A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MBA HR)

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SANJIVANI RURAL EDUCATION SOCIETY’S,
COLLEGE OF ENGINEERING,
DEPT. OF MBA
Certificate
This is to certify that Mr. AMIT RAMESH AVHAD has submitted
a summer project on “A STUDY ON RECRUITMENT &
SELECTION PROCESS” to Savitribaiphule Pune University, Pune
for the partial fulfillment of Master in Business Administration
(M.B.A.).
We further certify that to the best of our knowledge and belief, the
matter presented in this project has not been submitted to any other
Degree or Diploma course.
Dr. B. M. Londhe
Head of Department
External Examiner

DECLARATION
I hereby declare that the project titled “Recruitment and Selection” is an original piece of
research work carried out by me under the guidance and supervision of DR. LONDHE. The
information has been collected from genuine & authentic sources. The work has been
submitted in partial fulfillment of MASTER IN BUSINESS ADMINISTRATION of
Savitribai phule Pune University.
Place:KOPARGAON (AMIT R.AVHAD)

ACKNOWLEDGEMENT
It is a great pleasure to me in acknowledging my deep sense of gratitude to all those who
have helped me in completing this project successfully.
First of all I would like to thank University of Pune for providing me an opportunity to
undertake a project as a partial fulfillment of MBA degree.
Special thanks to Mr. N.D. THAKARE (DIRECTOR), MS.SHEEJA NAIR(HR Manager) for
providing me an opportunity to work with INDO PUMP and providing me necessary
information about their organization, their operations and
providing guidance in developing my project.
I greatly appreciate the staff of the surveyed business unit, who responded promptly and
Enthusiastically to my requests for frank comments despite their congested schedules. I am
Indebted to all of them, who did their best to bring improvements through their suggestions.
I would like to thank our Director and Project Guide Prof. Dr. LONDHE whose valuable
guidance and encouragement at every phase of the project has helped to prepare this project
successfully.
Finally, I would like to express my sincere thanks to my family members, all the faculties,
office staff, and library staff of SANJIVANI and friends who helped me in some or other way
in
making this project.
PLACE - KOPARGAON (AMIT R. AVHAD)

Executive Summary
The project report is about recruitment and selection process that’s an important part of any
organization. Which is considered as a necessary asset of a company? In fact, recruitment and
selection gives a home ground to the organization acumen that is needed for proper
functioning of the organization.
It gives a organizational structure of the company. It’s a methodology in which the particular
organization works and how a new candidate could be recruited in such a way that he/she
would be fitted for the right kind of career.
There are two types of factors that affect the Recruitment of candidates for the company
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with
final employment decision.
Human Resource plays a crucial role in the development process of the modern economics.
ARTHUR LEWIS observed
“There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into the difference in human behaviors”
Human resource management is the management of employee’s skill, knowledge abilities,
talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource
Management.
They are labor management, labor administration, labor management relationship, employee
–employer relationship, industrial relationship, human capital management, human assent
management etc. Though these terms can be used differently widely, the basic nature of
distinction lies in the scope or coverage and evolutionary stage. In simple sense, human
resource management means employing people, developing their resources, utilizing,

maintaining and compensating their services in tune with the job and organizational
requirements.
Administration:
Strategic planning, organizational evaluation, County Board relations, policy
recommendations, supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits,
vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive,
uniform allowance, and others.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures fir meet the
requirement of the staffing schedule and to employ to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of an effective
workforce.
Selection:
After identifying the sources of human resources, searching for prospective employees and
stimulation helps to apply for jobs in an organization, the management has to perform the
function of selecting the right man at right job and at the right time.
Separations and terminations:
Rights upon termination of employment, severance benefits, unemployment compensation,
exit interviews.
County-wide needs assessment, development of supervisory and management skills,
employee training and workshops. Benefits orientation for new and transferring employees,
Supervisory newsletter.
1: Attract highly qualified and competent people
2: Ensure that’s the selected candidate stays longer with the company.
3: Make sure that there is match between cost and benefit.
4: Helps organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision, when
recruitment fails to meet organizational needs for talent, a typically response is to raise entry
level pay scales. This can distort traditional wages and salary relationship in organization,
resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can
play a major role in determining the resources that must be expended on other HR activates
and their ultimate success.

