INDEX.pdf

A study on the recruitment and selection policy adopted by “Make a Difference” (MAD) – a non-
profit organization at Nagpur.
N.M.D.COLLEGE GONDIA
1
INDEX
1. Introduction 02
2. Organizational profile 10
3. Research Methodology 18
A. Problem definition 20
B. Collection of data 20
C. Objectives of the study 23
D. Hypothesis 25
E. Scope of the study 27
F. Limitation of the study (research boundaries) 29
4. Data Analysis 31
5. Findings 47
6. Conclusion 49
7. Recommendation & suggestions 51
8. Bibliography 53
9. Appendix 55

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Introduction

3
INTRODUCTION
RECRUITMENT:-
Recruitment is the first step in filling a vacancy. Once it is determined in what types
of job how many numbers are to be filled up with what type of qualification of
people , then what next is done is search for people with such qualification.
Recruitment is the generating of applications or applicants for specific positions to
be filled up in the organization. It is a process of searching for and obtaining
applicants for jobs so that the right people in right number can be selected.
Flippo has defined recruitment as “ a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization .”
In the words of Werther and Davis, “Recruitment is the process of finding and
attracting capable applicants for employment. The process begins when new
recruits are sought and ends when their applications are submitted. The result is a
pool of applicants from which new employees are selected.”
According to Bergmann and Taylor, “Recruitment is the process of locating,
identifying ,and attracting capable candidates.”
Thus, recruitment can be easily defined as the process of searching for and
securing job applicants for the various job positions which arise from time to time
in the organization.

4
FACTORS AFFECTING RECRUITMENT:-
There are a number of factors that affect recruitment. These are broadly classified
into two categories:
1. Internal Factors
2. External Factors
These are discussed one by one.
1. Internal Factors:
The internal factors also called endogenous factors are the factors within
the organization that affect the recruiting personnel in the organization.
Some of these factors are mentioned below:
 Size of the organization
 Recruiting policy
 Image of the organization
 Image of job
2. External Factors:
The factors external to the organization which have their influence on the
recruitment process are known as external factors.Some of these are given below:
 Demographic factors
 Labour market
 Unemployment situation
 Labour laws
 Legal considerations
SOURCES OF RECRUITMENT:-
The various sources of recruitment are classified into two broad categories,
namely;
1. Internal sources
2. External sources

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The sources include under each category are as follows:
Internal sources
 Present employees
 Employee referrals
 Former employees
 Previous applicants
External sources
 Employment exchanges
 Advertisements
 Employment agencies
 Professional associations
 Campus recruitment
 Word of mouth
 Raiding
RECRUITMENT PROCESS:
The recruitment process comprises of the following five steps:
1.Recruitment planning
The first step involved in the recruitment process is planning. Here,
planning involves to draft a comprehensive job specification for the vacant
position , outlining its major and minor responsibilities; the skills,
experience and qualifications needed; grade and level of pay; starting date;
and mention of special conditions, if any,, attached to the job to be filled.

6
2.Strategy development
Once it is known how many with what qualifications of candidates are
required, the next step involved in this regard is to devise a suitable strategy
for recruiting the candidates in the organization.
3. Searching
This step involves attracting job seekers to the organization. There are
broadly two sources used to attract candidates: internal sources and
external sources.
4. Screening
Though some view screening as the starting point of selection, we hav e
considered it as an integral part of recruitment. The reason being the
selection process starts only after the applications have been screened and
shortlisted.
5. Evaluation and control
Given the considerable cost involved in the recruitment process, its
evaluation and control is, therefore, imperative. The costs generally
incurred in a recruitment process include;
i. Salary of recruiters
ii. Cost of time spent for preparing job analysis, advertisement, etc.;
iii. Administrative expenses
iv. Cost of outsourcing
v. Cost incurred in recruiting unsuitable candidates.

