Journal syamala 5 oct 14mrr

ISSN: 2249-7196
IJMRR/ October 2014/ Volume 4/Issue 10/Article No-5/996-1006
Syamala Devi Bhoganadam et. al./ International Journal of Management Research & Review
*Corresponding Author www.ijmrr.com 996
A STUDY ON RECRUITMENT AND SELECTION PROCESS OF SAI GLOBAL
YARNTEX (INDIA) PRIVATE LIMITED
Syamala Devi Bhoganadam*1
, Dr. Dasaraju Srinivasa Rao2
1
Research Scholar, Dept. of Management, K L University, Vaddeshwaram, Guntur (AP),
India.
2
Assoc. Prof, Dept. of Management, K L University, Vaddeshwaram, Guntur (AP), India.
ABSTRACT
From past decade the business organizations are more concentrating on the human capital
because they are the most valued and most treasured assets. While recruiting the candidates
the organizations has to map carefully the available human resources because they create the
competitive advantage for the organizations. The word recruitment has become as a logistic
of human resource capital for the many organizations. Business organizations are advancing
modern recruiting and selection methods due to the entry of multinational companies. The
aim of the paper is to study the recruitment and selection process followed at Sai Global
Yarntex Private Limited. The best human capital availability in organizations makes them
competitive advantage and as well as they become the real life blood of the organizations.
This research studies the review of literature for recruitment and selection procedures
followed at organizations. The research was done using both primary and secondary data.
Primary data was collected from 40 employees using questionnaire method. The results were
obtained from percentage method. The research findings reveal that sai global yarntex private
limited follows best recruitment and selection process and they are satisfied with the
organizational climate and the organization follows ethical recruitment policy.
Keywords: Employees, recruitment, selection, recruitment policy, organization climate,
ethical values.
INTRODUCTION
Human resource management is the essential function of organizations. Among the HR
practises recruitment is the basic function where employees are entry into the organizations.
Recruitment is the process of searching prospective employees to apply for the job posting in
the sai yarntex private limited. Selection is the process of choosing an appropriate candidate
among the job applicants. Selection process starts after the completion of the recruitment
process. Recruitment is the positive aspect where as selection is the negative aspect of HR
practises. Many of the researchers say that recruitment and selection policies should be
ethical for the organizations in order to sustain in the competitive environment.
Recruitment is the first step then after selection and placement comes in the employment
process (Rao, 2010). Employers aim is to choose an appropriate candidate suitable for that
particular job. Recruitment is the activity done by the HR’s in many organizations. The

Copyright © 2012 Published by IJMRR. All rights reserved 997
recruitment process differs from one organization to others. According to Edwin B. Flippo
recruitment is the process of attracting the candidates and making them to apply for the job.
Recruitment process followed at many Indian organizations is by framing the recruitment
policy and then making the policy into action. Sources of the traditional recruitment are by
employee referrals, transfers and promotions, walk-in and by the advertisements. In the
modern economy the recruitment process was drastically changed with the entry of social
media. Many organizations are following the online recruiting methods for attracting the
prospective employees but in the sai global yarntex private limited only the traditional
recruitment methods were followed. There are many factors that affect recruitment process
like organization culture, working hours, facilities, salary, welfare, brand image, good will,
location and etc.
Selection is the second step in the in the process of man power planning. Selection is the
process of choosing the appropriate candidate which matches the candidate skills and the job
requirements (Bhattacharyya, 2010). Selection process will be lengthy for large organizations
and will be wider for manufacturing organizations and it differs from one industry to other
(Venkatesh, 2008). As this a manufacturing organization its process will be wider in
departments and activities. According to the Dale Yoder selection means dividing the total
job applicants into two classes as selected and not selected (K.Aswathapa, 2007). The
selection process followed at sai global yarntex private limited is like the selection procedure
of scientific selection procedure. There are many factors that are to be considered while
selecting a candidate those are like group discussions, employment background, referral
background, interviews, medical tests and etc.
REVIEW OF LITERATURE
According to the Burack (1985) recruitment sources are closely linked to the organizational
activities as performance of employees, employee turnover, employee satisfaction, employee
wishes and the commitment of the organization (Burack, 1980). These recruitment and
selection process should be done at each and every sector for fulfilling their organizational
goals (Nartey, 2012). Recruitment and selection practises were important in the police
department as said by Michael D. White and Glipsy Escobar (2008) in the world and this
paper shows the importance of seven issues relating to recruitment, selection and training
practises in the organizations (M.N.Malhotra, 2014) (Terpstra.D, 1996). Mohammed Nurul
Absar (2012) says the importance of recruitment and selection in his paper by considering
both public and private manufacturing firms in Bangladesh (M.M.Absar, 2012). Some of the
research professionals and scholars say that there is a close linkage between the recruitment
selection employee satisfaction organization performance and HR practises (Gorter, 1996). In
his paper Recruitment and Selection of public workers: An international compendium of
modern trends and practises say that the importance of using technology in the recruitment
and selection process for updating the organizational resources (Hays, 2004).
Ongori Henry and Temtime Z (2009) say that in their paper the recruitment and selection
practises of the small and medium enterprises and make them to improve their HR practises
(R.D.Omolo, 2012). French says that the importance of certain selection and recruitment
activities in the organizations (G.R.French, 2012). Among recruitment sources Bernardin say

