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A study on Recruitment and selection process in escorts agri ltd.

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INTRODUCTION
Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility of staffing
function by selecting the chief executive and even the foremen and supervisors have a
staffing responsibility when they select the rank and file workers. However, the personnel
manager and his personnel department is mainly concerned with the staffing function.
Every organisation needs to look after recruitment and selection in the initial period and
thereafter as and when additional manpower is required due to expansion and development
of business activities.
‘Right person for the right job’ is the basic principle in recruitment and selection. Ever
organisation should give attention to the selection of its manpower, especially its managers.
The operative manpower is equally important and essential for the orderly working of an
enterprise. Every business organisation/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of suitable
candidates are essential. Human resource management in an organisation will not be
possible if unsuitable persons are selected and employment in a business unit.
RECRUITMENT
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 application from which new employees are selected.”
RECRUITMENT PROCESS
The recruitment process comprises of five interrelated stages viz
2
Evaluation and Control
Now, a brief description of these follows:
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; whether temporary or permanent; and mention of special conditions, if
any, attached to the job to be filled ”.
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
organisation.
The strategic considerations to be considered may include issues like whether to prepare the
required candidates themselves or hire it from outside, what type of recruitment method to
be used, what geographical area be considered for searching the candidates, which source of
recruitment to be practiced, and what sequence of activities to be followed in recruiting
candidates in the organisation.
3.Searching:
This step involves attracting job seekers to the organisation. There are broadly two sources
used to attract candidates.These are:
i. Internal Sources, and
ii. External Sources
INTERNAL SOURCES : Best employees can be found within the organization. When a
vacancy arises in the organisation, it may be given to an employee who is already on the
Recruitment
Planning
Strategy
development
Searching
Sources Screening
Selection
Process
3
pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a
higher post is given to a deserving employee, it motivates all other employees of the
organisation to work hard. The employees can be informed of such a vacancy by internal
advertisement. The Internal Sources Are – Transfers
 Promotions
 Present Employees
EXTERNAL SOURCES: All organisations have to use external sources for recruitment to
higher positions when existing employees are not suitable. More persons are needed when
expansions are undertaken. The external sources are –
 Advertisement
 Employment Exchanges
 Schools, Colleges and Universities
 Recommendation of Existing Employees
 Factory Gates
 Casual Callers
 Central Application File
 Labour Unions
 Labour Contractors
 Former Employees
4.Screening :
Though some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reason being the selection process starts only after the
applications have been screened and shortlisted. Let it be exemplified with an example.In
the Universities, applications are invited for filling the post of Professors. Applications re-
ceived in response to invitation, i.e., advertisement are screened and shortlisted on the basis
4
of eligibility and suitability. Then, only the screened applicants are invited for seminar
presentation and personal interview. The selection process starts from here, i.e., seminar
presentation or interview.
Job specification is invaluable in screening. Applications are screened against the
qualification, knowledge, skills, abilities, interest and experience mentioned in the job
specification. Those who do not qualify are straightway eliminated from the selection
process.
The techniques used for screening candidates vary depending on the source of supply and
method used for recruiting. Preliminary applications, de-selection tests and screening
interviews are common techniques used for screening the candidates.
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
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain questions
like: whether the recruitment methods are appropriate and valid? And whether the
recruitment process followed in the organisation is effective at all or not? In case the
answers to these questions are in negative, the appropriate control measures need to be
evolved and exercised to tide over the situation.
SELECTION
SELECTION must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more
of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.
While selection is a negative process as the inappropriate candidates are rejected here.
5
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.
The Employee selection Process takes place in following order-
PROCESS OF SELECTION
1. Preliminary Interviews
It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid
down by the organization. The skills, academic and family background, competencies and
interests of the candidate are examined during preliminary interview. Preliminary interviews
are less formalized and planned than the final interviews. The candidates are given a brief
up about the company and the job profile; and it is also examined how much the candidate
knows about the company. Preliminary interviews are also called screening interviews.
2. Application blanks
Preliminary Interviews
Application blanks
Written Tests
Medical examination
Employment Interviews
Appointment Letter Step 6
Step 1
Step 2
Step 3
Step 4
Step 5
6
The candidates who clear the preliminary interview are required to fill application blank. It
contains data record of the candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc.
3. Written Tests
Various written tests conducted during selection procedure are aptitude test, intelligence
test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
4. Employment Interviews
It is a one to one interaction between the interviewer and the potential candidate. It is used
to find whether the candidate is best suited for the required job or not. But such interviews
consume time and money both. Moreover the competencies of the candidate cannot be
judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.
5. Medical examination
Medical tests are conducted to ensure physical fitness of the potential employee. It will
decrease chances of employee absenteeism.
6. Appointment Letter
A reference check is made about the candidate selected and then finally he is appointed by
giving a formal appointment letter.

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mba (hr) summer training report

  • 1. 1 INTRODUCTION Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. ‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organisation should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. RECRUITMENT 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 application from which new employees are selected.” RECRUITMENT PROCESS The recruitment process comprises of five interrelated stages viz
  • 2. 2 Evaluation and Control Now, a brief description of these follows: 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; whether temporary or permanent; and mention of special conditions, if any, attached to the job to be filled ”. 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 organisation. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, what geographical area be considered for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organisation. 3.Searching: This step involves attracting job seekers to the organisation. There are broadly two sources used to attract candidates.These are: i. Internal Sources, and ii. External Sources INTERNAL SOURCES : Best employees can be found within the organization. When a vacancy arises in the organisation, it may be given to an employee who is already on the Recruitment Planning Strategy development Searching Sources Screening Selection Process
  • 3. 3 pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement. The Internal Sources Are – Transfers  Promotions  Present Employees EXTERNAL SOURCES: All organisations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken. The external sources are –  Advertisement  Employment Exchanges  Schools, Colleges and Universities  Recommendation of Existing Employees  Factory Gates  Casual Callers  Central Application File  Labour Unions  Labour Contractors  Former Employees 4.Screening : Though some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the applications have been screened and shortlisted. Let it be exemplified with an example.In the Universities, applications are invited for filling the post of Professors. Applications re- ceived in response to invitation, i.e., advertisement are screened and shortlisted on the basis
  • 4. 4 of eligibility and suitability. Then, only the screened applicants are invited for seminar presentation and personal interview. The selection process starts from here, i.e., seminar presentation or interview. Job specification is invaluable in screening. Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process. The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. Preliminary applications, de-selection tests and screening interviews are common techniques used for screening the candidates. 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 (iii) Administrative expenses (iv) Cost of outsourcing or overtime while vacancies remain unfilled (v) Cost incurred in recruiting unsuitable candidates In view of above, it is necessary for a prudent employer to try to answer certain questions like: whether the recruitment methods are appropriate and valid? And whether the recruitment process followed in the organisation is effective at all or not? In case the answers to these questions are in negative, the appropriate control measures need to be evolved and exercised to tide over the situation. SELECTION SELECTION must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here.
