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RECRUITMENT AND SELECTION PROCESS
IN AIRCEL
An internship report submitted in partial fulfilment of the requirements of
Master‟s in Business Administration (MBA)
Under the supervision of
Mr. Faizan Ahmad Rafiquee
Senior Officer - HR, Aircel Srinagar
Submitted by
Junaid Rafiqi
Roll No: MBA-14-32
MBA 4th
Semester
Reg. No: IUST/MBA/14/598
SCHOOL OF BUSINESS STUDIES
ISLAMIC UNIVERSITY OF SCIENCE & TECHNOLOGY
Batch 2014
1
Declaration
I, Junaid Rafiqi, hereby declare that, I am the sole author of the project titled “Recruitment
and Selection Process in Aircel” submitted to the School of Business Studies, IUST in
fulfilment of the requirements for the award of the degree of Master of Business
Administration in The School of Business Studies. It is an original research work carried out
by me. This project contains no material previously published or written by another person
except where due reference is made.
Junaid Rafiqi
2
Acknowledgement
In God Almighty we trust to guide us to the righteous path.
This project is an outcome of the genuine support of my supervisor, professors, and my
parents. It is because of the cooperation that I received from various ends, that this report has
attained the shape that it deserves.
With my sincere regards, I wish to acknowledge and gratitude to the H.R function of Aircel
Srinagar for granting me the permission and providing me full support to conduct the study
on “Recruitment and Selection process in Aircel”.
I am highly thankful to my project guide, Mr Faizan Ahmad Rafiquee, for his guidance and
counselling due to which I was able to accomplish this project.
I am also thankful to the School of Business Studies, IUST, for providing me the platform
and the facilities to complete the project.
My project has been influenced by some standard and popular text books. I express my
gratitude to the respective authors.
3
Table of Contents
Title. Page No.
Certificate……………………………………………………………………………………I
Declaration …………………………………………………………………………………II
Acknowledgement………………………………………………………………………….III
Introduction ……………………………………………………………………….01
Company Profile…………………………………………………………………..02
Literature Review ………………………………………………………………....06
Recruitment and Selection Process in Aircel…………………………...…………08
Objectives of the Study ………………………………………………...…………20
Research Methodology……………………………………………………………21
Data Analysis and Interpretation……………………………………….………….22
Findings of the Study…………………………………………………...………....33
Conclusions and Suggestions …………………………………………..…………34
Limitations of the Study………………………………………………..………….35
Bibliography………………………………………………………….....…………36
Annexure……………………………………………………………......…………37
4
Introduction
ecruitment is the process of attracting individuals on a timely basis in
sufficient numbers and with appropriate qualification, to apply for jobs within
an organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large number of
personnel, these personnel occupies the various positions created to the process of
organization. Each position of the organization has certain specific contributions to
achieve the organizational objectives. The recruitment process of the organizational has
to be strong enough to attract and select the potential candidates with right job
specification. The recruitment process begins with human resource planning and
concludes with the selection of required number of candidates, both HR staff
and operating managers have responsibilities in 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 organisations 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 organisation longer. In such circumstances, the organisation's
initial and on-going investment in them is well rewarded.
An organisation 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 e.g. schools, hospitals, legal
practices, restaurants, airlines, and diesel engine manufacturer.
In addition to technical competence and appropriate experience, an organisation needs
to be sure that it can rely on candidates' goodwill, loyalty and commitment towards the
organisation and its aims.
One of the most important decisions a leader will make is choosing the people who will
support them. Thus, choosing the right people, both qualitatively and quantitatively is
very important for any organisation to survive.
R
5
Company profile:
Aircel is an Indian mobile network operator headquartered in Chennai. Aircel
is India‟s fifth largest and fastest growing GSM mobile service provider with a
subscriber base of 83.05 million. Aircel is a pan India operator with a presence across
18 circles. The company offers voice and data services ranging from postpaid and
prepaid plans, Broadband Wireless Access (BWA), Long Term Evolution (LTE-4G) to
Value Added Services. In addition to providing premium internet access solutions to
facilitate data intensive live streaming applications, the company has also paved way to
be amongst the first to offer 3G and 4G LTE. Aircel is a market leader in Tamil Nadu
and has a considerable presence in Odisha, Assam and North-East circles. It has a
market share of 8% among wireless operators in the country.
Type Joint venture
Industry Telecommunications
Founded 1999
Corporate Office Gurgaon, Haryana
CEO Kaizad Heerjee
Revenue US$ 1.159 bn
Members 83.05 Million (June 2015)
Parent
Maxis Communications (74%)
Sindya Securities (26%)
Slogan Do a little extra
Website www.aircel.com
Aircel has positioned itself as a data led telecom player with a focus in young Indians
and has addressed the multi-functionality of a mobile phone in many innovative ways
which are industry first, be it the Aircel Pocket Internet, the first social networking
mobile INQ on Aircel, Aircel Apollo Mobile Healthcare, Blyk on Aircel, an enriching
engagement for the youth and the first telecom player to introduce Facebook voice
updates on Aircel.
6
The vision of preparing for the future has led to Aircel being recognized as the leading
player in providing overall mobile satisfaction as well as the leading regional mobile
operator by institutions such as Voice and Data, IDC and tele.net. Simplicity, Creativity
and Trust worthy are the core values of Aircel.
Aircel successfully bid for 3G licenses/ spectrums in 13 states. It‟s 3G rollout has been
the fastest 3G rollout ever in the India telecom space.
History:
Aircel started as a regional player in Coimbatore, Tamil Nadu in 1999. It was
founded by Indian entrepreneur C Sivasankaran. It became the leading operator in
Tamil Nadu and one of the fastest growing mobile operators in India.
In 2006, Aircel was acquired by Malaysia‟s biggest integrated communications service
provider, Maxis Communication Berhard in a joint venture with Sindya Securities and
Investments Pvt. Ltd. Maxis holds 74% equity in the company and has invested over
Rs. 45,000 crore in building pan India presence for Aircel, setting up a strong network
and support infrastructure.
Human Resource in Aircel
Aircel has a strong value system. Their core values- Simple, Creative and Trustworthy
are reflected in each of the employees. They encourage them to innovate and provide them
with a healthy and competitive environment. Their aim is to acquire, nurture and retain highly
talented and goal-oriented professionals. The culture of Aircel adds to the overall optimistic
attitude within employees.
The HR policies at Aircel are employee friendly. The employees enjoy benefits like work
life balance, open door policy, reward and recognition etc. which are instrumental in retaining
talent. The fair and transparent performance based appraisal system; incentive policy
Performance Linked Incentive (PLI) and well defined Key Performance Indicators (KPIs)
contribute to regular performance assessments.
Aircel encourages learning and development. Their training and learning hub- Aircel
Academy, situated in their corporate office in Gurgaon, offers state-of-the-art facilities that
7
help in nurturing future leaders to utilize their skills to attain higher benchmarks. Aircel
Academy is the epicenter of fostering professional work culture and learning at Aircel.
The academy conducts a week long rigorous induction process. All new hires go through the
induction process where the key functional heads spend considerable time with them to
introduce and familiarize them with their system and processes, vision, mission, goal and
culture of the organization.
To ensure ethical behavior at workplace, Aircel has a „Code of Conduct‟ policy that strictly
outlines the responsibility and proper conduct to be followed by each and every employee.
Aircel is committed to create an ethical workplace that is free of discrimination, harassment,
where all individuals are respected and provided a comfortable work environment to perform
and grow.
Aircel in Kashmir:
Aircel, the market leader in Chennai, Tamil Nadu and North-East announced launch
of its services in the Kashmir Valley in the year 2006. Rohit Chandra, then CEO North and
East Zone, Aircel, launched its services in Jammu region, announced commencement of its
operations in the Kashmir Valley. Believing in strong technology, Aircel aimed at providing
an excellent customer service. The company committed an investment of over Rs 12 crores
for Jammu and Kashmir Telecom Circle to build a world-class, 100 per cent EDGE capable
(3C technology) GSM Network Infrastructure to serve the people of the region. The network
was rolled-out with 2 Master Switch Controllers, 4 Base Switch Controllers and 300 Base
Transceiver Systems covered more than 100 towns and over 1500 kms of state and highways
in the JK Telecom Circle at that time. At the time of its inception in Kashmir, Aircel had
more than 3.6 million customer base in the regions it was operating. The entire Network
Infrastructure was supplied and built by Ericsson, a leader in GSM EDGE/3G Technology.
