This document is a certificate certifying that Ms. Naincy Baranwal completed her summer training project on recruitment and selection at the Centre for Management Development. It includes her declaration that the project represents her own work under the supervision of her guide. She acknowledges the support and guidance of her mentor and the case study organization, Cashpor Micro Credit. The project examines the recruitment and selection process at Cashpor Micro Credit and includes chapters on the company overview, literature review, research methodology, data analysis, findings and suggestions, and conclusion.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
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.
A project report on recruitment and channel developmentat icici prudentialBabasab Patil
[1] The document discusses recruitment and channel development at ICICI Prudential Life Insurance.
[2] It includes a survey with questions about demographics, recruitment, satisfaction, income, growth opportunities, and opinions about the company.
[3] The findings suggest that most advisors joined due to money and career opportunities and are satisfied with the recruitment process, work environment, and growth prospects at ICICI Prudential.
The document discusses recruitment and provides definitions, purposes, and factors affecting recruitment. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment include determining staffing needs, increasing the applicant pool at low cost, and reducing unqualified applicants. Factors like company policies, size, growth and external conditions like the job market affect recruitment. Effective recruitment provides quality applicants while ineffective recruitment increases costs. The recruitment process includes finding applicant sources, attracting candidates, and generating applications. Internal sources like current employees and external sources like job sites and ads are used.
Employees Attrition Rate at Gleneagles Global HospitalKoushik
Koushik Dey conducted an internship with the human resources department at Gleneagles Global Hospital in Hyderabad from December 2019 to February 2021. The internship report analyzes the hospital's employee attrition rate over the year 2019. It discusses the hospital's profile, objectives of studying attrition, methodology for data collection, literature review on attrition, monthly and annual attrition data analysis, findings, limitations, and recommendations. The report provides insights into the operations of the hospital's HR department and employee attrition trends observed during the internship period.
This document provides a project report on the recruitment and selection process at Annamalai University. It includes sections on the title, declaration, preface, acknowledgements, executive summary, table of contents, and objectives of the study. The report then discusses the processes of recruitment and selection at the university in detail. It provides information on pre-selection, eligibility requirements, assessment criteria, and the roles of different committees and individuals in the selection process.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
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.
A project report on recruitment and channel developmentat icici prudentialBabasab Patil
[1] The document discusses recruitment and channel development at ICICI Prudential Life Insurance.
[2] It includes a survey with questions about demographics, recruitment, satisfaction, income, growth opportunities, and opinions about the company.
[3] The findings suggest that most advisors joined due to money and career opportunities and are satisfied with the recruitment process, work environment, and growth prospects at ICICI Prudential.
The document discusses recruitment and provides definitions, purposes, and factors affecting recruitment. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment include determining staffing needs, increasing the applicant pool at low cost, and reducing unqualified applicants. Factors like company policies, size, growth and external conditions like the job market affect recruitment. Effective recruitment provides quality applicants while ineffective recruitment increases costs. The recruitment process includes finding applicant sources, attracting candidates, and generating applications. Internal sources like current employees and external sources like job sites and ads are used.
Employees Attrition Rate at Gleneagles Global HospitalKoushik
Koushik Dey conducted an internship with the human resources department at Gleneagles Global Hospital in Hyderabad from December 2019 to February 2021. The internship report analyzes the hospital's employee attrition rate over the year 2019. It discusses the hospital's profile, objectives of studying attrition, methodology for data collection, literature review on attrition, monthly and annual attrition data analysis, findings, limitations, and recommendations. The report provides insights into the operations of the hospital's HR department and employee attrition trends observed during the internship period.
This document provides a project report on the recruitment and selection process at Annamalai University. It includes sections on the title, declaration, preface, acknowledgements, executive summary, table of contents, and objectives of the study. The report then discusses the processes of recruitment and selection at the university in detail. It provides information on pre-selection, eligibility requirements, assessment criteria, and the roles of different committees and individuals in the selection process.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
Recruitment @icici prudential life insuranceShivani Singh
The document discusses ICICI Prudential Life Insurance Company, including its objectives, components of the recruitment process, and company profiles.
[1] ICICI Prudential Life Insurance is a joint venture between ICICI Bank and Prudential plc to provide leading-edge life insurance solutions in India.
[2] The document outlines the recruitment process components - recruitment and selection, training and development, performance appraisal, pay and rewards, and labor relations.
[3] ICICI Bank and Prudential plc bring strong brands in financial services with ICICI Bank owning 74% stake and Prudential plc owning 26% in ICICI Prudential Life Insurance.