  • 5. 5 Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. The Employee selection Process takes place in following order- PROCESS OF SELECTION 1. Preliminary Interviews It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks Preliminary Interviews Application blanks Written Tests Medical examination Employment Interviews Appointment Letter Step 6 Step 1 Step 2 Step 3 Step 4 Step 5
  • 6. 6 The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3. Written Tests Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5. Medical examination Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
  • 7. 7 INTRODUCTION ON THE COMPANY Escorts Limited Type Public Limited Traded as BSE: 500495 Industry Engineering Conglomerate Founded 1960 Founder Hari Nanda and Yuri Nanda Headquarte rs Faridabad, India Area served Worldwide Key people Rajan Nanda (Chairman and Managing Director) and Nikhil Nanda (Managing Director) Products Tractors, crop solutions, pick and carry cranes, backhoe loaders, vibratory compactors, shock absorbers, railway brake systems, couplers Number of employees 6,000 (2014)
  • 8. 8 Website www.escortsgroup.com COMPANY PROFILE : The Company scores a high premium in terms of senior leadership commitment to employees, people practices, commitment to employee learning and development, adherence to strong values, employee participation, paying close attention to employees' quality of life, positive perception of employees about the Company and business alignment of HR policies. The employees feel proud of the organization and are highly dedicated to do the very best possible to contribute to the organization's success. This vindication of our faith in the commitment of our employees gives us greater confidence to move ahead and realize our ambitious targets. ESCORTS believes in achieving organizational excellence through continuous development of its human resources. Therefore, a comprehensive human resource strategy spanning activities preceding the pre-employment of personnel to the activities following their separation is in place. This strategy is reflected through the creation of a comprehensive Human Resources Policies. We, at ESCORTS PVT LTD, engaged in stamping & welding of sheet metal components are committed to prevent/ reduce pollution and to continually improve environmental performance in all our business processes and practices. Quality policy of ESCORTS PVT LIMITED is to strive for customer delight. A dynamic and inspiring environment conducive to learning and sharing will be our endeavour. The quality system and procedures will be adhered and professional ethics will be practiced.
  • 9. 9 THE BUSINESSES OF ESCORTS  Agri Machinery Background 1 1960 - Escorts set up the strategic Agri Machinery Group (AMG) to venture into tractors. 2 1965 – Escorts rolled out their first batch of tractors under the brand name of Escort. 3 1969 - A separate company, Escorts Tractors Ltd., was established with equity participation of Ford Motor Co., Basil don, UK, for the manufacture of Ford agricultural tractors in India. 4 1996- Escorts Tractors Ltd. formally merged with the parent company, Escorts Ltd. 5 Since inception, Escorts have manufactured over 1 million tractors. Technologies Escorts AMG has three recognized and well-accepted tractor brands, which are on distinct platforms of technology. 1 Farmtrac: World Class Premium tractors, with single reduction and epi-cyclic reduction transmissions from 34 to 75 HP. 2 Powertrac: Utility and Value-for-money tractors, offering straight-axle and hub-reduction tractors from 34 to 55 HP. India’s No.1 economy range - engineered to give high diesel economy. 3 Escort: Economy tractors having hub-reduction transmission and twin-cylinder engines from 27 to 35 HP. A Pioneering brand of tractors introduced by Escorts with unbeatable advantages. International Subsidiaries  Escorts AMG has two international subsidiaries  Farmtrac North America LLC in the U.S.A.  Farmtrac Tractors Europe in Poland.
  • 10. 10  It now caters to locations across 41 countries. Functional Excellence  Escorts boasts of pursuing functional excellence in the following domains:  Manufacturing.  Quality Assurance.  Materials Management.  Sales & Marketing.  Knowledge Management.  Finance.  Human Resources.  Information Technology. Escorts has also made substantial investments with regard to the mechanization and modernization of farm technology. The Escorts Institute of Farm Mechanization (EIFM) at Bangalore is a state-of-the-art center where training is imparted in operation, maintenance and repair of various farm machinery and related equipments. Its programs are aimed at encouraging customers, dealers, engineers, mechanics as well as the field staff of Escorts, towards meeting its objective of enhancing agricultural productivity and improving quality of life in rural India.  Construction equipment The gamut of equipments manufactured by Escorts includes cranes, loaders, vibratory rollers and forklifts. The company also boasts to be the pioneer in introducing the concept of Pick 'n' Carry hydraulic mobile cranes in the 70’s in India and continues to be the world's largest manufacturer of these cranes. A nationwide network of 16 Sales Offices, 50 dealership locations, over 300 company trained dealers’ service engineers, gives it the best market reach in India for the Sales & Service of material handling and construction equipment. With over 30 years of experience in Construction Equipment Industry, Escorts has a
  • 11. 11 substantial track record in: 1 Hydraulic Mobile Cranes 2 Loaders 3 Forklifts 4 Vibratory Compactors  Railway equipment Since the past 40 years, Escorts has been the leading manufacturer of critical railway components. It is, and has been, one of the oldest and most trustworthy partners of Indian Railways, the largest railway network in the world. Having played a significant role in the modernization and growth of the Indian Railways, today it is a multi-product, multi-technology business at Escorts. Broad Product Portfolio 1 Shock Absorbers 2 Couplers 3 Brake systems 4 Brake Blocks (An ISO: 9001-20000 certified company, Escorts manufactures products as per international standards specified by UIC, AAR and Indian Railways). Escorts’ products are exported to more than 15 countries worldwide. PRODUCTS:  Farm Track Farmtrac brand are the most powerful premium range of tractors that give maximum productivity to the farmers. Premium range - Powerful premium brand, 35 - 75 HP range 1 Exported to the most advanced markets in the world.
  • 12. 12 2 Well accepted internationally for its versatility. 3 Designed for the demanding requirements of progressive farmers. 4 Machine with powerful features for maximum efficiency. 5 A status symbol.  Power track Powertrac brand of tractors are the most fuel-efficient tractors in their respective categories that offer excellent value for money and have helped the farmers improve their quality of life. Value range – Value for money, Fuel efficient, 30 - 55 HP range 1 India's No.1 Economy Range - "Diesel Savers" 2 Engineered to give spectacular diesel economy. 3 The Diesel Saver technology - Great savings.  Escort Escort brand of tractors are symbolic of reliability and trust and enjoy the confidence of the farming community for the last 40 years. Economy range - 2 cylinder, 27 - 35 HP, Symbol of reliability since 40 years 1 A Tradition of Trust. 2 Pioneering brand of tractors introduced by Escorts. 3 Escort range of tractors - a tradition of service and trust. 4 Unbeatable advantages.