Aircel provided a rich bouquet of value-added services like GPRS, MMS, Pre-paid, roaming,
etc. through its state-of-the-art network. With the launch of services by Aircel in the region,
subscribers could look forward to congestion-free services. The company established more
than 1500 retail outlets for sale of its products. More than 500 people were associated with
the activities of Aircel and its Associates Partners in the JK Telecom Circle at the time of
launching.
8
Regional Manager
Harsh Sharma
Circle Ops Head
Prashant Chaudhari
Mobility Operations
(Jammu)
Tarun Abrol
Circle Mktg
Head(Jammu)
Chander Pruthi
Sales Head
(Jammu)
)
Rakesh Kumar
Sales Head
(Kashmir)
)
B.K. Kaul
Circle CSD
Head(Jammu)
Sanjeev Talvar
Circle Network
Head (Jammu)
Rajiv Ranjan
Circle SCM
Head(Jammu)
)
Tarun Gupta
Circle HR
Head(Jammu)
Jasvinder Singh
Circle Finance
Head(Jammu)
Madan Jha
Sales Postpaid
Head(Jammu)
Prakash Saraswat
Circle Legal
Head(Jammu)
Bhanu Sambyal
Circle IT
Head(Jammu)
Baldeep Singh
Circle Regulatory
Head (Jammu)
Nikhil D. Singh
Organisational Structure of Aircel Jammu and Kashmir Circle
9
Literature Review
People are integral part of an organisation today. No organisation can run without its
human resource. In today‟s highly complex and competitive situation, choice of right person
at the right place at the right time has far implications for an organization‟s functioning. An
employee well selected and well placed would not only contribute to the efficient running of
the organisation but also offer significant potential for future replacement. Thus hiring is an
important function. The process of hiring begins with human resource planning which helps
to determine the number and type of people an organisation needs. Job analysis and job
design enables to specify the task and duties of jobs and qualifications expected from
prospective job. HRP, job analysis and job design helps to identify the kind of people
required in an organisation and hence hiring. It should be noted that hiring is an ongoing
process and not confined to formative stages of an organisation. Employees leave the
organisation in search of greener pastures, some retire and some die in the saddle. More
importantly an enterprise grows, diversifies, take over the other units until all necessitating
hiring of new men and women. In fact the hiring function stops only when the organisation
ceases to exist.
Recruitment:
According to Flippo, “Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organisation.” It is
the activity which links the employer and the job seekers.
According to Yoder, “Recruitment is a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate number to facilitate effective selection of an efficient working force”.
Recruitment is the development and maintenance of adequate manpower resources. It
involves the creation of a pool of available labor upon whom the organisation can draw when
it needs additional employee”.
10
Thus we can say that:
 Recruitment is the activity that links employer and job seekers.
 It is a process of finding and attracting capable applicants for employment. It begins
when new recruits are sought and ends when their applications are submitted. The
result is a pool of application forms which new employees are selected.
 It is the process to discover sources of manpower to meet the requirements of staffing
schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.
 Recruitment of candidates is the function preceding the selection, which helps to
create a pool of prospective employees for the organisation so that the management
can select the right candidate for the right job from this pool. The main objective of
the recruitment process is to expedite the selection process.
Selection:
Selection process is a decision making process. This step consists of a number of
activities. A candidate who fails to qualify for a particular step is not eligible for appearing
for the subsequent step. Employee selection is the process of putting right men on the right
job. It is a procedure of matching organizational requirements with the skills and
qualifications of people. Effective selection can be done only where there is effective
matching. By selecting best candidate for the required job, the organization will get quality
performance of employees. Moreover, organization will face less absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will also
save time and money. Proper screening of candidates takes place during selection procedure.
All the potential candidates who apply for the given job are tested.
11
Recruitment and selection Process in Aircel
The recruitment process in Aircel begins when a new vacancy or any replacement
arises in the company. When a vacancy arises, the following procedure is followed:
Function Head
(Corporate Level)
Vacancy request initiated with Job Description
HR Concern/ TA Head
(Corporate Level)
Function Head
(Circle Level)
Manpower Requisition Form (MRF) is raised and reviewed
Business Head
(Circle Level)
HR Head
(Circle Level)
The vacancy request is reviewed and approved
Talent Acquisition Head
(Corporate Level)
Talent Acquisition SPOC
(Circle Level)
Recruitment Process Begins
12
1. When a new vacancy arises, the concerned Function Head the corporate level initiates
a new vacancy request along with the required job description with the HR
concern/Talent Acquisition head.
2. The HR concern/TA Head reviews the request and checks whether the vacancy is
required and is the new vacancy feasible. If the vacancy is approved, the request is
forwarded to the Function head at the circle level.
3. At the circle level, the Function Head will raise a manpower requisition form (MRF)
and the MRF will be reviewed by the Business Head and HR Head at the circle level.
4. On approval, the HR Head will forward the MRF to the Talent Acquisition Head at
the corporate level for review and approval.
5. After approving the MRF, the TA Head will forward the form to the Talent
Acquisition SPOC (Single Point of Contact) at the circle level and the SPOC will
initiate the process for recruitment.
Recruitment Process:
The following procedure is followed for recruitment in Aircel:
1. Inter Departmental Transfer: The Talent Acquisition SPOC informs the different
departments about the vacancy if any interested candidate applies for the job, the vacancy is
closed. If there is no response, the next step is to go for intra-circle transfer.
2. Intra Circle Transfer: It is another type of Internal Job Posting. In this mode, the eligible
candidates already working with the company in other circles are asked if they would like to
relocate to fulfil the vacancy. On getting a positive response, the vacancy is fulfilled and the
procedure is closed.
Inter Departmental Transfer and Intra Circle Transfer are the most preferred methods of
recruitment in Aircel. Internal employees are preferred because they are familiar with the
working environment of the company and are more suitable for the job. Internal recruitment
also provides the company the opportunity to motivate their employees by promoting them.
These methods are also cost effective.
3. Job Portals and Social Media: Job Portals and Social Media are utilised in case the
vacancy is not filled by intra circle transfer. The Talent Acquisition SPOC searches the Job
13
Portals like naukri.com, monster.com, timesjobs.com and Social Media like LinkedIn for the
potential candidates. The potential candidates are contacted and an interview is scheduled. If
any candidate is selected, the vacancy is closed. This method is usually avoided by the
company as it is time consuming to search for the right candidate as there are virtually
thousands of candidates online and selecting the right candidate can be a tough job. Also, the
job portals charge money from the employer to use their services.
4. Employee Referrals: In case the job portals and social media also fail to provide a
suitable candidate for the vacancy, the company uses employee referral. Employee referral is
an internal recruitment method used by organisations to identify potential candidates from
their existing current employee‟s networks. Employee referral is one of the most widely used
recruitment method because it is considered to be very cost effective and an efficient method
of recruitment. The referring employees get a referral bonus.
5. Consultants: Employment consultants are referred to when all the above methods fail to
recruit an eligible candidate for the vacancy. Consultants always have candidates ready for
recruitment and can provide right candidates for the job but using the services of consultants
is least preferred because it is considered to be less cost effective as the employers have to
pay the consultants for recruitment.
RECRUITMENT
INTERNALSOURCES EXTERNAL SOURCES
Intra Circle Transfers
Inter Department Transfer
Employee Referrals
Consultants
Social Media
& Job portals
14
Factors that are considered while recruiting in Aircel:
 Determining which characteristics that differentiate people are most important
to performance.
 Measuring those characteristics.
 Deciding who should make the selection process.
 Time effective and economical.
