This document provides an introduction and overview of a summer internship project on selection and recruitment conducted in partial fulfillment of an MBA program. It includes an acknowledgment, table of contents, introduction on the importance of recruitment and selection processes, objectives of the study, scope, methodology, limitations, and an introduction to the company where the internship took place - Eagle Vision Construction Company. The company introduction describes Eagle Vision's background, operations providing construction and logistical services in Kabul and Kandahar, and its plans to expand to other regions of Afghanistan.

1. 0
SUMMEER INTRENSHIP PROJECT
ON
Selection and recruitment
IN PARTIAL FULFILMENT OF FULL TIME, MBA PROGRAM
(2013-2015)
SUBMITTED TO:
Dipak Hadiya (project coordinator)
BK School of Business Management
Gujarat University, Navrangpura,
Ahmedabad-380009
Phone: +917926304811
info@bkschool.org.in
SUBMITTED BY:
Najeebullah Walijan hemat
(11327)

2. ACKNOWLEDGEMENT
“AS we can see the world is in progressing and development day by day it is all about helping each
other human being’ no one is completed in this world, but all knee people try to learn something from
the other in sample language the person who is our guide known as teacher
The project report and this topic HUMAN RESOURCE PROCESS which I have selected was tough
for me because it was my first project on HR so I collect information by the help of some people.
There are those who help me to make this report and I am really appreciate o them who train me to
takeover this project. i got the opportunity to thank all those who have help me to learn and got so
money experience which will help me in my future life.
First and the most honest person, I would like to say thank Mr. Ahmanduulah Tanha Noori the main
manager of eagle vision for not only providing me the information and advice in my work, but he also
motivating me during my training I really want to express my sincere and happiness for his gridline
and support. He was always with me during the training process, and I am r1eally happy from the staff
of eagle vision which they always welcome me a beach of thank to the staff of eagle vision.
And I am also thankful from the staff of B K School of Management Studies and all the faculties
which provide us such opportunities, specially Dipak Hadiya the project Coordinator.
Najeeb Hemat
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Table of content: page no.
1. Chapter1. Introduction to the recruitment and selection …………………………… 3
2. Objective, scope, mythology, source of data, limitations ………………………….. 3 to 6
3. Chapter2. Company introduction and profile………………………………………… 6 to 9
4. Chapter3 introduction and explanation of recruitments……………………………… 10 to 26
5. Selection and selection process and all related issues ………………………………... 26 to 36
6. Chapter4. Finding and analysis ………………………………………… 37 to 44
7. Suggestion and recommendation ……………………………………………………. 45

4. Chapter1:
INTRODUCTION
IMPORTANCE OF RECRUITMENT & SELECTION PROCESS:
Human Resources Management is concerned with human beings, who are the energetic elements of
management. The success of any organization or an enterprise will depend upon the ability, strength
and motivation of person’s working in it. The Human Resources Management refers to the systematic
approach to the problems in any organization. It is concerned with recruitment, training and
Development of personnel. Human resource is the most important asset of an organization. It ensures
sufficient supply, proper quantity and as well as effective utilization of human resources. In order to
meet human resources needs, and organization will have to plan in advance about the requirement and
the sources, etc. The organization may also have to undertake recruiting select ing and training
processes. Human Resources Management includes the inventory of present manpower in the
organization. In cases sufficient number of persons is not available in the organization then external
sources are also identified for employing them. Human Resources. Management lays emphasis on
better working condition and also ensures the employment of proper work force. A part of Human
Resources Management is assigned to personnel who perform some of the staffing function. The
staffing process is a flow of events, which result in a continuous managing organizational position at,
all levels from the top management to the operative’s level. This process includes manpower-planning,
authorization for planning; developing sources of applicant evaluation of applications employment
decision (selection) offers (placement) induction and orientation, transfers, demotions, promotions and
separations. Manpower’s planning is a process of analyzing the present and future vacancies as a result
of retirement, discharges, transfer, promotion, absence or other reasons. Recruitment is concerned with
the process of attracting qualified and components personnel for different jobs. This includes the
identification of existing sources of the labor market, the 14 development o f new sources and the need
for attracting large number potential applications so that good selections may be possible
3
Selection process is concerned with the development of selection policies and procedure and
the evaluation of potential employees in terms of job specifications. This process includes the
development of application blanks, valid and reliable tests, interview techniques employee reversal
systems, evaluations and selections of personnel in terms of jobs specifications the making up of final
recommendations to the hire management and the sending of offers and rejection latter’s.
OBJECTIVES OF THE STUDY
To understand the current recruitment policies being followed at eagle vision Reconstruction Company
Conducted this study to know how effectively it is being implemented in the organization