  • 13. 13 OUR FACILITIES : AUTOMOTIVE PRESS SHOP: FAGOR Make Spanish fully-automatic Press Line consisting one press of 800Tonne and three presses of 400Tonne each. Bedsize of all presses is 2.5x1.8 mtrs. HEMMING SHOP: For the first time ever, the activity of hemming for making the closures has been outsourced by an Original Equipment Manufacturer (OEM). Three hemming presses, along with a battery of spot welding jigs, guns & MIG brazing sets make up the list of equipment.. DIE SPOTTING PRESS : 100Tonne ONA Make Spanish Hydraulic Die Spotting Press. The press has a bedsize of 4.0x2.5 mtrs WELD SHOP: projection welding stations, drawn-arc welding stations, spot welding stations
  • 14. 14 Design Capabilities : CAD modelling shop
  • 15. 15 . QUALITY MANAGEMENT QUALITY POLICY Quality policy of ESCORTS LIMITED is to strive for customer delight. A dynamic and inspiring environment conducive to learning and sharing will be our endeavour. The quality system and procedures will be adhered and professional ethics will be practiced.  Designing, Surface Modeling & Development of automobile sheet-metal parts using Pro-E 2001  2D to 3D conversion on Pro-E2001  Stamping Die, Panel Checker & Welding Jig Designing for sheet-metal parts.  For finalization of Draw Face, we are using Altair HYPERFORM V6.0 with LS-Dyna. It simulates the Draw operation on virtual press step-by-step so that any wrinkle formation, any crack formability, any thinning can be found at the very beginning, thus eliminating time & money wastage on development.  We also help to validate our vendor's stamping processes & solve their problems using HYPERFORM V6.0
  • 16. 16 Quality certification The Certification Body of TUV Management Service GmbH certifies thatESCORTS PVT LIMITED (India) has established itself as a Automobile Component manufacturer and applies a Quality System for Pressed Sheet Metal Components & Welded Subassemblies. ENVIRONMENT MANAGEMENT Environment policy To achieve this, we commit ourselves to : ESCORTS: VISION ,VALUES & OBJECTIVES VISION Vision- an Entrepreneur’s Dream. A vision is the desired state of organization. It is an aspiration around which a strategist, perhaps a chief executive might seek to focus the energies of members of the organization. Expanding leadership in our business through people, keeping pace with market trends and Technology. We, at ESCORTS PVT LTD.engaged in stamping & welding of sheet metal components are committed to prevent/ reduce pollution and to continually improve environmental performance in all our business processes and practices.  Institutionalise efficient resource utilisation/minimise waste and reduce/prevent pollution.  Enhance environmental awareness and commitment of our employees.  Comply with all environmental regulatory legislation. This policy would be regularly reviewed and made available to any interested group or individual.
  • 17. 17 VALUES  We believe in simplicity by Keeping a low profile externally and having clear, frank and effective Communication in the organization.  We believe in teamwork with well defined Responsibilities and accountability.  We believe in relationships of trust amongst people through well-defined responsibility and authority.  We believe in according top priority to customer Focus through prompt and appropriate response.  We believe in respect and care for all those Associated with us by commitments. OBJECTIVE OF THE COMPANY  To meet the customer needs  To provide good quality product  To minimize the cost  To gain profit  Wealth maximization  To maintain good working environment  To retain the skilled employees workers SWOT ANALYSIS OF THE COMPANY Every company affected by its environment. Business environment can be defined as two types 1. Internal environment Strength Weakness 2. External environment
  • 18. 18 Opportunity Threats Strength—  Strong Union  Well skilled workers $ employees  Mutual understanding  Customers trusts  Professional management  Capacity to multiple and large orders.  Timely delivered  Hardworking workforce  Coordination between all department  Flexibility Weakness---  No job rotation  Wastage  Less quality Raw material  Purchasing from old suppliers  Less manpower Opportunity---  Globalization  Expansion  Specialization  Adoption of new technology  Strategic investment Threats ---  Attrition  Government policy
  • 19. 19  Competition from local players  Cash flow problem  Strikes Competitors--  Mahindra $ Mahindra  Tafe  PTL (Punjab Tractor Ltd.)  Sonalika  Bajaj Tempo  Ford new holand  Eicher MANAGEMENT ESCORTS INTEGRATED MANAGEMENT SYSTEM The management policy of organization is to:  Achieve total customer satisfaction by delivering products and providing services that meet or exceed their requirements and expectations and to do so on time and at most competitive prices in domestic and export market for its entire range of product.  Maintain an environmental, health and safety management system and program and regularly monitor, set and review objectives/ targets on them, to continually improve environment and reduce/ prevent pollution, health and safety risks to employees and interested parties on account of organizations activities.  Meet all applicable legislations, other requirements to which the organization subscribes.  Conserve natural resources and energy by constantly reducing their consumption/ wastages and maximizing recycle/ reuse. DIVERSIFICATIONS ESCORTS STRATEGIC BUSINESS UNITS: - 1. Steel Service Center
  • 20. 20 First of its kind steel service center in private sector, established to meet material requirements of various automotive and white good manufactures. The service has straight of art blanking line, cut to length line and CNC laser cutting machines. 2. Muffler Manufacturing Division The unit supplies 100% muffler for all variety of scooters manufactured by Honda motorcycles & scooters limited [HMSI]. The unit has straight of welding equipment Robots and high quality heat resistant paint shop. 3. Rim Manufacturing Facilities The plant manufactures the motorcycle Rims and supplies 100% Rims for the motorcycle being manufactured by Honda motorcycle & scooters India limited. 4. Welding Fixtures and Tools Manufacturing facilities The unit is dedicated to manufacture a high precision welding jigs and fixture used in manufacturing of the automobiles. The facilities are also equipped to manufacture small press tools. 5. Press shop unit The unit is dedicated for manufacturing of sheet component being used for automobiles, both four wheelers and two wheelers. The unit has more then 40 light presses and 2 lines of heavy presses ranking from 40 tones to 500 tones capacity. 6. Tool Designing Unit The unit is dedicated for manufacturing tools and dies used in automobiles and other related areas. 7. Tube Manufacturing Facilities The unit is dedicated for manufacturing of tubes and tube related components being used in automobiles and other related areas. 8. The unit is dedicated for manufacturing of sheet component being used for automobiles, for four wheelers.
  • 22. 22 RECRUITMENT: - Recruitment is a linking activity bringing together who offer job and who seeking for job. The purpose of recruitment is to locate source of manpower to meet job requirement and job specification. Recruitment is regarded as the most important function of personal administration, because unless the right type of people or hired even the best plans, organization charts and control system would fail. Recruitment is the process of searching the candidate and stimulates them for employment. OBJECTIVES OF RECTRUITMENT: -  To attract people with multi skills and experience that suits the present and future organizational strategies.  To infuse fresh blood at all level of organization.  To develop an organizational culture that attracts competent people to the company.  To search out for talent globally and not just with in the company. PURPOSE AND IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: 1. Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities; 2. Increase the job pool of job candidates at minimum cost; 3. Help increase the success rate of the selection process by reducing the number visibly under qualified or job application;
  • 23. 23 4. Help reduce the probability that job applicants, once recruited selected, will leave the organization only after a short period of time; 5. Meet the organizations legal and social obligation regarding the composition of its workforce; 6. Being identifying and preparing potential job applicants who will be appropriate candidates; 7. Increase organization individual effectiveness in the short term and long term; 8. Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants. 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 1. INTERNAL FACTORS The internal factors also called as “endogenous factors” are the factors within the organization that affect recruiting personnel in the organization. Some of these are:- I. Size of the organization The size of the organization affects the recruitment process. Larger organization finds recruitment less problematic than organization with smaller in size.