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METHODS OF RECRUITMENT:
There are three methods of recruitment by which the organizations establish
contact with the potential candidates :
1. Direct method
2. Indirect method
3. Third party method
EFFECTIVENESS OF RECRUITMENT PROGRAMME:
Though there has so far not been evolved any formula as such that makes a
recruitment programme effective. However, a successful and effective
recruitment programme necessitates to have certain attributes such as:
 A well-defined recruitment policy.
 A proper organizational structure.
 A well-laid down procedure for locating potential job-seekers.
 A suitable method and technique for tapping and utilizing these
candidates.
 A continuous assessment of effectiveness of recruitment programme and
incorporation of suitable modifications from time to time to improve the
effectiveness of the programme.
 An ethically sound and fol-proof practice telling an applicant all about the
job and its position, the firm to enable the candidate to judiciously decide
whether or not to apply and join the firm, if selected.
Once the recruitment process ends there is a pool of job applicants. Having
identified the potential candidates, the next logical step in the human resource
process is the selection of qualified and competent candidates in the organization.

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SELECTION:
Selection starts where recruitment ends. Or say, selection follows recruitment.
Selection is hiring the best candidate from the pool of applications. It is the process
of picking the suitable candidates from the pool of job applications to fill various
jobs in the organisaton.
According to Yoder, “ Selection is the process by which candidates for employment
are divided into class- those who will be offered employment and those who will
not.”
According to Stone, “Selection is the process of differentiating between applicants
in order to identify (and hire) those with a greater likelihood of success in a job.”
Now, selection can be defined as a process of choosing the most suitable candidates
from applicants for the various jobs in the organization. It seeks to ensure which
applicants will be successful if hired. Thus, selection is an exercise in prediction.

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SELECTION METHODS:
There is no single universally accepted selection process followed by all
organizations. The selection process is likely to vary from organization to
organization depending upon the nature of jobs and organization.
Notwithstanding, following are the steps involved in a standard selection process:
1. Preliminary interview
2. Application blank
3. Selection tests
4. Selection interview
5. Reference checks
6. Physical examination
7. Final selection

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Organizational profile

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(II) ORGANIZATIONAL PROFILE

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“Make a Difference” (MAD) is a platform that empowers youth to
become change leaders who make positive social impact and create
self-sustaining communities.MAD is a non-profit organization that
empowers children living in orphanage and street shelters to discover
their true strength and unleash their full potential.MAD is a movement
of young people taking ownership of the institutionalized children.
MAD volunteers implement projects that provide these children with
the skills that guarantee employment, role models they can relate to
and exposure that helps them dream big.
Currently, around 2100 Make a Difference volunteers teach close to
5200 children in the Indian cities of Cochin, Mangalore, Coimbatore,
Thiruvananthapuram, Chennai, Vellore, Bangalore, Vijayawada,
Visakhapatnam, Hyderabad, Kolkata, Mumbai, Pune,Nagpur, Lucknow,
Chandigarh, Bhopal, Gwalior, Guntur, Dehradun, Delhi, Ahmedabad and
Mysore.
Currently, the MAD chapter Nagpur comprise of 5 centers.

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Origins
On an unexpected visit to a center home in Kerala, MAD’s founders, who were
college students then, were exposed to the inequalities in education. Children at
shelter homes were bright and had aspirations, they realized, but did not have
quite the means to succeed at reaching the aspirations.
The founders went back to the same center, YMCA Boys’ center Thirkkakara, and
set up a library early in 2006, which marked the official beginnings of Make a
Difference.
The official registration of MAD was completed on November 1, 2006.
History of MAD
In 2005: December
The founders decided to visit a boys’ home in Cochin to spend some time there.
But came away with a feeling that more needed to be done. Soon, they started
going back regularly, just to spend time with the children there. The MAD story
starts here!
In 2006: Official Registration
After realizing that it was no summer project, and definitely, no weekend project,
that the organization should get registered as a society under the Travancore
Societies Registration Act.
In 2007: First Recruitment Drive
MAD needed the best quality volunteers, and put all the applicants to test. Quite a
few passed with flying colours.
In 2008: Going International
After a mammoth of campaign online and on-ground, MAD won the Ashoka
Staples Youth Social Entrepreneur Award, an international competition with
entries from 63 cities across the world.
In 2009: MADAPP
The origin of MADAPP took place.

