Recruitment & Selection Process at Tej Shoe Tech

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Summer Internship Project Report
Scope of Recruitment & Selection in Tej Shoe Tech
Submitted to :- Chandan Pal Singh
Bachelor of Business Administration (B.B.A.)
Under of Guidance of: Submitted By:
Mr. Narendra Singh yadav Pramod Kumar
HR Department Roll. No:-1705255071057
Tej Shoe Tech (Pvt.) ltd B.B.A :- Vth sem
Manorama Institute of Management & Technology
Ladamda, Fatehpur Sikri Rd,
Agra (283105)

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ACKNOWLEDGEMENT
This is great opportunity to acknowledge and to thanks all those persons without
whose support and help this project would have been impossible. We would like
to add few heartfelt words for the people who were part of the project in numerous
ways.
I thank my H.O.D. Chandan Pal Singh (Manorama Institute of
Management & Technology) for his indispensible support and
encouragement through the project.
I would like to thank my project guide Mr. Narendra Singh yadav (HR
Department) for her indefatigable guidance, valuable suggestion, moral support,
constant encouragement and contribution of time for the successful completion of
project development. I thank my counselors for their indispensible support and
encouragement throughout the project. I would like to thank project guide and all
those help me directly or indirectly.
Pramod Kumar
Roll No- 1705255071057
BBA Vth Sem

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PREFACE
Professional course not be considered completed until the student has practical
knowledge about it. To fulfill this requirement a project report must done. No
doubt, business of any enterprises differs from the other but basic concept are
more or less the same.
A student learns from the experiences of the person whom he/she placed his or her
project report. This helps the student to develop the habit of analyzing critically
what he/she is required to perform.
The project accomplished by me as a part of my post-graduation to fulfill the
requirement of completion of the degree, course of the degree course that I have
done keeping in my mind the importance and relevance of the project of my future
professional life. In the fourth-coming pages, an attempt made to present a
comprehensive report on the different aspect of my development works.
I came out with the project title “Scope of Recruitment and Selection in Tej
Shoe Tech” in this report I have put my finest efforts to compile the data with
Utmost accuracy and hope this report will give complete satisfaction.

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DECLARATION
I, Pramod Kumar Student of BBA Vth
Sem From Manorama Institute of
Management & Technology Agra affiliated to Dr. Bhim Rao Ambedkar
University, Lucknow here by declare that all the information, facts and figures
presented in this report are first hand in nature. They are in fact based on my
research project report Titled “Importance of Recruitment & Selection in Tej
Shoe Tech”
This Project work was not earlier submitted elsewhere for the award of my
degree, diploma or equivalent.
Pramod Kumar
Roll No- 1705255071057
BBA Vth Sem

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SCOPE
OF
RECRUITEMENT
&
SELECTION

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CONTENT
Page No.
 Introduction of Tej Shoe Tech &
Its Vision, Mission & Value 7- 27
 Introduction Of Study 28-30
 Objective Of Study 31-31
 Scope Of Study 32-34
My Job Part 35-39
Literature Review 40-64
 Research Design/Methodology 65-74
 Data Analysis and Interpretation 75-95
 Result Discussion 96-97
 Conclusion 98-98
 Questionnaire 99-104
 Bibliography 104-104

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ABSTRACT
Better recruitment and selection strategies result in improved organizational
outcomes. With reference to this context, the research paper entitled Recruitment
and Selection has been prepared to put a light on Recruitment and Selection
process. The main objective is to identify general practices that organizations use
to recruit and select employees and, to determine how the recruitment and
selection practices affect organizational outcomes at Tej Shoe Tech, Agra. The
research methodology applied is the exploratory. The data was collected through
well-structured questionnaires. The source of data was both primary and
secondary. Sample size was 100. Data analysis has been done with the help of pie
charts and bar graphs. The company considered portals as the most important
medium of hiring employees. The employees working in the company consider
the employee references are one of the most reliable source of hiring the new
employees. Company always takes in consideration the cost-benefit ratio.

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INTRODUCTION,
VISION,MISSION
& VALUE OF
TEJ SHOE TECH

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Tej Shoe Tech is one of the leading manufacturers of kid’s footwear in India.
Tej Shoe Tech is located in Agra 4 Hrs. from Delhi Airport and is geared to make
international quality footwear for export. Our factory has a high degree of flexibility and is
fully equipped to manufacture Kids and Gents Shoes / Sandals and other footwear.
Tej Shoe Tech was established in 1989 and since than has been producing quality leather
footwear. We specialize in manufacturing Boys and Girls Shoes / Sandals in genuine
leather, we also have experience in making leather footwear for men's.
Over the years Tej Shoe Tech's capacity has grown in both experience and quantity which
has brought us to this stage of accomplishment. This growth for our company has been
possible due to the hard work and perseverance of our staff and our MD. Tej Shoe
Tech is a SA 8000:2008 certified.