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1. To study the present recruitment policies at vision Reconstruction Company
2. To study different method of recruitment and selection depending on the requirements of the
organization.
3. To find the relation weather jobs offered based on qualification to the employee in the
organization.
4. To study the level of job satisfactions in the organization.
5. To study the changes of recruitment policies in recent time in the organization.
6. To know how the company fulfills its manpower requirement
Scope of study:
1. The research is done to know the process of the HR on the eagle vision.
2. The study may help the company to improve the HRD process in the organization
3. Through the study we will get why some people going for foreign remonstration companies.
Research mythology:
Data collection
Primary data:
A detailed and well- structured questionnaire was presented to the managerial staff at the eagle vision
company. Copy of the questionnaire being distributed to the employees at random to obtain their views
Further discussion regarding recruitment policies were held with the HRD manager.
Secondary data:

6. The secondary data was gather from academic texts and company profi le from company websi te.
Sample design:
Sample design is the most important aspect. All the findings and conclusions will stand out
authentically only when the sampl ing in correct. Various criteria of sampl ing for my resear ch survey
is as follows
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Sampling Area Kabul city
Sampling population 600
Sampling size 200
The study was conducted with size of 200 employees selected at random from both supervisory and
management staff of the eagle vision Reconstruction Company.
Research design:
1. Data source : primary
2. Research method : survey method
3. Research technique : interviews, questionnaire
4. Types of questionnaire : structure and unstructured
5. Types of question : opened and closed ended
6. Place : kabul
Source of data:

7. The research is conducted with the help of questionnaire therefore the main source of
information is the response of the respondents. In added to that I have taken help of the
previous study conducted on this project topic or similar to this topic and I have also refer to
the internet as well and collected the data.
Analysis:
The data collected through questionnaires distributed to the employees was analyzed and
Limitations of the study:
Every study and reached face some problem some of the problem which my study faced as follow .
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1. The study conducted is restricted to the “Eagle vision Reconstruction Company.kabul” only
2. Data accuracy of the study is based on the information given by the respondents.
3. Data collected cannot be asserted to be free from errors because of bias on behalf of the
respondents.
4. As the sample size consisted of only 200 employees its accuracy has its limitation
Chapter2:
Company Introduction:-
Eagle Vision Construction Company has been established by a group of renowned businessmen in a
bid to help the rehabilitation process of the country that has left behind more than thirty years of war
and civil unrests. The owners of EVCC enjoy good reputation due to their past and present careers,
both professional – as shareholders in companies and businesses and personal –as respected members
of the community.
EVCC has all resources needed, financial capability, manpower and equipment and modern technology
to provide construction and logistical services throughout the country. EVCC presently has two well-equipped
offices providing construction and logistical services in Kabul and Kandahar Provinces and
aims to expand the rich of its operations to other parts of the

8. Country. EVCC will soon be establishing its presence, initially, in the remaining five regional capitals,
Jalalabad, Herat, Mazar-e Sharif, Gardiz and Kunduz.
The construction and logistics activities are currently handled by and controlled from the two
mentioned offices. Our services include, but are not limited to, provision of clean water, treatment of
water plants, construction of offices and commercial building, road construction and construction of
highway sand causeways as well as of schools hospitals and other specialized buildings; supplying all
kinds of fuel directly from the major Russian and Central Asian refineries, supplying food and non-food
7
commodities and providing all kinds of logistical services.
EVCC is run by a team of well experienced and professional engineers, managers and other support
staff. It owns heavy machinery, construction equipment, transport vehicles and MHE Staff to
implement any kind of construction and logistic projects.
EVCC is working in the private sector and is a private owned for-profit organization. The company is
led by a group of innovative and experienced board of directors and has sufficient financial capacity to
work on any kind of medium to large volume projects. The services of an experienced management
and of technical professionals are a key driver for the company’s growth. The details of the
organizational structure, capabilities, technical professionals, management staff, equipment, machinery
and human resources have been provided in this profile for a better assessment of the organizational
and operational capabilities.
The strategies objective of the government is capital works management framework are to ensure.
1. Greater cost certainty award stage.
2. Better value for money at all stages during project delivery, particularly.
3. More efficient delivery of a project.
Provided there is a comprehensive definition of client s requirement in term of output specification,
and adequate pretender details design input, the new public works contract will enable the key
objectives outlined above be achieved.