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In 2010: First Employee
With more cities, more volunteers and more children, administration became
quite the challenge. To keep up the quality standards, MAD recruited its first
employee in August, 2010.
In 2011: Dream Tee
In September, MAD launched its first own T-shirt, called Dream Tee. The idea
being that with every single t-shirt sold, MAD would Be able to educate one child
at one of the centers.
In 2012:Time to Act
During the first three months of 2012, the National team, went on a nation-wide
tour of MAD known as Awesome Circle Tour (ACT) to talk to the volunteers and
understand their lives. This has been a recurring feature of MAD’s calendar since
2012.
Vision of MAD
Even the most vulnerable children (i.e. children who do not have a family support
to them, who do not get a safe space to grow up in) in the society are able to
realize equitable outcomes.
Equitable outcomes:
 Personal: Has a safe environment to grow and flourish.
 Educational: Has access to quality education.
 Financial: Has access to financial instruments and has the ability to earn
and save.
 Exploitation & Freedoms: Has the ability to fight against exploitative
elements.
Programmes of MAD
ED Support Programme (Education support)
 A mentoring program where volunteers act as role models and create
positive development ecosystem for children.

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 Volunteers recruited deliver the Cambridge University Press curriculum to
improve the language skills in children.
Placement Programme (Discover)
 Life-skills and career-aspiration generating programme. helps children
dream and pursue their passion by giving them exposure and experiences
in multiple fields of interest.
 Life skills training, career awareness workshops and workplace simulations
conducted every week.
 1 such activity planned for each child every month.
Infrastructure Project (Fortify)
 Creating, maintaining and making use of active libraries for children.
 Supplements the English project by helping children develop language skills
and reading habits.
 Improves center environment by providing infrastructural changes.
Life Skills Project (Dream Camp)
 Year end camps, inbound or outbound, organized to identify and boost the
skills of children.
 Wide range of sessions such as construction club, aero modeling, hygiene
etc. are conducted.
Youth Development Project
 Youth leadership development program spanning 3 years.
 Participants undergo 100+ hours of direct training and has dedicated
mentor support round the year.
Innovation Hub
 Innovative ideas of social change is sourced nationally and shortlisted by a
panel of experts.
 Winning ideas are provided with lean start up training and weekly
mentorship support.
 Successful projects are given the MAD platform to scale across 23 cities in
under a year’s time.

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Organizational structure
MAD is organized and managed at 3 different levels.
 Level 1:City teams
City-level operations are led, and managed, by a team of ‘Fellows’ who are
part of MAD’s Leadership Development programme.
Fellows are part-time employees who may be in college or be working ful-
time elsewhere.
 Level 2:Regional Experts
MAD is divided broadly into four regions geographically, and each region is
composed of a regional team, most of whom have had previous experience
in MAD as fellows or volunteers. The regional level provides support to the
cities in terms of operational bandwidth.
 Level 3: National Strategy Team
The top-level consists of full-time employees that MAD recruits to develop
strategy for programmes and support functions. Hiring is mosty done in-
house from Fellows or Regional level teams.
Funding
Make a Difference receives funding from 3 primary avenues:
 Individual donations: Donations could be made either by individuals or
corporate as part of the Corporate Social Responsibility drive. Or donations
are made by fundraising platforms or education-related grants such as
Global Funds for Children or Global Giving.
 Dream Tee: Dream Tee is a t-shirt brand that promote conscious
consumerism. A t-shirt sold under the Dream Tee project educates one
child in the MAD programme for a month.
 Events: MAD’s fundraising team conducts small-scale fundraiser events
locally to provide the community with a good experience that also
contribute to a child’s education. MAD conducts such events in 16 cities
across India.