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
Recruitment and selection process reliance life insurancesanarinkal
The document is a summer training report submitted by Ritesh Saini to fulfill the requirements of an MBA degree. The report focuses on analyzing the recruitment and selection process at Reliance Life Insurance. It includes chapters on the insurance industry and company profiles, a literature review, research methodology used, analysis and interpretation of survey results, findings, recommendations, and conclusions. The report provides insights into Reliance Life Insurance's recruitment practices through a survey of employees and aims to enhance the effectiveness of their recruitment and selection process.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
This document provides an overview of a summer project report on the recruitment and selection process at Kiriburu Iron Ore Mines. It includes cover page, certification, acknowledgements, table of contents, and introductory chapters outlining the importance of recruitment and selection, objectives of the study, factors affecting recruitment, and the scope and limitations of the study. The document aims to analyze the current recruitment and selection policies and processes at Kiriburu Iron Ore Mines.
Promotion and reward policy of abhudaya co edited (1)HIMANI SONI
Human Resource Management is concerned about the people in an organization or bank. "The management of man" is a vital and testing work on account of the dynamic idea of the general population. No two individuals/people are same in nature, mental capacities, strategists, opinions, and practices; they contrast broadly additionally as a gathering and are liable to numerous differed impacts. Individuals are responsive, they feel, think and act in this way they can't be worked like a machine or moved and adjusted like format in a room design. They in this way require a careful giving by management personnel.
HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.
STUDY ON EMPLOYEE SATISFACTION ON THE PROCESS OF RECRUITMENT AND SELECTION OF...Anurag Singh
Summer Internship project report on
STUDY ON EMPLOYEE SATISFACTION ON THE PROCESS OF RECRUITMENT AND SELECTION OF INDEPENDENT FINANCIAL ADVISOR & INVESTMENT ASSOCIATE AT ICICI SECURITIES
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document discusses recruitment and selection processes in organizations. It begins by outlining the objectives and importance of studying employee hiring. It then discusses factors that affect recruitment, including internal factors like company size and policies, and external factors like labor market conditions and laws. The document outlines various internal sources of recruitment like promotions, referrals, and former employees. It also discusses external sources such as employment exchanges, agencies, advertisements, professional associations, campus recruitment, and word-of-mouth. The advantages and disadvantages of internal sources are evaluated.
This document provides an introduction and overview of a research project on the recruitment and selection process of ICICI Life Insurance. The objectives are to understand ICICI's internal recruitment process, identify areas for improvement, and provide recommendations. The methodology will involve studying ICICI's recruitment procedures and comparing to best practices. It includes an introduction on the importance of recruitment and selection for organizations. A literature review covers past research on improving these processes. The document also provides background on ICICI Life Insurance and rationale for the study.
This document appears to be a student project report on the recruitment and selection processes at DCB Bank. It includes an introduction to DCB Bank, its history and organizational structure. It then discusses the types of products DCB Bank deals with, both secured and unsecured. The document defines recruitment and selection, and discusses the need for recruitment. It provides context on the recruitment and selection practices at DCB Bank as the focus of the student report.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
Rupali Gupte & Prasad Shetty:Propositions to see Cities Sun Quan Huang
The document discusses different perspectives on imagining cities and their futures. It presents two dominant imaginations of the future - one of apocalypse and one of high-tech utopia. Both imaginations view urbanization in a problematic light and see the city as a "project" to be fixed. The document then examines the city of Mumbai and identifies different areas within it. It argues that every condition in a city has multiple possible futures, depending on who is imagining it and how. It provides examples of potential futures for different areas of Mumbai, emphasizing that the future is not predetermined or singular.
The Sims 4 Game Play : The Knight Family : Wedding Special 1.2Sim Gazer A
The bride decided to cook all the meals for her wedding, baking multiple cakes. This led Henry to intervene and hire a chef to ensure all guests were properly fed. The wedding ceremony and reception went smoothly, with excited guests enjoying the food, drinks, dancing and entertainment. At the end of the night, the bride and groom reflected on their first night as a married couple.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
Recruitment @icici prudential life insuranceShivani Singh
The document discusses ICICI Prudential Life Insurance Company, including its objectives, components of the recruitment process, and company profiles.
[1] ICICI Prudential Life Insurance is a joint venture between ICICI Bank and Prudential plc to provide leading-edge life insurance solutions in India.
[2] The document outlines the recruitment process components - recruitment and selection, training and development, performance appraisal, pay and rewards, and labor relations.
[3] ICICI Bank and Prudential plc bring strong brands in financial services with ICICI Bank owning 74% stake and Prudential plc owning 26% in ICICI Prudential Life Insurance.
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
Recruitment and selection process reliance life insurancesanarinkal
The document is a summer training report submitted by Ritesh Saini to fulfill the requirements of an MBA degree. The report focuses on analyzing the recruitment and selection process at Reliance Life Insurance. It includes chapters on the insurance industry and company profiles, a literature review, research methodology used, analysis and interpretation of survey results, findings, recommendations, and conclusions. The report provides insights into Reliance Life Insurance's recruitment practices through a survey of employees and aims to enhance the effectiveness of their recruitment and selection process.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
This document provides an overview of a summer project report on the recruitment and selection process at Kiriburu Iron Ore Mines. It includes cover page, certification, acknowledgements, table of contents, and introductory chapters outlining the importance of recruitment and selection, objectives of the study, factors affecting recruitment, and the scope and limitations of the study. The document aims to analyze the current recruitment and selection policies and processes at Kiriburu Iron Ore Mines.