that internal source of recruitment is effective compared to the external source (H.John,
2003). Decker & Cornelius say that compared to the traditional recruiting sources the modern
sources like referrals, casual applicants and direct approaches will benefit at large (L.Barclay,
1985) (Cappelli, 2001). Selection procedure also should be in application to the modern
techniques (M.Smith, 2001). The literature says that employers are doing the traditional
method of recruiting rather than the modern technologies (Schmidt, 1998). Chris Piotrowski
and Terry Armstrong say that in their article that around all the organizations are using
traditional recruitment sources and 30% of organizations are screening candidates honestly
(Armstrong, 2006). According to SHRM (Society for Human Resource Management) says
that 15% joined in the organizations are placing false resume (Gusdorf, 2008). Some of the
employers select the candidates with discrimination was not supposed to be done in the
organizations (Fomunjong, 2009).
OBJECTIVES OF THE STUDY
• To study and analyze the Recruitment and Selection process followed at Sai Global
Yarntex Private Ltd.
• To analyze the satisfactory level of the employees about Recruitment and Selection
procedure of an organization.
• To study recruitment and selection methods at Sai Global Yarntex Private Ltd.
SCOPE OF THE STUDY
The present research is confined to study the recruitment and selection process followed at sai
global yarntex private limited. The study reveals the recruitment and selection process
followed in the organization. Whether employees are satisfied with the recruitment process?
Is the organization is providing ethical process for recruiting employees? The organizational
study of sai global yarntex private limited was done with the study of recruitment and
selection.
RESEARCH DESIGN
Research design is defined as the specification of methods and procedures for accruing the
information needed. It is a plan of organization frame for doing the collection of data. Data
which is required for the study is collected from both the primary and secondary source
(Thornh, 2003). Primary data was collected through survey method by distributing
questionnaires to employees. The Sai Global Yarntex has 350 employees out of 350
employees sample size have been taken as 70 with the help of Convenience sampling
method. But the filled questionnaire received from the respondents is 40.
Table 1: Sample Design
S. No Designation No. of Employees Questionnaires given Respondents
1 Drawing 22 12 05
2 Spinning 20 15 07
3 Auto Cone
Winding
32 25 18
4 Packing 28 18 10
5 Total 102 70 40

LIMITATIONS OF THE STUDY
• Collecting data properly from employees become difficulty due to the time constraint.
• Busy schedule of the employees also effected to some extent.
• There is a chance for bias in the information given by the respondents.
• The study was based on sample hence results were not fully absolute.
Analysis of Opinion on Recruitment and Selection Process of the Organization
Particulars No. of Respondents Percentage
Very good 10 25
Good 20 50
Average 10 25
Poor 0 0
Total 40 100
Interpretation: The survey depicts that 50% of employee’s opinion is good about the
recruitment and selection process of the company and the remaining 50% of employee’s
opinion is Very good and average.
Analysis of opinion on modification of Recruitment policy
Yes 8 20
No 32 80
Total 40 100
Interpretation: From the above graph it is clear that 80% of candidates opinion is don’t want
to modify any recruitment policies but 20% of candidates want to modify the recruitment
policy.

Analysis of opinions on favourism at the time of Selection
Yes 0 0
No 40 100
Total 40 100
Interpretation: From the survey it depicts that 100% of respondents said that there is no
choice of favourisum at the time of selection.
Analysis of satisfaction of Recruitment Procedure in the Organization
Yes 36 90
No 4 10
Total 40 100
Interpretation: From the above graph it is clear that 90% of respondents are satisfied with
the recruitment procedure but 10% are not satisfied.
Analysis of satisfaction of Selection Process
Fully satisfied 18 45
Satisfied 22 55
Less satisfied 0 0
Dis satisfied 0 0
Total 40 100
Interpretation: The survey depicts that 55% of respondents were satisfied in the selection
process of the company but 45% were fully satisfied on the selection process.