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Financials
Make a Difference is a registered society under the Travancore Cochin Literary,
Scientific and Charitable Societies Registration Act, 1955. MAD is a 12A registered
society with section 80(G) status of income tax act and is eligible to receive foreign
funding via the Foreign Contribution (Regulation) Act. Our financial records are
audited annually by M R Jayaprakash & Associates. Financial efficiency is one of
unique strength of the MAD model. Every project in Mad is created ground-up,
keeping financial efficiency and sustainability in mind. MAD follows all financial
regulations set forth for non-profits by Government of India, and is audited
annually.
Recognitions
 Winner of the Ashoka: Innovators for the Public staples Inc. Youth Social
Entrepreneur competition,2008.
 Winner of medium category in the Indiya Shines Competition, organized by
GreatNonProfits.com, 2009 .
 Noble Laureate of the Karmaveer Puraskaar awarded by Icongo.
 YouthActionNet Global Fellow,2010.
 Cordes Fellowship,2010 opportunity Collaboration
 Winner of the ‘Leader in Volunteer Engagement’ Award at the iVolunteer
Awards 2012.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Research is a process of systematic and in-depth study or research of any particular
topic/subject or area of investigation, supported by collection, completion,
presentation and interpretation of relevant detail or data.
There are several points which come under research methodology and some of the
points are discussed below:
(a) Selection of topic
At the outset as the researcher is a student of BBA 3rd
Yr, Department of
Management Technology and Research, N.M.D. College, Gondia, has taken up the
said topic mainly due to reason that;
The ultimate success of any organization depends upon the people working in it.
Recruitment and selection policy helps in identifying competencies of candidates as
required for the job. Thus, it helps us in assigning right people at the right jobs.
(b) Basic Research Questions:
The researcher formulated following basic research questionnaire:
a. What is the recruitment policy adopted by your organization?
b. Does the recruitment policy help in developing a healthy organizational
structure?
(c) Research Design:
To design means to plan i.e.the process of decisions before the situation arises in
which the decision to be carried out it is thus a process of deliberate anticipation
directed towards bringing an expected situation under.

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For any research, the design is very important. Research design is a parameter or
boundary, which allows researcher to work on it.
For this study the researcher has used ‘descriptive and evaluative research design’
because in the research design the researcher has been allowed to go into deep of
the study.
Method of Research:
The researcher used “Survey” method as she came into direct contact with the
employees and she also permitted greater objectivity
PROBLEM DEFINITION
There is no denying of the fact that it is people working in the organization
who make all the difference. Choosing the right person for the job is critical
to the organization’s success. Faulty selection or choice can have a far-
reaching impact on the organizational functioning and performance. Thus,
realizing the importance of the process the topic has been selected.
COLLECTION OF DATA
Sampling Technique:
For the present study,the researcher had used the simple random sampling which
is the part of probability sampling. Under the simple random sampling the
researcher selected the lottery method.
In the lottery method, the name of the tentative respondents were written in the
paper and kept in the container. The container was mixed well and a person picked
the chit. The biggest advantage of this method is that every employee gets the equal
opportunity to be included or selected as the respondents.

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Method of Data Collection:
Primary Method:
In the primary source, the researcher use the Interview scheduled method 1 for
collection of data.
Secondary Method:
The secondary sources or method used as supportive sources to the interview
methods used as supportive sources to the interview method were sources like-
1. Records
2. Books
3. Observation and Research papers
Tools of Data Collection:
In the present study, researcher had used the Interview schedule 1 as the primary
tool for the data collection. The researcher also taken the help of various literature
and dissertation for collection of data as the secondary method.
(e) Data processing Editing:
It is the first step of the data processing.It is the process of examination and
scrutinizing the data collected by interview schedule and finally to get relevant and
correct information which can be properly coded.