Factors affecting recruitment:
Internal factors:
1. Recruitment policy: The recruitment policy of an organisation specifies the objective of
the recruitment and provides a frame work for the implementation of recruitment strategy.
It may involve organisational system to be developed for implementing recruitment
strategies and procedures by filling up vacancies with best qualified people. The
recruitment policies of an organisation are affected by the following factors
 Organisational objectives.
 Personnel policies of the organisation
 Govt. policies on reservation
 Preferred source of recruitment
 Need of the organisation.
 Recruitment costs and financial implications.
Internal External
Recruitment policy Supply and demand
HR planning Labour market
Size of the firm Social, political and Legal Factors
Growth and expansion Competitors
15
2. Human resource planning: Effective human resource planning helps in determining the
gaps present in the existing manpower of the organisation. It also helps in determining the
number of employees to be recruited and what qualifications they may possess.
3. Size of the firm: The size of the firm is an important factor in recruitment process. If the
organisation is planning to increase its operations and expand its business, it will think of
hiring more personnel which will handle its operations
4. Cost: Recruitment incur cost to the employer, therefore, organisation try to employ that
source of recruitment which will bear a lower cost of recruitment to the organisation for each
candidate.
5. Growth and expansion: Organisation will employ or think of employing more personnel
if it is expanding its operations.
External factors:
1. Supply and demand: The availability of manpower both within and outside the
organisation is an important determinant in the recruitment process. If the company has a
demand for more professionals and there is limited supply in the market for the professionals
demanded by the company, then the company will have to depend upon internal sources by
providing them special training and development programmes.
2. Labour market: Employment conditions in the community where the organisation is
located will influence the recruiting efforts of the organisation. If there is surplus of the
manpower at the time of recruitment, even informal attempts at the time of recruiting like
notice board display of the requisition or announcements in the meeting etc. will attract more
than enough applicants.
3. Social, Political and Legal Factors: Various govt. regulations prohibiting discrimination
in hiring and employment have direct impact on recruiting practices. E.g. if Govt. introduces
legislations for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. it becomes an obligation for the employer. Also trade unions play an
important role in recruitment. This restricts management freedom to select those individuals
who it believes would be best performers.
16
4. Competitors: The recruitment policies of the competitors also affect the recruitment
function of the organisation. To face the competition, many a times the organisation has to
change their recruitment policies according to the policies being followed by the competitors.
Selection process:
General criteria that are followed during the process of selection in Aircel:
1. Internal selection: The candidates who are being selected internally need not undergo the
selection process. Since the company already knows the employees calibre and competency.
Only if the existing employees have the requisite skills and ability, they will be selected to fill
the vacancy. Moreover if there is a vacancy in the company first it will try to fill it internally.
The team leaders that work under the project managers will be given priority, since they
know about the company better.
Criteria followed for internal selection in Aircel:
 The ability and skills of the existing employees.
 Their efficiency.
 The employees‟ technical ability.
 Work experience of the employees.
 Employees‟ willingness to take up the new challenges of the job
2. External selection process: The candidates shortlisted through external recruitment
process by the company undergo the below selection process; this selection process has a
series of interviews and tests which the candidates have to go through. This process ensures
that the best possible talent that is fit for the job is selected. The candidates need to qualify
each round in order to move to the next round.
17
Tests:
1. Functional Interview: Aircel conducts interviews for the qualified candidates after they
are screened on the basis of the applications so as to measure the candidate‟s ability on
technical side.
Also the short listed candidates are supposed to go through the technical interview in which
the technical knowledge of the candidate is checked. The candidates who crack this interview
have to go through the panel interview. Technical tests and interviews are usually conducted
for technical jobs like in Network and IT departments.
Did not qualify
Did not qualify
Qualified for next round
Qualified for next round
HR
Screening/Fitment
Functional Interview
with line Manager
Panel Interview with
Function Head
Medical Exam Rejected
Selected
Qualified for next round
Did not qualify
Did not qualify
18
2. Panel interview: This is an interview where the panel members interview the candidate,
here the real capacity of the applicant is revealed. A series of questions are asked as quickly
as possible and the applicant has to satisfy the panel members through his answers.
Objectives of the interview:
 Information about job-seeking candidate: In an interview, the employer can
collect complete information about the job-seeking candidate. Interview collects
information about the candidate's cultural and educational background, work
experience, intelligence quotient, communication skills, personality type, interests,
social behaviour, etc.
 Supplements the application blank: Due to some limitations, the job-seeking
candidate cannot give his full information or details in the Application Blank for
employment. However, an interviewer can collect additional relevant information of
the candidate by scheduling a personal meeting with him. During meeting, interview
process helps an interviewer to collect that information which is currently not
available in the Application Blank. Thus, an interview supplements the Application
Blank by collecting and verifying some missing information of the candidate.
 Interview helps to select a right person: In an interview, the interviewer can see
and talk to the candidates. So he can make a correct decision, whether to select or
reject the candidate. Personal interview is the best method of selecting the right
person for the right post.
 Interview collects useful information: In an interview, the candidates discuss about
their past work experiences, achievements, research works, etc. Interview helps an
employer to collect a lot of useful information from different candidates. The
employer can use this collected information to solve problems of his firm and
improve efficiency.
 Good interview increases goodwill: An interview is a public-relation tool. So, it
should be conducted properly in a friendly and fearless environment. The candidates
being interviewed should be treated with dignity and respect. Whether the candidate
is selected or rejected, he / she should feel happy about the employer. This will boost
the image of the employer. So, a good interview session always increases the
goodwill of the employer.
19
4. Medical: After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical officer approved
for the purpose. Such examination serves the following purposes:
 It determines whether the candidate is physically fit to perform the job. Those who are
unfit are rejected.
 It reveals existing disabilities and provides a record of the employee‟s health at the
time of selection. This record will help in settling company‟s liability under the
Workmen Compensation Act for claim for an injury.
 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific jobs due to
physical handicaps and allergies.
Members involved in external selection process:
For the test and technical interview the questions are designed of Aircel. Theselectionprocess is
done externally by the company only when there are no suitable candidates in the company, for
example, when the team leaders lack in technical ability, experience, performance or the
company looks for external selection.
Selection process Members
HR Screening/Fitment HR, Talent Acquisition SPOC
Function interview Level 1 and Level 2 managers
Panel interview HR managers, HR persons, Project Manager
20
Budget allocated for recruitment and selection process in Aircel:
The budget for the recruitment and selection process for company is allotted every
year. Around 25% of the profit is allotted for the recruitment and selection process as a whole
in a year for the company. Budget is also allocated as per the requirement whenever the need
for recruitment arises.
Induction Programme:
An induction programme is the process used within many businesses to welcome
new employees to the company and prepare them for their new role.
Induction includes the development of theoretical and practical skills along with meeting the
interaction needs of the new employees.
An induction programme is an important process for bringing staff into an organisation. It
provides an introduction to the working environment and the set-up of the employee within
the organisation. The process will cover the employer and employee rights and the terms and
conditions of employment. As a priority the induction programme must cover any legal and
compliance requirements for working at the company and pay attention to the health and
safety of the new employee.
An induction programme is part of an organisations knowledge management process and is
intended to enable the new starter to become a useful, integrated member of the team, rather
than being "thrown in at the deep end" without understanding how to do their job, or how
their role fits in with the rest of the company.
Good induction programmes can increase productivity and reduce short-term turnover of
staff. These programs can also play a critical role under the socialization to the organization
in terms of performance, attitudes and organizational commitment. In addition well designed
induction programmes can significantly increase the speed to competency of new employees
thus meaning they are more productive in a shorter period of time.
21
Aircel also undertakes induction programme for the new recruits. The induction programme
in Aircel consists of:
 Any legal requirements
 Any regulatory requirements (for example certain forms need to be completed)
 Introduction to terms and conditions (for example leave entitlement, how to make
expense claims, etc.)