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Infrastructure
The production unit of the company is the power house of the company. The in-house
production unit is installed with latest machines that are manned by skillful workers thereby
converting the ideas into reality. The machines save time & are costeffective.
Production Facility
Tej Shoe Techhas five state of art productionline each
equipped with a motorized conveyor. The productionlines are
equipped with a mixture of imported and indigenous machines.
While the imported machines add perfection in making the
footwear, easily available spare parts and fast maintenance
service time for indigenous machines makes quick round up
time.
CHAIRMAN MESSAGE

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At Tej Group Our Mission is to supportour customer as our Business
Partner with integrity excellence and global awareness. Group
Guiding Philosophy is Commitment to perfection and timely
delivery.
COMPANY PROFILE
In 1962 Tej Group took to manufacturing and exporting the best
quality footwear all over the world by manufacturing the wide range
of Comfort, Casual and Business Shoes in the state-of-the-art Eco-
friendly manufacturing and exporting organization in north India.
The shoes come with the best quality of material used in Soles like
PU, TPR, TPU and PVC Soles. We are expertise in manufacturing of
Cemented, Hand Stitched, San Crispino, Stobel, Direct Injection

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(PU+TPU), Vulcanized Rubbers and Sandals Construction.
CERTIFICATES
PRODUCTION CAPACITY

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All the Factories are established in huge spaces and equipped with
state-of-the-art machines includes various fully Mechanized
conveyor systems with ON LINE QUALITY CHECKS At every
stage during production. Injection Footwear 3000 Pairs per day.
Hand-Stiched and San Crispino Footwear 7000 Pairs per day.
Cemented Footwear 5000 Pairs per day.
TOTAL PRODUCTIONCAPACITY 15000 Pairsper day.
GLOBAL PRESENCE
Presently We are providing our footwear services in Australia,
United Kingdom, Belgium, USA, Canada, Kuwait, Czech Republic,
Norway, Denmark, Russia, Finland, Saudi Arabia, France, South
East Asia, Greece, Spain, Germany, Sweden, Hungary, Switzerland,
Jordan and UAE.

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OUR BRANDS
Tej Shoe Tech has in house double color TPR Sole
manufacturing facility which makes us independent from out
sourcing and helps us in achieving delivery targets with a better
control over quality. We also have a Direct Injection 12 station
Desman Machine.
Production Capacity(DAILY)

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Upper 4,000 Pairs
Leather Shoe (complete) 2,500 Pairs
Sandals 15,00 Pairs
Strobel 500 Pairs
Desma (DirectInjection) 400 Pairs
Technology
Machine Name : Double Colour Sole Making
Capacity : 600 Prs/Day

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Machine Name : Toe Lasting
Machine Name : Desma (Direct Injection)

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Machine Name : Conveyer
Capacity: 500 Prs
Production Capacity& It's Utilizations
Upper 4,000 Pairs
Leather Shoe (complete) 2,500 Pairs
Sandals 15,00 Pairs
Strobel 500 Pairs
Desma (Direct Injection) 400 Pairs
Annual Turnover
Tej Shoe Techhas kept pace with the latest style and
technology and has grown steadily in the pastmore than one
decade to give an annual output of 1,100,000 Pairs Shoe /
Sandals and 600.000 Pairs Leather Shoes Uppers worth US$
9,000,000.00.

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Tej Shoe Tech has emerged as one of the India’s largest manufacturer in technical
collaboration with international buyers. Tej shoe manufacture leather good for kids, women
and man in the shoe field
Following are the productrange produceby Tej Shoe Tech:
 Kids Footwear
 Women footwear

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In this we have various department and their activities in the company. The main departments
are:
 Production department
 Transportationdepartment
 F.S.U. (factory service unit)
 Finance department
 Personnel, administration and I.R Department

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This department helps in maintaining the quality of the product by checking and controlling
the quality of raw material and quality of productafter production.
First activity of department is quality parameter. Quality control is maintained from raw
material inflow to final product output. Raw material like tin, copper, lead etc. is checked
before sending it for production. It is ensured that the steel used for production is of standard
quality.
Report for quality of product is made monthly and annually, and then corrective and
preventive action takes place on the basis of the reports made by the department.

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Organization Structures
MANAGER O.A
EXECUTIVE Q.A
OFFICER Q.A
SKILLED STAFF
G.M Q.A PLANNING &DISTRIBUTION

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Transport department worked under the maintenance management department. It has 10
driver, 12 mechanics, and 6 apprentices. This staff is fully permanent.
Mainly transport department work in this company for transporting raw material. The
department self-maintain the vehicles of the factory.
The department has only day shift. These shifts are from 9:00AM to 5:00 PM.