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Coding:
Coding is the process which helped the researcher to organize the data into classes
and symbols which was further helped the researcher to organize the data into
classes and sysbols which was further helpful for tabulating the same.
Master Chart Preparation:
The researcher prepared the master chart and positioned the data from the
schedule into master chart in a coded form,so that collected information could be
seen and understood at a glance.
Tabulation:
The researcher tabulated the raw data by displaying it in compact form for further
analysis. The researcher prepared simple Tables.
UNIVERSE
•Population:-all the employees
•Sample and sample size:- 30
•Sampling method:-convenient

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Objectives of the study

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OBJECTIVES OF THE STUDY:
1. To study the various recruitment and selection methods adopted by the
organization.
2. To study how an efficient recruitment and selection policy helps in
developing a healthy organizational structure.
3. To determine relativity between selection of right people and success
of job.
4. To clarify that recruitment and selection methods help to identify the
competencies of candidates as necessary for satisfactory performance.

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HYPOTHESIS

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HYPOTHESIS
1. Good recruitment and selection policy helps in developing a
healthy organizational structure.
2. Recruitment and selection process helps in assigning the right
people at the right job which results in the success of the job.

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SCOPE OF THE STUDY

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SCOPE OF THE STUDY
The scope of the study is limited to a single organization situated in Nagpur.

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LIMITATIONS

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LIMITATIONS
I) The study is limited due to time constraint.
II) The study is limited to a single organization at Nagpur.

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DATA ANALYSIS AND INTERPRETATION

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DATA ANALYSIS AND INTERPRETATION
Que.:-1. Please mention your age group.
Sr. No. Age group No. of Respondents
1 18-20 12
2 20-22 9
3 22-24 7
4 24 & above 2
Analysis:-Out of 30 employees 12 are between age group of 18-20, 9 are between
age group of 20-22, 7 are between age group of 22-24 and 2 are 24 and above.
Interpretation:-Thus,the above table indicates that the majority of employees are
between age group of 18-20.
40%
30%
23%
7%
18-20
20-22
22-24
24 and above

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Que.:-2. Please mention your qualification.
Sr. No. Response No. of Respondents
1 HSC passed 2
2 HSC passed & studying for
graduation
16
3 Graduated 10
4 Post graduated 2
Analysis:-Out of 30 employees, 2 are HSC passed, 16 are studying for graduation,10
are graduated and 2 are post graduated.
Interpretation:-Thus, the above table indicates that the majority of employees are
still studying.
7%
53%
33%
7%
HSC passed
HSC passed and studying for
graduation
Graduated
Post graduated

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Que.:- 3. Since how much time you have been working with this
organization?
Sr.
No.
Time period No. of respondents
1 Few months 5
2 1 year 18
3 2 years and more 7
Analysis:-Out of 30 employees 5 are working since few months, 18 are working
since 1 year and 7 are working since 2 years and more.
Interpretation:-Thus the above table indicates that the majority of employees are
working since 1 year.
17%
60%
23%
0%
few months
1 year
2 years and more

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Que.:- 4. Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process?
Sr.No. Response No. of respondents
1. Yes 25
2. No 5
Analysis:- Out of 30 employees, 25 agree that position objectives are clearly defined
and 5 employees disagree.
Interpretation:- Most of the employees agree that position objectives of the job are
clearly defined to them.
83%
17%
0%
0%
Yes
No

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Que.:- 5.Are you satisfied with the process of recruitment followed by your
organization?
Sr. No. Response No. of Respondents
1 Satisfied 7
2 Partially satisfied 5
3 Fully satisfied 14
4 Unsatisfied 4
Analysis:- Out of 30 employees 7 are satisfied, 5 are partially satisfied,14 are fully
satisfied and 4 are Unsatisfied.
Interpretation:- So, majority of Employees are fully satisfied with the training&
development policy of the company.
23%
16%
45%
16%
Satisfied
Partially Satisfied
Fully satisfied
Unsatisfied