 A basic introduction to the company, and how the particular department fits in
 A guided tour of the office premises
 Completion of government requirements or formalities
 Set-up of payroll details
 Introductions to key members of staff
 Specific job-role training
22
Objectives of the Study
 The objective of the study is to analyse and evaluate selection process in Aircel.
 To familiarise with the recruitment and selection process in a corporate
organisation like Aircel.
 To study the different methods and sources of recruitment in Aircel.
 To study the various factors affecting the process of recruitment and selection in
Aircel.
 To study the selection process, methods and tools used by the company.
 To know the perception of employees regarding recruitment and selection process.
23
Research methodology
1. Research Design:
 Descriptive.
2. Source of data collection:
a) Primary data:
 Questionnaire and personal interactions with the employees of Aircel ltd.
b) Secondary data:
 Books, journals and internet.
c) Sample unit:
 Employees of HR and Sales department of Aircel Ltd.
3. Sample size:
 20.
4. Sampling technique:
 Convenient sampling.
24
20%
25%
55%
internal
external
both
Data Analysis and Interpretation
Q1. Which of the sources of recruitment are used in Aircel?
a) Internal
b) External
c) Both.
Interpretation:
It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources.
Options Internal External Both Total
Responses 4 5 11 20
Percentage 20 25 55 100%
25
80%
20%
yes
no
Q2. Does the external recruitment bring in the desirable employees in the organisation?
a) Yes
b) No
Interpretation:
It was found that 80% of the employees think that external sources of recruitment brings
desirable employees into the organisation while, other 20% are of the opinion that sometimes
internal sources provide best employees for a particular position.
Options Yes No Total
Responses 16 4 20
Percentage 80 20 100%
26
30%
15%
50%
adv & consultancies
campus
internet
Q3. Which of the following external sources are used for recruitment in Aircel?
a) Advertisement & Consultancies
b) Campus recruitment
c) Internet
Interpretation:
It was found that in case of external recruitments, 50% of the employees are recruited through
the internet and 15% are recruited by campus drives, and 30% are recruited by
advertisements and consultancies.
Options
Advertisement &
Consultancies
Campus drives Internet Total
Responses 3 2 8 20
percentage 30 20 50 100%
27
0%
100%
yes
no
Q4. Does your company follow different recruitment process for different grades of
employment?
a. Yes
b. No
Interpretation:
The overall recruitment process remains the same throughout the company and does not
change for different grades of employment
Options Yes No Total
Responses 0 20 20
Percentage 0 100 100%
28
40%
60%
Cirlce Specific
Non Circle
Specific
Q5. Which form of recruitment is used in Aircel?
a. Circle Specific
b. Non Circle Specific
Interpretation:
It was found that 40% of the recruitment is done on circle specific basis and 60% of the
recruitment is done on Non circle specific basis.
Options Circle Specific Non Circle Specific Total
Responses 8 12 20
Percentage 40 60 100%
29
80%
20%
yes no
Q6. Are you satisfied with the current recruitment process in the company?
a) Yes
b) No.
Interpretation:
It was found that 80% of employees are satisfied with the recruitment process adopted by
Aircel. However, some of the respondents thought there should be some changes in the
existing recruitment process of the organisation.
Options Yes No Total
Responses 16 4 20
Percentage 80 20 100%
30
10%
90%
centralised
decentralised
Q7. Which form of selection is used in Aircel?
a) Centralised
b) Decentralised
Interpretation:
It was found that the selection process is decentralised. However, in some cases it is
centralised because for top management the recruitment is done at the corporate office.
Options Centralised Decentralised Total
Responses 2 18 20
Percentage 10 90 100%
31
20%
40%
30%
10%
GD
PI
GD and PI
all of the bove
Q8. Which of the following methods does Aircel uses during selection?
a) Written
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.
Interpretation:
It was found that 40% of selection is done by Personal Interviews, followed by combination
of Group Discussions and Personal Interviews (30%).
Options GD PI GD & PI All Total
Responses 4 8 6 2 20
Percentage 20 40 30 10 100%
32
20%
80%
yes
no
Q9. Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
a) Yes
b) No
Interpretation:
It was found that 20% of the respondents were of the opinion that stress test, psychometric
test and personality tests should be used for the selection, while the others were satisfied with
the existing recruitment and selection process.
Options Yes No Total
Responses 4 16 20
Percentage 20 80 100%
33
10%
30%
60%
academics
experience
both
Q10. What are the bases for selection?
a) Academics
b) Experience
c) Both.
Interpretation:
It was found that both experience and academics are considered during the selection process.
However, experienced people are given more consideration rather than freshers.
Options Academics Experience Both Total
Responses 2 6 12 20
Percentage 10 30 60 100%
34
Q11. Are you satisfied with the selection process?
a) Yes
b) No
Interpretation:
It was found that about 80 % of the employees are satisfied with the selection process.
However, the remaining are of the opinion that there should be some change in the
recruitment and selection process of the organisation.
Options Yes No Total
Responses 16 4 20
Percentage 80 20 100%
80%
20%
yes
no
35
Findings of the Study
After the data analysis and interpretation the findings are:
 Internal recruitment modes like inter department transfers and intra circle transfers are
the most preferred recruitment modes.
 Existing employees are preferred for new vacancies.
 In case of external recruitments, social media and employment portals are more
preferred over consultant agencies.
 The recruitment and selection process is overall decentralised but in case of
recruitment of higher posts like Managers and above, the recruitment takes place
centrally at the corporate office.
 Personal Interview is the most used tool for recruitment.
 Experience and merit are given equal weightage. In higher or technical vacancies,
experience is preferred over merit.
 The employees (80%) are overall satisfied with the recruitment and selection process.
36
Conclusion and Suggestions
Recruitment is one of the major functions of all organizations. Recruitment provides the
organisation the competent and required workforce to carry it‟s all other functions and
operations. In Aircel, the recruitment and selection process is thorough and effective. It
makes sure that the deserving and capable talent is acquired by the organisation.
The company makes sure that the skills of the recruits are polished and nurtured through
trainings that are provided in the induction programme. The induction program also makes
sure that the new recruits get a good welcome in the company.
This study helped me in understanding the various aspects of recruitment and selection
process in a reputed organisation like Aircel. Based on the findings of the study, I can suggest
the following options in order to make the recruitment process more effective for the
organisation as well as the candidates.
 New job vacancies should be advertised so that more desirous and meritorious
candidates can apply for the job.
 Job portals and social media should be utilised more for finding eligible candidates
for new vacancies.
 Aircel should conduct more campus placements in order to give freshers more
opportunities for recruitment.
 Whenever possible, more freshers should be hired rather than giving preference to
experience.
 The company should hire more on-roll employees.
 The company should adopt latest techniques like stress test, psychometric test and
personality test to find the right candidate suitable for the job.
37
Limitations of the Study
 The project supervisor tried his best to give ample time towards the study, but being
busy with his responsibilities towards the company, all the aspects of the study could
not be thoroughly studied.
 The employees were also busy with their responsibilities so interactions with them
were limited.
 Findings are based on the response of the officials. So they may suffer from biased
prejudices.
 The facts and figures are checked and verified as much as possible but the possibility
of errors cannot be ruled out.
 Aircel has Performance Evaluation System cycles in Feb-march, most of the HR
SPOC didn‟t give enough time to recruitment.
 The time constraints were a hindrance in conducting a thorough study
38
Bibliography
Books:
 K Ashwathapa, (1997) Human Resource and personnel Management, Tata McGraw
Hill 131-176.
 C.B.Gupta, (1996) Human Resource Management, Sultan Chand & Sons.
Magazines:
 India today
 Business world
 Aircel Employee Journal (2015)
Newspapers:
 Times of India
 The Hindustan Times
 The Economic Times.
Websites:
 aircel.com
 en.wikipedia.org
 citehr.com
 scribd.com
 slidesahre.com
39
Annexure.
Questionnaire:
Comparative assessment of Recruitment and Selection process in Aircel
This questionnaire survey is purely for academic purpose. Any information collected through
this survey is confidential and would not be shared with anyone other than the people
involved in this.