  • 24. 24 II. Recruiting policy The recruitment policy of the organization i.e. recruiting from internal sources and external sources also affect the recruitment process. Generally, recruitment through internal sources is preferred, because own employees know the organization and they can well fit in to the organization culture. III. Image of the organization Image of the organization is another factor having its influence on the recruitment process of the organization. Good image of the organization earned by the number of overt and covert action by management helps attract potential and complete candidates. Managerial actions like good public relations, rendering public service like building roads, public parks, hospitals and schools help earn image or goodwill for organization. That is why chip companies attract the larger numbers of application. IV. Image of the job Better remuneration and working conditions are considered the characteristics of good image of a job. Besides, promotion and carrier development policies of organization also attract potential candidates. 2. EXTERNAL FACTORS Like internal factors, there are some factors external to organization, which have their influence on recruitment process. Some of these are given below:- I Demographic factors As demographics factors are intimately related to human beings, i.e. employees, these have profound influence on recruitment process. Demographic factors include age, sex, Literacy, economics status etc II Labor market Labor market condition I.e. supply and demand of labor is of particular importance in affecting recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than for particular skill, recruitment will be relatively easier.
  • 25. 25 III Unemployment situation The rate of unemployment is yet another external factor its influence on the recruitment process. When the employment rate in an area is high, the recruitment process tends to simpler. The reason is not difficult to seek. The number of application is expectedly very high which makes easier to attract the best-qualified applications. The reserve is also true. With low rate of unemployment, recruiting process tend to become difficult . IV Labor laws There are several labor laws and regulations passed by the central and state governments that govern different type of employment. These cover working condition, compensation, retirement benefits, safety and health of employee in industrial undertakings. The child Labour Act,1986; for example prohibits employment of children in certain employments. Similarly several other acts such as the Employment Exchange Act,1958; The Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952 deal with recruitment. V Legal consideration Another external factor is legal consideration with regard to employment reservation of jobs for schedule tribes, and other backward class (OBC) is the popular examples of such legal consideration. The supreme court of India has given its verdict in favor of 50 per cent of jobs and seats. This is so in case admission in the educational institutions also. SOURCES OF RECRUITMENT INTERNAL SOURCES I Present employees: Promotions and transfer from among the present employees can be good sources of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organization culture, they get motivated and it is cheaper also. Promotion from among the person employees also reduces the requirement of job training. However, the disadvantage lies in limiting the choice of the few people and denying hiring of outsiders who may be better
  • 26. 26 qualified and skilled. Furthermore, promotion from among present employees also results in inbreeding, which creates frustration among those not promoted. Transfer refers to shifting an employee from one job to another without any change in the position/post, status and responsibilities. The need for transfer is felt to provide employees a broader and carried base, which is considered necessary for promotion. Job rotation involves transfer of employees from one job to another job on the lateral basis. II Former employees: Former employees are another source of applicant for vacancies to be filled up in the organization. Retired or retrenched employees may be interested to e come back the company to work on the part time basis. Similarly, some former employees who had left the organization for any reason, any come back to work. This source has the advantages of hiring people whose performance is already known to the organization. III Employee referrals: This is yet another internal source of recruitment. The existing employees refer to the family members, friends and relatives to the company potential candidates for the vacancies to be filled up in the organization. This source serves as the most effective methods of recruiting people in the organizations because refer to those potential candidates who meet the company requirement known to them from their own experience. The referred individuals are expected to be similar in type in the of race and sex, for example, to those who are already working in the organization IV Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.
  • 27. 27 EVALUATION OF INTERNAL SOURCES: Let us, evaluate the internal source of recruitment. Obviously, it can be done in terms of its advantage and disadvantage the same are spelled out as follows: ADVANTAGES: The advantages of the internal source of recruitment include the following: 1. Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders. 2. Better use of the talent: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further. 3. Economical recruitment: In case of internal recruitment, the organization does not need to spend much money, time and effort to locate and attract the potential candidates. Thus, internal recruitment proves to be economical, or say, inexpensive. 4. Improves morale: This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies. 5. Motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. The employees feel that organization feel that organization is a place where they can build up their life-long career. Besides, internal recruitment also serves as a means of attracting and retaining employees in the organization. DISADVANTAGES: The main drawback associated with the internal recruitment is as follows:
  • 28. 28 1. Limited choice: Internal recruitment limits its choice to the talents available within the organization. Thus, it denies the tapping of talents available in the vast labor market outside the organization. Moreover, internal recruitment serves as a means for “inbreeding”, which is never healthy for the future organizations. 2. Discourage competition: In this system, the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. This in turn, develops a tendency among the employees to take the promotion without showing extra performance. 3. Stagnation of skills: With the feeling that internal candidates will surely get promoted, their skill in the long run may become stagnant or obsolete. If so, productivity and sufficiency of the organization, in turn, decreases. 4. Creates conflicts: Conflicts and controversies surface among the internal candidates, whether or not they deserve promotion. EXTERNAL SOURCES External sources of recruitment lie outside the organization. These outnumber internal sources. The main ones are listed as follows: I Employment exchanges: The national commission labor (1969) observed in its report that in the pre-independence era, the main source of labor war rural areas surrounding the industries. Immediately after independence, national employment services were established to bring employer and job seeker together. In response to it, the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960.the main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment
  • 29. 29 exchange. Employment exchange is particularly useful in recruiting blue-collar, white- collar and technical workers. II Employment agencies: In addition to the government agencies, there are number of private agencies that register candidates for employment and furnish a list of suitable candidates from the data bank as and when sought by the prospective employer. Generally, these agencies select personnel for supervisory and the higher levels. The main function of these agencies is to invite application and short-list the suitable candidates for the organization. Of course, the representative of the organization takes the final decision on selection. The employer organizations derive several advantages through this source. The time saved in this method can be better utilized elsewhere by the organization. As the organizational identity remains unknown to the job speakers, it, thus, avoid receiving letters and attempts to influence. III Advertisement: This method of recruitment can be used for jobs like clerical, technical, and managerial. The higher the position in the organization, the more specialized the skills or the shorter the supply of that resources in the labour market, the more widely dispersed the advertisement are likely to be. For instance, the search for a top executive might include advertisements in a national daily like the Hindu. Some employers/companies advertise their post by giving them post box number of the name of some recruiting agency. This is done to particular keep own identity secret to avoid unnecessary correspondence with the applicants. However the disadvantage of these blind advertisement, i.e., post box number is that the potential job seekers are the hesitant without unknowing the image of the organization, on the one hand, and the bad image/ reputation that the blind advertisement have received because of the organizations that placed such advertisements without position lying vacant just to know supply of labor/ workers in the labor market, on the other. While preparing advertisement, a lot of care has to be taken to make it clear and to the point. It must ensure that some self- selection among applicant take place and only qualified applicant responds the advertisement copy should be prepared by using a four-point guide called AIDA . The letters in the acronym denote that advertisement should attract Attention, gain Interest, arouse a Desire and result in action. However, not many organizations mention complete detail about job positions in there advertisement. What happened is that ambiguously worded and broad-based
