients. Following is the procedure that we follow in the recruitment process.They accept the challenge that each search assignment brings. They provide complete servicebackup until a recruitment assignment is completed.Matching candidate with the job specification Before backing any particular applicant, we first thoroughly understand the requirementspecifications. Keeping this in mind, we match the applicants resume and job expectations withthe given requirement specification. Next, we understand a candidate‟s present and desiredprofile to check fitment, brief the candidate on the opening to check and confirm the interesttowards the same. 25
  26. 26. Value Added screening process: A preliminary screening of the candidate is done before the short listed profiles are sent tothe clients. We make it a point to meet the candidate, especially those who apply at seniormanagement levels. The short listed profiles are sent with our interaction/assessment comments.Quality Vs Quantitythey give more emphasis to Quality than Quantity. For this reason, we forward only thoseresumes to our clients that match the requirements. They may be limited but noteworthy.Choosing the appropriate candidatethey also assess the professionals communication and presentation skills and then forward theirresumes to the employers.Dimension Group undertakes complete co-ordination with candidate‟s right from firstinterview, final interview, and medical tests up to the date of joining.Complete confidentiality is maintained in the process of recruitment from the point of view ofemployer & employee.Manpower & Professional Strength:The Group derives its strength from Professional management supported by professionalstaff. 26
  27. 27. Dimension Corporate Services Pvt. Ltd.Dimension Corporate Services believe that our success is best reflected through the successachieved by our clients and candidates. Our beliefs and values define what we stand for anddetermine how we work. The hallmark of our approach comprises.Integrity. Our clients are demanding, their standards are high and so are ours. We honestlyrepresent our clients to candidates and our candidates to clients. We do not promise what wecannot deliver. Confidentiality. We accord the highest respect to information that we have beenentrusted with. Commitment. We remain committed to deliver high quality services to bothcandidates and clients by adequately understanding their needs.In today‟s changing business environment, organizations need to define their long-term andshort- term manpower requirements. While some people may be required on an ongoing basis,others may be required only on project basis.They conduct preliminary interviews and shortlist candidates as per the requirement of theclient. Visualizing these needs, we have structured our manpower services as:Dimension Corporate Services Pvt. Ltd. offers a wide range of direct hire services to augmentthe job provider‟s search efforts. We conduct preliminary interviews and shortlist thecandidates as per job provider‟s requirement and make arrangements for face-to-face meetingwith the job provider and thus help them assess and evaluate the right candidate for the job. WeDimension Corporate Services Pvt. Ltd. at Placements follow a systematic approach whenselecting candidates for our clients. Following is the procedure that we follow in therecruitment process.They accept the challenge that each search assignment brings. We provide complete servicebackup until a recruitment assignment is completed.Matching candidate with the job specification-Before backing any particular applicant, we firstthoroughly understand the requirement specifications. Keeping this in mind, we match theapplicants resume and job expectations with the given requirement specification. Next, weunderstand a candidate‟s present and desired profile to check fitment, brief the candidate on theopening to check and confirm the interest towards the same. 27
  28. 28. Value Added screening process: A preliminary screening of the candidate is done before theshort listed profiles are sent to the clients. We make it a point to meet the candidate, especiallythose who apply at senior management levels. The short listed profiles are sent with ourinteraction/assessment comments.Quality Vs Quantity-we give more emphasis to Quality than Quantity. For this reason, weforward only those resumes to our clients that match the requirements. They may be limited butnoteworthy. Choosing the appropriate candidate-we also assess the professionalscommunication and presentation skills and then forward their resumes to the employers.Dimension Corporate Services Pvt. Ltd. undertakes complete co-ordination with candidate‟sright from first interview, final interview, and medical tests up to the date of joining. Completeconfidentiality is maintained in the process of recruitment from the point of view of employer& employee.Our Mission To be the most useful, reliable and efficient provider of Manpower Services. To serve our clients with utmost dedication and integrity so that we exceed their expectations and build enduring relationships. To offer unparallel quality of service through complete knowledge of the requirement with constant innovation in services and use of the latest technology. 28
  29. 29. OUR VISIONTo create value for all Clients and Candidates by ensuring accurate and stable manpowerand profitable growth respectively.To build an amicable environment that accords respect to every individual and permitstheir personal growth.To utilize the power of teamwork to function as a family and build a seamlessorganization. 29
  30. 30. About the Dimension Corporate ServicesIntroduction:-It all started in January 2009, with the vision to provide employment at the time of crises toevery possible job seeker in the moment of recession. It wasn‟t easy as there was one job againstalmost hundred of candidates, but we made sure that we put the right candidate to the right job asour corporate goal is “to provide quality placements to the candidates & services to ourclients”.About Dimension Corporate Services:-Dimension Corporate Services are a prominent management consultancy house involved inManpower Placements. We are catering to the manpower requirements for the Executives,Middle Management and Top Management Positions in various functional disciplines includingSales, Marketing, H.R, Finance Manufacturing, and Production etc.Goal :-To provide quality placements to the candidates & services to our clients.TEAM:-They are proud to say that we have a team of professionals who are well experienced and highlyprofessional in the relevant field. This allows us to serve our clients requirements with greatunderstanding. Our professional approach makes us easy to understand the market trends,client‟s requirement. So if you feel that manpower is most important factor in your organization& best managerial is key to success in corporate world. 30
  31. 31. Ravi Kant Mathur (Director) Prachi Mathur (Vice President)MBA (Finance) with 15 Years of M. Com. & MBAExperience (Finance),with 12 Years of ExperienceSonia Sharma (Manager-HR) Shradha Rana (Manager)MBA with 3 years Experience ICWA with 3 years ExperienceDeepak Gupta (Vice President)B.Sc ,CS & LLB with 15 years ofExperience 31