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Tej Shoe Tech has factory service unit (FSU), which mainly looks after the safe delivery of
goods to customer since the factory is located far away from the city. One security officer is
appointed by the company under the security officer.
Factory Service Unit Activities
The first activity of the factory service unit is cleaning. Under the cleaning the cleaning of
roads, godown, production and working area, canteen, toilets etc comes.
Cleaning takes place in two phases. Daily sweeping takes place according to proper schedule.
Monday : Transport, Lockers/DustRooms
Tuesday : Production, Spray Dryers and Rollers
Wednesday: Processing Unit

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Thursday : Canteen
Friday : Godown
Saturday : Office
Secondactivity is safety of goods and godown. Floor samples are taken which provide
knowledge about the spray of chemical practically inside and outside godown.
ORGANISATION CHART
Security
Officer
F.S.U Security Garden

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Security department provides:
 Safety of employees companies property.
 Companies own staff is engaged for security and they also hired guards.
 Controlling and guarding the moment of goods at the gate.
 Security alert around the factory boundary wall area.
Garden helps in maintaining public relation and also making the good environment of the
factory. Maintenance of garden also took place in Tej Shoe Tech. A separate gardener is
appointed on monthly the basis of monthly wages so that proper maintenance of garden can be
done to make it more attractive.
Organization:
Five officers and ten clerical staff worked in the department under control of Finance
manager- operation.

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Activities:
Finance can be defined as the activity concerned with the planning, raising, controlling and
administrating the fund used in the business. Financial activities are done in each and every
role of the company. So finance department worked for a company as the heart for the human
being.
Tej Shoe Tech has working capital of 40 crore and annual turnover approx. 100 crores per
year.
Role:
Finance department plays the vital role in finance control and also support the management in
taking financial decision, what and how much volume to produce and several other decision.
The department also follows the U.S stock market and Indian market. It works with co-
ordination of both markets.
department plays role in factory budgeting, cost control, various analysis payment of salaries
and wages, sales accounting and control, funds management etc.

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INTRODUCTION,
OBJECTIVE, SCOPE
OF STUDY

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INTRODUCTION OF STUDY
Recruitment and Selection is an important operation in HRM, designed to
maximize employee strength in order to meet the employer's strategic goals and
objectives. In short, Recruitment and Selection is the process of sourcing,
screening, short listing and selecting the right candidates for the filling the
required vacant positions.
Recruitment is the process of attracting the most suitable people for the position,
selection is the process of choosing the best person for the position, and induction
is introducing the person to the position. This module describes a series of well-
tested steps to help you identify the right person, to ensure he or she will fit well
with your farm business, and to meet the various legal obligations of an employer.
Back ground of study:
There is no doubt that the world of work is rapidly changing. As part of an
organization then, HRM must be equipped to deal with the effects of the changing
world of work. For them this means understanding the implications of
globalization, technology changes, workforce diversity. Changing skill
requirements, continuous improvement initiatives contingent workforce,

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decentralized work sites and employee involvement are the issue for confront.
Now it is a big challenge for the HRM to support the organization by providing
the best personnel for the suitable position in shortest possible time. Start with
recognizing the vacancies and planning for them is a great task.
Moreover selecting attracting the suitable candidates and selecting the best person
in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those
plan is the task that require more focus and improvement. Equal opportunity and
sourcing is also a vital part. Realizing this need we tried to find the difference and
similarities between theoretical aspects with the practical steps taken by the
company. We took an attempt to demonstrate the feature for the further
improvement.

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OBJECTIVE OF STUDY
To know overall about the Company of Tej Shoe Tech.
The objective of my study is to understand and critically analyze the recruitment
and selection procedures at Tej Shoe Tech.
i. To understand the process of recruitment of Tej Shoe Tech.
ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure
more effective.

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SCOPE OF STUDY
The benefit of the study for researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the
prevalent recruitment and selection procedures.
The key points of my research study are:
i. To study the fact about the Tej Shoe Tech as a Group.
ii. To analyses the recruitment policy of the organization.
iii. To Understand and analyze various HR factors including recruitment
procedure at Tej Shoe Tech.
iv. To suggest any measures/recommendations for the improvement of the
recruitment procedures.
v. It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
vi. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Manage-
ment and Senior Management cadres.

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1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills,
interest level and cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback

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 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance.
 Execute Reference check, Compensation & Job Level Discussions.
 Coordinate Joining Formalities and on boarding as per predefined date.
 Closing review to understand client's level of satisfaction.
Telephonic Interview Questions:
Tell me about yourself?
Tell me about your job profile?
How much current CTC, you’re getting in current organization?
How much you’re expecting form new organization?
How the notice period you required if you are selected?
Why did you want to resign from your previous job?

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MY JOB PART
I am working there as an intern so I don’t have to handle any core responsibilities.
I only look after the supporting work, like: ID Card Activation, Written exam
Coordination, Calling Interview for Selected Participants, Coordinating
Interviews, Coordinate and help new employees to complete joining procedures,
taking written exam etc and main work is updating the files of existing employees,
creates new employees files.
ID card Activations: To activate ID card, it’s necessary to take relevant
information from employees. Like Name, Designation, Division, Signature,
Picture etc. And then the complete forms send to the particular department.
Update old files: Before all employees files based on paper, which creates lots of
problems to maintain because it need lot of space, paper, cabinet to keep, spend
time to search and main problem was it has risk to lost. So now we convert it from
paper based to computer based. And also search those papers which are missing
and add these.
Creates New Files: At a time more than one people can join in an organization
and all of them have different files which creates by us. Lots of papers we have to

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accumulate with new files like joining forms, disclosures forms, declaration forms,
gratuity forms, Conflict of Interest, Medical reports, Pre-employment medical test,
CV with Certificates, Job Advertisement, Manpower Requisition forms, CV
shortening criteria, Tabulation Sheets (1stinterview, written test), Approval note,
Appointment Letter etc. Written exam.
Coordination: Coordinate written exam in exam period like guard the candidates
in the time of exam. If any candidate feels any kind of problem then solve it by
consulting with the respective officer.
Observation:
• HR Division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants.
• In this process there is no nepotism so there are higher possibilities to be selected
without having any back up.