Name__________________________________________________________________
Designation: ______________________ Qualification: _________________________
Department: ______________________ Tenure in Company: ___________________
Answer the following questions: (kindly give your unbiased response).
Q1. Which of these sources of recruitment are used in Aircel?
a) Internal
b) External
c) Both.
Q2. Does external recruitment brings out the desirable employees in to the organisation?
a) Yes
b) No
Q3. Which of the following external sources of recruitment are used in Aircel?
a) Advertisement & Consultancies
b) Internet
c) Campus drives
d) All of the above.
Q4. Does your company follow different recruitment process for different grades of
employees?
a) Yes
b) No.
40
Q5.Which form of recruitment is used in Aircel?
a) Circle Specific
b) Non Circle Specific
Q6. Are you satisfied with the recruitment process?
a) Yes
b) No.
Q7.Which form of selection is used in Aircel?
a) Centralised
b) decentralised
Q8.Which of the following methods does your company uses during selection process?
a) Group discussion
b) Personal interview
c) Group discussion and personal interview
d) All of the above.
Q9.Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
a) Yes
b) No
Q10.What is the basis for selection?
a) Academics
b) Experience
c) Both.
Q11. Are you satisfied with the selection process?
a) Yes
b) No.

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Recruitment and Selection Process in Aircel

  • 1. RECRUITMENT AND SELECTION PROCESS IN AIRCEL An internship report submitted in partial fulfilment of the requirements of Master‟s in Business Administration (MBA) Under the supervision of Mr. Faizan Ahmad Rafiquee Senior Officer - HR, Aircel Srinagar Submitted by Junaid Rafiqi Roll No: MBA-14-32 MBA 4th Semester Reg. No: IUST/MBA/14/598 SCHOOL OF BUSINESS STUDIES ISLAMIC UNIVERSITY OF SCIENCE & TECHNOLOGY Batch 2014
  • 2. 1 Declaration I, Junaid Rafiqi, hereby declare that, I am the sole author of the project titled “Recruitment and Selection Process in Aircel” submitted to the School of Business Studies, IUST in fulfilment of the requirements for the award of the degree of Master of Business Administration in The School of Business Studies. It is an original research work carried out by me. This project contains no material previously published or written by another person except where due reference is made. Junaid Rafiqi
  • 3. 2 Acknowledgement In God Almighty we trust to guide us to the righteous path. This project is an outcome of the genuine support of my supervisor, professors, and my parents. It is because of the cooperation that I received from various ends, that this report has attained the shape that it deserves. With my sincere regards, I wish to acknowledge and gratitude to the H.R function of Aircel Srinagar for granting me the permission and providing me full support to conduct the study on “Recruitment and Selection process in Aircel”. I am highly thankful to my project guide, Mr Faizan Ahmad Rafiquee, for his guidance and counselling due to which I was able to accomplish this project. I am also thankful to the School of Business Studies, IUST, for providing me the platform and the facilities to complete the project. My project has been influenced by some standard and popular text books. I express my gratitude to the respective authors.
  • 4. 3 Table of Contents Title. Page No. Certificate……………………………………………………………………………………I Declaration …………………………………………………………………………………II Acknowledgement………………………………………………………………………….III Introduction ……………………………………………………………………….01 Company Profile…………………………………………………………………..02 Literature Review ………………………………………………………………....06 Recruitment and Selection Process in Aircel…………………………...…………08 Objectives of the Study ………………………………………………...…………20 Research Methodology……………………………………………………………21 Data Analysis and Interpretation……………………………………….………….22 Findings of the Study…………………………………………………...………....33 Conclusions and Suggestions …………………………………………..…………34 Limitations of the Study………………………………………………..………….35 Bibliography………………………………………………………….....…………36 Annexure……………………………………………………………......…………37
  • 5. 4 Introduction ecruitment is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualification, to apply for jobs within an organization. The process of searching prospective employees with multidimensional skills and experience that suits organization strategies in fundamental to the growth of the organization, this demands more comprehensive strategic perspective recruitment. Organizations require the services of large number of personnel, these personnel occupies the various positions created to the process of organization. Each position of the organization has certain specific contributions to achieve the organizational objectives. The recruitment process of the organizational has to be strong enough to attract and select the potential candidates with right job specification. The recruitment process begins with human resource planning and concludes with the selection of required number of candidates, both HR staff and operating managers have responsibilities in 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 organisations 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 organisation longer. In such circumstances, the organisation's initial and on-going investment in them is well rewarded. An organisation 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 e.g. schools, hospitals, legal practices, restaurants, airlines, and diesel engine manufacturer. In addition to technical competence and appropriate experience, an organisation needs to be sure that it can rely on candidates' goodwill, loyalty and commitment towards the organisation and its aims. One of the most important decisions a leader will make is choosing the people who will support them. Thus, choosing the right people, both qualitatively and quantitatively is very important for any organisation to survive. R
  • 6. 5 Company profile: Aircel is an Indian mobile network operator headquartered in Chennai. Aircel is India‟s fifth largest and fastest growing GSM mobile service provider with a subscriber base of 83.05 million. Aircel is a pan India operator with a presence across 18 circles. The company offers voice and data services ranging from postpaid and prepaid plans, Broadband Wireless Access (BWA), Long Term Evolution (LTE-4G) to Value Added Services. In addition to providing premium internet access solutions to facilitate data intensive live streaming applications, the company has also paved way to be amongst the first to offer 3G and 4G LTE. Aircel is a market leader in Tamil Nadu and has a considerable presence in Odisha, Assam and North-East circles. It has a market share of 8% among wireless operators in the country. Type Joint venture Industry Telecommunications Founded 1999 Corporate Office Gurgaon, Haryana CEO Kaizad Heerjee Revenue US$ 1.159 bn Members 83.05 Million (June 2015) Parent Maxis Communications (74%) Sindya Securities (26%) Slogan Do a little extra Website www.aircel.com Aircel has positioned itself as a data led telecom player with a focus in young Indians and has addressed the multi-functionality of a mobile phone in many innovative ways which are industry first, be it the Aircel Pocket Internet, the first social networking mobile INQ on Aircel, Aircel Apollo Mobile Healthcare, Blyk on Aircel, an enriching engagement for the youth and the first telecom player to introduce Facebook voice updates on Aircel.