INDEX
SR.NO CONTENT PAGE NO.
1. INTRODUCTION
2. OBJECTIVES
3. COMPANYPROFILE
4. RESEARCH METHODOLOGY
5. RECRUITMENT & SELECTION
6. DATA ANALYSIS & INTERPRETATION
7. FINDINGS
8. LIMITATION
9. CONCLUSION
10. SUGGESION
11. LEARNING FROM PROJECT
12. BIBLIOGRAPHY
13. QUESSIONNAIRE

1. INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
“There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into the difference in human behaviors”
The project report is all about recruitment and selection process that’s an important part of
any organization.
Recruitment highlights each applicant’s skills, talents and experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy, identifying
qualified candidates, thoroughly evaluating qualified candidates and selecting the most
qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this project
I have tried to cover all the important point that should be kept in mind while recruitment and
selection process and have conducted a research study through a questionnaire that I got it
filled with all the sales managers of the INDO PUMP PVT.LTD. and tried to find out which
methods and various other information related to recruitment and selection and tries to come
to a conclusion at what time mostly the manpower planning is don’t , what the various
method used for recruiting the candidates and on what basic the selections is done.

HUMAN RESOURCE MANAGEMENT
Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing,
and compensating the employees in organization. It is also applicable to non-business
organizations, such as education, healthcare, etc Human Resource Management is defined as
the set of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his
entry into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management,
Training and Development, Retention, Industrial Relation, etc.
Human resource management is the management of employees skill, knowledge
abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human
Resource Management. They are labor management, labor administration, labor
management relationship, employee -employer relationship, industrial relationship,
human capital management, human assent management etc. Though these terms can be used
differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary
stage. In simple since, human resource management means
employing people, developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirements.

2. OBJECTIVE
 To study the present recruitment and selection practices in INDO PUMP.LTD.
 To understand the satisfaction level of employees towards recruitment & selection
process in INDO PUMP.PVT.LTD.

INDUSTRY PROFILE
In India the manufacture of pumps has by now a history of nearly eighty years. Pumps being
the basic equipment for every sphere of the national economy, the Indian pump industry has
in its own growth, contributed immensely to the economic growth of the country. The
enterprise in the Indian pump industry merits appreciation for the achievements of prompt
and competent indigenization of almost every type of pump, of pumps in gigantic sizes, of
pumps of a variety of constructional features and operational sophistications and of pumps in
a variety of materials of construction. The industry has over the years built up great potentials
to meet challenges. It has also worked with good foresight and resilience to adapt to emerging
trends, be it the compliance with the requirements of the Quality systems as per the ISO 9000
series of standards or the exposure to the global competition, prompted by the liberalization
of the economy.
It is estimated that the production of pumps in the country is presently of the order of Rs.
1200 crores, contributed by some one million pumps per year, produced by some 500 odd
manufacturers of large, medium and small scales.
The following review surveys some notable achievements and developments of pumps and of
the capabilities of the Indian pump industry to fulfill the country's domestic demand from
various sectors.

COMPANY PROFILE
History of the organization.
INDO PUMP was born out of the necessity of a forward integration of its mother
company MARUTI SEALS, manufacturing high quality mechanical seals of all varieties for
all capacity ratings of pumps, since 1990. Maruti Seals have wide experience, not only in
their own product lines, but also in allied lines of pump manufacturing and maintenance. This
prompted the company to go for a forward integration to special pump manufacturing - Indo
Pump. The setup at Indo Pump is self sustaining and starts with the premise that basic quality
of any product is hidden in its design. Thus, Indo Pump has a full fledged design department,
engaged not only in new pump designs, but also in continuous up gradation.

Key PersonIn The Organization
Mr. N.D.Thakare
C.E.O
Mrs. AlkaThakare
Proprietor
Infrastructure:
The supporting infrastructure of material handling, assembly, quality checks and the test bed,
is optimally designed to ensure best performance of, not only our pumps, but also for the
pumps and other rotary machines reconditioned or serviced by us. We have equipped
ourselves with a dynamic balancing machine, keeping an eye on quality and modern
technology.
Indopump
W-97 A, FIRST FLOOR, BEHIND HARDY SPICER, MIDC, AMBAD,
NASHIK-422010
PH: 253-23845758
FAX:
E-MAIL: www.indopump.co

Product Profile
Products
 Centrifugal Pump
 Dosing Pump
 Massecuite Pump
 Progressive Cavity Pumps
Centrifugal Pump
Dosing Pump
Massecuite Pump

Progressive Cavity Pumps
Service Setup:
Indo pump have separate service division, fully equipped for pump & mechanical seal
dismantling with pneumatic tools, bearing pullers, hydraulic puller with all latest modern
tools, which help to dismantle & assemble pumps & mechanical seals very fast, minimizing
delivery time .Services is offered for centrifugal pumps like vacuum pump, filter press pump,
paint slurry pumps, sewage, water supply pumps, chemical transfer pumps, the fluid pumps
& many other types of centrifugal pump maintenance.
Rotary equipment undertaken for service / maintenance.
 Centrifugal Pumps
 Rotary unions
 Massecuite Pumps
 Agitators
 Progressive cavity Pumps
 Pressure Screens
 Mechanical Seals