  32. 32. Major Challenges of the Organization1) Retaining existing customers and increasing sales revenue streams.2) Retaining existing personnel within the company.3) Recruiting new talent from outside the organization.4) Keeping employees motivated and engaged at all times on the business growth journey.5) Creating a culture of personal ownership and high performance working‟.6) Structural challenges (How we are organized to hired individuals).7) Procedural challenges (How we proceed).8) Subjective/human challenges (perceptions, attitudes and behaviors about people in theprocess).9) Dealing with the challenges of diversity.10) Rum ours within the industry for specific organization, makes hiring difficult for someorganization.11) To have a team that does not work for the manager but towards a goal.12) To have a team in place that gels along, not only with the present team in place but alsowith anybody who joins in.13) To have right processes in place and people/team following them religiously (Commonfor both HR/Recruitment Manager).14) Hiring of candidates with the deadlines (Recruitment Manager).15) Hiring quality at the right price (as per the organization‟s pay structure) [RecruitmentManager].16) No shows - taking offers and not joining.17) Dropping at Interview stage without any intimation.18) Very high expectations - comp / designations / grade /Salary etc.19) Non compromising attitude of the candidates.20) Faking of experience / qualifications. 32
  33. 33. IDENTIFY THE PROBLEM 33
  34. 34. INTRODUCTIONHuman Resource is a basic need of any work to be done. According to ARTHUR LEWIS:“There are great differences in development between countries which seem to have roughlyequal resources, so it is necessary to enquire into the difference in human behaviors”The project report is all about recruitment and selection process that‟s an important part of anyorganization.Recruitment highlights each applicant‟s skills, talents and experience. Their selection involvesdeveloping a list of qualified candidates, defining a selection strategy, identifying qualifiedcandidates, thoroughly evaluating qualified candidates and selecting the most qualifiedcandidate.It is said if right person is appointed at right place the half work has been done. In this project Ihave tried to cover all the important point that should be kept in mind while recruitment andselection process and have conducted a research study through a questionnaire that I got it filledwith all the managers of the DIMENSION GROUP and tried to find out which methods andvarious other information related to recruitment and selection and tries to come to a conclusion atwhat time mostly the manpower planning is don‟t , what the various method used for recruitingthe candidates and on what basic the selections is done.DIMENSION GROUP has a well-articulated equal opportunity policy, which lays strongemphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice inrecruitment. 34
  35. 35. OBJECTIVES OF THE STUDY 35
  36. 36. Objectives of the Study:Broad Objective:To know overall about the company of Dimension Corporate Pvt. Ltd. and also know each andevery parts of the recruitment and selection process of that company.Specific Objectives: 1. To focus on major elements of Recruitment and Selection process. 2. To focus on the process of Recruiting and selecting personals. 3. To focus on the updates and the batter methods of modern technique. 4. To know the prospect or recruitment and selection procedure. 5. To critically analyze the functioning of recruitment and selection procedures. 6. To identify the probable area of improvement to make recruitment and selection procedures and more effective. 7. To know the managerial satisfaction level about recruitment and selection procedure. 36
  37. 37. LITERATURE REVIEW 37
  38. 38. REVIEW OF RECRUITMENT AND SELECTIONMost employers recognize the fact that their staff is their greatest asset, and the right recruitmentand induction processes are vital in ensuring that the new employee becomes effective in theshortest time. The success of an organization depends on having the right number of staff, withthe right skills and abilities. Organizations‟ may have a dedicated personnel/human resourcefunction overseeing this process, or they may devolve these responsibilities to line managers andsupervisors. Many people may be involved, and all should be aware of the principles of goodpractice. Even it is essential to involve others in the task of recruitment and induction.Ms. Ambika Verma(2009) in their survey research on the use of technologies in recruiting,screening, and selection processes for job candidates conducted in Dimension group found thatmost organizations implemented technology based recruitment and selection tools to improveefficiency, reduce costs, and expand the applicant pool.The meta-analysis of the research conducted by chapman, uggersler, carroll, piasentin& Jones(2005) concluded that timely responses from HR managers were linked to greater applicantattraction to a job with an organization.According to Robins, in his study revealed that, “The ideal recruitment effort will attract a largenumber of qualified applicants who will take the job if it is offered. So recruiting is a process ofdiscovering the potential candidates for actual organizational vacancies”.Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successfulrecruitment and selection can improve organization performance”.Bowen, et al(1991), in his study examined “that integrated recruitment and selection processhelps recruiters to choose the candidates to fit the characteristics of an organization culture”Beardwell, et al(2003) in his study examined that, “Selection is carried out by organizations as ameans of candidates potential and actual performance and the intake of employees will make themost appropriate contribution to organization-now and in future”. 38
  39. 39. ResearchMethodology 39
  40. 40. THE RESEARCHResearch is a careful investigation or inquiry especially through search for new facts in anybranch of knowledge.´The project is a systematic presentation consisting of the enunciated problem, formulatedhypothesis, collected facts or data, analyzed facts and proposed conclusions in form ofrecommendations.Kind of ResearchExploratory researchThis kind of research has the primary objective of development of insights into theproblem. It studies the main area where the problem lies and also tries to evaluate someappropriate courses of action.SAMPLE SIZEA complete interaction and enumeration of all the employees of Dimension group Ltd. was notpossible so a sample was chosen that consisted of 30 employees.Data CollectionThe data for the survey will be conducted from both Primaries as well as Secondary sources.Primary Data: -Using personal interview technique the survey the data will collect by using questionnaire. Theprimary data collection for his purpose is supposed to be done by judgment sampling conversationsampling. Questionnaire has been formatted with both open and close structure questions.Secondary Data: -1) By going through various records.2) By going through the Site of the Dimension Groups. 40