9. Mission statement:
Eagle vision Construction Company is a leader in providing value-added construction services to the
customers by creating a successful partnership with them throughout the construction process. Mission
of the company is to establish lasting relation with the customer by exceeding their expectations and
gaining their trust through exceptional performance by every member of the construction teams.
Vision statement:
The eagle vision, vision is to be the preeminent provider of superior construction services by
consistently improving the quality of the product; to add value for clients through innovations,
foresight, integrity, and aggressive performance, and to serve with character and purpose that brings
honor to God
SWOT Analysis:
Regardless of whether you develop a full-blown strategic plan or not, you certainly want to do some
planning for your businesses. Planning is about setting objective, prioritizing, allocating resource and
establishing milestones to better manage your business. SWOT analysis techniques as strategic
planning tool. The concept is simple and easy to apply to any business. SWOT stand for Strengths,
Weakness, Opportunities and Threats usually the following questions can be asked in term of SWOT
analysis.
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1. Does your company have strengths that are an advantage over your completion?
2. Are weaknesses unnecessarily holding you back?
3. Are there opportunities within your market that you might pursue?
4. Are there some unknown threats to your company that need to adderss?

10. Strengths:
The company has certain strengths such as dominant market share, a highly skilled labor force or e can
say that strong balance sheet.
Whenever we want to know about the strengths of the company we should know the answer of the
following questions.
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 What is the company market share?
 What are the company most successful lines of business?
 Does the company have a pool of skilled employee?
 Dose the company have strong financial position?
Weakness:
There are some weaknesses that the eagle vision facing.
 Lack of financial resource, they have not enough finance to improve their mission in a proper
way as they settled.
 Lack of technology the way they need they do not have.
Opportunity:
There are more opportunities that let the eagle vision enjoy
 As we said that the company is leader in Afghanistan in constricting.
 There is more market share that they can enjoy.
 Huge supplier it has more supplier who can supply raw material for them
Threat:
There are more threat for the company which it has to deal with it following are some of the threat

11. which eagle vision facing
10
 The political condition
 Dynamic situations
 Threat of competitors
Chapter3:
Recruitment:-
Introduction:
Recruitment forms the first in the process, which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function, the first
being the manpower planning, Recruitment makes it possible to acquit the number and types of
people necessary to ensure the continued operation of the organizat ion.” Recruitment is the
discovering of potential applicants for actual or anticipated organizat ional vacancies”.
Recruitment has been regarded as the most important function of personnel administration,
Because unless the right type of people is hired, even the best plans, organizat ion charts and
control systems would not do much good.
Definition:
“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
number to facilitate effective selection of an efficient working force”.
Is the process of searching the candidates for employment and stimulating them to apply for job
in the organizat ions recruitment is the activity that links the employers and the job seekers

12. Purpose and importance
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 Determine the present and future requirements
 Increase the pool of job candidates at
minimum cost.
 Reduce the probability of employee turn
over
 Increase the success rate of the selection process
 Increase organizat ional and individual’ s effectiveness
Effect:
Positive Recruitment Process
Attract highly qualified and competent people
Ensure that the selected candidates stay longer with the company
Make sure that there is match between cost and benefit
Help the firm create more culturally diverse work-force
Negative Recruitme nt Process
Failure to generate qualified applicants
There is no match between cost and benefit
Extra cost on training and supervisio n
Increases the entry level pay scales

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14. Recruitment process
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1. Planning
2. Strategy development
3. Searching
4. Screen in
5. Evaluation and control

15. Objective of recruitment
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To attract people with mult i-dimensio nal skills and experiences that suit the present and
future organizational strategies so as to obtain a pool of suitable candidates for vacant
posts.
To induct outsiders with a new perspective to lead the company
To infuse fresh blood at all levels of the organizat ion.
To develop organizat ional culture that attracts competent people to the company.
To use a fair process.
To ensure that all recruitment activit ies contribute to company goals.
To search for talent globally and not just within the company.
To conduct recruitment activit ies in an efficient and cost effective manner.
Employees’ recruitment
In the working place is essential to a company’s long term success. By hiring correctly,
an organization adds the talent it needs and can enjoy the benefits in increased productivity and
morale. However this process is not simple and if the careful process of selection is not followed:
you can be mired with poorly skilled, unmotivated and un-lo yal labor force which can impact