Clients:-
1. Indian Oil Corpn.
2. Mico Bosch
3. Glaxo India
4. Mahindra & Mahindra
5. GarwarePolyfilm
6. Jindal Polyester
7. Graphite India
8. CeatTyres
9. ABB
10. Hindustan Unilever
11. Samsonite
12. Wipro
13. Seagram Distilleries
14. Shaw Wallace
15. Hindustan Aeronautics
16. Dai Ichi
17. Ch. Shahu SSK
18. Garden Silk
19. Renuka Sugar
20. SomaiyaOrganochemicals
21. National Fertiliser
22. Hindustan Antibiotics

Sales And Service Network
 Nashik
 Hyderabad
 Ahmadabad
 Raipur
 Pune
 Bangalore
 Barodra
 New Delhi
 Mumbai
 Kolhapur
 Kolkata
 Bhubneshwar
 Merrut
 Lucknow
 Chandigad
 Surat
 Bardoli
INDO PUMPGUIDING PRINCIPLES
and Recognition

4. REASERCH METHODOLOGY
Research is common parlance refers to a search for knowledge .Once can also define research
as a scientific and systematic search for pertinent information on a specific topic. In fact,
research is an art of scientific investigation .The Advanced Learner’s Dictionary of current
English lays down the meaning of research as “a careful investigation or inquiry specially
through search for new facts in any branch of knowledge “
Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody research comprises defining and redefining problems,
formulating and hypothesis is or suggested solution ;collecting ,organizing & evaluating data
;making deduction & reaching conclusions; and at least carefully testing in the conclusions
to determine whether they fit the formulating hypothesis . D.Slesinger & M.Stephenson in the
Encyclopedia of Social Sciences extent, correct or verify knowledge, whether that knowledge
aids in construction of theory or in the practice of an art.
Objective of Research:
The purpose of research is to discover answers to questions through the application scientific
procedure the main of research is to find out the truth which is hidden and which has not been
discovered as yet. Though each research study has its own specific purpose ,we may think of
research objectives as falling into a number of following broad grouping:
1. To gain familiarity with the phenomenon to achieve new insights into it.
2. To portray quarterly the characteristics of a particular individual, situation or a group.
3. Determine the frequency with which something occurs or with which it is associated
with something else
4. To test a hypothesis causal relationship between variables.
Types of Research:
The basic types of are as follows:
1. Descriptive V/s Analytical :
Descriptive research includes serves and fact finding enquiries of different kinds .the
major purpose of descriptive research is description of state of affairs as it exists at
present.
2. Applied V/s Fundamental:
Applied research aims at finding a solution for an immediate problem facing a
society or an industrial/organization where as fundamental research is mainly
concern with generalizations & with the formulation of a theory.

3. Quantitative V/s Qualitative:
Quantitative is base on the measurement of Quantity or amount .Qualitative research is
concern with the qualitative phenomenon i.e. phenomenon relating to or involving quality or
kind.
In everyday life human being has to face many problems viz. social, economical, financial
problems. These problems in life call for acceptable and effective solutions and for this
purpose, research is required and a methodology applied for the solutions can be found out.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to branch
manager and other sales manager. The questionnaires were carefully designed by taking into
account the parameters of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and the results are undertaken for
the next process.
INDOPUMP PVT. LTD. use both primary and secondary data for data collection.

Sample Size
Sample can be defined as the selection of a part or a group or an aggregate with a view in
obtaining information about the whole population.
For knowing the mind share of different brands we should target more population but because
of lack of time we took sample of 54 employees of INDOPUMP among them 2 are HR
manager & 2 are executive HR Managers of INDO PUMP PVT.LTD.
Questionnaire
The questionnaire is the most common tool in collecting data, so it should be carefully
developed, tested and debugged before they are administered on a large scale.
ResearchInstrument
Questionnaires and information from the management
Analyzing The Information:-
For analyzing the data, which gather, first we need to arrange that in table as the
questionnaire; it was mainly open ended so we had not face much problem.
Data Tabulation:-
We arrange the data in the form of table.
Analysis:-
After tabulation we analyze the data with the help of pie chart because in pie chart it was easy
to understand everything in percentage as well as it gives better picture.