Promotion and reward policy of abhudaya co edited (1)HIMANI SONI
Human Resource Management is concerned about the people in an organization or bank. "The management of man" is a vital and testing work on account of the dynamic idea of the general population. No two individuals/people are same in nature, mental capacities, strategists, opinions, and practices; they contrast broadly additionally as a gathering and are liable to numerous differed impacts. Individuals are responsive, they feel, think and act in this way they can't be worked like a machine or moved and adjusted like format in a room design. They in this way require a careful giving by management personnel.
HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.
STUDY ON EMPLOYEE SATISFACTION ON THE PROCESS OF RECRUITMENT AND SELECTION OF...Anurag Singh
Summer Internship project report on
STUDY ON EMPLOYEE SATISFACTION ON THE PROCESS OF RECRUITMENT AND SELECTION OF INDEPENDENT FINANCIAL ADVISOR & INVESTMENT ASSOCIATE AT ICICI SECURITIES
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document discusses recruitment and selection processes in organizations. It begins by outlining the objectives and importance of studying employee hiring. It then discusses factors that affect recruitment, including internal factors like company size and policies, and external factors like labor market conditions and laws. The document outlines various internal sources of recruitment like promotions, referrals, and former employees. It also discusses external sources such as employment exchanges, agencies, advertisements, professional associations, campus recruitment, and word-of-mouth. The advantages and disadvantages of internal sources are evaluated.
This document provides an introduction and overview of a research project on the recruitment and selection process of ICICI Life Insurance. The objectives are to understand ICICI's internal recruitment process, identify areas for improvement, and provide recommendations. The methodology will involve studying ICICI's recruitment procedures and comparing to best practices. It includes an introduction on the importance of recruitment and selection for organizations. A literature review covers past research on improving these processes. The document also provides background on ICICI Life Insurance and rationale for the study.
This document appears to be a student project report on the recruitment and selection processes at DCB Bank. It includes an introduction to DCB Bank, its history and organizational structure. It then discusses the types of products DCB Bank deals with, both secured and unsecured. The document defines recruitment and selection, and discusses the need for recruitment. It provides context on the recruitment and selection practices at DCB Bank as the focus of the student report.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
Rupali Gupte & Prasad Shetty:Propositions to see Cities Sun Quan Huang
The document discusses different perspectives on imagining cities and their futures. It presents two dominant imaginations of the future - one of apocalypse and one of high-tech utopia. Both imaginations view urbanization in a problematic light and see the city as a "project" to be fixed. The document then examines the city of Mumbai and identifies different areas within it. It argues that every condition in a city has multiple possible futures, depending on who is imagining it and how. It provides examples of potential futures for different areas of Mumbai, emphasizing that the future is not predetermined or singular.
The Sims 4 Game Play : The Knight Family : Wedding Special 1.2Sim Gazer A
The bride decided to cook all the meals for her wedding, baking multiple cakes. This led Henry to intervene and hire a chef to ensure all guests were properly fed. The wedding ceremony and reception went smoothly, with excited guests enjoying the food, drinks, dancing and entertainment. At the end of the night, the bride and groom reflected on their first night as a married couple.
The document discusses the field of mechanical engineering. It states that mechanical engineering applies principles of thermodynamics, mechanics, fluid mechanics, and structural analysis to design various machines and elements. It provides a brief historical overview, noting that while humans have long constructed tools and simple machines, mechanical engineering emerged as a specific profession linked to the invention and application of the steam engine during the Industrial Revolution. It has since contributed to many other machine types and continues to advance through interdisciplinary work incorporating materials science, control systems, electronics, and computing.
These slides present an introduction to Remote Handling field; what it is and why it is needed. Furthermore, they summarizes the progress on Remote Handling activities carried out during my position as a RH engineer at Ciemat.
The presentation has to be downloaded to see the video encrypted in the slide 12.
The document provides an overview of Paperjam Limited, a photo and video production company established in 2014 that produces films, documentaries, and other audiovisual projects. It details the company's values of passion, imagination, creativity and innovation. The document also outlines Paperjam's services, equipment, methodology, clientele, and the experience and qualifications of the creative director and consulting director on their team.
This document discusses several topics related to abstraction layers, interfaces, and black boxes. It begins by describing different abstraction layers from the hardware level to operating systems and applications. It then analyzes the concepts of "The Anti-Mac Interface" and discusses design principles like direct manipulation and feedback. Several definitions and quotes about black boxes from sources like Latour and Ashby are provided. Finally, it briefly mentions concepts like Hayek, disintermediation, and mediation.