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• When they search for any experienced people they give more concentration on
Previous experienced, Educational background, length of services etc. so that they
can select the most suitable experienced people.
• When they select entry level candidates than they concentrate more on pro-
activeness, creativeness, ideas which related with the post.
• T.S.T has CV bank. At the time of Selection process they collect CV form the
bank and give chinch to them.
• In the time of calling the candidates for interview or written exam, if the
candidates missed then the officers try hard to inform them.
• HR selects candidates from a pull of application so that they can choose most
suitable candidates. And the difference between calling candidates and taking
interview is very short so sometimes it creates problems to contact with
candidates.

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Recommendation:
Working environment is very good in T.S.T. They are very friendly to help each
other. Any one feels pleasure to work with T.S.T group. If they take corrective
decision in the beginning of a work then many mistakes can be solved. For
example: there are many rooms are available if two of room is converting into a
written exam room or then no problem will be arising. If we consider two or three
problems then the functioning process are very good.

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LITERATURE REVIEW
History of Human Resource Management:
The History of Human Resource Management is the strategic and coherent
approach to the management of an organization's most valued assets - the people
working there who individually and collectively contribute to the achievement of
the objectives of the business.
The terms "human resource management" and "human resources" (HR) have
largely replaced the term "personnel management" as a description of the
processes involved in managing people in organizations. Human Resource
management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical
techniques of managing a workforce.
Human resource management has its roots in the late and early 1900's. When there
are less labor then there are more working with machinery. The scientific
management movement began. This movement was started by Frederick Taylor
when he wrote about it a book titled ‘The Principles of Scientific Management’.
The book stated, "The principal object of management should be to secure the

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maximum prosperity for the employer, coupled with the maximum prosperity for
each employee.” Taylor believed that the management should use the techniques
used by scientist to research and test work skills to improve the efficiency of the
workforce. Also around the same time came the industrial welfare movement
This was usually a voluntary effort by employers to improve the conditions in
their factories. The effort also extended into the employee’s life outside of the
work place. The employer would try to provide assistance to employees to
purchase a home, medical care, or assistance for education. The human relations
movement is the major influence of the modern human resource management. The
movement focused on how employees group behavior and how employee feelings.
This movement was influenced by the Hawthorne Studies.
Functional area of HRM
• Human resource auditing
• Human resource strategic planning
• Human resource planning
• Manpower panning

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• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counseling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management

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• Safety management
• Staff communication
• Reward
In sourcing:
Companies recruit the candidates and, employ them, train and develop them and
utilize the human resources of these candidates. This strategy is called In-sourcing.
Companies formulate and implement this strategy when the corporate strategy is
stable.
Out sourcing:
Some service companies depend for their human resources on such external
organization whose core business is to provide human resources.
This strategy is called Out-sourcing. Outsourcing strategy is more suitable for both
the fast growing and diversifying companies.
 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and final people for positions that do not exists yet.

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RECRUITMENT
Recruitment is a process of finding and attracting the potential resources for
filling up the vacant positions in an organization. It sources the candidates with
the abilities and attitude, which are required for achieving the objectives of an
organization.
Recruitment process is a process of identifying the jobs vacancy, analyzing the
job requirements, reviewing applications, screening, short listing and selecting the
right candidate.
To increase the efficiency of
hiring, it is recommended that the HR team of an organization follows the five
best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. In addition, these practices also
ensure consistency and compliance in the recruitment process.

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RECRUITMENT PROCESS
Recruitment process is the first step in creating a powerful resource base. The
process undergoes a systematic procedure starting from sourcing the resources to
arranging and conducting interviews and finally selecting the right candidates.
Recruitment Planning:
Recruitment planning is the first step of the recruitment process, where the vacant
positions are analyzed and described. It includes job specifications and its nature,
experience, qualifications and skills required for the job, etc. A structured
Recruitment Planning
Strategy Development
Searching
Screening
Evaluation & Control

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recruitment plan is mandatory to attract potential candidates from a pool of
candidates.
The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization.
Identifying Vacancy:
The first and foremost process of recruitment plan is identifying the vacancy.
This process begins with receiving the requisition for recruitments from different
department of the organization to the HR Department, which contains −
 Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed

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 Qualification and experience require
When a vacancy is identified, it is the responsibility of the sourcing manager to
ascertain whether the position is required or not, permanent or temporary, full-
time or part-time, etc. These parameters should be evaluated before commencing
recruitment.
Proper identification, planning and evaluating leads to hiring of the right resource
for the team and the organization.
Job Analysis:
Job analysis is a process of identifying, analyzing, and determining the duties,
responsibilities, skills, abilities, and work environment of a specific job. These
factors help in identifying what a job demands and what an employee must
possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform
them. Its purpose is to establish and document the job relatedness of employment
procedures such as selection, training, compensation, and performance appraisal.