  • 30. 30 advertisements may generate a lot irrelevant application, which would, by necessity, increasing the cost of processing them. IV Professional Associations Very often, recruitment for certain professional and technical positions is made through professionals association also called ‘Headhunters’. Institute of Engineers, All India Management Association, etc., provide placement service to the members. The professional associations prepare either list of jobseekers or publish or sponsor journal or magazines containing advertisements for their member. It is particularly useful for attracting highly skilled and professional personnel. However, in India, this is not a very common practice and those few provide such kind service have not been able to generating a large number of application. V Campus Recruitment This is another source of recruitment. Though campus recruitment is a common phenomenon particularly in the American organizations, it has made rather recently. Of late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind lays, etc., in India have started visiting educational and training institute/ campuses for recruitment purposes. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement. The method of campus recruitment offers certain advantages to the employer organizations. First, the most of the candidates are available at one place; second, the interviews are arranged at short notice; third, the teaching is also met; fourth, it gives them opportunity to sell the organization to a large students body who would be graduating subsequently. The disadvantages of this of recruitment are that organizations have to limit their selection to only “entry’’ positions and they interview the candidates who have similar education and experience, if at all. VI Deputation Another source of recruitment is deputation I.e., sending an employees to another organization for the short duration of two to three years. This method of recruitment is practice in a pretty manner, in the Government department and public sector organization does not have to incurred the initial cast of induction and training.
  • 31. 31 However, the disadvantages of this of deputation is that deputation period of two/three year is not enough for the deputed employee to provide employee to prove his/her mettle, on the one hand, and develop commitment with organization to become part of it, on the other. VII Word-of-mouth: Some organizations in India also practice the “word-of-mouth’’ method of recruitment. In this method , the word is passed around the vacancies or opening in the organization. Another from of word-of-mouth method of “employee-pinching’’ i.e., the employee working In another organization is offered by the rival organization. This method is economic, in terms of both time and money. Some of the organization maintain a file applications and sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in the organization. The advantage of this method is no cost involved in recruitment. However, the disadvantages of this method of recruitment are non- availability of the candidates when needed choice of candidates is restricted to a too small number. VII Raiding or Poaching: This is another sources of recruitment whereby the rival firm by offering terms and conditions, try to attract qualified employees to join the. This raiding is a common feature in the Indian organizations. For instance, service executive of HMT left to join Titan Watch Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In fact, raiding has become challenge for the human resource manager. Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc., art some other sources of recruitment used by organization. EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment, external sources are mixed of advantages and disadvantages ADVANTAGES 1. Open process
  • 32. 32 Being a more open process, it is likely to attract a large number of applicants/application. The, in turn, widens it option of selection. 2. Availability of Talented Candidates:- With the large pool of applicants, it becomes possible for organization to have talented candidates from the outside. Thus, it introduces new blood in the organization. 3. Opportunity to Select the Best Candidate; With the large pool of applicants, selection process becomes competitive. This increases prospects for selection the best candidates. 4. Provides healthy competition: As the external members are supposed to be more trained and efficient. With such a background, they work with the positive attitude and greater vigor. This helps create healthy competition and conductive work environment in the organization. DISADVANTAGES However, the external sources of recruitment suffer from certain disadvantages too, these are: 1. Expensive and time consuming: This method of recruitment is both expensive and time consuming. There is no guarantee that organization will get good and suitable candidates. 2. Unfamiliarity with the Organization: As candidates some outside the organization, they are not familiar with tasks, job nature and the international scenario of the organization. 3. Discourage the Existing Employee: Existing employees are not sure to get promotion. This discourages them to do the hard work. This, in turn, boils down to decreasing productivity of the organization.
  • 33. 33 PURPOSE AND IMPORTANCE OF RECRUITMENT The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:  Determine the present and future requirements of the organization in conjuction with its personnel planning and job-analysis activities.  Increase the pool of job candidates at minimum cost.  Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.  Help reduce the probability that job applicants, once recruited and selected, will receive the organization only after a short period of time.  Meet the organization’s legal and social obligations regarding the composition of its workforce.  Begin identifying and preparing potential job applicants who be appropriate candidates.  Increase organizational and individual effectiveness in the short term and long term.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. FACTORS GOVERNING RECRUITMENT Given its key role and external visibility, recruitment is naturally subject to influence of several factors. These include external as well as internal forces. External Forces Supply and Demand Unemployment Rate Labor Market Political-Social Image Internal Forces Recruitment Policy HRP Size of the firm Cost Growth and Expansion Recruitment
  • 34. 34 EVALUATION OF RECRUITMENT PROCESS  Return rate of applications sent out.  Number of suitable candidates for selection.  Retention and performance of the candidates selected.  Cost of recruitment process.  Time lapsed data.  Comments on image projected. SELECTION : SELECTING THE BEST EMPLOYEES Whatever form the applications take, there may be a need to sift them before moving on to the interview stage. Such a sift serves to match the applicants as closely as possible to the job and person specification and to produce a shortlist of people to interview. To avoid any possibility of bias, such sifting should be undertaken by two or more people, and it should involve the direct line manager/supervisor as well as personnel. The sifting stage can also help the organisation by providing feedback on the advertising process and the suitability of the application form. It can also identify people who might be useful elsewhere in the organisation. If references or medicals are to be taken up before the invitation to interview stage, it should be made clear on the application form/information pack sent to the applicant. WHO MAKES THE DECISION? In some companies there will be a personnel or human resource specialist who will undertake most of the sifting and short listing. It is very important that the line manager/supervisor for the job also be involved, both at the job and person specification stage and at the interview stage. The final selection will thus normally be a joint decision, except in those very small companies where only a line manager/supervisor is available to do the recruitment of staff. SELECTION TECHNIQUES There is a variety of methods available to help in the selection process - including interviews, tests (practical or psychometric), assessment centres, role plays and team exercises, to name a few. Usually a range of methods will be used by the organisation
  • 35. 35 depending on the type of job to be filled, the skills of the recruiter and the budget for recruitment. INTERVIEWS : Most jobs are filled through interviews. The interview has two main purposes - to find out if the candidate is suitable for the job, and to give the candidate information about the job and the organisation. Every candidate should be offered the same opportunities to give the best presentation of themselves, to demonstrate their suitability and to ask questions of the interviewer. A structured interview designed to discover all relevant information and assess the competencies of the applicant is an efficient method of focusing on the match between job and candidate. It also means that there is a consistent form to the interviews, particularly important if there are a number of candidates to be seen. Unstructured interviews are very poor for recruiting the right person. The structured interview is most likely to be effective in obtaining specific information against a set of clearly defined criteria. However, not every manager is skilled at interviewing, and may not be able to judge efficiently the applicant's skills and competencies. Ideally all interviewers should receive training, including the equal opportunities aspects of recruitment and the relevant legislation. PREPARING THE INTERVIEW  The reading the application form, job and person specifications to identify areas which need further exploration or clarification  Interviewer should prepare by planning the questions. In some interviews it is appropriate to ask only one or two questions to encourage the candidate to talk at length on certain subjects. In others it may be better to ask a series of short questions on several different areas. If there is more than one interviewer, different people can cover different topics, eg job knowledge, training, qualifications. Do not ask for personal information or views irrelevant to the job. Do not ask potentially discriminatory questions such as 'Are you planning to have children in the next few years?'  Being ready for the candidates' questions, and trying to anticipate what additional information they may seek.