16. future profits as well as other employee behavior.
Recruitment, Quite often this word stands alone when some gaming companies develop a human
resources management strategy. An organization cannot develop a recruitment strategy without
simultaneously for mulct ing an employee retention plan. Simply stated, it is one thing to attract
workers, but quite another to retain them.
Factors affecting recruitment process
All the organizations either its small or big size engaged to the recruitment process some of the factors
which influence the recruitment process are as follow.
1) The size of the organizat ion.
2) The employment conditions in the community where the organizat ion is located.
3) Working conditions, salary and benefit packages offered by the organizat ion.
4) The rate of growth of the organization.
5) Future expansio n program of the organizat ion. And
6) Cultural and legal issues.
7) Organizat ion’s ability to find and retain good performing people.
Factors and source
There are two source employees to recruit in the organization which will be discuses as follow, and
also two sources of factors which influence the process
15

17. Internal factors
Employees from within the organizat ion are hired to fill a job vacancy. It is
normally used for higher level jobs.
The internal factors are:
1 Company’s pay packages
2 Quality of work life
3 Organizat ion culture
4 Career planning and growth
5 Company’s size
6 Company’s products/services
7 Geographical spread of the company’s operations
8 Company’s growth rate
9 Role of trade unions
10 Cost of recruitment
11 Company’s name and fame.
External factors
16

18. The external factors are those which effect the organization externally
The external factors are:-
1 Socio-economic factors
2 Supply and demand factors
3 Emplo yment rate.
4 Labor market conditions.
5 Polit ical, legal and governmental factors
6 Informat ion systems like employment exchanges /Tele-recruitment like internet.
Advantages:
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• Benefit s of new skills, new talents and new experiences to organizat ion
• Compliance with reservat ion policy is easy
• Scope for resentment, jealousies and heartburn are avoided
Disadvantage s:
• Better morale and motivat ion associated with internal recruit ing is denied to the
organizat ion
• It is costly

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• Chances of creeping in false positive and fake negative errors
• Adjustment of new employees to the organizat ional culture takes longer time.
Evaluations and control
• Salaries for Recruiters
• Management & professional time spent on preparing job descript ion, job specificat ion
advertisements, liaison etc..
• Cost of advertisement
• Cost of producing supporting literature
• Recruitment overheads & administrative expenses
• Cost of overtime & outsourcing
Philosophies of recruitment
• Tradit ional philosophy – to get as many people to apply for a job as possible
• Waiting in queues
• Job dissat isfact ion & employee turnover
• Emphasis is on matching the needs of the organization to the needs of the applicants
• Minimize employee turnover & enhance satisfact ion

20. Realistic job previews:
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• Provides complete job related informat ion to the applicants so that they can make right
decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction & performance
• Beneficial for organizat ions hiring at the entry level
Sources of recruitment:
The various sources of external recruitment are:
1. Advertising
2. Emplo yment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labor unions
6. Casual applicants

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7. Profess ional organizat ions or recruit ing firms or executive recruiters
8. Indoctrinat ion seminars for college professors
9. Unconsolidated applications
10. Nepotism
11. Leasing
12. Voluntary organizat ions
13. Computer data banks

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Recruitment policies
A recruitment policy is concerned with quantity and qualificat ions of manpower. A well
considered and pre-planned recruitment policy, based in corporate goals, study of environment
and the corporate needs may avoid hasty of ill-considered decisions and may go a long way to
man the organizat ion with the tight type of personnel.
The most commonly adopted practice in an organizat ion is to centralize the recruitment and
selection function.
A “recruitment policy” in its broadest sense involves a commitment by the employer to such
general principles as:-
1 To find and employ the best qualified persons for each job.
2 To retain the best and most promising to those hired.
3 To offer promising opportunit ies for the life-t ime working careers.
4 To provide programs and facilitates for personal growth on the job.
The following factors should be taken into considerat ions in formulat ing recruitment policy.
They are
1. Government policies

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2. Personnel policies of other competing organization
3. Organizat ion personnel policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
7. Select ion criteria and preferences etc.
Methods of recruitment:
Recruitment can be broadly categorized under three namely, direct method, indirect method, and third
party method.
Direct method:
One of the widely used direct methods is that of sending of recruiters to colleges and technical
schools. Most college recruiting is done in co-operation with the placement office of a college.
The placement office usually provides help in attraction students, arranging interviews,
furnishing space, and providing student resumes. For managerial professional, and sales
professional, campus recruit ing is an extensive operation. Persons reading for MBA or other
technical diplomas are picked up in this manner. Many companies have found employees contact
with the public a very effective method. Other direct methods include sending recruiters to
conventions and seminars, setting up exhibits at fairs, and using mobile offices to go to the
desired centers.