ESQUEMA DE VACUNACIÓN EN PANAMÁ - NIÑOS MENORES DE 1 AÑO Y MUJERES EN EDAD FÉ...DIEGO MONTENEGRO JORDAN
Este documento presenta el esquema de vacunación actual para niños menores de 1 año y mujeres en edad fértil (embarazadas y puérperas) en España. Describe las vacunas recomendadas para cada grupo de edad, incluyendo la edad a la que se aplican, número de dosis, intervalo entre dosis, forma de aplicación y posibles efectos adversos. El objetivo es prevenir enfermedades graves mediante la generación de defensas antes de un posible contagio.
The document discusses the difference between global warming and the greenhouse effect. Global warming refers to a rise in the earth's surface temperature, while the greenhouse effect is the process by which heat is trapped in the lower atmosphere by greenhouse gases. It then lists the major human-caused greenhouse gases and their sources, and notes that concentrations of these gases have increased significantly since the industrial revolution due to human activities like burning fossil fuels. The effects of this climate change are described as threats to health, water resources, polar regions, forests and more.
Ecommerce Provides A New Thrust To Shipping IndustryeTailing India
The rise of e-commerce has significantly increased global parcel delivery and led shipping to become a critical factor for online sales. To accommodate more complex shipping needs, parcel software providers have developed hybrid on-premise and cloud-based solutions that integrate with e-commerce platforms and allow for multi-carrier shipping. Automated sorting systems help capture more market share by increasing efficiency, accuracy, speed and reducing costs compared to manual sorting. As e-commerce volumes continue rising, technologies like automated sorting and cloud-based shipping platforms will be important to help businesses optimize operations and deliver good customer experiences.
A STUDY ON RECRUITMENT AND SELECTION PROCESS nandini gupta new updated (1).pdfPrinceVerma938105
This document provides an overview of Nandini Gupta's research project report on recruitment and selection processes. The report was submitted in partial fulfillment of an MBA degree under the guidance of Mr. Nitin Tripathi.
The report includes chapters on recruitment, selection, the difference between recruitment and selection, research methodology, data analysis, findings, suggestions, limitations, and conclusions. It discusses topics such as the meaning and need for recruitment, the recruitment process, sources of recruitment, the selection process, approaches to selection, and problems in effective selection. The goal is to shed light on best practices for recruitment and selection.
Effectiveness of recruitment process and analysis of employess settlementSupa Buoy
This document provides an overview of Bajaj Allianz Life Insurance Company and discusses its recruitment process and full and final settlement of employees. Bajaj Allianz is a joint venture between Allianz AG of Germany and Bajaj Auto Limited, operating in both life and non-life insurance. The document outlines the company's vision, products offered, and benefits of insurance. It also describes Bajaj Allianz's national network of 55 branches across India and distribution channels. The recruitment process and factors affecting it are defined. Finally, the full and final settlement process for departing employees is explained.
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
This document provides details about a summer project report submitted by Sasmita Basa on the recruitment and selection process at Kiriburu Iron Ore Mines (KIOM) in India. The report includes an introduction outlining the importance of recruitment and objectives of the study. It also provides organizational details about KIOM, which is located in Jharkhand and is a unit of Steel Authority of India Limited (SAIL). The main body of the report discusses KIOM's recruitment policy and objectives, different sources of recruitment, and the recruitment and selection process followed. It concludes with chapters on research methodology, data analysis, findings, recommendations and suggestions.
The document discusses recruitment and selection of employees. It begins by stating that recruitment should be preceded by analyzing the job requirements and determining if replacement is necessary. It describes selection as "buying" an employee, so poor selection can be very expensive. It lists some common sources of recruitment like internal promotion, careers officers, advertising. It discusses the application process and importance of checking qualifications and health. It describes different interview formats and techniques to aid in selection like testing for aptitudes, attainments, intelligence. The key aspects are analyzing job needs, considering internal candidates, checking applications thoroughly, and using various interview techniques and tests to select the best candidates.
This document provides an overview of the selection procedure used by Commercial Bank of Ceylon PLC to hire middle level managers. It describes the bank's profile and achievements. The selection process involves application evaluation, employment tests, interviews, background checks, and medical exams. Challenges include lack of a standard application format, tests not evaluating experience and skills, and potential biases in interviews. Suggestions are provided such as implementing a standard application, evaluating experience in tests, improving interview structure and environment, and handling potential biases in background checks. The conclusion emphasizes the importance of selecting right candidates for middle level roles to achieve organizational goals and avoid replacement costs.
This document discusses the recruitment and selection practices at Big Bazaar. It begins with an acknowledgment and table of contents. It then discusses the importance of recruitment and outlines the recruitment process, including identifying job requirements, finding suitable candidates internally or externally, screening applications, and conducting interviews. The objectives of recruitment and selection are to find qualified candidates and ensure fairness. The document provides an overview of Big Bazaar's company profile and recruitment guidelines. It emphasizes the importance of strategic recruitment for acquiring and retaining the best talent.
This document provides an overview of the fertilizer industry in India and profiles of major fertilizer companies. It lists the nine public sector undertakings and two cooperative societies under the administrative control of the Department of Fertilizers. It also provides the names and websites of major fertilizer associations and companies in India, including public sector, cooperative sector and private sector players. The Nagarjuna Fertilizers and Chemicals Limited (NFCL) case study focuses on analyzing the recruitment and selection process at NFCL.