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The following steps are important in analyzing a job −
 Recording and collecting job information
 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the job
 The immediate products of job analysis are job descriptions and job
specifications.
Job Description:
Job description is an important document, which is descriptive in nature and
contains the final statement of the job analysis. This description is very important
for a successful recruitment process.
Job description provides information about the scope of job roles, responsibilities
and the positioning of the job in the organization. And this data gives the
employer and the organization a clear idea of what an employee must do to meet
the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes –

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 Classification and ranking of jobs
 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
A job description provides information on the following elements −
 Job Title / Job Identification / Organization Position
 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Working Conditions
 Health Hazards
Job Specification:
Job specification focuses on the specifications of the candidate, whom the HR
team is going to hire. The first step in job specification is preparing the list of all

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jobs in the organization and its locations. The second step is to generate the
information of each job.
This information about each job in an organization is as follows −
 Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioral specifications
A job specification document provides information on the following elements-
 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career

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Job Evaluation:
Job evaluation is a comparative process of analyzing, assessing, and determining
the relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job
commands how much pay. There are several methods such as job grading, job
classifications, job ranking, etc., which are involved in job evaluation. Job
evaluation forms the basis for salary and wage negotiations.
Recruitment Strategy:
Recruitment strategy is the second step of the recruitment process, where a
strategy is prepared for hiring the resources. After completing the preparation of
job descriptions and job specifications, the next step is to decide which strategy to
adopt for recruiting the potential candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following
points −
 Make or buy employees
 Types of recruitment
 Geographical area

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 Recruitment sources
The development of a recruitment strategy is a long process, but having a right
strategy is mandatory to attract the right candidates. The steps involved in
developing a recruitment strategy include −
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy
Searching the Right Candidates:
Searching is the process of recruitment where the resources are sourced
depending upon the requirement of the job. After the recruitment strategy is done,
the searching of candidates will be initialized. This process consists of two steps -
 Source activation − Once the line manager verifies and permits the
existence of the vacancy, the search for candidates starts.
 Selling − Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.

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Searching involves attracting the job seekers to the vacancies. The sources are
broadly divided into two categories: Internal Sources and External Sources.
Internal Sources:
Internal sources of recruitment refer to hiring employees within the organization
through −
 Promotions
 Transfers
 Former Employees
 Internal Advertisements (Job Posting)
 Employee Referrals

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 Previous Applicants
External Sources:
External sources of recruitment refer to hiring employees outside the organization
through −
 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth
Screening/ Short listing:
Screening starts after completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for further
selection process.

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Screening is an integral part of recruitment process that helps in removing
unqualified or irrelevant candidates, which were received through sourcing. The
screening process of recruitment consists of three steps −
Reviewing of Resumes and Cover Letters:
Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work
experience, and overall background matching the requirement of the job
While reviewing the resumes, an HR executive must keep the following points in
mind, to ensure better screening of the potential candidates −
 Reason for change of job
 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening
candidates. In this process, after the resumes are screened, the candidates are

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contacted through phone or video by the hiring manager. This screening process
has two outcomes −
 It helps in verifying the candidates, whether they are active and available.
 It also helps in giving a quick insight about the candidate’s attitude, ability
to answer interview questions, and communication skills.
Identifying the top candidates:
Identifying the top candidates is the final step of screening the
resumes/candidates. In this process, the cream/top layer of resumes is shortlisted,
which makes it easy for the hiring manager to take a decision. This process has
the following three outcomes −
 Short listing 5 to 10 resumes for review by the hiring managers
 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate
Evaluation and Control:
Evaluation and control is the last stage in the process of recruitment. In this
process, the effectiveness and the validity of the process and methods are

57
assessed. Recruitment is a costly process; hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e.,
agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection process
 Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.
Finally, the question that is to be asked is, whether the recruitment methods used
are valid or not? And whether the recruitment process itself is effective or not?
Statistical information on the costs incurred for the process of recruitment should
be effective.

58
SELECTION
Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection can
also be explained as the process of interviewing the candidates and evaluating
their qualities, which are required for a specific job and then choosing the suitable
candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

59
Different authors define Selection in different ways. Here is a list of some of the
definitions −
 Employee selection is a process of putting a right applicant on a right job.
 Selection of an employee is a process of choosing the applicants, who have
the qualifications to fill the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.
 Employee selection is a process of matching organization’s requirements
with the skills and the qualifications of individuals.
A good selection process will ensure that the organization gets the right set of
employees with the right attitude.
SelectionProcessand Steps:
As we have discussed that Selection is very important for any organization for
minimizing the losses and maximizing the profits. Hence the selection procedure
should be perfect. A good selection process should comprise the following steps
−

60
 Employment Interview − Employment interview is a process in which
one-on-one session in conducted with the applicant to know a candidate
better. It helps the interviewer to discover the inner qualities of the applicant
and helps in taking a right decision.
 Checking References − Reference checking is a process of verifying the
applicant’s qualifications and experiences with the references provided by
him. These reference checks help the interviewer understand the conduct,
the attitude, and the behavior of the candidate as an individual and also as a
professional.