24. Indirect method:
Indirect method usually involves advertising in news papers, on the radio, in trade and
Professional journals, technical magazines and broachers. Advertis ing in newspapers and
magazines, is the most frequent ly used methods, when qualified or experienced personnel are not
available from other sources. Senior posts are largely filled by such methods when they cannot
be filled by promotion from within.
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Advertising is very useful for recruiting blue-collars and hourly workers as
well as scientific, professional, and technical employees. Local newspapers can be a good source
of blue-collar workers, clerical employees, and lower level administrative employees.
Third party method:
These include the use of commercial of private employment agencies, placement offices of
schools colleges and professio nal associat ions, recruit ing firms, management consult ing firms,
indoctrination seminar s for college for college professors and friends and relatives.
Private employment agencies:
They are the brokers who bring employers and employees together. The specializat ion of these
Agencies enhances their capacities to interpret the needs of their client, to seek out

25. particular
Types of persons, and to develop proficiency in recognizing the talent of specialized personnel.
State public employment agencies:
Also known as labor exchanges, they are the main agencies of public employment. They provide
a clearing housing for jobs and job informat ion. These agencies provide a wide range of services-counseling,
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assistance in getting jobs informat ion about labor market, labor and wage rates.
Professional organization of recruitment firms:
They maintain complete information records about employed executives. These firms are looked
Up on as ‘headhunters’, ‘raider s’ and pirates by organizat ions which loose personnel
through their efforts. However, these same organizat ions may employ “executive search
firms” to help them find executive talent. These consult ing firms recommend persons of
high caliber for managerial, marketing and production engineer’s posts.
Trade union:
Also provide manual and skilled workers in sufficient numbers.

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Tele-recruitment:
The technological revolut ion in telecommunicat ion helped the organizat ion to
Use internet as a source of recruitment. Organizat ion advertises the job vacancies
through the World Wide Web (WWW) internet. The job seekers send their applications
through e-mail or internet. Alternatively, job seekers place their CV’S in the
world wide web/internet, which can be drawn by the perspective employers
depending upon their requirements.
Employee leasing
Often called Staff outsourcing
Useful to small & medium sized firms
Reference check:
1. The reference of the person should be checked before making a final decision.
2. Check through a personal visit or a phone call directly to the applicant’s immediate

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Former supervisio n, if possible.
3. Verify that the informat ion given to you is correct.
4. Consider, with judgment, any negative comments you hear and what is not said.
5. Checking references can bring to light significant information which may save you
. Money and future inconvenience
Recruitment Strategies:
Findings Overview
Organizat ions were asked what strategies they use to recruit both managerial/profess ional and
Non-management candidates. For recruit ing managerial/professional candidates, the Internet is
the most popular advertis ing medium, used by 76 percent of the organizat ions surveyed.
Organizat ions regularly utilize internal resources (e.g., internal job postings and
employee referrals) when recruit ing both internal and external candidates. Different kinds of
agencies are used to recruit for positions at different levels. — Temporary and government
agencies are used mainly to recruit non-management candidates. — Emplo yment
agencies, colleges, and professio nal organizat ions are used more often to recruit
managerial/pro fessio nal
candidates.
Organizational Offerings
The quality of an organizat ion’s offerings affects its ability to attract job candidates.

28. Organizat ions believe they offer candidates a strong company reputation (69 percent) and
high-quality benefits packages (65 percent) and learning opportunit ies (55 percent).
Many organizat ions do not offer stock options (37 percent) or child care options (36 percent).
Best Practices
Organizations with the most effective recruit ing strategies were 15 to 19 percent more likely to
offer candidates high-quality options such as:
Barriers to Effective Recruitment and Selection:
Findings Overview The surveyed organizations report that the top
barriers to effective recruitment of candidates are:
27
Shortage of qualified applicants
(62 percent).
Competit ion for the same applicants
(62 percent).
Difficulty in finding and identifying applicants
(48 percent).
Selection:
“Select ion is the process of examining the applicants with regard to their suitability for the given
job or jobs, and choosing the best candidate and rejecting the others.”
Good recruitment practices are only one key to generating a pool of top job candidates. Equally