37
Que.:-6.Are you satisfied with the efficiency of selection policy of the HR
department?
Sr.no. Response No. of Respondents
1 Satisfied 8
4 Unsatisfied 2
Analysis:-Out of 30 employees 8 are satisfied, 5 are partially satisfied,15 are fully
satisfied and 2 are Unsatisfied
Interpretation:- So, majority of employees are fully satisfied with the efficiency of
selection policy of the HR department.
27%
17%
50%
6%
Satisfied
partially satisfied
Fully satisfied
unsatisfied

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Que.:-7. Do you agree that the quality of work depends on the employees
recruited?
1 Agree 15
2 Partly agree 13
3 Disagree 2
Analysis:- Out of 30 employees, 15 agree, 13 partly agree and 2 disagree.
Interpretation:- So, majority of employees agree that quality of work depends on
the people recruited.
67%
29%
4%
0%
Agree
Partly Agree
Disagree

39
Que.:-8. Are you satisfied with the employee atmosphere at your
organization?
1 Satisfied 7
4 Unsatisfied 3
Analysis:- Out of 30 employees, 7 are satisfied, 5 are partially satisfied,15 are fully
satisfied and 3 are unsatisfied.
Interpretation:- So, majority of Employees are fully satisfied with the employee
atmosphere.
22%
15%
47%
16%
Satisfied
Partially satisfied
Fully satisfied
Unsatisfied

40
Que.:- 9. Do you think changes must be done in the recruitment policy for
better selection of candidates?
Sr.no Response No.of Respondents
1 Yes 7
2 No 23
Analysis:- Out of 30 employees, 7 think changes should be done and 23 think no
changes should be done.
Interpretation:- So, majority of employees think no changes should be brought in
the recruitment policy.
23%
77%
0%
0%
Yes
No

41
Que.:- 10. Does your organization prefer internal recruitment?
Sr.no. Response No.of Respondents
1. Yes 30
2. No 0
Analysis:- Out of 30 employees all 30 agree that the organization prefers internal
recruitment.
Interpretation:- So, the organization prefers internal recruitment.
100%
0%
0%
0%
Yes
No

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Que.:-11. Is internal hiring motivating the employees?
1. Yes 26
2. No 4
Analysis:- Out of 30 employees, 16 agree that internal hiring motivate and 4
disagree.
Interpretation:- So, majority of Employees are satisfied with internal hiring.
87%
13% 0%
0%
Yes
No

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Que.:-12. Are you satisfied with the work performance of your co-workers?
1 Satisfied 12
4 Unsatisfied 2
Interpretation:- Thus, the above table indicates that the majority of employees are
satisfied.
40%
20%
33%
7%
satisfied
Partially satisfied
Fully satisfied
Unsatisfied

44
Que.:-13. Is orientation technique mandated for new staff?
1. Yes 30
2. No 0
Analysis:- It can be concluded from the above chart that all 30 employees agree
that orientation technique is mandated for new staff.
Interpretation: Thus, the above table indicates that the orientation technique is
mandated for new staff.
100%
0%
0%
0%
Yes
No

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Que.:-14. Do you agree, success of the job is the result of the people
performing it?
1 Satisfied 8
3 Fully satisfied 9
4 Unsatisfied 5
Interpretation:- Thus, the above table indicates that the majority of Employees
which are fully satisfied.
18%
19%
21%
42%
satisfied
Partially satisfied
Fully satisfied
Unsatisfied

46
Que.:-15. In your opinion what makes MAD a great place?
1 Quality of people 10
2 Training and development 7
3 Human relation 9
4 Motivation 4
Analysis:- Out of 30 employees, 10 choose quality of people, 7 choose training and
development, 9 choose human relation and 4 choose motivation.
Interpretation:- Thus, the above table indicates that the majority of Employees
think human relations makes MAD a great place. Other factors are also closely
important.
34%
23%
30%
13%
Quality of people
Training & development
Human relation
Motivation

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FINDINGS

48
FINDINGS
 Thus, from data interpretation it is found that recruitment and selection
policy plays an important role in the success of an organization.
 An efficient recruitment and selection policy helps in developing a healthy
organizational structure.
 Success of the job is related with the people performing it.
 Recruitment and selection policy is very important to identify the
competencies of people as required for the job.