  41. 41. RESEARCH DESIGNA research design is the specification of methods and procedure for acquiring the informationneeded to structure or to solve problems. It is the overall operation pattern or frame work of theproject that stipulates what information is to be collected from which source, and be whatprocedures.A research design is the arrangement of condition for collection and analysis of data in amanner that aims to combine Relevance to the research purpose with economy inprocedure´.Design decision happens. 1) What is study about? 2) What is study being made? 3) Where will the study be carried out? 4) What type of data is required? 5) Where can the required data be found? 6) What will be the sample design? 7) Technique of data collection. 8) How will data be analyzed? 9) How can the customer can be persuaded for opening current with Dimension Group? 10) How to increase the market share of Dimension Group? 11) Who is the competitor of Dimension Group? 41
  42. 42. RECRUITMENT 42
  43. 43. RecruitmentRecruiters need to keep abreast of changes in the labor market to ensure that their recruitmentefforts are not wasted or directed at too small a pool of labor. Skill shortages may occurunexpectedly and recruitment and training processes need to be kept flexible. It is a good idea forany organization to plan its labor force requirements, matching available supply against forecastdemand. A skills audit of existing staff will increase knowledge of the skills they organization hasavailable and those which are lacking, and thus help pinpoint areas for future development.A human resource plan need not be highly complicated. A straight forward plan will helporganizations to: 1. Assess future recruitment needs. 2. Formulate training programs. 3. Develop promotion and career development policies. 4. Anticipate and, where possible, avoid redundancies. 5. Develop a flexible workforce to meet changing requirements. 6. Control staff costs whilst ensuring salaries remain competitive. 7. Assess future requirements for capital equipment, technology and premises.Management is responsible for producing the human resource plan, senior management forsupporting it. Implementation is likely to be most effective if it carries the support of theworkforce, normally achieved through consultation with trade union or other employeerepresentatives.Producing a human resource plan involves: 1. forecasting staffing requirements against business objectives 2. assessing the available supply of people to meet those requirements 3. matching available supply against forecast demandFactors Affecting Recruitment: -In recruiting new employees management must consider the nature of labor market, what sort ofpotential labor are available and how do look for works.The factor affecting can be summed up under the following heads: 43
  44. 44. Labor Market Boundaries:-The knowledge of the boundaries help management in estimating the available supply ofqualified personnel form, which it might recruit. A labor market consists of a geographicalarea in which the forces of demand and supply interact and thus affect the price of labor.Available Skills:-Companies must locate the areas where they can find employees who fit the jobs according totheir skills.Economic Condition:-±Economic conditions also affect recruitment. Unemployment worker may swamp a new planlocated in a depressed labor market whereas a firm trying to establish it or to expand in an areawhere a few qualified workers are out of work has quite a different recruitment problem.Attractiveness of the Company:-±The attractiveness of the company in terms of higher wages, clean work, better fringe benefitsand rapid promotions serves as influencing factor in recruitment.Importance of Recruitment Recruiting people who are wrong for the organization can lead to increasedlabor turnover, increased costs for the organization, and lowering of morale in the existingworkforce. Such people are likely to be discontented, unlikely to give of their best, and end upleaving voluntarily or involuntarily when their unsuitability becomes evident. They will not offerthe flexibility and commitment that many organizations seek. Managers and super visors willhave to spend extra time on further recruitment exercises, when what is needed in the first place isa systematic process to assess the role to befilled, and the type of skills and Most recruitment systems will be simple, with stages that can befollowed as a routine whenever there is a vacancy to be filled, and which can be monitored andadapted in the light of experience. This booklet describes the main features ofsuch systems, and other related issues. Systems should be: 1) efficient - cost effective in methods and sources 2) effective - producing enough suitable candidates without excess and ensuring the 3) identification of the best fitted for the job and the organization 4) Fair - ensuring that right through the process decisions are made on merit alone. 44
  45. 45. PROCESS OF RECRUITMENTA vacancy presents an opportunity to consider restructuring, or to reassess the requirements of thejob. This assessment is valid whether it is to fill an existing job or a new one. Ask questions suchas: 1) Has the function changed? 2) Have work patterns, new technology or new products altered the job? 3) Are there any changes anticipated which will require different, more flexible skills from the jobholder?Answers to these questions should help to clarify the actual requirements of the job and how it fitsinto the rest of the organization or department. Exit interviews, or consultation with the currentjob-holder and colleagues may well produce good ideas about useful changes.Recruitment begins by specifying the human resource recruitment, initiating activities and actionto identify the possible sources form where they can be met, communicating the informationabout the jobs, terms and conditions and prospects they offer, and enthuse the people who meetthe recruitment to respond to the invitation by applying for jobs. Thereafter the selection processbegins. The process is as follows.Decide on how many people you really need If everything is being done to improve performance and still there is a gapbetween what the current performance is and the goals set, then the best way is to recruit morepeople.Analyzing the job:- Analyzing the job is the process of assembling and studying informationrelating to all aspects of a particular post. Analysis is done to find possible details about:Purpose: Identify the aims and objectives of job and what the employee is expected toachieve within department and company.Position: The job title, its position in the hierarchy and for whom it isresponsible ought to be recorded. A sample organization chart may be useful for this purpose.Main Duties: A list of key tasks may be written out; standards that need to be reached andmaintained must also be maintained. Methods of recording, assessing and recording the key tasksmust be determined. The work Environment: Study the physical and social environment in whichthe work is out because the work environment influences the quantity and quality of Work. 45
  46. 46. Drafting a job description:- After job analysis is done, job description is made. Job description describes the job.The job description decides upon the exact knowledge, skill and experience needed to do the job.Job description must be drafted around these heading: 1) Job title. 2) Responsible to. 3) Responsible for. 4) Purpose of job. 5) Duties. 6) Responsibility. 7) Signature and dateEvaluation future needs For Evaluation future needs manpower is drafting. A manpower plan evolves studyingthe make-up of present work force, assessing forthcoming changes and calculating futureworkforce, which is required. Manpower planning helps in devising long-term recruitment plans.Finding sources of recruitment: The human resource requirement can be met from internal or external source: 46
