It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
"Study on factors influencing capability and usability of Consumers Durables-LG Brand shop MOT [Moment Of
Truth] on Consumer Behaviour"says the various Moment of Truth that the Customer encounter when entering into the brand shop .
Various Moment of Truth that the customer encounters are
Visual Merchandising or Point of Display over the products, Employee Behaviour with theCustomers and after that Measuring the Customer Satisfaction that Customer get after interactingwith the Moment of truth they encounter.
The main Objective of the given project was to study the impact of MOT [Moment of Truth] on Customer Buying Behaviour and observing SSE‘s [Shop Sales Executives] Behaviour in dealing with Customers and also analyzing and measuring the Customer Satisfaction and Experience.
This project basically deals with the Evaluation of Individual Brand shop of LG on the basis of MOT [Moment Of Truth] and Shop Sales Executives behavioural aspects.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
"Study on factors influencing capability and usability of Consumers Durables-LG Brand shop MOT [Moment Of
Truth] on Consumer Behaviour"says the various Moment of Truth that the Customer encounter when entering into the brand shop .
Various Moment of Truth that the customer encounters are
Visual Merchandising or Point of Display over the products, Employee Behaviour with theCustomers and after that Measuring the Customer Satisfaction that Customer get after interactingwith the Moment of truth they encounter.
The main Objective of the given project was to study the impact of MOT [Moment of Truth] on Customer Buying Behaviour and observing SSE‘s [Shop Sales Executives] Behaviour in dealing with Customers and also analyzing and measuring the Customer Satisfaction and Experience.
This project basically deals with the Evaluation of Individual Brand shop of LG on the basis of MOT [Moment Of Truth] and Shop Sales Executives behavioural aspects.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
The propose of making report is considered whose ideas and facts are most important for conveying the significance of the organization.
The scope of the report is given ……….
1. Decide what positions we’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
This presentation contains functions of human resources management, recruitment process, types of wage payment plans, selection procedure, types of wage incentives plans. For wage payment I have provide various examples.
1. SYNOPSIS
(PROJECT WORK)
Sikkim Manipal University
SYNOPSIS APPROVAL PROFORMA
Name Chandan Shukla
Roll No. 1402001659
Course MBA(Human Resource )
Institution Sikkim Manipal University
Study Center Kanpur
Address 159-E, Defence Colony ,Lal
Bangla,Kanpur(U.P)-208010, INDIA
Name and Designation of Project Guide Ms. Mamta Gupta (Asst. Training & Quality
Head )
Title of the Project Recruitment & Selection
Name of the organization and place where
project is to be conducted
Cogent E Service PVT LTD (Noida)
I Dr./Mr./Mrs/Ms. Mamta Gupta hereby confirm my willingness to guide Mr./ Ms. Chandan Shukla Roll No.
1402001659 attached to Learning Centre (code) 01875 , ASCENT INSTITUTE OF MANAGEMENT &
INFORMATION TECH., whose Project Title is RECRUITMENT & SELECTION during the Fall session of 2015
(year). I agree to submit the Synopsis to the University.
(Signature of the Guide)
I hereby declare that this project synopsis is an original work carried by me and will not be submitted to any
other University for fulfillment of any course of study.
Place: Kanpur
Date:10/12/15 (Signature of the Student)
2. Synopsis
Recruitment & Selection
In
Cogent E Service PVT LTD
STATEMENT OF THE PROBLEM:-
Established in 2004, M/s Cogent E Services Pvt Ltd has its business spread over
in arrears like telecom, broadcasting & whiteboard service area, IT solutions contact center
& consulting. The company has its presence in India( North West & South) and Bangladesh
WHY IS THE TOPIC CHOSEN:-
I am working with this group from last 5 years and this topic will provide me
insight of the complete procedure followed and how we can reduce the recruitment time and
enhance the selection percentage.