  • 36. 36 CONDUCTING THE INTERVIEW Conduct the interview in an environment that will allow candidates to give of their best. Arrange for there to be no interruptions, divert telephone calls, welcome the candidate(s), and show them cloakroom facilities, etc If possible, let the candidate have a brief tour of the place of work. This is particularly useful in the case of people new to the job market (school-leavers, returning men and women), who may have little or no experience of what to expect in a workplace. It may also prove valuable in offering an additional opportunity to assess the candidate's interaction with possible colleagues. Consider whether any adjustments need to be made to accommodate an interviewee who has indicated a disability on the application form - it is easy to overlook simple adjustments that may be reasonable to make:  Candidates with hearing impairment may not only need to be able to clearly see the interviewer as they are talking, but may need communication support if they are not to be placed at a disadvantage  Is there an alternative to steps for access to the building? Can the interview take place elsewhere, where access might be easier for someone with a physical disability? SELECTION After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and requirements or not.
  • 37. 37 ESSENTIALS OF SELECTION PROCESS: - The selection process can be successful if the following requirements are satisfied:  Some one should have the authority to select. This authority comes from the employment requisition.  There must be some standard of personnel with which a prospective employee may be compared i.e. a comprehensive job description and job specification should be available beforehand.  There must be a sufficient number of applicants from whom the required number of employees may be selected. There is a no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and number of persons to be employed, government regulations to 0be followed etc. Thus, each company may follow any one or the possible combinations of methods of selection in the order convenient or suitable to it. Following are the selection methods generally followed by the company. Selection procedure employs several methods of collecting information about the candidate’s qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step, facts may come to light, which are useful for comparison with the job requirements an employee specification. RECRUITMENT & SELECTION IN ESCORTS PVT. LTD. RECRUITMENT PROCEDURE When we talking about the recruitment and selection process in company, the recruitment and selection process is very standardized. The recruitment and selection process of Escorts Limited can be explained by the following flow chart : Resumes from database/sources
  • 38. 38 Match the JD and JS (Job description & Job subscription) Shortlisted Rejected Constraints to be detected (communication skill, technical knowledge, last employment) within the limitations of exceed the limitations of the organization the organization screening of shortlisted rejected candidates(psychological test) Screening of shortlisted candidates through interview( PART A) Shortlisted Rejected Final shortlisting through personal
  • 39. 39 interview PART B Shortlisted Rejected Joining of finally short listed candidates When we talking about the recruitment the first process is the Man Specification Sheet after that the second process is Manpower Requisition Form. “Man Specification Form” specifies that which candidate is needed for which post with his / her essential and desirable qualification, skills and also carries the necessary information about the skills set of the required candidate. With the help of this form every person can easily understand that what is the hierarchy system of each position and what are the various competencies are required for which level. It includes the various parameters like, which are mentioned below:-  Designation  Department /Division  Reports to  Direct Subordinates  Education  Essential  Desirable  Experience  Skills  Specific Training / Specialization The format of Man Specification form is given in annexure (at page no.65 ) which is used in the company.
  • 40. 40 . Manpower Requisition Form When a supervisor finds there is a need to hire a new employee, whether to replace a terminating employee or because of an increase or change in workload, the first step will be to complete a Position Requisition form and forward it to the Department Chair or Administrative Manager for approval. The purpose of this form is to establish a valid need for the new position, indicate that funding and space are available, and provide a source document for posting the position. A job description, detailing all essential position functions, required education and experience, should be attached. Human Resources is available for assistance. Position requisition assessed by Human Resources Upon approval by the Department Chair or Administrative Manager, the Position Requisition will be forwarded to Human Resources to assess that:  the special duties described are consistent with the position description and grade;  the education and experience specified are consistent with the position description and level. The format of Manpower requisition form is given in annexure (page no. 66) which clearly specifies that how useful information it contains; In ESCORTS there are three major sources of recruitment of the employees i.e.  Recruitment through Campus Placements  Recruitment through Consultants  Recruitment through References. RECRUITMENT THROUGH CAMPUS PLACEMENTS The recruited candidate as designates as per their qualification as described below:  Degree holder in engineering candidate is appoint as a” GET”,  Diploma holder in engineering is appoint a”DET”and  Management degree holder candidate is appointed as a”MT”.
  • 41. 41 TRAINING INDUCTION SCHEDULE IN ESCORTS PVT LTd When the candidate joins the company, training induction schedule is prepared for the candidate. Through this the candidate can able to know about the organization, can be able to know about their superior and subordinate so that it help the candidate to work comfortably. Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organizations, organizations surroundings, and various employees is the final stage of employment process. Some of the companies do not company do not lay emphasis on this function as they view that the colleagues of the new employees will automatically perform this function. This processes gains more significance as the rate of turnover is high among new employees compared to that among senior employees. This is mainly because of the problem of adjustment adaptability to the new surrounding and environment. Further induction is essential as the new comer may feel insecure, shy, nervousness and disturbing. This situation leads to instability. Hence, induction plays pivotal role in acquainting the new employee environment, company rules and regulations. Induction is the process of receiving and welcoming an employee when he/she first joins a company and giving him the basic information he needs to settle down quickly and happily and start work. Lecture, handbook, film, group seminar are used to information to new employees about the environment of the job and the organization in order to make the new employee acquaint himself with the following heads.  About the Company  About the Department  About he Superiors, Subordinates etc.