29. important is having a strong basis from which to recruit. If an organizat ion’s policies and
practices are unattractive to candidates, the organizat ion’s ability to generate good candidates
will be limited regardles s of he specific recruitment practices they employee.
But what policies and practice do “good” applicants find attractive? Unfortunately, there is no
easy answer to this question because not all “good” applicants are alike, and research shows that
organizat ion’s policies and the individual’ s characterist ics.
Financial considerations, supply and demand, and other variables impact the recruitment process.
Looking for a qualified person for the IT department is likely to require a broader and possibly
more expensive search. Recruitment indicate that there is an increase in the use of the internet
and interactive employment websites, such as searching web databases, placing online ads at
various career sites, purchasing candidate informatio n from resume services, sending recruitment
materials, to targeted individuals, and placing ads in newspapers can all yield positive results.
Select ion is the process in which candidates for employment are divided in two classes-those
application of these tools. Qualif ied applicants go on to the next hurdle, while the unqualified are
eliminated”. Thus, an effective selection Programe is a non-random process because those
selected have been chosen on the bases of the assumpt ion that they are more likely to be “better”
employees than those who have been rejected.
28
Selection process
The organizations can make use of more than one source for carrying out the recruitment
Procedure. Once the recruit ing sources are identified, suitable candidates are called for the

30. Selection process.
Significance of selection process:
Definition: It is the process of different iat ion between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Select ion of personnel to man the organizat ion
is a crucial, complex and continuing function. The ability of an organization to attain its goals
effectively and to develop in a dynamic environment largely depends upon the effectiveness of
its selection program. If right personnel is selected the remaining functions of personnel
management becomes easier, the employee contribut ion and commitment will be at an optimum
level and employee- employer relat ions will be congenial. In an opposite situation where the
right person is not selected, the remaining functions of personnel management, employee-employer
29
relations will not be effective. If the right person is selected, he becomes a valuable
asset to the organizat ion. In case of faulty selection, the employee will become a liability to the
organizat ion.
who are to be offered employment and those who are not. The process might be called rejection,
since more candidates may be turned away than hired. For this reason, selection is frequent ly
described as a negative process, in contrast with the positive program of recruitment.
According to Yoder:-“the hiring process is of one or many ‘go, no-go’ gauges. Candidates are
screened by the

31. The selection process chart:
30

32. Steps involved in the select ion process:
A scientific selection procedure completes in 10 basic steps which are as follows:
1. Applicat ion Form.
2. Written Examinat ion.
3. Preliminary Interview.
4. Group Discussion.
5. Tests.
6. Final Interview.
7. Medical Examinat ion.
8. Reference Checks.
9. Line Manager ’s Decisio n, and
31

33. 10. Emplo yment
Testing in the selection process:
32
Testing represents an additional tool in the kit of the employment office. It
supplements direct personal contracts in interviews of various types with a wide range of
tests. All operate on the general theory that human behavior can best be forecast by
sampling it. The test creates a situation in which the applicant reacts; reactions are
regarded as useful samples of his behavior in the work he is applying.
Formal testing programs have becomes increasingly common in modern selection. A
major reason is their convenience. Another is their relatively low cost. Perhaps
unfortunately, test results appeal to many managers because they provide quantitative
measures of something. They ate, for this reason, more easily compared. They seem to
bring the personalit ies of applicants down to a common denominator. Another reason for
the growing use of tests is the fact that they have been and are the subject of extensive
research.
Types of employment tests

34. A simple classificat ion of the tests used in selection would distinguish five principal
types, including achievement, aptitude, interest, personality, and combination tests.
Achievement Tests: sample and measure the applicant’s accomplishments and
developed abilit ies. They are performance tests; they ask the applicant’s
accomplishments and developed abilit ies. They are performances tests; they ask the
applicant to demonstrate certain knowledge skills.
Aptitude tests:
Measures an applicant’s capacity, his potential. Their simples form is the intelligence test,
which
Is intended to measure the ability to learn, to remember, and to reason.
Interest test:
Use selected questions or items to identify patterns of interests-areas in which the
individua l shoes special concern, fascination and involvement.
Personality test:
Probe for the dominant qualit ies of the personality as a whole the combinat ion of
aptitudes, interests, and usual mood and temperament. Whole the combination of
aptitudes, interests, and usual mood and temperament.
33

35. Guides to test:
Dale s. Beach suggested the following guidelines for the employment test.
1. Tests should be taken in addition to other selectio n techniques as entire can only
provide informat ion about a part of total behavior of a candidate.
2. Test informat ion should be taken into considerat ion to find out candidate’s weakness
rather than strength.
3. Tests are helpful in pocking a most likely successful group from a larger group
rather than successful individuals.
4. A test should be tested in one’s own organizat ion as “a valid test in one that measures.
5. Tests can be held only in case of failure of other selection devices in providing
satisfactory. 6. Test administrator s should not heavily depend upon test score in making
decision regarding selection of a candidate.
Relationship between tests score and job success is not always linear. Hence, decision-makers
34
should use the test score judicious ly.