5. RECRUITMENT
“Hiring” of employees from outside. Recruitment has been regarded as the most important
function of the HR department , because unless the right type of people are hired, even the
best plans, organization chart and control system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated organizational
vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet
the job requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meet the requirements of
staffing schedule and to apply effective measures for attracting the manpower to adequate
number to facilitate effective selection of an effective workforce
Yoder points out that recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employee effective measures to attracting that
manpower in adequate number to facilitate effective selection of an effective workforce.
Edwin B Flippo defines recruitment as „the process of searching for prospective employees
and stimulating them to apply for the jobs in the organization.
“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their application are submitted. The
result is a pool of applicants from which new employees are selected.”
Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method
2: Indirect method
3: Third party method
DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and technical schools. This is mainly
done with the corporation of the placement office of the college. Sometimes, firms directly
solicit information from the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures ETC.
EXA- Advertisements
Advertisements in newspapers and or trade journals and magazines are the most frequently
used methods. Senior post is largely filled with such methods. Advertising is a very useful for
recruiting blue color and hourly worker, as well as scientific, professional, and technical
employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and lower
level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include advertisement in
a national periodical, whereas the advertisement of the blue color jobs usually confine to the
daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main
points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader join
the company.
Third, to decide where to run the advertisement , not only in which area, but also in which
newspaper having a local, state or a nation- wide circulation.
THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends and
relatives.
Private employment agencies are the most widely used sources. They charge a small fee from
the applicant. They specialize in specific occupation; general office help, salesmen, technical
workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labor exchanges,
are the main agencies for the public employment. Employers inform them of their personnel
requirement, while job seekers get information for them about the type of job are referred by
the employer.
Schools and colleges offer opportunities for recruiting their student. They operate placement
services where complete bio data and other particular of the student are available.
Professional organization or recruiting firms maintain complete information records about
employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the head hunters ,raiders, and „pirates by
organization which lose their personnel through their efforts.

Evaluation of the recruitment method
The following are the evaluation of the recruitment method
1: Number of initial enquires received which resulted in completed application forms
2: Number of candidates recruited.
3: Number of candidates retained in the organization after six months.
4: Number of candidates at various stages of the recruitment and selection process,
especially
those short listed.
Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.
2: To induct outsider with new perspective to lead the company.
3: To infuse fresh blood at all levels of organization.
4: To develop an organizational culture that attracts competent people to the company.
5: To search or headhunt people whose skill fit the companies values.
6: To seek out non-conventional development grounds of talent.
7: To devise methodology for assessing psychological traits.
8: To search for talent globally not just within the company.
9: To design entry pay that competes on quality but not on quantum.
10: To anticipate and find people for position that doesn’t exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals come to know about the company and eventually
decide whether they wish to work for it. The recruitment process should inform qualified
individuals about the job so that applicant can make comparison with their qualification and
interest.

Factors affecting Recruitment
There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors: These includes
- Company’s pay package
- Quality of work life
- Organizational culture
- Company’s size
- Company’s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment
2: External factors: These include
- Supply and demand factors
- Employment rate
- Labor market condition
- Political, legal and government factors
- Information system
Factors to be undertaken while formulating recruitment policies
The following factors should be undertaken while formulating the policies –
- Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies

Theories Regarding Recruitment
Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the
prospective employee also has taken the decision whether or not to apply for the given job
vacancy. The individual take the decision usually on three different basic:
1: The objective factors.
2: The critical contact.
3: The subjective factor.
The objectives theory views that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such pay,
benefits , location, opportunity for advancement, the nature of job to performed, and
education opportunities.
Whereas, the critical contact theory suggests that the typical candidates are unable to make
a meaningful differentiation of organizations offers in terms of objective or subjective
factors, because of his limited or very short contact with the organization. Choice can be
made only when applicant can readily perceive the factors such as the behavior of the
recruiters, the nature of the physical facilities, and such as the efficiency in processing paper
work association with the application.
On the other hand, the subjective theory emphasizes the congruence. Here the choices are
made on highly personal and emotional basis.

Recruitment Process
1. Recruitment
Planning
2.Identifying
recruitment
sources
3. Contacting
sources
4.Application
pool
5. Selection
process
Recruitment Process:
1. Recruitment Planning
First stage of the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives
or target that specify the numbers and type of applicant to be conducted.
2. Identifying Recruitment Sources orStrategyDevelopment
Once it is known how many what type recruits are required, serious, consideration
needs to be given to make or buy employees, Technological sophistication of
recruitment and selection device, geographic distribution of labor market comprising job
seekers, Source of recruitment.
3. Contacting Sources
Once a recruitment plan and strategy are worked out ,the search process can begin as seen
in figure ,Search involve two steps –Source of activation and selling.
4. Application pool or Screening
Screening of applications can be regarded as integral part of recruiting process, though
many view it as the first step in selection process. In Screening, clear job specification are
in valuable. It is both a good practice and a legal necessity that applicants qualifications
can be Judged on the basis of their knowledge, skill, abilities and interested require to do
the job.
5. Selectionprocess
Evaluation and control is necessary as considerable cost are incurred in the recruitment
process.

Evaluation of recruitment process
The following are the evaluation of the recruitment process:
1: Return rate of application sent out.
2: Number of suitable candidates for selection.
3: Retention and performance of the candidate selection.
4: Cost of recruitment.
5: Time lapsed data.
6: Comments on image projected.