49
CONCLUSION

50
CONCLUSION
 Make a Difference is a non-profit organization, which is a movement
of youth for better life and education of children in orphanage.
 MAD recruits twice a year.
 The recruitment policy of MAD is simple yet very efficient.
 Maximum employees are satisfied with the atmosphere of MAD i.e.
with the co-workers, recruitment & selection policy etc.
 MAD recruits and hires candidates with an approval to work for
atleast one year which avoids various grievances.
 Internal hiring is preferred by the recruiters at MAD as they need
promising candidates, which also proves to be a motivation for the
employees at work to perform better.
 MAD does hire candidates very carefully to achieve best results
which is the reason for quality work performance of MAD.

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RECOMMENDATIONS & SUGGESTIONS

52
RECOMMENDATIONS & SUGGESTIONS
o The organization must make aware of the future opportunities and prospects
available to the employees at different levels.
o A continuous assessment of effectiveness of recruitment programme should
be done.
o Suitable modifications should be brought in the recruitment process from
time to time.
o More advertisement can be done to make people aware about the
organization.
o The organization is performing an outstanding social job. It should expand its
wings and flatter in more cities .

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BIBLIOGRAPHY

54
BIBLIOGRAPHY
Sr.no. Name of book Author name Publication name
1 Human resource
management
S.S. Khanka S. Chand
2 HR & Personnal
Management
Aswathappa K. Himalaya publication
3 Research and
methodology
B.D. Kulkarni Himalaya publication
4 Human resource
training
Pattanayak Himalaya publication
WEBSITES:-
i) http://www.makeadiff.in
ii) http://wikipedia.com
iii) http://google.com

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ANNEXURE

56
APPENDIX/ANNEXURE
Que.:-1. Please mention your age group.
*18-20
*20-22
*22-24
*24 & more
Que.:-2. Please mention your qualification.
*HSC passed
*HSC passed and studying for graduation
* Graduated
* Post graduated
Que.:- 3. Since how much time you have been working with this
organization?
*Few months
*1 year
*2 years and more
Que.:- 4. Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process?

57
*Yes
*No
Que.:- 5.Are you satisfied with the process of recruitment followed by your
organization?
*Satisfied
*Partly satisfied
*Fully satisfied
*Unsatisfied
Que.:-6.Are you satisfied with the efficiency of selection policy of the HR
department?
*Satisfied
*Partly satisfied
*Fully satisfied
*Unsatisfied
Que.:-7. Do you agree that the quality of work depends on the employees
recruited?
*Agree
*Partly agree
*Disagree
Que.:-8. Are you satisfied with the employee atmosphere at your
organization?
*Satisfied

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*Partly satisfied
*Fully satisfied
*Unsatisfied
Que.:- 9. Do you think changes must be done in the recruitment policy for
better selection of candidates?
*Yes
*No
Que.:- 10. Does your organization prefer internal recruitment?
*Yes
*No
Que.:-11. Is internal hiring motivating the employees?
*Yes
*No
Que.:-12. Are you satisfied with the work performance of your co-workers?
*Satisfied
*Partly satisfied
*Fully satisfied
*Unsatisfied
Que.:-13. Is orientation technique mandated for new staff?
*Yes

59
*No
Que.:-14. Do you think, success of the job is the result of the people
performing it?
*Yes
*No
Que.:-15. In your opinion what makes MAD a great place?
*Quality of people
*Training and development
*Human relation
*Motivation

60

INDEX.pdf

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INDEX.pdf