  47. 47. SOURCES OF RECRUITMENT SOURCES OF MANAGERIAL RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES1) Promotion 1) Campus recruitment2) Transfers 2) Press advertisement3) Internal notification 3) Management consultancy service (Advertisement) & private employmentexchanges4) Retirement 4) Deputation of personnel ortransfer from one enterprise to another5) Recall 5) Management training schemes6) Former employees 6) Walk-ins, write-ins, talk-ins7) Miscellaneous external sources 47
  48. 48. Internal Sources These refer to persons already employed in the organization. Promoting persons from lowerlevels may fill up vacancies at higher levels. Shortage of manpower in one branch/factory maybe met by transferring surplus staff from another branch/ factory. Promotion means shiftingof an employee to higher post caring greater salary status and responsibility. On the other handtransfer refer to the shifting an employee with salary, status and responsibility. Some time ex-employee of the organization may be re-employed.Advantages of Internal Sources: 1) Filling vacancies for higher job by promoting employees from within the organization helps to motivate and improved the morale of the employees. This induces loyalty among them. 2) Internal requirement has to minimize labor turnover and absenteeism. People wait for promotion and the work force is more satisfied. 3) Candidates working in organization do not require induction training. They are already familiar with organization and with the people working in it.Disadvantages of Internal Sources: 1) There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates may not be given a new outlook and fresh ideas to business. 2) Unsuitable candidates may not be promoted to positions of higher responsibility because the choice is limited. 3) The employees may become lethargic if they are sure of time bound promotion. There may be infighting among those who aspires for promotion within the Organization. 4) Internal recruitment cannot be complete method in itself. The enterprise has to resort to external recruitment at some stage because all vacancies cannot be filled from within organization.External Sources It refers to recruitment of employees from outside the organization. External sourcesprovide wide choice of the required number of the employees having the desiredqualification. It also provides the people with new ideas and specialized skills required tocope with new challenge and to ensure growth of the organization. Internal competitorshave to compete with the outsiders. However , existing employees resent the policy of fillinghigher-level vacancies from outsiders. Moreover it is time consuming and expensive torecruit peoples from outside. Recruitment from the outside may create frustration among theexisting employees that aspires for promotions. There is no guarantee that the organizations willattract sufficient number of suitable candidates. 48
  49. 49. Advantages of External Sources: 1) The entry of fresh talent in to the organization is encouraged. New employees bring new ideas to the organization. 2) External sources provide wider sources of personnel to choose from. 3) Requisite type of personnel having the required qualifications, training and skill are available from the external sources.Disadvantages of External Sources: 1) The enterprise can make the best selection since selection is made from among a large number of applicants. 2) There is a greater decoration in employer- employee relationship, resulting in industrial strikes, unrest, and lockouts. 3) The personnel‟s selected from outside may suffer from the danger of adjustment to the new work environment.Monitoring effectiveness of recruitment As with any work activity it is recommended that the recruitment and induction process bereviewed for its effectiveness. If any stage of the recruitment process failed to produce theexpected result, e.g. if the advertising method has produced too many candidates, you may wantto examine what happened and why in order to make it more efficient in the future. Futurerecruitment exercises may require modifications to the methods used - a successful recruitmentfor one job does not automatically mean the same method will be as successful again. This isparticularly true if the labor market changes, with, for instance, fewer school leavers but moremature workers being available. Recruitment and induction may be a continuous process in yourorganization, necessitating more or less constant monitoring. Monitoring regularly will alsoensure equal opportunity policies are being actively pursued, and that internal candidates arereceiving the same consideration as external candidates. 49
  50. 50. Application formsApplication forms can help the recruitment process by providing necessary and relevantinformation about the applicant and their skills. The design of the form needs to be realistic andstraightforward, appropriate to the level of the job.Using application forms has the following advantages:Comparing like with like is easier. CVs can be time-consuming and may not provide theinformation required.They provide the basis for an initial sift (filter), and then for the interview the standard ofcompletion can be a guide to the candidates suitability, if writing and presentation skills areessential to the job; however, be aware of the possibility of disability discrimination they providea record of qualifications, abilities and experience as stated by the applicant.Care also needs to be taken over some less positive aspects of application forms: 1) There is a temptation to use application forms to try to extract too much information, e.g. motives, values and personality characteristics. The form should concentrate on the experience, knowledge and competencies needed for the job. 2) Some people may dislike filling in forms and so be put off applying for the job. Some very experienced people may find the form in adequate, whilst those with little in the way of qualifications or experience may be intimidated by large empty spaces on the form. 3) Application forms add another stage, and therefore more time, to the recruitment process. Some candidates may be lost if they can obtain work elsewhere more quickly. 4) Application forms may inadvertently be discriminatory. For instance, to require a form to be filled out „in your own handwriting, where written English is not relevant to the job, may discriminate against those for whom English is not their first language, or who may not have well-developed literacy skills.Any information such as title (marital status), ethnic origin or date of birth requested formonitoring purposes (e.g. for compliance with the legal requirements and codes of practice onrace, sex, disability and age discrimination) should be clearly shown to be for this purpose only,and should be on a separate sheet or tear-off section. Such information need only be provided on avoluntary basis. Medical information should also be obtained separately and kept separate fromthe application form. 50