61
 Medical Examination − Medical examination is a process, in which the
physical and the mental fitness of the applicants are checked to ensure that
the candidates are capable of performing a job or not. This examination
helps the organization in choosing the right candidates who are physically
and mentally fit.
 Final Selection − The final selection is the final process which proves that
the applicant has qualified in all the rounds of the selection process and will
be issued an appointment letter.
 A selection process with the above steps will help any organization in
choosing and selecting the right candidates for the right job.
Importance of Selection:
Selection is an important process because hiring good resources can help increase
the overall performance of the organization. In contrast, if there is bad hire with a
bad selection process, then the work will be affected and the cost incurred for
replacing that bad resource will be high.

62
The purpose of selection is to choose the most suitable candidate, who can meet
the requirements of the jobs in an organization, who will be a successful
applicant.
For meeting the goals of the organization, it is important to evaluate various
attributes of each candidate such as their qualifications, skills, experiences,
overall attitude, etc. In this process, the most suitable candidate is picked after the
elimination of the candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge
amount of money is spent for hiring a right candidate for a position. If a selection
is wrong, then the cost incurred in induction and training the wrong candidate will
be a huge loss to the employer in terms of money, effort, and also time. Hence,
selection is very important and the process should be perfect for the betterment of
the organization.
Advantages of Selection:
A good selection process offers the following advantages−
 It is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.

63
 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
 It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement
of a vacant position in an organization.
Recruitment & Selection in T.S.T:
Recruitment techniques are the means or media by which the management
Contacts prospective employees or provides necessary information or exchange of
ideas order to stimulate them to apply for jobs.
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are used.
In scouting, representatives of the organization are sent to educational and training
institutions. These travelling recruiters exchange information with students, clarify

64
their doubts, simulate them to apply for jobs conduct campus interviews and short
list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
Publicize vacancies.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, temporary help societies,
trade unions and labor contractors are the main agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organization can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicantss can be called
because almost 25% of net users in India search for jobs through internet.

65
RESEARCH, DESIGN
METHODOLOGY

66
RESEARCH METHOLOGY
Type of research
Exploratory
Type of data
Primary data
Secondarydata
Data collectionmethod
Data is collected through structurequestionnaire
Sampling
Convenient sampling
Sample size
50
Data analysistechnique
Quantitative
Data analysistool
Bar charts, pie charts.

67
RESEARCH DESIGN AND METHODOLOGY
Research:
RESEARCH is a ‘careful investigation or inquiry especially through search for
new facts in any branch of knowledge’.
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of recommendations.
The data has been collected from both the sources primary and secondary sources.
KIND OF RESEARCH
The research done by-
Exploratory Research:
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate courses of action.

68
Sample Design:
A complete interaction and enumeration of all the employees of T.S.T was not
possible so a sample was chosen that consisted of 50 employees.
DATA COLLECTION
The data for the survey will be conducted from both the Primaries as well as
secondary sources.
Primary Data:
Primary data was collected using interviews technique the survey data will collect
by using questionnaire. The primary data collection for his purpose is supposed to
be done by judgment sampling conversation sampling. The questionnaire has been
formatted with both open and close structure questions.
Secondary Data:
 Data was collected from web sites, going through the records of the
organization, etc.
 It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study.

69
RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation
pattern or framework of the project that stipulates what information is to be
collected from which source and be what procedures.
“A research design is the arrangement of the condition for collection and analysis
of data in a manner that aims to combine relevance to the research purpose with
economy in procedure” 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 are found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?

70
FINDINGS
 Departments performing well in good
 Quality of product is good
 Cleaning are well good in the manufacturing area
 Many fire alarms over there for the safety purposes
 Factory has a good canteen for its workers
 Food facility available
 Toilet and drinking water facility is good

71
RECOMMENDATIONS
Proper training should be manufacturer persons.
Organize various motivating seminars for the workers
Lack of co-ordination between workers
Provide the better environment workers who is involving in the
manufacturing department
 Working environment is very good in T.S.T. They are very friendly to help
each other. Any one feels pleasure to work with T.S.T group. If they take
corrective decision in the beginning of a work then many mistakes can be
solved. For example: there are many rooms are available if two of room is
converting into a written exam room or then no problem will be arising. If
we consider two or three problems then the functioning process are very
good.

72
LIMITATIONS OF THE STUDY
Some respondents gave incomplete answer.
Some respondents gave unsatisfying answer.
Some respondents gave replied half-heartedly.
Some respondents are not feeling well with us when we are trying to
talk to him
 Time limit is the major constraint

73
RESEARCH OBJECTIVES
Primary Objective:-
To study the selection process of the employees and workers in the factory
Secondary Objective :-
To knowing the selecting of the workers.
To understand the co-ordination between the employees and workers.
To determine the performance of the manufacturers.
To identify the environment of the shoes factories in India.