  • 43. 43 OBJECTIVE OF THE STUDY 1) To study the Recruitment & Selection process in Escorts Limited. 2) To check validity of recruitment procedure according to current competitive scenario. 3) To find out the effectiveness of the methods used for the Recruitment & Selection in Escorts Limited. 4) To get feedback from the employees about Recruitment & Selection process in Escorts Limited. 5) To give suggestions about the recruitment and selection process . SCOPE OF THE STUDY The scope of my study is confined to ESCORTS only to know how recruitment & selection helps in providing the potential employees/candidates to the organization. Recruitment & Selection includes information related to the way of obtaining the potential candidates i.e. the way of elimination or rejection procedure.
  • 44. 44 RESEARCH DESIGN The Research plays an important role for providing the right information about consumer, which helps the management in making better decisions. Research is a systematic attempt to obtain answers to meaningful questions about phenomena or event through the application of scientific procedure in other words Research can be defined as methodical, unbiased and competent investigation of a subject matter to establish principles. Research has special significance in identifying and solving various operational and business problems of business and industry. Research is directed towards the solution of problem. UNIVERSE: - Employees of ESCORTS PVT. LIMITED SAMPLE SIZE:- As the name indicates, sample size refers to the number of respondents or the size of the sample, which is to be surveyed. Here the sample size taken for the study was 30. RESEARCH USED The type of research used in this project work is Descriptive. The Descriptive research is used to collect Data and find out the cause and effect relationship. DESCRIPTIVE RESEARCH: Descriptive Research also known as stastical research studies are those studies, which are concerned with describing the characteristics of a particular individual or a group. A descriptive research require a clear specification of what, who, when, where why and how aspects of the research.
  • 45. 45 Techniques of Descriptive Research are :  Secondary Data Analysed in quantitative manner  Surveys  Panels  Observation  Case study method The Research Instrument used in this project is OBSERVATION Method. OBSERVATION METHOD : The observation method is most commonly used method specially in the studies relating to behavioral sciences. The main advantage of this method is that subjective bias is eliminated, if observation is done accurately. Secondly, the information obtained under this method relates to what is currently happening; It is not complicated by either the past behavior or future intentions or attitudes. Observation methods are of various types like structured, unstructured, controlled and uncontrolled. SAMPLING PROCEDURE I decided to study the candidates who applied for the post of Team Member in different departments of “ESCORTS PVT Ltd.” DATA COLLECTION & SAMPLE SIZE Primary :- Through Questionnaires, through Campus Placements Secondary :- Through Internet, , Consultants, References. Data Collection Procedure :- Survey Research Instrument :- Structured Questionnaire. Sample Size : - 30 Sample procedure :- Random sampling. LIMITATIONS
  • 46. 46 The study was carried out only at the ESCORTS Products Limited, FARIDABAD,SEC- 12.PLANT-2 And it has not covered the way of Recruitment & Selection at other Plants of the ESCORTS PVT Limited which are based at distant Location like Noida and Chennai these could not be covered because they are located at a very distant place and to carry out the study over their will take many months. Some other limitations: - 1. Less availability of time and money for the research work. 2. Less expertise or skills in the researcher. 3. Lack of Scientific training in the methodology of researcher. 4. Difficulty of timely and adequate secretarial assistance. 5. Difficulty of timely published data. 6. Run out of database many times since most of the candidates would have already been Contacted 7. The respondent were less interested in answering the questionnaire, as they felt that it was an interruption to their regular work
  • 47. 47 CHAPTER 8 DATA ANALYSIS & INTERPRETATION
  • 48. 48 DATA INTERPRETATION A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding “Recruitment & Selection Procedure” of their company. 30 employees are selected from different department and were distributed the questionnaire from the purpose of the study. ANALYSIS OF THE DATA The analysis of the data is done as per the survey finding. The data is represented graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of charts and have been placed in the next few pages. Manpower Planning 1. Does your company make forecast of future manpower planning requirement? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 30 100% 2. No 0 0%
  • 49. 49  100% people said that the company makes forecast of future manpower forecasting. 2. Specify the time period(s) for which the estimates are made? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. 0-2years 9 30% 2. 2-3years 6 20% 3. 3-4years 9 30% 4. 4&above years 6 20% Manpower Forcasting 100% 0% Yes No
  • 50. 50  20% people said that the company specifies 0-2 year for making estimation of forecasting.  30% people said that the company specifies 2-3 years for making estimation.  30% people said that the company specifies 3-4 years for making the estimation of forecasting.  20% people said that the company specifies 4 & above time period for making forecasting. 3. What do you suggest should be the basis of forecasting? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Total cost of the project 6 20% 2. Past experience 12 40% 3. Different phases of the project 9 30% 4. All of the above 3 10% Time Period for Estimate 30% 20% 30% 20% 0-2years 2-3years 3-4years 4&above years
  • 51. 51  20% people said that their company forecast on the bases of Total cost of the project.  40% people said that the company forecast on the bases of past experiences.  30% people said that the company forecast on the bases of the Different phases of the project.  10% people said that the company forecast on the bases on of the above 4. Does your organization plan the recruitment policy? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 18 60% 2. No 12 40% Basic Forcasting 20% 40% 30% 10% Total cost of the project Past experience Different phases of the project All of the above yes 60% no 40% Recruitment policy plan
  • 52. 52  60% people said that they plan the requirement policy.  40 % people said that they don’t plan recruitment policy 4. Do you think the present recruitment policy is helpful in achieving the goals of the company? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 15 50% 2. No 6 20% 3. To some extent 9 30%  50% people said that the company’s recruitment policy is helpful in achieving the goals.  20% people said that the company’s recruitment policy is not helpful in achieving the goals.  30% people said that the company’s recruitment policy is helpful to some extent in achieving the goals. Recruitment Policy 50% 20% 30% Yes No To some extent
  • 53. 53 6. Does the company’s recruitment policy enable to identify the following areas? S.NO . OPINION NO. OF RESPONDENT PERCENTAG E 1. Recruitment needs of the organization 6 20% 2. Preferred sources of recruitment 9 30% 3. Appropriate criteria for selection 9 30% 4. Identification of the cost of recruitment 6 20%  20% people said that the company’s recruitment policy enables to identify the recruitment needs of the company.  30% people said that the company’s recruitment policy enables to identify the preferred sources of recruitment.  30% people said that the company’s recruitment policy enables to identify the appropriate criteria for selection. Recruitment Policy 20% 30%30% 20% Recruitment needs of the organization Preferred sources of recruitment Appropriate criteria for selection Identification of the cost of recruitment
  • 54. 54  20% people said that the company’s recruitment policy enables to identify the identification of cost of recruitment. 7. Through which source your organizations recruit the employees? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Internally 6 20% 2. Externally 18 60% 3. Both 6 20%  20% people said that the company recruits the employee from the internal sources.  60% people said that the company recruits the employee from the external sources.  20% people said that the company recruits the employee from the both sources. 8. Which of the following external sources you choose for the recruitment of the employees? Sources of Recruitment 20% 60% 20% Internally Externally Both
  • 55. 55 S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Employee Exchange Consultant 6 20% 2. Private Employee Agencies 6 20% 3. Advertisement 3 10% 4. Internet 12 40% 5. Any other 3 10%  20% people said that the company uses the employee exchange consultants.  20% people said that the company uses private employment agencies.  10% people said that the company uses the advertisement method.  40% people said that the company uses the Internet method.  10% people said that the company uses the any other way. 8. Is company use own web site for recruitment.? External Sources 20% 20% 10% 40% 10% Employee Exchange Consultant Private Employee Agencies Advertisement Internet Any other
  • 56. 56 S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 27 90% 2. No 3 10%  90% people said that the company uses its own web site for recruitment.  10% people said that the company not uses his own web site. 9. The HR department has successfully maintained ethics and values in the organization. Use Own Web Site 90% 10% Yes No
  • 57. 57 The analysis indicates the success of HR Department in its role in the organisation. The Ethics and Values to a very good extent have been maintained indicates that Organisation works in harmony and believes in spreading harmony. Nearly 90% of the respondents agreed. A very good sign for any organisation where its employees follow ethics and values and also feel the presence of it in the organisation CHAPTER-9 SUGGESTION & CONCLUSION 3% 6% 3% 45% 43% STRONGLY DISAGREE DISAGREE NEITHER AGREE NOR DISAGREE AGREE STRONGLYAGREE
  • 58. 58 CONCLUSIONS The two months training period has been a very valuable experience for me from the entire study conducted. I have become well acquainted with policies laid by the HR DEPARATMEN in an organization Recruitment and selection are getting very much importance these days in the organization. It is very critical thing to evaluate the human resources. It is a systematic procedure that involves many activities. The process includes the step like HR planning attracting applicant and screening them. It is very important activity as it provides right people in right place at right time. It is not an easy task as organization’s future is depends on this activity. If suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization. So it is an activity for which HR department gets very much importance.