  51. 51. METHODS OF RECRUITMENTThere are mostly three methods that is used recruitment process. That‟s given below………….. THIRD PARTY INDIRECT DIRECT 51
  52. 52. METHODS OF RECRUITMENTAll methods of recruitment can be put into three categories: a) Direct method. b) Indirect method. c) Third-party method. a) Direct Method: These include the campus interview and keeping a live register of job seekers.Usually under this method, information about jobs and profile of persons available forjobs is exchanged and preliminary screening is done. The short listed candidates are thensubjected to the remainder of the selection process. Some organization maintains liveregisters or record of applicants and refers to them as and when the need arises. b) Indirect Method: They cover advertising in newspapers, on the radio, in trade and professionaljournals, technical journals and brochures.When qualified and experienced persons are not available through other sources,advertising in newspapers and professional and technical journals in made. Whereas all types ofadvertisements can be made in newspapers and magazines, only particular types of posts shouldbe advertised in the professional and technical journals.A well thought-out and planned advertisement for appointments reduces the possibility ofunqualified people applying. If the advertisement is clear and to the point, candidates canassess their abilities and suitability for the position and only those who possess the requisitequalifications will apply. c) Third Party Method: Various agencies (e.g. DIMENSION CORPORATE SERVICES PVT LTD.) are used forrecruitment under these methods. These include commercial and private employment agencies,state agencies, and placement offices of schools, colleges and professional associations,recruiting firms, management consulting firms, indoctrination seminars for college professors,friends and r elatives. 52
  53. 53. Employment Agencies They are specializing in specific occupation like general office help,salesman, technical workers, accountants, computer staff, engineers and executives and suitablepersons available for a job. Because of their specialization, they can interpret the needs of theirclients and seek out particular types of persons.State or Public Employment Agencies: They also knew as Employment or Labor Exchanges, are the main agencies forpublic employment. They also provide a wide range of services, like counseling, assistance ingetting jobs, information about the labor market, labor and wage rates, etc.Executive Research Agencies: They maintain a complete information records about employed executivesand recommend persons of high caliber for managerial, marketing and production engineersposts. These agencies are looked upon as head hunters, raiders, and pirates.Trade Unions: The employers to supply whatever additional employees may be needed oftencall on Trade Unions. Unions may be asked for recommendations largely as a matter ofcourtesy and an evidence of goodwill and cooperation.Professional Societies: They may provide leads and clues in providing promising candidates forengineering, technical and management positions. Some of these maintain mail order placementservices. 53
  54. 54. SELECTION 54
  55. 55. SELECTION Whatever form the applications take, there may be a need to sift them beforemoving on to the interview stage. Such a sift serves to match the applicants as closely aspossible to the job and person specification and to produce a shortlist of people to interview.To avoid any possibility of bias, such sifting should be undertaken by two or more people, and itshould involve the direct line manager/super visor as well as personnel. The sifting stage can alsohelp the organization by providing feedback on the advertising process and the suitability of theapplication form. It can also identify people who might be useful elsewhere in the organization. Ifreferences or medicals are to be taken up before the invitation to interview stage, it should bemade clear on the application form/information pack sent to the applicant.If your organization believes that pre-employment health screening is necessary, you mustmake sure it is carried out in a non-discriminatory way:for instance, do not single out disabled people for medical assessment. If a report from anyindividuals doctor is sought, then permission must be given by the individual, and they have theright to see the report (Access to Medical Reports Act 1988).The candidates who best match the specifications may then be invited for interview. Theinvitation letter should tell candidates that they should advise the organization in advance if anyparticular arrangements need to be made to accommodate them on arrival or during the interview;for instance, ramp access or lighting levels. The invitation letter should also clearly state whetherthe organization will pay the candidates reasonable travel expenses for the interview.A formal definition of selection is as following: It is the process of differentiating between applicants in order to identify (and hire)those with a greater likelihood of success in a job. Selection process assumes and rightly so,that there are more number ofCandidate actually selected candidates are made available through recruitment process. 55
  56. 56. SELECTION PROCESSSelection is a long process, commencing from the preliminary interview of the applicants andending with the contract of employment.The following chart gives an idea about selection process: - External Environment External Environment Internal Environment Internal Environment Internal Environment Preliminary Interview Preliminary Interview Selection Tests Rejected Application Rejected Application Employment Interview Employment Interview Reference and Background Analysis Selection Decision Selection Decision Physical Examination Job Offer Employment Contract 56 Evaluation
  57. 57. PRELIMINARY INTERVIEWThe applicants received from job seekers would be subject to scrutiny so as to eliminateunqualified applicants. This is usually followed by a preliminary interview the purpose of whichis more or less the same as scrutiny of application, that is, eliminate of unqualified applicants.Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the informationsupplied in their application forms. Preliminary interview, on the other hand, helps reject misfitsfor reason, which did not appear in the application forms. Besides, preliminary interview, oftencalled „courtesy interview‟, is a good public relation exercise.SELECTION TEST: Job seekers who pass the screening and the preliminary interview are called for tests.Different types of tests may be administered, depending on the job and the company. Generally,tests are used to determine the applicant‟s ability, aptitude and personality.The following are the type of tests taken :1 ). Ability tests: -Assist in determining how well an individual can perform tasks related to the job. An excellentillustration of this is the typing tests given to a prospective employer for secretarial job. Alsocalled as „ACHEIVEMENT TESTS‟ it is concerned with what one has accomplished. Whenapplicant claims to know something, an achievement test is taken to measure how well theyknow it. Trade tests are the most common type of achievement test given. Questions have beenprepared and tested for such trades as asbestos worker, punch-press operators, electricians andmachinists. There are, of course, many unstandardised achievement tests given in industries,such as typing or dictation tests for an applicant for a stenographic position.2 ). Aptitude test: -Aptitude tests measure whether an individual‟s has the capacity or latent ability to learn a givenjob if given adequate training. The use of aptitude test is advisable when an applicant has hadlittle or no experience along the line of the job opening. Aptitudes tests help determine a person‟spotential to learn in a given area. An example of such test is the general management aptitudetests (GMAT), which many business students take prior to gaining admission to a graduatebusiness school programmed.Aptitude test indicates the ability or fitness of an individual to engage successfully in anynumber of specialized activities. They cover such areas clerical aptitude, numerical aptitude,mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests helpto detect positive negative points in a person‟s sensory or intellectual ability. They focus 57
  58. 58. attention on a particular type of talent such as learning or reasoning in respect of a particularfield of work.3). Intelligence test:This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),numerical ability, memory and such other aspects can be measured. The intelligence is probablythe most widely administered standardized test in industry. It is taken to judge numerical, skills,reasoning, memory and such other abilities.4 ). Interest Test :This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc.such tests indicate which occupations are more in line with a person‟s interest. Such tests alsoenable the company to provide vocational guidance to the selected candidates and even to theexisting employees.These tests are used to measure an individual‟s activity preferences. These tests are particularlyuseful for students considering many careers or employees deciding upon career changes.5 ). Personality Test:The importance of personality to job success is undeniable. Often an individual who possessesthe intelligence, aptitude and experience for certain has failed because of inability to get alongwith and motivate other people.It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain,etc. this test is very much essential on case of selection of sales force, public relation staff, etc.where personality plays an important role.Personality tests are similar to interest tests in that they, also, involve a serious problem ofobtaining an honest answer.6). Projective Test:This test requires interpretation of problems or situations. For example, a photograph or a picturecan be shown to the candidates and they are asked to give their views, and opinions about thepicture. 58
  59. 59. 7 ). General knowledge Test:Now days G.K. Tests are very common to find general awareness of the candidates in the field ofsports, politics, world affairs, current affairs8 ). Perception Test:At times perception tests can be conducted to find out beliefs, attitudes, and mentalsharpness.etc.9 ). Graphology Test:It is designed to analyze the handwriting of individual. It has been said that an individual‟shandwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose theidiosyncrasies and elements of balance and control. For example, big letters and emphasis oncapital letters indicate a tendency towards domination and competitiveness. A slant to the right,moderate pressure and good legibility show leadership potential.10). Polygraph Test:Polygraph is a lie detector, which is designed to ensure accuracy of the information given in theapplications. Department store, banks, treasury offices and jewellery shops, that is, those highlyvulnerable to theft or swindling may find polygraph tests useful.11). Medical Test:It reveals physical fitness of a candidate. With the development of technology, medical tests havebecome diversified. Medical servicing helps measure and monitor a candidate‟s physicalresilience upon exposure to hazardous chemicals. 59
  60. 60. CHOOSING TESTS:The test must be chosen in the criteria of reliability, validity, objectivity and standardization.They are: -1. RELIABILITY: -It refers to standardization of the procedure of administering and scoring the test results. Aperson who takes tests one day and makes a certain score should be able to take the same test thenext day or the next week and make more or less the same score. An individual‟s intelligence,for example, is generally a stable characteristic. So if we administer an intelligence test, a personwho scores 110 in March would score close to 110 if tested in July. Tests, which produce widevariations in results, serve little purpose in selection.2. VALIDITY: -It is a test, which helps predict whether a person will be successful in a given job. A test that hasbeen validated can be helpful in differentiating between prospective employees who will be ableto perform the job well and those who will not. Naturally, no test will be 100% accurate inpredicting job success. A validated test increases possibility of success.There are three ways of validating a test. They are as follows: - 1). Concurrent Validity: - This involves determining the factors that are characteristics of successful employees and then using these factors as the yardsticks. 2). Predictive Validity: - It involves using a selection test during the selection process and then identifying the successful candidates. The characteristics of both successful and less successful candidates are then identified. 60
  61. 61. 3). Synthetic Validity: - It involves taking parts of several similar jobs rather than one complete job to validate the selection test.3. OBJECTIVITY:-When two or more people can interpret the result of the same test and derive the sameconclusion(s), the test is said to be objective. Otherwise, the test evaluators‟ subjective opinionsmay render the test useless.4. STANDARDRIZATION:-A test that is standardized is administered under standard condition to a large group of personwho are representatives of the individuals for whom it is intended. The purpose ofstandardization is to obtain norms or standard, so that a specific test score can be meaningfulwhen compared to other score in the group.STEP 3: -INTERVIEW:The next step in the selection process is an interview. Interview is formal, in-depth conversationconducted to evaluate the applicant‟s acceptability. It is considered to be excellent selectiondevice. It is face-to-face exchange of view, ideas and opinion between the candidates andinterviewers. Basically, interview is nothing but an oral examination of candidates. Interview canbe adapted to unskilled, skilled, managerial and profession employees.Objectives of interview : -Interview has at least three objectives and they are a follows: -Helps obtain additional information from the applicantsFacilitates giving general information to the applicants such as company policies, job, productsmanufactured and the likeHelps build the company‟s image among the applicants. 61