74
Data Analysis and Interpretation
Data Interpretation
A questionnaire was prepared for the purpose of getting feedback from employees
and manager regarding “Recruitment & Selection” of their Company. 20
employees are selected from different department and were distributing
questionnaire from the purpose of the study.
Analysis of data:
The analysis of the data is done as per the survey finding. The percentage of the
people opinion were analyzed and expressed in the form of chart and have been
placed in the next few pages’
Question 1: The hiring process helps in identifying the competence both visible
(like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self
Image, Trait)?
Options Yes NO Total
Responses 19 1 20
Percentage 95 5 100%

75
0
20
40
60
80
100
Percentage
Percentage
95% of respondents think that hiring process helps in identifying the competence
both visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social
role, Self Image, Trait).
Question 2: E-Recruitment (like portals, social websites) has become must to
survive in the competitive market?
Responses 17 3 20

76
85% respondents thinks that e-recruitment have become must to survive in the
competitive market.
Question 3: Is there any provision recruitment of summer trainees?
Responses 20 0 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

77
Yes there are 100% provisions of recruitment of the summer trainees.
Question 4: Employer branding plays key role in more successful recruitment and
retention of top talent?
Responses 20 0 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

78
100% respondents think that employer branding plays key role in more successful
recruitment and retention of top talent
Question 5: Do you give special treatment to employees in order to give them
comfortable work environment?
Responses 16 4 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

79
80% of respondents think that employees are given special treatment in order to
give them comfortable work environment.
Question 6: Corporate Social Responsibility can lead to attraction of employees
towards the company?
Responses 18 2 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

80
90% respondents think that Corporate Social Responsibility can lead to attraction
of employees towards the company.
Question 7: Does the developmental activity helps the management in identifying,
analyzing, forecasting and planning changes needed in company’s HR area?
Responses 18 2 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

81
90% employees think that developmental activity helps the management in
identifying, analyzing, forecasting and planning changes needed in company’s HR
area.
Question 8: What is the attrition rate in the organization?
Options 1%-5% 5%-15% 10%-15% 15%-20% Total
Responses 4 13 3 0 20
Percentage 20 65 15 0 100%
0
20
40
60
80
100
Yes No
Percentage
Percentage

82
There is 65% highest attrition rate in the organization.
Question 9: Rank the following reasons for attribution rate.
A) Good working environment.
B) Good compensation and bonus structure.
C) Quality of workforce.
D) All of the above.
Options A B C D Total
Percentage 10 0 80 10 100%
0
20
40
60
80
100
1%-5% 5%-10% 10%-15% 15%-20%
Percentage
Percentage

83
90% employees think Quality of workforce is major reason of attrition.
Question 10: In Selection Process, do you think innovative techniques (likes stress
level test, psychometrics test) should be adopted?
Options Yes No Total
Responses 18 2 20
0
20
40
60
80
100
A B C D
Percentage
Percentage

84
90% employees think innovative techniques (likes stress level test, psychometrics
test) should be adopted.
Question 11: Is internal hiring helps in motivating the employees?
Responses 20 0 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

85
100% employees think that internal hiring motivates the employees to be more
productive.
Question 12: Is there any facility for absorbing the trainees in your organization?
Responses 20 0 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

86
Yes there is a facility for absorbing the trainees in our organizations.
Question 13: Do you have any system to calculate cost per recruitment?
Responses 18 2 20
0
20
40
60
80
100
Yes No
Percentage
Percentage

87
Yes there is a system to calculate cost per recruitment.
Question 14: Is there any provision for evaluation and control of recruitment
process?
Responses 20 0 20
0
10
20
30
40
50
60
70
80
90
Yes No
Percentage
Percentage

88
Yes there are provision for evaluation and control of recruitment process.
Question 15: You feel Branding of the organization contribute to the effective
recruitment and selection Process because of,
A) Good working environment.
B) Good compensation and bonus structure.
C) Quality of workforce.
D) All of the above.
Options A B C D Total
Percentage 15 0 0 85 100%
0
20
40
60
80
100
Yes No
Percentage
Percentage

89
Branding of the organization contribute to the effective recruitment and selection
Process because of good working environment, good compensation, bonus
structure and quality of workforce.
Question 16: Does the organization provide any educational assistant?
Responses 13 7 20
0
10
20
30
40
50
60
70
80
90
100
A B C D
Percentage
Percentage

90
Yes 65% respondents think organization provides educational assistant.
Question 17: In case if the contract which was sign by the employee at the time of
the joining then, if company will take any legal action?
Responses 14 6 20
0
10
20
30
40
50
60
70
Yes No
Percentage
Percentage

91
70% of employees think that in case if the contract which was sign by the
employee at the time of the joining the company will take any legal action.
Question 18: Is there is any cases which can be exceptional from the contract?
Responses 16 4 20
0
10
20
30
40
50
60
70
Yes No
Percentage
Percentage

92
Yes there are cases which can be exceptional from the contract.
Question 19: Should a company provide a Cab or Bus facility to its employees for
24/7 hours for better relationship with their employees?
Responses 16 4 20
0
10
20
30
40
50
60
70
80
Yes No
Percentage
Percentage