36. Outcomes of selection decision:
35
• Mainly four different
types •
True positive
• True negative
• False positive error:
Results in cost for training, transfer or terminat ing the service of employee.
Costs of replacing an employee with a fresh one-hir ing, training, and
replacement. • False negative error:
Costs associated difficult to
estimate
Environmental factors:
External
Supply and demand in labor
market Unemployment rate
Legal and political
considerat ions Company’s

37. image
36
Internal
Company’s
policy Cost
of hiring
Concept of testing:
1. Job analysis
2.
Reliabili
ty 3.
Validity
TYPES OF TESTS:
Intelligence tests include: sample learning, ability, the adaptability tests etc.
1. Aptitudes test:
Intell igent test
Mechanical aptitudes

38. Psychomotor test
Clerical aptitude test
37
2. Achievemen
Job knowledge test
Work sample test
3. Situational
Group test
Discussion test
4. Interest test
5. Personality
(a) Objective
Test (b)
Projective Test
(b) Mechanical
aptitude (c)
Psychomotor
(d) Clerical aptitude test
Final interview:
APPLICATION OF INTERVIEWS
TYPE
TYPE OF QUESTIONS
USUAL APPLICATIONS
Structured
A predetermined checklist
Useful for valid results,

39. 38
if questions, usually asked
especially when dealing
of all applicants.
with large number of
applicants.
Unstructured
Few, if any, planned
Useful when the interview
questions are made up
tries to probe personal
during the interview.
details of the candidate
analyzes why they are not
right for the job.
Mixed
A combination of structured
A realist ic approach that
and unstructured questions,
yields comparable answers
which resembles what is a
plus in depth insights.
usually done in practice.
Behavioral
Quest ions limited to
Useful to understand
hypothetical situat ions.
applicant’s reasoning and
Evaluat ion is based on the
analytical abilit ies under
solut ion and approach of the
modest stress.
applicant.
Stress
A series of harsh, rapid fire
Useful for stressful jobs,
question intended to upset
such as handling
the applicant.
complaints.
Chapter4:
My finding from eagle vision:

40. Some of the eagle vision which I got as following
39
Work
Cost
Pluming material
Concrete rods
Paint
Flooring material
Electrical equipment
Glass windows
Wood
Cement
Bricks
Labor
 "afg794,000.00"
 "afgRs316,000.00"
 "afg420,000.00"
 afg,030,500.00"
 afg,328,892.00"
 "afg32,500.00"
 "afg2,086,288.00"
 afg,086,200.00"
 "afg1,673,500.00"
 "afg2,310,147.00"
Total Cost
Human
 Afg”14,078,027
 Afg”187,020
Reserve
 “afg”100,000

41. Total Price  “afg14,365,047
40

42. Project quality management plan:
Plan quality
Inputs
 Scope baseline
The scope contains the project description, major project deliverables and acceptance criteria.
Description:
The duration decided for this project is one year with basement, ground floor and first floor.
And the cost for this project is 15,254,350. All this description is written in the contract and both
of the parties signed this agreement.
Main Deliverable Complete house
Documents/reports About the monthly progress
In this part we base line (fix) our project its requirements, deliverables, and the acceptance
criteria
 Stakeholder register
Stakeholder name Role Involvement Priority impact
Ahmad Wali Customer High Main Positive
Supplier/vender Supplier Medium Main Positive
Zadran
Construction
41
Contractor High Main Positive
Noori Project Manager Very High Main Very
Positive
 Cost Performance baseline

43. The cost performance is an authorized time phased budget at completion used to measure,
monitor and overall cost performance on project.
 Schedule Baseline
This is the accepted schedule performance measures including start and finish dates.
Tools and Techniques
 Cost benefit analysis
The benefit of meeting quality requirements can include less rework, higher productivity, lower
cost and increased stakeholder satisfaction.
Outputs
 Quality management plan
The quality management plan describes how the project management team will implement the
performing organization’s quality policy.
Perform Quality approach
Planning quality and performing quality control will be used to analysis the work of the
management processes continuously, and the product related processes to alleviate negative
impacts and check the cost and schedule variances. The reports will also make and these reports
will show the project’s performance and quality standard.
Quality control approach
Weekly cost performance reports will be issued and help will be sought from Finance department
to reduce costs on project. Inspection, Control Charts and Scatter plot will be made to analyze
project, team members and schedule performance.
Quality improvement approach
To improve the quality of the project’s processes many steps will be used like:
 Weekly meeting will be called between the project manager and project team so that
42
difficulties which might be affect the project will be removed.