  62. 62. Types of interview:- Interviews can be of different types. There interviews employed by the companies. Following are the various types of interview: - 1) Informal Interview: An informal interview is an oral interview and may take place anywhere. The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name, place of birth, names of relatives etc. either in their respective offices or anywhere outside the plant of company. It id not planned and nobody prepares for it. This is used widely when the labor market is tight and when you need workers badly. 2) Formal Interview: Formal interviews may be held in the employment office by he employment office in a more formal atmosphere, with the help of well structured questions, the time and place of the interview will be stipulated by the employment office. 3) Depth Interview: It is designed to intensely examine the candidate‟s background and thinking and to go into considerable detail on particular subjects of an important nature and of special interest to the candidates. For example, if the candidate says that he is interested in tennis, a series of questions may be asked to test the depth of understanding and interest of the candidate. These probing questions must be asked with tact and through exhaustive analysis; it is possible to get a good picture of the candidate. 4) Stress Interview: It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. The interviewer may start with “Mr. Joseph, we do not think your qualifications and experience are adequate for this position,‟ and watch the reaction of the candidates. A good candidates will not yield, on the contrary he may substantiate why he is qualified to handle the job.This type of interview is borrowed from the Military organization and this is very useful to testbehavior of individuals when they are faced with disagreeable and trying situations. 62
  63. 63. 5) Group Interview: It is designed to save busy executive‟s time and to see how the candidates may be brought together in the employment office and they may be interviewed.6) Panel Interview: A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate.7) Sequential Interview : The sequential interview takes the one-to-one a step further and involves a series of interview, usually utilizing the strength and knowledgebase of each interviewer, so that each interviewer can ask questions in relation to his or her subject area of each candidate, as the candidate moves from room to room. 63
  64. 64. 8) Structures Interview : In a structured interview, the interviewer uses preset standardized questions, which are put to all the interviewees. This interview is also called as „Guided‟ or „Patterned‟ interview. It is useful for valid results, especially when dealing with the large number of applicants.9) Unstructured Interview : It is also known as „Unpatterned‟ interview, the interview is largely unplanned and the interviewee does most of the talking. Unguided interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process, the later reveals more of his or her desire and problems. But the Unpatterned interview lacks uniformity and worse, this approach may overlook key areas of the applicant‟s skills or background. It is useful when the interviewer tries to probe personal details of the candidate it analyse why they are not right for the job.14) Telephone Interviews:Have a copy of your resume and any points you want to remember to say nearby. If you are onyour home telephone, make sure that all roommates or family members are aware of theinterview (no loud stereos, barking dogs etc.). Speak a bit slower than usual. It is crucial thatyou convey your enthusiasm verbally, since the interviewer cannot see your face. If there arepauses, do not worry; the interviewer is likely just taking some notes.15) Second Interviews:Job seekers are invited back after they have passed the first initial interview. Middle or seniormanagement generally conducts the second interview, together or separately. Applicants canexpect more in-depth questions, and the employer will be expecting a greater level ofpreparation on the part of the candidates. Applicants should continue to research the employerfollowing the first interview, and be prepared to use any information gained through theprevious interview to their advantage. 64
  65. 65. STEP 4: -REFERENCE CHECK:-Many employers request names, addresses, and telephone numbers of references for the purposeof verifying information and perhaps, gaining additional background information on anapplicant. Although listed on the application form, references are not usually checked until anapplicant has successfully reached the fourth stage of a sequential selection process. When thelabor market is very tight, organizations sometimes hire applicants before checking references.Previous employers, known as public figures, university professors, neighbors or friends can actas references. Previous employers are preferable because they are already aware of theapplicant‟s performance. But, the problem with this reference is the tendency on the part of theprevious employers to over-rate the applicant‟s performance just to get rid of the person.Organizations normally seek letters of reference or telephone references. The latter isadvantageous because of its accuracy and low cost. The telephone reference also has theadvantage of soliciting immediate, relatively candid comments and attitude can sometimes beinferred from hesitations and inflections in speech.It may be stated that the information gathered through references hardly influence selectiondecisions.The reasons are obvious:The candidate approaches only those persons who would speak well about him or her.People may write favorably about the candidate in order to get rid of him or her.People may not like to divulge the truth about a candidate, lest it might damage or ruin his/hercareer. 65
  66. 66. STEP 5:SELECTION DECISION:-After obtaining information through the preceding steps, selection decision- the most critical ofall the steps- must be made. The other stages in the selection process have been used to narrowthe number of the candidates. The final decision has to be made the pool of individuals who pasthe tests, interviews and reference checks.The view of the line manager will be generally considered in the final selection because it ishe/she who is responsible for the performance of the new employee. The HR manager plays acrucial role in the final selection.STEP 6: -PHYSICAL EXAMINATION: -After the selection decision and before the job offer is made, the candidate is required to undergoa physical fitness test. A job offer is, often, contingent upon the candidate being declared fit afterthe physical examination. The results of the medical fitness test are recorded in a statement andare preserved in the personnel records. There are several objectives behind a physical test.Obviously, one reason for a physical test is to detect if the individual carries any infectiousdisease. Secondly, the test assists in determining whether an applicant is physically fit to performthe work. Thirdly, the physical examination information can be used to determine if there arecertain physical capabilities, which differentiate successful and less successful employees.Fourth, medical check-up protects applicants with health defects from undertaking work thatcould be detrimental to them or might otherwise endanger the employer‟s property. Finally, suchan examination will protect the employer from workers compensation claims that are not validbecause the injuries or illness were present when the employee was hired. 66