SELECTION
Selection is a negative process and involves the elimination of candidates who do not have
the required skills and qualification for the job proposed. Also it is a process of differentiating
between applicants in order to identify and hire those with greater likelihood of success in
job.
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and devise
adopted in a given company to ascertain whether the candidate’s specifications are matched
with the job specifications and recruitment or not.
Selection process or activities typically follow a standard pattern, beginning with an initial
screening interview and concluding with final employment decision. The traditional selection
process includes: preliminary screening interview, completion of application form,
employment test, comprehensive interview, background investigation, physical examination
and final employment decision to hire.
Definition :
“Selection is the process of differentiating between applicants in order to identify and higher
those with greater like hood of success in a job
Selectionprocess
Screening Of Application
Selection Test
Selection Interview
Medical Examination
Reference check & Background Verification
Hiring Decision

Selection Process:
It is a long process, commencing from the primarily interview of the applicants and ending
with the contract of employment generalized selection process. In practices, the differs
among organizations & between two different job within the same company.
1. Screening Of Application & Primary Interview:
It was stated that the applications received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually followed by a
primary interview the purpose of which is more or less the same as scrutiny of
application.
2. SelectionTest:
Job seekers who pass the screening and preliminary interview are called for test.
Different types tests may be administration depending on the job and the company.
Generally it are used to applicants ability, aptitude and personality, ability test are also
called as achievement test.
3. SelectionInterview:
An Interview is conducted at the beginning and at the end of selection process. The
emphasis here is on the latter .Interview is formal in depth conversation conducted to
evaluate the applicants acceptability .It is considered to be a excellent selection
device. Interview can be adopted to be unskilled, skilled, managerial & professional
employees.
4. Reference Check& BackgroundAnalysis :
Many employer request names ,address and telephone numbers or references for the
purpose of verifying information and perhaps, gaining additional background
information on an applicants.
5. SelectionDecision:
After obtaining information through the presiding steps, selection decision to most
critical of all the steps must be made. The final decision has to be made from the pool
of individuals who pass the test, interview and reference checks.

ESSENTIAL OF SELECTION PROCEDURE
- Someone should have the authority to select.
- There must be sufficient number of applicants from whom the required number of
employees to be selected.
- There must be some standards of personnel with which a prospective employee may be
compared.
FACTORS EFFECTING SELECTION DECISION
Includes:
- Profile matching.
- Organization and social environment.
- Multi correlations.
- Successive hurdles.

DATA ANALYSIS & INTERPRETATION

6. DATA ANALYSIS & INTERPRETATION
Question 1: Which method do you mostly prefer for recruitment?
Sr. No. Answer No. Of Respondent Percentage
1. Third party 1 25
2. Indirect 2 50
3. Direct 1 25
Total Total 4 100
DATA INTERPRETATION- In INDOPUMP25% manager preferfor direct methodof recruitment,50%
are preferringindirectmethod& 25% manager are preferringdirect method.
Question 2: When do you prefer to go for manpower planning?
1. Yearly 2 50
2. Quarterly 1 25
3. Requirement 1 25
Total 4 100
DATA INTERPRETATION – 50% managers said theypreferto go yearly for manpowerplanning,25%
managers said quarterly,& remaining25% managers said as per the requirement.
Question 3: What are the sources for external recruitment do you preferred?
1. Campus Interview 1 25
2. Placement Agencies 1 25
3. Data Bank 0 00
4. Casual applicants 2 50
Total 4 100
DATA INTERPRETATION- 25% managers preferto go for campus interview, 25% managers prefer
placementagencies,& 50% managers usescasual applicantmethod for recruitment.
Question 4: What form of interview do you prefer?
Sr. No. Answer No. Of
Respondent
Percentage
1. Personal Interview 2 50
2. Telephonic Interview 1 25
3. Video Conferring 1 25
Total 4 100
DATA INTERPRETATION – 50% managers prefer to take personal interview, 25% prefer
telephonic interview & 25% managers prefer video conferring.

Question 5: How do you rate the HR practices of the company?
1. Very Good 3 75
2. Good 1 25
3. Average 0 0
Total 4 100
DATA INTERPRETATION-75% managers uses very good as a rating & 25% managers uses Good
as a rating scale.
Question 6: In a year how many applicants are recruited and in which how many
Applicants are selected?
Recruited 60%
Selected 40%
DATA INTERPRITATION-In INDO PUMP PVT. LTD. Almost 60 applicants are recruited
& 40 applicants are selected.
Question 7: Do you think the selection procedure is hard in any relevance?
Yes
No
Some
1. Yes 2 50
2. No 1 25
3. Some 1 25
Total 4 100
DATA INTERPRITATION- 50% managers of INDOPUMP are think that selection process is hard,
25% manager thinks it’s not hard & remaining 25% managers think it’s hard to some extent.
Question 8: When are the resources need and fore casted?
1. Quarterly 1 25
2. Monthly 1 25
3. Annually 2 50
Total 4 100
DATA INTERPRITATION- Almost 50% managers said they prefer annually for fore cast,
25% said quarterly & 25% managers said monthly.
Question 9: What sources you prefer for recruitment?