  • 7. 6 The vision of preparing for the future has led to Aircel being recognized as the leading player in providing overall mobile satisfaction as well as the leading regional mobile operator by institutions such as Voice and Data, IDC and tele.net. Simplicity, Creativity and Trust worthy are the core values of Aircel. Aircel successfully bid for 3G licenses/ spectrums in 13 states. It‟s 3G rollout has been the fastest 3G rollout ever in the India telecom space. History: Aircel started as a regional player in Coimbatore, Tamil Nadu in 1999. It was founded by Indian entrepreneur C Sivasankaran. It became the leading operator in Tamil Nadu and one of the fastest growing mobile operators in India. In 2006, Aircel was acquired by Malaysia‟s biggest integrated communications service provider, Maxis Communication Berhard in a joint venture with Sindya Securities and Investments Pvt. Ltd. Maxis holds 74% equity in the company and has invested over Rs. 45,000 crore in building pan India presence for Aircel, setting up a strong network and support infrastructure. Human Resource in Aircel Aircel has a strong value system. Their core values- Simple, Creative and Trustworthy are reflected in each of the employees. They encourage them to innovate and provide them with a healthy and competitive environment. Their aim is to acquire, nurture and retain highly talented and goal-oriented professionals. The culture of Aircel adds to the overall optimistic attitude within employees. The HR policies at Aircel are employee friendly. The employees enjoy benefits like work life balance, open door policy, reward and recognition etc. which are instrumental in retaining talent. The fair and transparent performance based appraisal system; incentive policy Performance Linked Incentive (PLI) and well defined Key Performance Indicators (KPIs) contribute to regular performance assessments. Aircel encourages learning and development. Their training and learning hub- Aircel Academy, situated in their corporate office in Gurgaon, offers state-of-the-art facilities that
  • 8. 7 help in nurturing future leaders to utilize their skills to attain higher benchmarks. Aircel Academy is the epicenter of fostering professional work culture and learning at Aircel. The academy conducts a week long rigorous induction process. All new hires go through the induction process where the key functional heads spend considerable time with them to introduce and familiarize them with their system and processes, vision, mission, goal and culture of the organization. To ensure ethical behavior at workplace, Aircel has a „Code of Conduct‟ policy that strictly outlines the responsibility and proper conduct to be followed by each and every employee. Aircel is committed to create an ethical workplace that is free of discrimination, harassment, where all individuals are respected and provided a comfortable work environment to perform and grow. Aircel in Kashmir: Aircel, the market leader in Chennai, Tamil Nadu and North-East announced launch of its services in the Kashmir Valley in the year 2006. Rohit Chandra, then CEO North and East Zone, Aircel, launched its services in Jammu region, announced commencement of its operations in the Kashmir Valley. Believing in strong technology, Aircel aimed at providing an excellent customer service. The company committed an investment of over Rs 12 crores for Jammu and Kashmir Telecom Circle to build a world-class, 100 per cent EDGE capable (3C technology) GSM Network Infrastructure to serve the people of the region. The network was rolled-out with 2 Master Switch Controllers, 4 Base Switch Controllers and 300 Base Transceiver Systems covered more than 100 towns and over 1500 kms of state and highways in the JK Telecom Circle at that time. At the time of its inception in Kashmir, Aircel had more than 3.6 million customer base in the regions it was operating. The entire Network Infrastructure was supplied and built by Ericsson, a leader in GSM EDGE/3G Technology. Aircel provided a rich bouquet of value-added services like GPRS, MMS, Pre-paid, roaming, etc. through its state-of-the-art network. With the launch of services by Aircel in the region, subscribers could look forward to congestion-free services. The company established more than 1500 retail outlets for sale of its products. More than 500 people were associated with the activities of Aircel and its Associates Partners in the JK Telecom Circle at the time of launching.
  • 9. 8 Regional Manager Harsh Sharma Circle Ops Head Prashant Chaudhari Mobility Operations (Jammu) Tarun Abrol Circle Mktg Head(Jammu) Chander Pruthi Sales Head (Jammu) ) Rakesh Kumar Sales Head (Kashmir) ) B.K. Kaul Circle CSD Head(Jammu) Sanjeev Talvar Circle Network Head (Jammu) Rajiv Ranjan Circle SCM Head(Jammu) ) Tarun Gupta Circle HR Head(Jammu) Jasvinder Singh Circle Finance Head(Jammu) Madan Jha Sales Postpaid Head(Jammu) Prakash Saraswat Circle Legal Head(Jammu) Bhanu Sambyal Circle IT Head(Jammu) Baldeep Singh Circle Regulatory Head (Jammu) Nikhil D. Singh Organisational Structure of Aircel Jammu and Kashmir Circle
  • 10. 9 Literature Review People are integral part of an organisation today. No organisation can run without its human resource. In today‟s highly complex and competitive situation, choice of right person at the right place at the right time has far implications for an organization‟s functioning. An employee well selected and well placed would not only contribute to the efficient running of the organisation but also offer significant potential for future replacement. Thus hiring is an important function. The process of hiring begins with human resource planning which helps to determine the number and type of people an organisation needs. Job analysis and job design enables to specify the task and duties of jobs and qualifications expected from prospective job. HRP, job analysis and job design helps to identify the kind of people required in an organisation and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organisation. Employees leave the organisation in search of greener pastures, some retire and some die in the saddle. More importantly an enterprise grows, diversifies, take over the other units until all necessitating hiring of new men and women. In fact the hiring function stops only when the organisation ceases to exist. Recruitment: According to Flippo, “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation.” It is the activity which links the employer and the job seekers. According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organisation can draw when it needs additional employee”.
  • 11. 10 Thus we can say that:  Recruitment is the activity that links employer and job seekers.  It is a process of finding and attracting capable applicants for employment. It begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application forms which new employees are selected.  It is the process to discover sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.  Recruitment of candidates is the function preceding the selection, which helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Selection: Selection process is a decision making process. This step consists of a number of activities. A candidate who fails to qualify for a particular step is not eligible for appearing for the subsequent step. Employee selection is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only where there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.
  • 12. 11 Recruitment and selection Process in Aircel The recruitment process in Aircel begins when a new vacancy or any replacement arises in the company. When a vacancy arises, the following procedure is followed: Function Head (Corporate Level) Vacancy request initiated with Job Description HR Concern/ TA Head (Corporate Level) Function Head (Circle Level) Manpower Requisition Form (MRF) is raised and reviewed Business Head (Circle Level) HR Head (Circle Level) The vacancy request is reviewed and approved Talent Acquisition Head (Corporate Level) Talent Acquisition SPOC (Circle Level) Recruitment Process Begins
  • 13. 12 1. When a new vacancy arises, the concerned Function Head the corporate level initiates a new vacancy request along with the required job description with the HR concern/Talent Acquisition head. 2. The HR concern/TA Head reviews the request and checks whether the vacancy is required and is the new vacancy feasible. If the vacancy is approved, the request is forwarded to the Function head at the circle level. 3. At the circle level, the Function Head will raise a manpower requisition form (MRF) and the MRF will be reviewed by the Business Head and HR Head at the circle level. 4. On approval, the HR Head will forward the MRF to the Talent Acquisition Head at the corporate level for review and approval. 5. After approving the MRF, the TA Head will forward the form to the Talent Acquisition SPOC (Single Point of Contact) at the circle level and the SPOC will initiate the process for recruitment. Recruitment Process: The following procedure is followed for recruitment in Aircel: 1. Inter Departmental Transfer: The Talent Acquisition SPOC informs the different departments about the vacancy if any interested candidate applies for the job, the vacancy is closed. If there is no response, the next step is to go for intra-circle transfer. 2. Intra Circle Transfer: It is another type of Internal Job Posting. In this mode, the eligible candidates already working with the company in other circles are asked if they would like to relocate to fulfil the vacancy. On getting a positive response, the vacancy is fulfilled and the procedure is closed. Inter Departmental Transfer and Intra Circle Transfer are the most preferred methods of recruitment in Aircel. Internal employees are preferred because they are familiar with the working environment of the company and are more suitable for the job. Internal recruitment also provides the company the opportunity to motivate their employees by promoting them. These methods are also cost effective. 3. Job Portals and Social Media: Job Portals and Social Media are utilised in case the vacancy is not filled by intra circle transfer. The Talent Acquisition SPOC searches the Job
  • 14. 13 Portals like naukri.com, monster.com, timesjobs.com and Social Media like LinkedIn for the potential candidates. The potential candidates are contacted and an interview is scheduled. If any candidate is selected, the vacancy is closed. This method is usually avoided by the company as it is time consuming to search for the right candidate as there are virtually thousands of candidates online and selecting the right candidate can be a tough job. Also, the job portals charge money from the employer to use their services. 4. Employee Referrals: In case the job portals and social media also fail to provide a suitable candidate for the vacancy, the company uses employee referral. Employee referral is an internal recruitment method used by organisations to identify potential candidates from their existing current employee‟s networks. Employee referral is one of the most widely used recruitment method because it is considered to be very cost effective and an efficient method of recruitment. The referring employees get a referral bonus. 5. Consultants: Employment consultants are referred to when all the above methods fail to recruit an eligible candidate for the vacancy. Consultants always have candidates ready for recruitment and can provide right candidates for the job but using the services of consultants is least preferred because it is considered to be less cost effective as the employers have to pay the consultants for recruitment. RECRUITMENT INTERNALSOURCES EXTERNAL SOURCES Intra Circle Transfers Inter Department Transfer Employee Referrals Consultants Social Media & Job portals
  • 15. 14 Factors that are considered while recruiting in Aircel:  Determining which characteristics that differentiate people are most important to performance.  Measuring those characteristics.  Deciding who should make the selection process.  Time effective and economical. Factors affecting recruitment: Internal factors: 1. Recruitment policy: The recruitment policy of an organisation specifies the objective of the recruitment and provides a frame work for the implementation of recruitment strategy. It may involve organisational system to be developed for implementing recruitment strategies and procedures by filling up vacancies with best qualified people. The recruitment policies of an organisation are affected by the following factors  Organisational objectives.  Personnel policies of the organisation  Govt. policies on reservation  Preferred source of recruitment  Need of the organisation.  Recruitment costs and financial implications. Internal External Recruitment policy Supply and demand HR planning Labour market Size of the firm Social, political and Legal Factors Growth and expansion Competitors
  • 16. 15 2. Human resource planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organisation. It also helps in determining the number of employees to be recruited and what qualifications they may possess. 3. Size of the firm: The size of the firm is an important factor in recruitment process. If the organisation is planning to increase its operations and expand its business, it will think of hiring more personnel which will handle its operations 4. Cost: Recruitment incur cost to the employer, therefore, organisation try to employ that source of recruitment which will bear a lower cost of recruitment to the organisation for each candidate. 5. Growth and expansion: Organisation will employ or think of employing more personnel if it is expanding its operations. External factors: 1. Supply and demand: The availability of manpower both within and outside the organisation is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programmes. 2. Labour market: Employment conditions in the community where the organisation is located will influence the recruiting efforts of the organisation. If there is surplus of the manpower at the time of recruitment, even informal attempts at the time of recruiting like notice board display of the requisition or announcements in the meeting etc. will attract more than enough applicants. 3. Social, Political and Legal Factors: Various govt. regulations prohibiting discrimination in hiring and employment have direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. it becomes an obligation for the employer. Also trade unions play an important role in recruitment. This restricts management freedom to select those individuals who it believes would be best performers.