  67. 67. STEP 7: -JOB OFFER: -The next step in the selection process is job offer to those applicants who have crossed all theprevious hurdles. Job offer is made through a letter of appointed. Such a letter generally containsa date by which the appointee must report on duty. The appointee must be given reasonable timefor reporting. Thos is particularly necessary when he or she is already in employment, in whichcase the appointee is required to obtain a relieving certificate from the previous employer. Again,a new job may require movement to another city, which means considerable preparation, andmovement of property.The company may also want the individual to delay the date of reporting on duty. If the newemployee‟s first job upon joining the company is to go on company until perhaps a week beforesuch training begins. Naturally, this practice cannot be abused, especially if the individual isunemployed and does not have sufficient finances.Decency demands that the rejected applicants be informed about their non-selection. Theirapplicants may be preserved for future use, if any. It needs no emphasis that the applications ofselected candidates must also be preserved for the future references.STEP 8: -CONTRACT OF EMPLOYMENT: -After the job offer has been mad and candidates accept the offer, certain documents need to beexecuted by the employer and the candidate. One such document is the attestation form. Thisform contains vital details about the candidate, which are authenticated and attested by him/her.Attestation form will be a valid record for the future reference.There is also a need for preparing a contract of employment. The basic information that shouldbe included in a written contract of employment will vary according to the level of the job, butthe following checklist sets out the typical headings:Job titleDuties, including a parse such as “The employee will perform such duties and will be responsibleto such a person, as the company may from time to time direct”1 Date when continuous employment starts and the basis for calculating service.2 Rate of pay, allowance, overtime and shift rates, and method of payments. 67
  68. 68. 3 Hours of work including lunch break and overtime and shift arrangements.4 Holiday arrangements: (a) Paid holidays per year (b) Calculation of holiday pay (c) Qualifying period (d) Accrual of holidays and holiday pay (e) Details of holiday year (f) Dates when holidays can be taken (g) Maximum holiday that can be take at any one time5 Carryover of holiday entitlement6 Public holidays7. Length of notice due to and from employee.8. Grievances procedure (or reference to it).9. Disciplinary procedure (or any reference to it).10. Work rules (or any reference to them).11. Arrangements for terminating employment.12. Arrangements for union membership (if applicable).Special terms relating to rights to patent s and designs, confidential information and restraints ontrade after termination of employmentEmployer‟s right to vary terms of the contract subject to proper notification being given.Alternatively called employment agreements or simply bonds, contracts of employment servemany useful purposes. Such contracts seek to restrain job-hoppers, to protect knowledge andinformation that might be vital to a company‟s healthy bottom line and to prevent competitorsfrom poaching highly valued employees. Great care is taken to draft the contract forms. Often, services of law firms (prominentfirms in this category include Mulla, Craigie, Blunt and Caroe, Crawford Bailey, AmarchandMangaldas Hiralal, etc.) are engag4d to get the forms drafted and finalized. 68
  69. 69. Most employers insist on agreements being signed by newly hired employees. But highturnover sectors such as software, advertising and media are more prone to use contracts. The drawback with the contracts is that it is almost to enforce them. A determinedemployee is bound to leave the organization, contract or no contract. The employee is preparedto pay the penalty for breaching the agreement or the new employer will provide compensations.It is the reason that several companies have scrapped the contracts altogether.STEP 9: -CONCLUDING THE SELECTION PROCESS : -Contrary to popular perception, the selection process will not end with executing theemployment contract. There is another step – amore sensitive one reassuring those candidateswho have not selected, not because of any serious deficiencies in their personality, but becausetheir profile did not match the requirement of the organization. They must be told that those whowere selected were done purely on relative merit.STEP 10: -EVALUATION OF SELECTION PROGRAMME : -The broad test of the effectiveness of the selection process is the quality of the personnel hired.An organization must have competent and committed personnel. The selection process, ifproperly done, will ensure availability of such employees. How to evaluate the effectiveness of aselection programme? A periodic audit is the answer. People who work independent of HRdepartment must conduct audit. The table below contains an outline that highlights the areas andquestions to be covered in a systematic evaluation.Four Approaches to Selection:1). Ethnocentric Selection:In this approach, staffing decisions are made at the organization‟s headquarters. Subsidiarieshave limited autonomy, and the employees from the headquarters at home and abroad fill keyjobs. Nationals from the parent country dominate the organizations at home and abroad. 69
  70. 70. 2). Polycentric Selection:In polycentric selection, each subsidiary is treated as a distinct national entity with local controlkey financial targets and investment decisions. Local citizens manage subsidiaries, but the keyjobs remain with staff from the parent country. This is the approach, which is largely practiced inour country3). Regional centric Selection: -Here, control within the group and the movements of staff are managed on a regional basis,reflecting the particular disposition of business and operations within the group. Regionalmanagers have greater discretion in decision. Movement of staff is largely restricted to specificgeographical regions and promotions to the jobs continue to be dominated by managers from theparents company.4). Geocentric Staffing: -In this case, business strategy is integrated thoroughly on global basis. Staff development andpromotion are based on ability, not nationality. The broad and other parts of the top managementstructure are thoroughly international in composition. Needless to say, such organizations areuncommon.PROBLEMS IN EFFECTIVE SELECTION : -The main objective of selection is to hire people having competence and commitment. Thisobjective s often defeated because of certain barriers. The impediments, which checkeffectiveness of selection, are perception, fairness, validity, reliability and pressure.Perception: -Our inability to understand others accurately is probably the most fundamental barrier toselecting the right candidate.Selection demands an individual or a group of people to assess and compare the respectivecompetencies of others, with the aim of choosing the right persons for the jobs. But our views are 70

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