1. Internal 2 50
2. External 1 25
3. Both 1 25
Total 4 100
DATA INTERPRITATION- 25% managers uses internal method for recruitment,25% said
they prefer external & 50% managers said they prefer both the sources for recruitment.
Question 10: How many rounds of interviews are conducted?
1. 1 to 3 1 25
2. 3 to 5 1 25
3. More than 5 2 50
Total 4 100
DATA INTERPRITATION- 50% managers said they takes more than 5 rounds of interview
according to the post, 25% manager said they takes3 to 5 rounds & 25% managers said
they takes 1 to 3 rounds of interview.
Question 11: Are the aptitude test conducted?
1. Yes 3 75
2. No 1 25
Total 4 100
DATA INTERPRETATION- 75% managers use to prefer aptitude test for higher post & 25%
managers are not prefer aptitude test.

QUESTIONNAIRE FOR THE EMPLOYEES
Question 1: Are you satisfied with round of interviews conducted?
1. HIGHLY
SATISFIED
14 28
2. SATISFIED 16 32
3. NEUTRAL 5 10
4. DISSATISFIED 5 10
5. HIGHLY
DISSATISFIED
10 20
Total 50 100
DATA INTERPRITATION- Almost 28% employees are highly satisfied with the rounds of
interview, 32% employees are satisfied, 10% are neutral, 10% are dissatisfied & 20% are highly
dissatisfied.
Question 2: Are you satisfied with the interview process?
1. HIGHLY
SATISFIED
10 20
2. SATISFIED 14 28
3. NEUTRAL 5 10
5. HIGHLY
DISSATISFIED
5 10
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the selection process of
INDOPUMP, 28% are satisfied, 10% are neutral, 32% are dissatisfied & 10% are highly
dissatisfied.
Question 3: If no then what is the reason? And suggest the measures to be taken for
improvement?
ANS- 20% employees are dissatisfied from the interview process ofINDO PUMP.
PROBLEM-They given same reason that this process is too lengthy & time consuming.
STEPS TO BE TAKEN FOR IMPROVEMENT- As 50% of the time more than 5 rounds of interview
are taken so it should be reduce.
Question 4: Are you satisfied with the present method being followed by the company for
recruitment and selection?

1. HIGHLY
SATISFIED
10 20
2. SATISFIED 15 30
3. NEUTRAL 5 30
5. HIGHLY
DISSATISFIED
5 10
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the recruitment & selection
process of INDOPUMP. 30% are satisfied, 30% are neutral, 10% are dissatisfied & 10%
employees are highly dissatisfied.
Question 5: If no, what steps should to be taken for improvement?
1. Satisfied 40 80
2. Dissatisfied 10 20
Total 50 100
ANS- 20%employees are dissatisfied with the present recruitment & selection process of
INDOPUMP. According to them company should inform in advanced about the salary for
the particular post & interview round should not be more than 5.
DATA INTERPRITATION- 80% employees are satisfied with present recruitment &
selection process ofINDOPUMP & 20% employees are dissatisfied.
Question 6: Are employee referral programs conducted for recruitment?
1. Yes 45 90
2. No 5 10
Total 50 100
DATA INTERPRETATION- 90% Employeessaidreferral program is taken by INDO PUMP& 10%
employeessaidno.

QUESTIONNAIRE FOR THE MANAGER
1. Third party 1 25
2. Indirect 2 50
3. Direct 1 25
Total Total 4 100
DATA INTERPRETATION- In INDOPUMP25% manager preferfor direct methodof recruitment,50%
are preferringindirectmethod& 25% manager are preferringdirect method.
0%
10%
20%
30%
40%
50%
60%
THIRD PARTY INDIRCT DIRECT
METHOD
METHOD

1. Yearly 2 50
2. Quarterly 1 25
3. Requirement 1 25
Total 4 100
DATA INTERPRETATION – 50% managers said theypreferto go yearly for manpowerplanning,25%
managers said quarterly,& remaining25% managers said as per the requirement.
0%
10%
20%
30%
40%
50%
60%
YEARLY QUATERLY REQUIRMENT
MANPOWER PLANNING
Column1

1. Campus Interview 1 25
2. Placement Agencies 1 25
3. Data Bank 0 00
4. Casual applicants 2 50
Total 4 100
DATA INTERPRETATION- 25% managers preferto go for campus interview, 25% managers prefer
placementagencies,& 50% managers usescasual applicantmethod for recruitment.
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
campus interview placement
agencies
data bank casual applicants
external sources
Column1
Column2