  • 17. 16 4. Competitors: The recruitment policies of the competitors also affect the recruitment function of the organisation. To face the competition, many a times the organisation has to change their recruitment policies according to the policies being followed by the competitors. Selection process: General criteria that are followed during the process of selection in Aircel: 1. Internal selection: The candidates who are being selected internally need not undergo the selection process. Since the company already knows the employees calibre and competency. Only if the existing employees have the requisite skills and ability, they will be selected to fill the vacancy. Moreover if there is a vacancy in the company first it will try to fill it internally. The team leaders that work under the project managers will be given priority, since they know about the company better. Criteria followed for internal selection in Aircel:  The ability and skills of the existing employees.  Their efficiency.  The employees‟ technical ability.  Work experience of the employees.  Employees‟ willingness to take up the new challenges of the job 2. External selection process: The candidates shortlisted through external recruitment process by the company undergo the below selection process; this selection process has a series of interviews and tests which the candidates have to go through. This process ensures that the best possible talent that is fit for the job is selected. The candidates need to qualify each round in order to move to the next round.
  • 18. 17 Tests: 1. Functional Interview: Aircel conducts interviews for the qualified candidates after they are screened on the basis of the applications so as to measure the candidate‟s ability on technical side. Also the short listed candidates are supposed to go through the technical interview in which the technical knowledge of the candidate is checked. The candidates who crack this interview have to go through the panel interview. Technical tests and interviews are usually conducted for technical jobs like in Network and IT departments. Did not qualify Did not qualify Qualified for next round Qualified for next round HR Screening/Fitment Functional Interview with line Manager Panel Interview with Function Head Medical Exam Rejected Selected Qualified for next round Did not qualify Did not qualify
  • 19. 18 2. Panel interview: This is an interview where the panel members interview the candidate, here the real capacity of the applicant is revealed. A series of questions are asked as quickly as possible and the applicant has to satisfy the panel members through his answers. Objectives of the interview:  Information about job-seeking candidate: In an interview, the employer can collect complete information about the job-seeking candidate. Interview collects information about the candidate's cultural and educational background, work experience, intelligence quotient, communication skills, personality type, interests, social behaviour, etc.  Supplements the application blank: Due to some limitations, the job-seeking candidate cannot give his full information or details in the Application Blank for employment. However, an interviewer can collect additional relevant information of the candidate by scheduling a personal meeting with him. During meeting, interview process helps an interviewer to collect that information which is currently not available in the Application Blank. Thus, an interview supplements the Application Blank by collecting and verifying some missing information of the candidate.  Interview helps to select a right person: In an interview, the interviewer can see and talk to the candidates. So he can make a correct decision, whether to select or reject the candidate. Personal interview is the best method of selecting the right person for the right post.  Interview collects useful information: In an interview, the candidates discuss about their past work experiences, achievements, research works, etc. Interview helps an employer to collect a lot of useful information from different candidates. The employer can use this collected information to solve problems of his firm and improve efficiency.  Good interview increases goodwill: An interview is a public-relation tool. So, it should be conducted properly in a friendly and fearless environment. The candidates being interviewed should be treated with dignity and respect. Whether the candidate is selected or rejected, he / she should feel happy about the employer. This will boost the image of the employer. So, a good interview session always increases the goodwill of the employer.
  • 20. 19 4. Medical: After the final interview the applicants who have crossed the above stages are sent to physical examination either to the company physician or to a medical officer approved for the purpose. Such examination serves the following purposes:  It determines whether the candidate is physically fit to perform the job. Those who are unfit are rejected.  It reveals existing disabilities and provides a record of the employee‟s health at the time of selection. This record will help in settling company‟s liability under the Workmen Compensation Act for claim for an injury.  It prevents the employment of people suffering from contagious disease.  It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies. Members involved in external selection process: For the test and technical interview the questions are designed of Aircel. Theselectionprocess is done externally by the company only when there are no suitable candidates in the company, for example, when the team leaders lack in technical ability, experience, performance or the company looks for external selection. Selection process Members HR Screening/Fitment HR, Talent Acquisition SPOC Function interview Level 1 and Level 2 managers Panel interview HR managers, HR persons, Project Manager
  • 21. 20 Budget allocated for recruitment and selection process in Aircel: The budget for the recruitment and selection process for company is allotted every year. Around 25% of the profit is allotted for the recruitment and selection process as a whole in a year for the company. Budget is also allocated as per the requirement whenever the need for recruitment arises. Induction Programme: An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction includes the development of theoretical and practical skills along with meeting the interaction needs of the new employees. An induction programme is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the set-up of the employee within the organisation. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction programme must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee. An induction programme is part of an organisations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company. Good induction programmes can increase productivity and reduce short-term turnover of staff. These programs can also play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment. In addition well designed induction programmes can significantly increase the speed to competency of new employees thus meaning they are more productive in a shorter period of time.
  • 22. 21 Aircel also undertakes induction programme for the new recruits. The induction programme in Aircel consists of:  Any legal requirements  Any regulatory requirements (for example certain forms need to be completed)  Introduction to terms and conditions (for example leave entitlement, how to make expense claims, etc.)  A basic introduction to the company, and how the particular department fits in  A guided tour of the office premises  Completion of government requirements or formalities  Set-up of payroll details  Introductions to key members of staff  Specific job-role training
  • 23. 22 Objectives of the Study  The objective of the study is to analyse and evaluate selection process in Aircel.  To familiarise with the recruitment and selection process in a corporate organisation like Aircel.  To study the different methods and sources of recruitment in Aircel.  To study the various factors affecting the process of recruitment and selection in Aircel.  To study the selection process, methods and tools used by the company.  To know the perception of employees regarding recruitment and selection process.
  • 24. 23 Research methodology 1. Research Design:  Descriptive. 2. Source of data collection: a) Primary data:  Questionnaire and personal interactions with the employees of Aircel ltd. b) Secondary data:  Books, journals and internet. c) Sample unit:  Employees of HR and Sales department of Aircel Ltd. 3. Sample size:  20. 4. Sampling technique:  Convenient sampling.