  • 59. 59 Recruitment and selection procedure and its policies changed as per the organization. Its importance also gets changed as the organization changed. RECOMMENDATIONS: Bottom Line of HR initiatives As my scope of study is on recruitment process and recruitment process is the foremost & important process in every organization.  Tie up with more & more consultants from multiple segments.  Know what you're looking for in candidates.  The company should made online process for filling PP Form and the PI form i.e the predictive index form so that the process become less time consuming and shortlisting of candidates should be done more easily which can help the organizationto call up only thoseperson who are eligible and fit to their vacancyand can save money and time both.
  • 60. 60  The organization need some more professionals in the HR department which help the organization to achieve their goals and to move the process smoothly and fastly.  Punching machine should be put on one place with a security guard so that chance of proxy will reduce.  ESCORT GROUP Limited should improve upon its advertising and services for attracting more customers.  Better incentives and additional benefits should be provided to meet the competitive threat in growing market.  They should go for newer techniques of the Recruitment & Selection.  The company should try to celebrate the diversity to reduce the work force diversity.  The should try to reduce the organizational challenges i.e. competitive position, decentralization and downsizing.  The should try to reduce the environmental challenges i.e. the internet revolution and job redefinition.
  • 63. 63 ESCORTS PVT. LIMITED MAN SPECIFICATIONS SHEET
  • 64. 64 POSITION IDENTIFICATION Designation : Division / Department : ORGANIZATIONAL RELATIONSHIPS Reports to : Direct Subordinates : COMPETENCY REQUIRED Education Essential : Desirable : Experience : Skill : Specific Training/Specialization: Article I. OTH ER INFORMATION, IF ANY DPM (HRD) CEO MANPOWER REQUISITION FORM
  • 65. 65 Date of requirement: Requested by: Job title: Division: No. of requirements: Required by: JOB DETAILS: Tenure: Temporary /Permanent Qualification required/desired: Experience desired (if any): Location: Total strength budgeted for the department: Total strength existing: FOR THE REQUESTED JOB TITLE: Budgeted number: Existing number: Vacancies: PAY SCALE FOR THE POSITION: Reason for requirement: (Tick the appropriate)  Additional work Load (Quantify it)  For reduction in work Load (Quantify it)  Existing Members reached saturation level in Knowledge and Skill  Resignation/Termination/Death/Re- location (for whom)  Cost Factors  Business Growth/Static Level  Any other reason, please specify  Re-structuring Signature of hiring manager Approved / Not approved: INTERVIEW QUESTIONS
  • 66. 66 KNOWLEDGE:  How have you prepared yourself for this kind of position?  What have you been doing to keep up to date in your field?  How would you rate your level of expertise in [insert major function to be performed] compared with others in similar positions? Why do you rate yourself that way?  In which areas do you feel you need to upgrade your knowledge? Why do you feel that way?  What improvements did you introduce in your last position?  How good is your knowledge of [insert essential knowledge area]. Please briefly summarize that for me? SKILLS:  What would you say are your 3 major strengths? How will these strengths help you in this position?  What would you say are your principal weaknesses or shortcomings? How might these interfere with your success in this position? How might you overcome them?  What was the most creative or original contribution you made to your last organization?  Could you describe a few situations in which your work was criticized? How did you handle that?  What skills or abilities do you possess which have not yet been used in your career?  How skillful are you at [insert a major function to be performed]? Describe a situation where you needed that skill.  How many people were in the largest group that you have supervised? What kinds of positions were involved?  What has been the hardest thing you have ever had to do as a manager? How did you approach that?  What would you do if you discovered an employee taking illegal drugs or drinking on the job?  What would you do if you suspected that two of your unmarried employees have an intimate relationship? How would your approach be different if you had proof of such a relationship?  What would you do if you suspected, but could not prove, that a subordinate was selling the organization's property for personal gain? How would your approach be different if you had proof?
  • 67. 67 INTERESTS :  What do you want to be doing 5 years from now?  If you had complete freedom of choice, what would you choose to be doing at this stage in your life?  Where do you see your career going in the longer run?  How did you get into this field?  Why did you select the educational program you chose? ?  What do you enjoy most about being a manager?  What have been the major surprises you encountered in being a manager?  What are you doing to continue developing your management skills?  What are the qualities that make for a great manager?  Which work-related organizations have you joined?  What kinds of books and periodicals do you read?  How do you spend you leisure time?  If you had it to do over again, would you take the same [education/career path]? Why/Why not? VALUES:  What is your definition of success?  Who has exercised the greatest influence on you? What did you learn from her/him?  For what kind of organization can you do your best work?  What are the qualities that make for a great organization, in your opinion?  What do think might be your most important contribution to our organization?  What would you expect would happen if you and a fellow employee could not cooperate?  What would you expect would happen if you were often late for work or absent?  What would you expect would happen if a client/member/customer complained about your work, or the way you spoke to her/him?  What would you expect would happen on your first day on the job?
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