Analysis to know about the job vacancies in the organization
News Papers 0 0
Friends 24 60
Employee Referral 6 15
Direct approach 10 25
Total 40 100
Interpretation: The survey depicts that 60% of the candidates were know the vacancies of
the job through their friends. 25% of candidates were approached to the company directly and
the remaining 15% of the candidates were joined through the employee referrals.
Analysis of work experience of the employees
Interpretation: The survey depicts that 75% of employee’s does not have the work
experience but the remaining 25% of employees will have the work experience.
Yes 10 25
No 30 75
Total 40 100

Analysis of organization Climate
Excellent 14 35
Good 20 50
Average 6 15
Poor 0 0
Very Poor 0 0
Total 40 100
Interpretation: The above survey depicts that 50% of the respondents said that the
organization climate is good, 35% of the respondents said that the organizational climate is
excellent and the remaining 15% of the respondents said as average.
Analysis of opinion of best source to recruit the employee in your organization
Interpretation: The above survey depicts that 62.5% of respondents said that Internal source
is the best to recruit the employees. But the remaining 37.5% of employees said that External
source is the best to recruit the employees in the company.
External source 15 37.5
Internal source 25 62.5
Total 40 100

Analysis of recruitment Process in the organization is ethical
Yes 40 100
No 0 0
Total 40 100
Interpretation: The above survey depicts that 100% of respondents said that the recruitment
process in the organization is ethical and transparent.
Analysis of referral bonus for the recommending employees
Yes 0 0
No 40 100
Total 40 100
Interpretation: The above survey depicts that 100% of respondents said that there is no
referral bonus for recommending the candidate at the time of recruitment.
Analysis of conditions that stimulated to apply for the job
Working Conditions 13 32.5
Salary and Benefits 5 12.5
Goodwill of the
Company
10 25
All the above 12 30
Total 40 100
Interpretation: The above survey depicts that 32.5% of respondents said that the working
conditions of the company is stimulated to apply for the job, 30% of respondents said that the
working conditions, salary and benefits and goodwill of the company are stimulated to apply
for the job, 25% of the respondents said that they will stimulate for the goodwill of the
company and the remaining 12.5% of candidates responded that the salary and benefits are
stimulated to apply for the job.
FINDINGS
1. 50% of respondents said that the recruitment and selection process is good in the company.

2. 80% of respondents said that the current recruitment policy doesn’t want any
modifications in the company.
3. 100% of respondents said that there is no choice of favourism at the time of selection.
4. 90% of respondents are satisfied with the recruitment procedure in the company.
5. 55% of respondents said that they were satisfied in the selection process of the company.
6. 60% of respondents come to know about the job vacancies through their friends in the
company.
7. 75% of respondents said that the employees don’t have the work experience.
8. 62% of respondents said that the internal source is the best to recruit the employees.
9. 100% of respondents said that the recruitment process in the organization is ethical and
transparent.
10. 100% of respondents said that there is no referral bonus for recommending the candidates
at the time of recruitment.
11. 32% of respondents said that the working conditions of the company are stimulated to
apply for the job.
SUGGESTIONS
1. The management of Sai Global Yarntex can increase its scope of requirements through
advertisements and company can go for job fairs where people get to know about the
openings.
2. They should also follow new selection techniques and methods for better recruitment.
3. The member of the selection committee should be well qualified and experienced people.
So that the selection of the employee will be more effective.
4. For filling up vacancies recruitment process can be adopted more in the concerned.
5. It suggested that the Hr department should involve various departmental heads while
recruiting an individual, because the departmental heads can analyze the technical knowledge
relating to the job to the particular department.
FUTURE SCOPE OF RESEARCH
The study was based on the recruitment and selection practises but there is a scope to study
other HR practises and overall organizational study not only in the sai global yarntex private
limited but also considering the remaining manufacturing and service industries. Researchers
may also find the linkage between the different HR practises with the recruitment and
selection practises like organization performance, employee satisfaction etc. Researchers may
also find the online recruitment sources followed in the organizations and also the online
screening of employees.
CONCLUSION
The study was conducted among the workers of The Sai Global Yarntex Private Ltd,
vellampalli covering 50 respondents. The data was collected by means of questionnaire and
the data was classified and analyzed carefully by all means. From the analysis, it has been
found that the most of the employees in the company were satisfied but changes are required
according to the changing scenario of recruitment process that has a great impact on working
of the company as a fresh blood, new idea enters in the company. Selection process is also

good and the company’s recruitment department is doing well in placing the candidates and
filling the job vacancies for all levels of positions. Some of the suggestions were mentioned
to enhance the organizational policies, strategies, procedures and process.
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Omolo RD. Effect of Recruitmnet and Selection of employees on the performance of small
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