The document provides an overview of recruitment and selection processes. It discusses the importance of recruitment and selection functions in personnel management. Recruitment involves estimating vacancies, attracting applicants, and creating a pool of candidates for selection. Selection involves screening applicants through interviews, tests, and background checks to select the most suitable candidates. The document also discusses internal and external sources of recruitment, the recruitment planning process, and the typical steps involved in selection including preliminary interviews, tests, employment interviews, job offers, and final selection.
Human Resource Practices in Software CompanyFakrul Hassan
This document is a report on HR practices at vQsolution Ltd submitted by Fakrul Hassan as part of his MBA coursework. It includes an introduction outlining the background and purpose of the report, as well as sections on literature review, the organization, findings and suggestions, and a conclusion. The report aims to analyze vQsolution's HR processes and identify areas for improvement, such as compensation packages, performance appraisals, and employee engagement, in order to enhance organizational performance.
Human Resource Management between marketing management and definitionsLingeshkanna
The document discusses recruitment, which is defined as the process of finding and attracting potential job candidates with the right abilities and attitude to fill open positions in an organization. It aims to source candidates who can help the organization achieve its objectives. The recruitment process involves identifying vacancies, analyzing job requirements, reviewing applications, screening candidates, shortlisting, and selecting the right person. Recruitment helps organizations determine current and future needs, increase the candidate pool, improve selection success rates, reduce turnover, meet legal obligations, start identifying potential candidates, and evaluate recruitment techniques. Recruitment principles emphasize fairness, openness, wide announcement of vacancies, high professional standards, documentation, commitment, open-mindedness, impartiality, and flexibility
This document provides an overview of Nagarjuna Fertilizers and Chemicals Limited (NFCL) and the fertilizer industry in India. It includes details about NFCL's recruitment and selection policies and processes. The recruitment and selection process at NFCL involves job analysis, developing job descriptions, internal and external recruitment methods, screening applications, interviews, employment testing and reference/background checks. The document is a project report submitted as part fulfillment for a post graduate diploma in management.
This report is prepared on the basis of my three months’ practical experience at NCC Bank Limited. The Internship Program helped me a lot to learn about the realistic situation of a financial institution.
Unilever Bangladesh Limited (UBL) recruits candidates through a structured recruitment and selection process. UBL recruits fresh graduates, experienced specialists, and skilled labor. For fresh graduates, UBL announces vacancies through mass media like the internet. The recruitment process involves application forms, recruiter qualifications, and different recruitment channels. UBL follows a competency-based interview process for entry-level recruits, involving case study interviews and group discussions. UBL seeks candidates who are passionate, creative, ambitious, and able to work well in teams to achieve goals.
The document provides an overview of agency recruitment at ICICI Prudential Life Insurance Company. It discusses the company's objectives which include studying the recruitment process, the current life insurance market scenario, and criteria for successful life advisors. It outlines the research methodology, contact methods, and training process. It notes limitations such as time constraints and people's lack of trust in private sector companies. Suggestions include expanding to semi-rural areas and targeting the semi-rural market.
Recruitment and selection process synopsisNesar Ahmad
This document provides an overview of a study on the recruitment and selection process of ICICI Life Insurance. It includes an introduction outlining the importance of recruitment and selection for organizations. It also includes sections on the objectives of the study, literature review on relevant past research, and the research methodology to be used which involves a survey of 100 employees using a structured questionnaire. The recruitment and selection process at ICICI Life Insurance will be observed and areas for potential improvement identified.
1. 1
Certificate By Guide
This is to certify that Ms. NAINCY BARANWAL of Centre for Management Development (CMD), PGDM
Semester-II has successfully completed the summer training project on the Topic: RECRUITMENT &
SELECTION under my guidance for the partial fulfillment of the requirement of PGDM.
This report is the record of authentic work carried out by the student during the academicyear 2012-13.
Faculty Guide:
Mrs. SHALINI SHEEL
(Signature of faculty guide)
2. 2
DECLARATION
I the undersigned declare that the report of the project work entitled RECRUITMENT & SELECTION is based
my own work carried out during the course of my study under the supervision of MS. ANKITA JAISWAL .I
assert that the statements made and conclusions drawn are an outcome of the project work. I further declare that
to the best of my knowledge and belief that the project report does not contain any part of any work which has
been submitted for the award of any other degree/diploma/certificate in this Institute or any other Institute.
Name: NAINCY BARANWAL
Roll No.: 201424
(Signature of the Candidate)
3. 3
ACKNOWLEDGEMENT
I convey my sincere gratitude to DR. AMITABH ROY (Director), for providing us an opportunity to do a
training work for our betterment & good exposure & to my mentor Mrs. SHALINI SHEEL (Faculty member)
for her support and guidance.
I am highly obliged to Mr. Sanjay Srivastava( Head, H.R), Mrs. Swati (Deputy Head H.R) Ms.