  • 25. 24 20% 25% 55% internal external both Data Analysis and Interpretation Q1. Which of the sources of recruitment are used in Aircel? a) Internal b) External c) Both. Interpretation: It was found that about 55% of the recruitment and selection is done both by internal and external sources, while as external sources are used more than the internal sources. Options Internal External Both Total Responses 4 5 11 20 Percentage 20 25 55 100%
  • 26. 25 80% 20% yes no Q2. Does the external recruitment bring in the desirable employees in the organisation? a) Yes b) No Interpretation: It was found that 80% of the employees think that external sources of recruitment brings desirable employees into the organisation while, other 20% are of the opinion that sometimes internal sources provide best employees for a particular position. Options Yes No Total Responses 16 4 20 Percentage 80 20 100%
  • 27. 26 30% 15% 50% adv & consultancies campus internet Q3. Which of the following external sources are used for recruitment in Aircel? a) Advertisement & Consultancies b) Campus recruitment c) Internet Interpretation: It was found that in case of external recruitments, 50% of the employees are recruited through the internet and 15% are recruited by campus drives, and 30% are recruited by advertisements and consultancies. Options Advertisement & Consultancies Campus drives Internet Total Responses 3 2 8 20 percentage 30 20 50 100%
  • 28. 27 0% 100% yes no Q4. Does your company follow different recruitment process for different grades of employment? a. Yes b. No Interpretation: The overall recruitment process remains the same throughout the company and does not change for different grades of employment Options Yes No Total Responses 0 20 20 Percentage 0 100 100%
  • 29. 28 40% 60% Cirlce Specific Non Circle Specific Q5. Which form of recruitment is used in Aircel? a. Circle Specific b. Non Circle Specific Interpretation: It was found that 40% of the recruitment is done on circle specific basis and 60% of the recruitment is done on Non circle specific basis. Options Circle Specific Non Circle Specific Total Responses 8 12 20 Percentage 40 60 100%
  • 30. 29 80% 20% yes no Q6. Are you satisfied with the current recruitment process in the company? a) Yes b) No. Interpretation: It was found that 80% of employees are satisfied with the recruitment process adopted by Aircel. However, some of the respondents thought there should be some changes in the existing recruitment process of the organisation. Options Yes No Total Responses 16 4 20 Percentage 80 20 100%
  • 31. 30 10% 90% centralised decentralised Q7. Which form of selection is used in Aircel? a) Centralised b) Decentralised Interpretation: It was found that the selection process is decentralised. However, in some cases it is centralised because for top management the recruitment is done at the corporate office. Options Centralised Decentralised Total Responses 2 18 20 Percentage 10 90 100%
  • 32. 31 20% 40% 30% 10% GD PI GD and PI all of the bove Q8. Which of the following methods does Aircel uses during selection? a) Written b) Group discussion c) Personal interview d) Group discussion and personal interview e) All of the above. Interpretation: It was found that 40% of selection is done by Personal Interviews, followed by combination of Group Discussions and Personal Interviews (30%). Options GD PI GD & PI All Total Responses 4 8 6 2 20 Percentage 20 40 30 10 100%
  • 33. 32 20% 80% yes no Q9. Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection? a) Yes b) No Interpretation: It was found that 20% of the respondents were of the opinion that stress test, psychometric test and personality tests should be used for the selection, while the others were satisfied with the existing recruitment and selection process. Options Yes No Total Responses 4 16 20 Percentage 20 80 100%
  • 34. 33 10% 30% 60% academics experience both Q10. What are the bases for selection? a) Academics b) Experience c) Both. Interpretation: It was found that both experience and academics are considered during the selection process. However, experienced people are given more consideration rather than freshers. Options Academics Experience Both Total Responses 2 6 12 20 Percentage 10 30 60 100%
  • 35. 34 Q11. Are you satisfied with the selection process? a) Yes b) No Interpretation: It was found that about 80 % of the employees are satisfied with the selection process. However, the remaining are of the opinion that there should be some change in the recruitment and selection process of the organisation. Options Yes No Total Responses 16 4 20 Percentage 80 20 100% 80% 20% yes no
  • 36. 35 Findings of the Study After the data analysis and interpretation the findings are:  Internal recruitment modes like inter department transfers and intra circle transfers are the most preferred recruitment modes.  Existing employees are preferred for new vacancies.  In case of external recruitments, social media and employment portals are more preferred over consultant agencies.  The recruitment and selection process is overall decentralised but in case of recruitment of higher posts like Managers and above, the recruitment takes place centrally at the corporate office.  Personal Interview is the most used tool for recruitment.  Experience and merit are given equal weightage. In higher or technical vacancies, experience is preferred over merit.  The employees (80%) are overall satisfied with the recruitment and selection process.
  • 37. 36 Conclusion and Suggestions Recruitment is one of the major functions of all organizations. Recruitment provides the organisation the competent and required workforce to carry it‟s all other functions and operations. In Aircel, the recruitment and selection process is thorough and effective. It makes sure that the deserving and capable talent is acquired by the organisation. The company makes sure that the skills of the recruits are polished and nurtured through trainings that are provided in the induction programme. The induction program also makes sure that the new recruits get a good welcome in the company. This study helped me in understanding the various aspects of recruitment and selection process in a reputed organisation like Aircel. Based on the findings of the study, I can suggest the following options in order to make the recruitment process more effective for the organisation as well as the candidates.  New job vacancies should be advertised so that more desirous and meritorious candidates can apply for the job.  Job portals and social media should be utilised more for finding eligible candidates for new vacancies.  Aircel should conduct more campus placements in order to give freshers more opportunities for recruitment.  Whenever possible, more freshers should be hired rather than giving preference to experience.  The company should hire more on-roll employees.  The company should adopt latest techniques like stress test, psychometric test and personality test to find the right candidate suitable for the job.
  • 38. 37 Limitations of the Study  The project supervisor tried his best to give ample time towards the study, but being busy with his responsibilities towards the company, all the aspects of the study could not be thoroughly studied.  The employees were also busy with their responsibilities so interactions with them were limited.  Findings are based on the response of the officials. So they may suffer from biased prejudices.  The facts and figures are checked and verified as much as possible but the possibility of errors cannot be ruled out.  Aircel has Performance Evaluation System cycles in Feb-march, most of the HR SPOC didn‟t give enough time to recruitment.  The time constraints were a hindrance in conducting a thorough study
  • 39. 38 Bibliography Books:  K Ashwathapa, (1997) Human Resource and personnel Management, Tata McGraw Hill 131-176.  C.B.Gupta, (1996) Human Resource Management, Sultan Chand & Sons. Magazines:  India today  Business world  Aircel Employee Journal (2015) Newspapers:  Times of India  The Hindustan Times  The Economic Times. Websites:  aircel.com  en.wikipedia.org  citehr.com  scribd.com  slidesahre.com
  • 40. 39 Annexure. Questionnaire: Comparative assessment of Recruitment and Selection process in Aircel This questionnaire survey is purely for academic purpose. Any information collected through this survey is confidential and would not be shared with anyone other than the people involved in this. Name__________________________________________________________________ Designation: ______________________ Qualification: _________________________ Department: ______________________ Tenure in Company: ___________________ Answer the following questions: (kindly give your unbiased response). Q1. Which of these sources of recruitment are used in Aircel? a) Internal b) External c) Both. Q2. Does external recruitment brings out the desirable employees in to the organisation? a) Yes b) No Q3. Which of the following external sources of recruitment are used in Aircel? a) Advertisement & Consultancies b) Internet c) Campus drives d) All of the above. Q4. Does your company follow different recruitment process for different grades of employees? a) Yes b) No.
  • 41. 40 Q5.Which form of recruitment is used in Aircel? a) Circle Specific b) Non Circle Specific Q6. Are you satisfied with the recruitment process? a) Yes b) No. Q7.Which form of selection is used in Aircel? a) Centralised b) decentralised Q8.Which of the following methods does your company uses during selection process? a) Group discussion b) Personal interview c) Group discussion and personal interview d) All of the above. Q9.Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection? a) Yes b) No Q10.What is the basis for selection? a) Academics b) Experience c) Both. Q11. Are you satisfied with the selection process? a) Yes b) No.