44.  Reports on cost performance will be issued weekly to analyse the cost against quality.
 Control Charts and Scatter plot will be made to analyze project, team members and schedule
43
performance.
PROJECT HUMAN RESOURCE MANAGEMENT PLAN
 Develop Human Resource Plan
Project Human Resource Management includes the processes that organize, manage, and lead the
project team.
Inputs
 Activity resource requirements
The resources will be provided according to the need. And the resource requirement
documentation for each activity will include the estimated resources for each activity.
 OPA
 Enterprise environmental factors
Tools and techniques
 Networking
Networking is the formal and informal interaction with others in an organization, industry, or
professional environment.
For this project we will call the meetings weekly with the project manager and with company
CEO monthly.
 Organizational theory
Organizational theory will provide us information regarding the way in which people, teams,
and organizational units behave.
Outputs
 Human Resource plan
 Projects teams
Roles, Responsibilities, and Authority of project team:

45. Role: Authority: Responsibility:
1. Miss Arooj Shahid
(Project Manager).
2. Mr Arsalan ahmed
(Team Leader)
3.Mr Ali (Human Resource
Manager)
4.Mr Sahir (Finance
manager)
5. Hafiz Rana. (Quality
manager)
44
1. Has the authority to do change in
project management plan.
2. Will lead the team.
3.Has a authority to over see the work
of labours
4. Has a authority to check the cost of
every task
5.Has a authority to check the quality
of materials use in construction
1. Will monitor the whole work and
guide the team about any difficulty.
Also make sure that all the tasks
performed are with in budget.
2. Show all results to the project
manager and solve issues between
team members.
3.Will give reports to the higher
authority
4.Will record all balances against costs
5.If any change will occur he will
report to the team leader
Selection of workers:
After mentioning the roles of the project team, the worker team will be selected based upon the
needs of the project. In the project of construction the worker team will be selected on the basis
of experience.

46. PROJECT COMMUNICAYION MANAGEMENT PLAN
 Plan Communication
45
Plan Communications is the process of determining the project stakeholder information
needs and defining a communication approach.
Inputs
 Stakeholder register
Stakeholder name Role Involvement Priority impact
Ali Hamza Customer High Main Positive
Supplier/vender Supplier Medium Main Positive
Royal Construction Contractor High Main Positive
Arooj Shahid Project Manager Very High Mail Very
Positive
 Stakeholder management strategy
Stakeholder name Information given to the stakeholders
Ali Hamza  Monthly progress of the project.
 Project performance.
 Information about the risks involved in project.
A.G supplier  Monthly progress of the project.
 Project performance.
 Information about the risks involved in project.
 OPA
 Enterprise environmental factors
Tools and Techniques

47. The analysis of the communication requirements determines the information needs of the project
stakeholders.
Stakeholders Communication Schedule Medium
Mr Ali Hamza Monthly Face to face/Email
Suppliers Monthly Face to face
Royal Construction Weekly with the Project
46
Manager
Face to face/ Presentations
Arooj Shahid Weekly Face to face/ Email/ Presentations
 Communication Technology
We will use different mediums for communication like face to face, Email, telephone etc
Outputs
 Communication Management Plan
Stakeholders Communication Schedule Medium
Mr Ali Hamza Monthly Face to face/Email
Suppliers Monthly Face to face
Royal Construction Weekly with the Project
Manager
Face to face/ Presentations
Arooj Shahid Weekly Face to face/ Email/ Presentations
In these meetings we will inform our stakeholders about the progress of the project on weekly
and monthly basis. If any change will occur in the project we will inform our stakeholders in
time. Reports will also give to the stakeholders so that they will get the information about the
project. Cost and the schedule will not be shown to the customer.
Communication with in the project team
The project team will communicate with the team leader through face to face meeting. The team
leader will interact with the Project Manager through meetings, presentations and emails telling
him about the current situation of the project. The Project Manager will bring in notice the cost
and schedule performance to the CEO. The customer will not be briefed about the cost and
schedule performance of the project at all.

48. 47

49. Suggestions and recommendation:
As we know that eagle vision is one of the greatest constriction company in Afghanistan. And
operating successfully in term of making houses, roads, dams and etc..
And also that I know that they are the market leader also, so some of my suggestion to the
company and mangers of the organizations is as flowing.
48
1. As the world is changing and improving so the organization must concentrate more on
HRD and provides the different types of training for the employees.
2. Up gradation of new technology the company must bring the new technology from
abroad.
3. Contact with new supplier sources and fining the raw material easy and less prices.
4. The company must improve the logistic process.
5. The company should make strong the supply chin management.