AnkitaJaiswal (manager, HR), who guided & helped me a lot in my project.
I would like to thank all the employees of Cashpor Micro Credit for their valuable suggestions and
constant encouragement.
I am thankful to all the respondents for showing such a patience& cooperation because without the help of all
these persons my project will remain incomplete.
With all these I am very thankful to my parents for their support and care, and I apologized for my any omission
and mistakes in report as from my side I prepare it by my best.
NAINCY BARANWAL
PGDM(2014-2016)
4. 4
TITLE
(Declaration, acknowledgment, summary)
(CHAPTER 1 )
INTRODUCTION
(CHAPTER 2)
COMPANY OVERVIEW
(CHAPTER 3)
LITERATURE PERSPECTIVE
CHAPTER 4)
RESEARCH METHODOLOY
(CHAPTER 5)
DATA ANALYSIS
(CHAPTER 6)
FINDING S & SUGGETIONS
CHAPTER 7)
CONCLUSION
APPENDIX
BIBLIOGRAPHY
2,3,5
6-11
12-26
27-31
32-35
36-46
47- 48
49
50-60
61
5. 5
EXECUTIVE SUMMARY
INTRODUCTION OF PROJECT :
This project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning
and Definition of Recruitment and Selection, Need and Purpose of Recruitment.. Sources of Recruitment
through which an Organization gets suitable application., which an Organization should follow for, right
manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which
includes steps of Selection, process.
Recruitment and Selection are simultaneous process and are incomplete without each other. They are
important components of the organization and are different from each other. Since all the aspect needs practical
example and explanation this project includes Recruitment and selection Process of CASHPOR MICRO
CREDIT. And a practical case study.
ABOUT ORGANIZATION:
The project titled “RECRUITMENT AND SELECTION” Undertaken inCASHPOR MICRO CREDIT.
CASHPOR Micro Credit is a poverty focused, not for profit Company that provides microfinance exclusively to
Below Poverty Line women in eastern U.P. and Bihar.
It is one of the leading MFI’S company in India. CASHPOR Micro Credit founder chairman ,Prof. David S.
Gibbons.
There are two types of Recruitment Department in company
Operational recruitment Support recruitment
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 follow a standard pattern, beginning with an initial screening
interview and concluding with final employment decision..
Right person for the right job‟ is the basic principle in recruitment and selection.
6. 6
CHAPTER: 1
1.1 INTRODUCTION
This is an internship report. Post Graduate Diploma In Management (PGDM) Course requires attachment with
an organization followed by a report assigned by the supervisor in the organization and endorsed by the faculty
advisor. I took the opportunity to do my internship in a MFI company which is one of the leading micro finance
service provider in India.
Under the proper guidance of Ms. AnkitaJaiswal, I have conducted my study on ‘Recruitment and Selection
process in CASHPOR Micro Credit. My faculty supervisor Mrs. ShaliniSheel also approved the topic and
authorized me to prepare this report as part of the fulfillment of internship requirement and gave me proper
guidance and assistance over time.
Recruitment and selection are two of the most important functions of personnel management. Recruitment
precedes selection n and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of thestaffing schedule
and to employ effective measures for attracting that manpower in adequatenumbers to facilitate effective
selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility ofstaffing function by selecting
the chief executive and even the foremen and supervisors have astaffing responsibility when they select the rank
and file workers. However, the personnelmanager and his personnel department is mainly concerned with the
staffing function.
Every organization needs to look after recruitment and selection in the initial period andthereafter as and when
additional manpower is required due to expansion and development ofbusiness activities.
EverOrganization should give attention to the selection of its manpower, especially its managers. Theoperative
manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activitiessmoothly and
efficiently and for this recruitment and selection of suitable candidates areessential. Human resource
management in an organization will not be possible if unsuitablepersons are selected and employment in a
business unit.
7. 7
1.2 MICROFINANCE COMPANY;
1. Microfinance is a general term to describe financial services to low-income individuals or to those who do not
have access to typical banking services. Microfinance is also the idea that low-income individuals are capable
of lifting themselves out of poverty if given access to financial services.
As these financial services usually involve small amounts of money - small loans, small savings, etc. - the term
"microfinance" helps to differentiate these services from those which formal banks provide.
It's easy to imagine poor people don't need financial services, but when you think about it they are using these
services already, although they might look a little different.
Poor people save all the time, although mostly in informal ways. They invest in assets such as gold, jewelry,
domestic animals, building materials, and things that can be easily exchanged for cash. They may set aside corn
from their harvest to sell at a later date. They bury cash in the garden or stash it under the mattress. They
participate in informal savings groups where everyone contributes a small amount of cash each day, week, or
month, and is successively awarded the pot on a rotating basis. Some of these groups allow members to borrow
from the pot as well. The poor also give their money to neighbors to hold or pay local cash collectors to keep it
safe.
Micro financing is not a new concept. Small microcredit operations have existed since the mid 1700s. Although
most modern microfinance institutions operate in developing countries, the rate of payment default for loans is
surprisingly low- more than90%of loans are repaid.