Sr. No. Answer No. Of
Respondent
Percentage
1. Personal Interview 2 50
2. Telephonic Interview 1 25
3. Video Conferring 1 25
Total 4 100
DATA INTERPRETATION – 50% managers prefer to take personal interview, 25% prefer
telephonic interview & 25% managers prefer video conferring.
0%
10%
20%
30%
40%
50%
60%
persoanl interview telephonic interview video conferring
Form of interview
Form of interview

1. Very Good 3 75
2. Good 1 25
3. Average 0 0
Total 4 100
DATA INTERPRETATION-75% managers uses very good as a rating & 25% managers uses Good
as a rating scale.
0%
10%
20%
30%
40%
50%
60%
70%
80%
very good good Average
Rate of the HR prictices
Rate of the HR prictices

Question 6: In a year how many applicants are recruited and in which how many
Applicants are selected?
Recruited 60%
Selected 40%
DATA INTERPRITATION-In INDO PUMP PVT. LTD. Almost 60 applicants are recruited
& 40 applicants are selected.
60%
40%
Process
Recruitment
selected

Yes
No
Some
1. Yes 2 50
2. No 1 25
3. Some 1 25
Total 4 100
DATA INTERPRITATION- 50% managers of INDOPUMP are think that selection process
is hard, 25% manager thinks it’s not hard & remaining 25% managers think it’s hard to
some extent.
50
25
25
Response
Yes
No
Some

1. Quarterly 1 25
2. Monthly 1 25
3. Annually 2 50
Total 4 100
DATA INTERPRITATION- Almost 50% managers said they prefer annually for fore cast,
25% said quarterly & 25% managers said monthly.
25%
25%
50%
Need & for casted
Quarterly
Monthly
Annually

1. Internal 2 50
2. External 1 25
3. Both 1 25
Total 4 100
DATA INTERPRITATION- 25% managers uses internal method for recruitment,25% said
they prefer external & 50% managers said they prefer both the sources for recruitment.
50%
25%
25%
Sources of recruitment
Internal
External
Both

1. 1 to 3 1 25
2. 3 to 5 1 25
3. More than 5 2 50
Total 4 100
DATA INTERPRITATION- 50% managers said they takes more than 5 rounds of interview
according to the post, 25% manager said they takes3 to 5 rounds & 25% managers said
they takes 1 to 3 rounds of interview.
0%
10%
20%
30%
40%
50%
60%
1 to 3 3 to 5 More than 5
Rounds of interview
Rounds of interview

Question 11: Are the aptitude test conducted?
1. Yes 3 75
2. No 1 25
Total 4 100
DATA INTERPRETATION- 75% managers use to prefer aptitude test for higher post & 25%
managers are not prefer aptitude test.
75%
25%
aptitude
Yes
No

QUESTIONNAIRE FOR THE EMPLOYEES
1. HIGHLY
SATISFIED
14 28
2. SATISFIED 16 32
3. NEUTRAL 5 10
5. HIGHLY
DISSATISFIED
10 20
Total 50 100
DATA INTERPRITATION- Almost 28% employees are highly satisfied with the rounds of
interview, 32% employees are satisfied, 10% are neutral, 10% are dissatisfied & 20% are highly
dissatisfied.
0%
5%
10%
15%
20%
25%
30%
35%
HIGHLY
SATISFIED
SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED
Round of interview
Round of interview

1. HIGHLY
SATISFIED
10 20
2. SATISFIED 14 28
3. NEUTRAL 5 10
5. HIGHLY
DISSATISFIED
5 10
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the selection process
of INDOPUMP, 28% are satisfied, 10% are neutral, 32% are dissatisfied & 10% are highly
dissatisfied.
0%
5%
10%
15%
20%
25%
30%
35%
HIGHLY
SATISFIED
SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED
Satisfaction Level
Satisfaction Level

improvement?
ANS- 20% employees are dissatisfied from the interview process ofINDO PUMP.
PROBLEM-They given same reason that this process is too lengthy & time consuming.
STEPS TO BE TAKEN FOR IMPROVEMENT- As 50% of the time more than 5 rounds of
interview are taken so it should be reduce.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Satisfied Dissatisfied
Satisfaction Level
Satisfaction Level

1. HIGHLY
SATISFIED
10 20
2. SATISFIED 15 30
3. NEUTRAL 5 30
5. HIGHLY
DISSATISFIED
5 10
Total 50 100
DATA INTERPRITATION- 20% employees are highly satisfied with the recruitment &
selection process of INDOPUMP. 30% are satisfied, 30% are neutral, 10% are dissatisfied
& 10% employees are highly dissatisfied.
0%
5%
10%
15%
20%
25%
30%
35%
Recruitment & Selection Process
Recruitmnt & Selection Process

