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1. A STUDY ON
EMPLOYEE RELATIONSHIP
IN
ESSEN INDUSTRIES PRIVATE LIMITED
A PROJECT SYNOPSIS
Submitted in partial fulfillment of the requirements for the award of degree
MASTER OF BUSINESS ADMINISTRATION
By
G. MAMATHA RANI
(Reg No: 0011920013)
Under the guidance of
Sri DR. A. AMRUTH PRASAD REDDY, Ph.D
DEPARTMENT OF BUSINESS MANAGEMENTYOGI VEMANA
UNIVERSITY
KADAPA– 516003
2019–2021

2. INTRODUCTION :
Recruitment is one of the most critical human resource functions for organizations.
Attracting the right people, with the right blend of skills and experience into the right jobs, and
aligning this to the organisation’s overall objectives is crucial to organization success.
Recruitment refers to the overall process of attracting, short listing, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within an
organization. Recruitment can also refer to processes involved in choosing individuals for
unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked
with carrying out recruitment, but in some cases public-sector employment agencies,
commercial recruitment agencies, or specialist search consultancies are used to undertake parts of
the process.
Meaning:
Recruitment is a positive process of searching for prospective employees and stimulating
themto apply for the jobs in the organisation. When more persons apply for jobs then there will
be a scope for recruiting better persons.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of
qualified personnel and making out selection of requisite manpower both in their quantitative
and qualitative aspect. It is the development and maintenance of adequate man- power
resources. This is the first stage of the process of selection and is completed with placement.
Definition:
In the words of Dale Yoder, Recruitment is the process to “discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate numbers to facilitate effective selection of an efficient
working force”.
According to Edwin B. Flippo, “It is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organisation.” He further
elaborates it, terming it both negative and positive.

3. Process of Recruitment:
Recruitment Process Passes through the Following Stages:
(i) Searching out the sources from where required persons will be available for
recruitment. If young managers are to be recruited then institutions imparting instructions in
business administration will be the best source.
(ii) Developing the techniques to attract the suitable candidates. The goodwill and
reputation of an organisation in the market may be one method. The publicity about the
company being aprofessional employer may also assist in stimulating candidates to apply.
(iii) Using of good techniques to attract prospective candidates. There may be offers of
attractive salaries, proper facilities for development, etc.
(iv) The next stage in this process is to stimulate as many candidates as possible to apply
for jobs. In order to select a best person, there is a need to attract more candidates.
Definition Of Selection:
Selection is the second step in the in the process of man power planning. Selection is the
process of choosing the appropriate candidate which matches the candidate skills and the job
requirements.
The selection process refers to the steps involved in choosing people who have the right
qualifications to fill a current or future job opening. Usually, managers and supervisors will be
ultimately responsible for the hiring of individuals, but the role of human resource management is
to define and guide managers in this process. The selection process is expensive. The time for
all involved in the hiring process to review résumés, weight the applications, and interview the
best candidates takes away time (and costs money) that those individuals could spend on other
activities.
OBJECTIVES OF STUDY
The Purpose of study is to learn the practical applicability of the theoretical knowledge
gained aboutRecruitment and Selection Process.
 To study the recruitment and selection process at Perfect Pin code.

4.  To focus on the best sources of recruitment procedure in the company.
 To understand the job profile and selection process of the organization.
 To suggest the best applicable Recruitment process that is to be used in Perfect Pin code.
SCOPE OF THE STUDY
The scope of study is confined to the employees of Perfect Pincode. By analyzing the
recruitment and selection process, the organisation can further improve themselves with more
benefits and facilities in order to overcome the flaws and reduce the attrition rate in the
organisation.
 Analyse the various factors that influence the recruitment and selection process.
 Information in this regard is gathered by personal interaction with the employee HR,
final round interviews, salary negotiation, offer letter and working under the guidance of
HR accessto employee software database and personnel file.
 To recommend for the improvement in selection process.
RESEARCH METHODOLOGY
Research methodology is the process of collecting information and data for the purpose
of making business decisions. Research method is the systematic plan for conducting research.
Methodology means the way the sample and the sample size is selected is of data collection,
various tools are used for studying problems with certain objects. There are two methods of
research they are qualitative and quantitative research methods. Quantitative methods aim to
classify features, count them, and create statistical models to test hypotheses and explain
observations. Qualitative methods aim for a complete, detailed description of observations,
including the context of events and circumstances.
Research Qualitative and Quantitative
Data Primary Data: Survey
Secondary Data: Through Published websites
ResearchApproach Survey method
ResearchInstrument Questionnaire
Type of Questionnaire Structured
Type of Questions Close-ended questions

5. Research Design:
The research design refers to the overall strategy that you choose to integrate the
different components of the study in a coherent and logical way, thereby, ensuring you will
effectively address the research problem; it constitutes the blueprint for the collection,
measurement, andanalysis of data.
Sampling Method:
Random Sampling
Sample Size:
 40 candidates
 Successful survey-24
Data Analysis:
Primary:
Primary data is information that is collected specifically for the purpose of the research
project. An advantage of primary data is that it is specifically tailored to the research needs. A
disadvantage is that it is expensive to obtain.
In this report the primary data is collected through questionnaire given to the employees and the
Managers of various departments.
Secondary:
Secondary data refers to data that was collected by someone other than the user.
Common sources of secondary data for social science include censuses, information collected
by government departments, organisational records and data that was originally collected for other
research purposes.
For this report the secondary data is collected through various research papers and
through various websites. Different papers are referred in order to get the required information
and as well various trusted websites are referred in order to get the information. In order to
generate this report both the primary data and the secondary data sources are used.

6. LIMITATIONS OF THE STUDY
 The duration of the study was limited and hence elaborate and comprehensive project
survey was not undertaken
 The personal biases of the respondents might have entered into their response.
 Some of the people who were part of the sample size, became non respondent i.e. the
questionnaire they filled were incomplete and at times they were not willing to respond.
 Few employees didn’t cooperate in responding the questionnaire due to their busy
working hours.
 Sample size is limited to some respondents only, so it may fail to provide the actual
information.
 The study is conducted at one of the branch which is the head office, and hence it may
not be possible to generalize the findings from all the employees.
FINDINGS
 The demand for Client Relation Officer’s is more but the supply is less that
is the suitable candidate with right skills is hard to find.
 Naukri, Monster are the effective sources of recruitment.
 Cost of recruitment process is considered to be relatively low to the
competitors becausethey rely on free sources.
 The company begins the recruitment process when it receives the man power
requisition forms.
CONCLUSION
Recruiting the right employees can be challenging, but the rewards of a well-constructed
strategy can be enormous, because effective recruiting is the foundation on which any talent
management program is built. To attain maximum benefit from these recommendations,
organizations should customize them to fit their specific situations.
Successful Human Resource Planning should identify the organisation human resource
needs. Once we know these needs, we will want to do something about meeting them.
Recruiting is the discovering potential candidates for actual or anticipated organisational
vacancies. The ideal recruitment will attract large number of qualified applicants who will take
the job if offered.