Like conventional banking operations, microfinance institutions must charge their lenders interests on loans.
While these interest rates are generally lower than those offered by normal banks, some opponents of this
concept condemn microfinance operations for making profits off of the poor.
The World Bank estimates that there are more than 500 million people who have directly or indirectly benefited
from microfinance-related operations.
1.3RECRUITMENT:
8. 8
Recruitment According to Edwin B. Flippo, recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization‖. Recruitment is the activity that
links the employers and the job seekers. A few definitions of recruitment are:
1. Recruitment is a process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.
2. Recruitment is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective
3. Recruitment measures for attracting that manpower in adequate numbers to facilitate effective selection
of an efficient working force.
1.3.1SOURCES OF RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
Promotion Campus recruitment
Transfers Press advertisement
Internal notification Management consultancy service
Retirement
Management training scheme
Former employees
Walk-ins, write-ins, talk-in
1.4SELECTION PROCESS:
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational
requirements with the skills and qualifications of people. Effective selection can be done only when there is
9. 9
effective matching. By selecting best candidate for the required job, the organization will get quality
performance of employees. Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will also save time and
money. Proper screening of candidates takes place during selection procedure. All the potential candidates who
apply for the given job are tested .But selection must be differentiated from recruitment, though these are two
phases of employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcingof data. While selection is a
negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing
process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required
job.
1.4.1ESSENTIALS OF SELECTION PROCEDURE
The selection process can be successful if the following requirements are satisfied..
1. Someone should have the authority to select. This authority comes from the employment requisition as
developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospectiveemployee may be compared,
a comprehensive job description and job specification should be available beforehand.
3. There must be sufficient number of applicant from whom the required number of employees
may be selected.
1.5Background of the study
10. 10
There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be
equipped to deal with the effects of the changing world of work. For them this means understanding the
implications of globalization, technology changes, workforce diversity. Changing skill requirements, continuous
improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue
for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel
for the suitable position in shortest possible to me.
Starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the
suitable candidates and selecting the best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require
more focus and improvement. Equal opportunity and sourcing is alsoa vital part. Realizing this need we tried to
find the difference and similarities betweentheoreticalaspects with the practical steps taken by the company. We
took an attempt todemonstrate the feature for the further improvement.
1.6PURPOSE: -
The basic purpose of this study and doing Project in organization is to bridge the gap between the theoretical
knowledge and the practical applications and it is a requirement in partial fulfillment of our educational
curriculum as well.
The specific purpose of the study and survey was to know about the “Recruitment & selection process” at
Cashpor Micro Credit and its applicability
11. 11
CHAPTER : 2
2.1COMPANY OVER VIEW
CASHPOR MICRO CREDIT
Fig. 1
CASHPOR Micro Credit is a poverty focused, not for profit Company that provides microfinance exclusively to
Below Poverty Line women in eastern U.P. and Bihar.
12. 12
2.1.1Vision & Mission:
VISION
"We see all BPL women in eastern Uttar Pradesh, Bihar, Jharkhand ,Chhattisgarh, Madhya
Pradesh/Bundelkhandaccess to microfinance services, and many utilizing them to lift themselves and their
families out of poverty. At the same time, we see that their families have become healthy, and their children
are in school."
MISSION
"Our Mission is to identify and motivate BPL women in the rural areas, and to deliver financial and other
vital credit+ services to them in an honest, timely and efficient manner, so that our Vision is realized and
CASHPOR itself remains a financially sustainable microfinance institution for the poor."
2.1.2WORKING PHILOSPHY :
It is a Mission and Vision of CASHPOR Group to reduce the poverty through delivering of sustainable
financial services to poor women. We focus to develop our employees in order to become effective
contributors towards the Mission and Vision of the company and we have a clear view of what and how an
effective contribution would look like.
Our working philosophy is to attract, develop and retain the talent from all levels and create an
environment that is conducive to self development and career development for employees. We more
emphasize on training and career development having an objective to create a smarter workforce to yield the
best result. We believe that our working philosophy can only be achieved if the goals are clearly defined and
checks are established. Human work can never be absolutely error free. However, a reasonable relationship
between effort and positive attitude always must be kept in mind to minimize the error and strive to be the
best.
13. 13
`
Audit
Committee
Credit Committee
Chairman
CASHPOR- ORGANIZATIONAL STRUCTURE
BOARD
Vice-Chairperson
MD
CAO
Board & MD’s
Secretariat
COOCFO
Head Office
Operations Team
(DDOs/ADOs/
EAs)
ADFHead Planning
&Financial
Management.