Question 5: If no, what steps should to be taken for improvement?
1. Satisfied 40 80
2. Dissatisfied 10 20
Total 50 100
ANS- 20%employees are dissatisfied with the present recruitment & selection process of
INDOPUMP. According to them company should inform in advanced about the salary for
the particular post & interview round should not be more than 5.
DATA INTERPRITATION- 80% employees are satisfied with present recruitment &
selection process ofINDOPUMP & 20% employees are dissatisfied.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Satisfied Dissatisfied
Satisfaction
Satisfaction

1. Yes 45 90
2. No 5 10
Total 50 100
Referral Program
DATA INTERPRETATION- 90% Employees said referral program is taken by INDO
PUMP & 10% employees said no.
0
10
20
30
40
50
60
70
80
90
100
Yes No
Series 1

7. FINDINGS
The Present recruitment process is quite lengthy.
While going through the process these observe that scrutiny of the application is done on
the basis of available return sources.
The external sources of recruitment was quite expensive and time consuming.

8. LIMITATIONS
 The sample consisted only of employees in the day shift. Employees of the night
Shift were not considered for the purpose of study.
 There is no concrete basis to prove the response given is a true measure of the
Opinion of all the employees as a whole.
 Convenient sampling was used as the mode of conducting the research.
 The questionnaire contained mostly multiple-choice questions; therefore many
Respondents may not have given a proper thought before answering the questions.
 The response of the respondents may not be accurate thinking that the
Management might misuse the data.
 Almost respondents might be influenced by their peers in answering the questions.
 Due to the fact that most of the respondents were young, the questions might not
have been answered with due sincerity.

10. CONCLUSION
The conclusion is drawn from the study and survey of the company regarding the Recruitment
and Selection process carried out there. The recruitment process at INDO PUMP PVT.LTD.to
some extent is not done objectively and therefore lot of bias hampers the future of the employees.
That is why the search or headhunt of people should be of those whose skill fits into the
company’s values.
Most of the employees were satisfied but changes are required according to the changing scenario
as recruitment process has a great impact on the working of the company as a fresh blood, new
idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should
job profile so that main objective of selecting the candidate could be achieved.

9. SUGGESIONS
 Manpower requirement for each department in the company do identified well in
advance.
 If the manpower requirement is high and the recruitment team of the HR department
alone can satisfy it, but help from the placement agencies is needed for the expertise
decision.
 Time management is very essential as it is ignored somewhere at any level of the
process do concentrate for the remedial steps.
 The recruitment and selection procedure is lengthy and quit time consuming do
reduce the process.

10. LEARNING FROM PROJECT
From this project i have learned whole recruitment & selection process of the INDOPUMP
Company. Also I have understood the satisfaction level of the employees of INDOPUMP
towards the recruitment & selection process followed by the company.
Especially I got the practical knowledge of corporate & actual culture of the company which
will definitely help me in future for smooth working in the organization.
Most important thing while project was going on I have learned many things from the HR
manager of the company like how they takes the decision regarding delegation of authority,
how to motivate employees for the work & How should be the attitude of HR manager in the
organization.

11. BIBLIOGRAPHY
Before and at the time of preparing the project report following books were referred which
supported me with some important guidelines for the analysis and the documentation of
project report.
BOOK OF -
1. HUMAN RESOURCE MANAGEMENT OF - Anjali Ganekar.
2. ORGINAZATIONAL BEHAVIOR BOOK
3. COMPANIES BROCHURE.
4. WWW.INDOPUMP.COM

12. QUESTIONNAIRE
Method Third Party Indirect Direct
manpower
planning
YEARLY QUATERLY Requirement
Form of
interview
Personal
Interview
Telephonic
Interview
Video
Conferring
Other
Rate of the HR
practices
Very Good Good Average
Question 6 : In a year how many applicants are recruited and in which how many
applicants are Selected?
Process Percentage
Recruitment
Selection
External
Sources
Campus
interview
Placement
agencies
Data bank Casual
applicants

Yes
No
Some
Response Percentage
Yes
NO
Some
Total
Needand Fore
casted
Quarterly Monthly Annually Not Fixed
Sources of
Recruitment
Internal External Both
-3
-5
Question 11: Are the aptitude test conducted ?

Highly satisfied Satisfied Not satisfied nut Highly
Dissatisfied
Dissatisfied
improvement?
………………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………………
Dissatisfied
Question 16: If no, what steps would you prefer, to make improvement?
………………………………………………………………………………………………………
………………………………………………………………………………………………………
…………………….
 Yes
 No

A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MBA HR)

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A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MBA HR)