The project report will include the scientific methods of analyzing the data
WHAT CONTRIBUTION WOULD THE PROJECT MAKES AND TO
WHOM:
Results of my project will provide valuable contribution to the management & the
recruitment team, and also I will suggest the corrective measures to be taken/followed while
recruiting staff
3. OBJECTIVE AND SCOPE:-
Objective
The objective of my project is to curtail the recruitment time at Cogent
Scope
My study will be confined to:
• Present employees of the Cogent
• Some past employees of the Cogent
• Candidates who has approached company for the Job/ People who are looking for
the Job
METHODOLOGY:-
Primary Data
For obtaining the primary data for my project ,I propose to use two research instruments
i.e., Questionnaire and Structured interviews:
• Questionnaire:-
i. Sample Size : 20
ii. Sample Composition
Manager : 2
Executives : 10
Past Employees : 3
Head of Department and Senior staff : 5
• Structured Interviews:-
i. Sample Size : 15
ii. Sample composition
Past Employees : 3
Manager : 5
Team Leaders/Supervisors : 5
Head of Department and senior staff :
Secondary data:-
I propose to get the secondary data from :
4. a. Previous in house studies done at cogent
b. Earlier complaints/past employees
CHAPTER SCHEME:-
The chapter Scheme in the project report is planned to be as under:
Chapter 1 Introduction
Chapter 2 Objective and scope
Chapter 3 Methodology
Chapter 4 Date collection
Chapter 5 Date Analysis
Chapter 6 Findings
Chapter 7 Recommendations
Chapter 8 Conclusion
Appendices and Annexure:-
Bibliography:-
• Internet (www.Cogenteservices.com)
• Cite HR ( Hr Site)
• Text Book ( Amity – Reading Material)
5. SUBMISSION OF PROJECT SYNOPSIS & GUIDE
ACCEPTANCE FORM
(To be submitted to the project steering committee)
PART A: Synopsis Registration
I. Student Details
Name: Chandan Shukla
Roll Number : 1402001659
Name of program : MBA
Session : Fall
Year : 2015
Semester : Semester IV
Specialization : MU0014-201508-DE
II. Project Synopsis Details
Title of the project : RECRUITMENT & SELECTION
Objectives of the project
The basic objective of this report is to study Recruitment and selection process following fundamental objectives
have been identified as the sub-objectives of the study:- 1. To study the recruitment & selection process in the
organization as a whole. 2. To find out the employees as per company’s vacancies. 3. To find out the various sources
of advertisement of vacancies like-media (electronic or paper or both), schools, posters etc. 4. To study the work
environment and select the pattern of interview, which can help out to select the suitable employee for the
organization. 5. To study the interpersonal relationship. 6. .To study the recruitment and selection process in the
organization.
Problem Statement
Demerits (i) Limited choice: The organization is forced to select candidates from a limited pool. It may have to
sacrifice quality and settle for less qualified candidates. (ii) Inbreeding: It discourages entry of talented people,
available outside an organization. Existing employees may fail to behave in innovative ways and inject necessary
dynamism to enterprise activities. (iii) Inefficiency: Promotions based on length of service rather than merit, may
prove to be a blessing for inefficient candidates. They do not work hard and prove their worth. (iv) Bone of
contention: Recruitment from within may lead to infighting among employees aspiring for limited, higher-level
positions in an organization. As years roll by, the race for premium positions may end up on a bitter note.
6. Methodology to be used
METHODS OF RECRUITMENT INTERNAL METHODS: 1. Promotions and Transfers 2. Job Posting 3.
Employee Referrals External (direct) Methods : Campus Recruitment . The Internal Recruitment Process does not
have just benefits; this process has some disadvantages as well. The Internal Recruitment Process is a very powerful
tool, but it can be misused in hands of some employees and managers. The Internal Recruitment Process is not a
process to steal the best employees from their departments. These employees should be treated as a very scarce
resource and the internal recruitment procedures should work differently for them. Right Internal Recruitment Job
Posting :- The Internal Recruitment Job Posting is a key to the fair, transparent and efficient internal recruitment
process. The issue is to let the employees know about new vacant positions and on the other hand not to over-
communicate the vacancies in the organization.
III. Guide Details
Name of the Guide : Mamta Gupta
Date of Birth : 1990-01-01
Primary Contact Number : +919717130542
Primary Email Id : sweet.gupta22@gmail.com
Total Experience : 7
Country : India
Name of the PG
Area of
Specialization
Year of
passing
Institution/University
Has the guide completed the
PG with 55% and above
Master of Business
Administration (MBA)
Human Resource
Management
2014 Amity University Y
Does the guide has more than two years of Experience : Y
I Dr./Mr./Mrs/Ms. Mamta Gupta hereby confirm my willingness to guide Mr./ Ms. Chandan Shukla Roll No.
1402001659 attached to Learning Centre (code) 01875 , ASCENT INSTITUTE OF MANAGEMENT &
INFORMATION TECH., whose Project Title is RECRUITMENT & SELECTION during the Fall session of 2015
(year). I agree to submit the project status/ Internal Assessment marks to the University.
(Signature of the Guide)
I hereby declare that this project synopsis is an original work carried by me and will not be submitted to any other
University for fulfillment of any course of study.