93
70% of employees think that company should provide a Cab or Bus facility to its
employees for 24/7 hours for better relationship with their employees.
Question 20: Which type of method preferred by company for better recruitment
and finds the best talent?
A) Direct Method
B) Indirect Method
C) Third Party Recruitment
0
10
20
30
40
50
60
70
80
Yes No
Percentage
Percentage

94
D) Internet recruitment
E) All of The Above
Options A B C D E Total
Responses 3 3 2 3 9 20
Percentage 15 15 10 15 45 100%
Company prefer various method for better recruitment and to finds the best
candidate like- Direct method, Indirect Method, third Party recruitment, Internet
recruitment.
0
10
20
30
40
50
60
70
80
90
100
A B C D E
Percentage
Percentage

95
RESULT DISCUSSION,
CONCLUSION,
QUESTIONNAIRE, &
BIBLIOGRAPHY

96
RESULT DISCUSSION
After the data analysis and interpretation the findings are:
 According to the Survey, Recruitment process differs from company to
company for each category.
 According to the Survey, the company does utilize various methods for the
recruitment process and for finding the talented candidate by direct method,
Indirect Method, Third Party Recruitment, Internet recruitment.
 The recruitment and selection process is decentralized.
 According to survey it is observed that there is a quality in workforce and the
job was systematically and properly assigned individually or in group to the
employees.
 There was proper management of H.R. Department.
 According to survey it is finding that branding of company attract the talent
and play the key role in successful recruitment and selection.
 There should be more facility for the better relationship of employer with
employee.
 There should be better method of compensation and awarding the employee
for the achievement to motivate other employees.

97
CONCLUSION
Recruitment as being one of the major topic is required by most of the
Organization. Hence the study helped in understanding the various aspects of
recruitment and selection process. In the T.S.T the sources of Recruitment is
effective, the internal Selection of the organization also in an economical means
which also reduce costs, only after looking the efficiency of the existing employee
towards the company and his sincerity that employee will be selected, and
company take help of Internet sites to finds new and fresh talent in T.S.T the
effective Selection process is adopted in the last 7 years. It can be retained as such.
Also the employees of T.S.T are satisfied with the Recruitment and Selection
Process. Also they are well aware about the various sources and methods of
Recruitment and Selection.

98
QUESTIONAIRE
Question 1: The hiring process helps in identifying the competence both visible
(like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self
Image, Trait)?
1) Yes
2) No
Question 2: E-Recruitment (like portals, social websites) has become must to
survive in the competitive market?
1) Yes
2) No
Question 3: Is there any provision recruitment of summer trainees?
1) Yes
2) No

99
Question 4: Employer branding plays key role in more successful recruitment and
retention of top talent?
1) Yes
2) No
Question 5: Do you give special treatment to employees in order to give them
comfortable work environment?
1) Yes
2) No
Question 6: Corporate Social Responsibility can lead to attraction of employees
towards the company?
1) Yes
2) No
Question 7: Does the developmental activity helps the management in identifying,
analyzing, forecasting and planning changes needed in company’s HR area?
1) Yes
2) No

100
Question 8: What is the attrition rate in the organization?
1) 1%-5%
2) 5%-15%
3) 10%-15%
4) 15%-20%
Question 9: Rank the following reasons for attribution rate.
A) Good working environment
B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above
Question 10: In Selection Process, do you think innovative techniques (likes
stress level test, psychometrics test) should be adopted?
1) Yes
2) No
Question 11: Is internal hiring helps in motivating the employees?

101
1) Yes
2) No
Question 12: Is there any facility for absorbing the trainees in your organization?
1) Yes
2) No
Question 13: Do you have any system to calculate cost per recruitment?
1) Yes
2) No
Question 14: Is there any provision for evaluation and control of recruitment
process?
1) Yes
2) No
Question 15: You feel Branding of the organization contribute to the effective
recruitment and selection Process because of,

102
A) Good working environment
B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above
Question 16: Does the organization provide any educational assistant?
1) Yes
2) No
Question 17: In case if the contract which was sign by the employee at the time of
the joining then, if company will take any legal action?
1) Yes
2) No
Question 18: Is there any cases which can be exceptional from the contract?
1) Yes
2) No

103
Question 19: Should a company provide a Cab or Bus facility to its employees for
24/7 hours for better relationship with their employees?
1) Yes
2) No
Question 20: Which type of method preferred by company for better recruitment
and finds the best talent?
A) Direct Method
B) Indirect Method
C) Third Party Recruitment
D) Internet recruitment
E) All of The Above

104
BIBLIOGRAPHY
Books:
1. K Ashwathapa, (1997) Human Resource and personnel Management,
2. David A. DeCenzo, Fundamental of Human Resource Management
3. Robbins P. Stephens, Organizational Behaviour, Prentice Hall, 7th Edition
4. Koontz Harold & Weihrich Heinz, Essentials of Management, McGraw
Hill, 5th Edition
5. Research Methodology,
Websites:
www.tejshoetech.in

Recruitment & Selection Process at Tej Shoe Tech

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