ICT Account
&Taxati
on
Admin &
Establish
ment
HRD IAD
Head Admin &
Establishment
Head
IAD
BM
AM
DRM
RM
RM Regional Manager
DRM Deputy Regional Manager
AM Area Manager
BM Branch Manager
CM Center Manager
ICT Information & Communication Technology
M&R Monitoring & Reporting
IAD Internal Audit Department
HRD Human Resource Development
MD Managing Director
ADF Associate Director Finance
HOT Head Office Operations Team
COO Chief Operations Officer
DDO Deputy Director Operation
ADO Assistant Director Operation
EA Executive Assistant
GRC Grievance Redressal cell
CFO Chief Financial Officer
CAO Chief Administrative Officer
HEST Health Education Services & Training
Managers/OfficerManagers/Officer
M & R
SCM/ CM/PCM/TCM
ADO
HEST
Sub debt
Pvt. Bank
Financing
Planning
Pub. Banks
Financing
GRC
Head
ICT
Head
Account
Head
Insurance
Head
HRD
Internal
Fund &
Treasury
Managem
ent
Note – Operations handle services of Credit, Savings, Remittance, PFRDA and NPS Lite (Pension Product)
15. 15
RECRUITMENT
&
SELECTION PROCESS
IN
CASHPOR
22..22 IINNTTRROODDUUCCTTIIOONN::
Recruitment and Selection aim to search and hire suitable candidate to fill up the vacancies in Cashpor
with the view to satisfying human resources needs.
Any position within Cashpor that become vacant is filled on requisition of the Head of Department
having approval from Managing Director. A newly created position will only be activated upon approval
from the board.
2.2.1 PURPOSE:
1. Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
2. Ensure that recruitment is considered an essential part of the human resource
3. Attract and encourage more and more candidates to apply in the organization.
4. To enable the selection of best candidates for the organization.
5. To increase the productivity of the organization.
6. Ensure and explain best practice for all types of recruitment.
2.2.2RECRUITMENT & SELECTION CELL IN CASHPOR:
In CASHPOR , there are two types of function for recruitment & selection process :-
1. SUPPORT
2. OPERATION
16. 16
Support function does recruitment for Head office, &
Operation function does recruitment for field work.
2.3RREECCRRUUIITTMMEENNTT&& SSEELLEECCTTIIOONN PPRROOCCEEDDUURREE IINN OOPPEERRAATTIIOONNSS::
HRD will ensure that there will always be a pool of TCM (fresher candidates) to fill up the future
vacancy of Centre Manager = 200 candidates. As soon as only 50 (fifty) candidates are left to be
absorbed in the pool, HR Department will start recruiting Trainee Centre Managers to bring the pool
back to the level of 200 candidates and will complete the recruitment exercise in a period of 10 days
from the date it reaches the level of 50 candidates.
FIG.6
17. 17
FIG.7
2.3.1 PSO ( PRE SELECTION ORIENTATION):
PSO is the additional stage or step put in the operations Recruitment in Cashpor as a new initiative to
reduce entry level employee attrition. This is to project the actual employment terms and environment
within the organization. This Includes describing the following-
a. Self Introduction.
b. Company Introduction. (Establishment, Registration, Current Position etc.)
c. Company Structures. ( Zones, Branches, Portfolio )
d. Meaning Of MFI ( Micro Finance Industries)
Vacancy
Advertisement
PSO CV'S received
3 days Field
Exposure
Training
GD, Test,
Interview
Candidate
Selection
Appointment
Induction
18. 18
e. Nature of Work done by CMC. ( How we work, Who are our Client & Why only BPL Families.
)
f. Benefits for Client.
g. Company Products.
h. Carrier Path of Candidates.
i. Benefits of Candidates.
j. Promotion Criteria.
2.3.23 DAYS FIELD EXPOSURE TRAINING-
After complete of PSO candidates go for field training ( 3 days ) to get the practical knowledge
about the work.
Minimum eligibility to apply for the post of TCM
1. Male candidate- Qualification Intermediate with 50% cut off marks*
2. Female candidate- Qualification High School with 50% cut off marks*
Age limitation:
1. Male candidate- Min-18 & Max-25*
2. Female candidate- Min-18 & Max-40
19. 19
2.3.3 WORK PERFORMED UNDER RECRUITMENT CELL OPERATION:
1. Conducting PSO in Operational Areas of Company & when required.
2. Coordinating interviews & the selection process for Operational Staff.
3. Preparation of Reports, Database of PSO & Interviews planned and conducted.
4. Follow up of Joining of TCM Staffs’
5. To conduct the Campus placement in Operational Areas.
6. Proper maintenance of CVs
7. To conduct induction of TCM Staffs
8. To work with drop out ratio.
9. To conduct the workshop for staff in operational Region.
10. To maintain & prepare report on Appointment Cancellation Cases.
2.3.4 Barriers:
1. Travelling & Health Issues of Supportive Department.
2. Awareness Issues.
3. Govt. Issues.
4. Decision Making Issues.
5. Distance Issues. Etc.
20. 20
2.3.5 SWOT ANALYSIS OF OPERATION RECRUITMENT:
Strength:
AGood Team
Work
•HighPotential.
•Ready to
accept the new
Challenges.
Weakness:
•Lackof
Manpower.
•Lesssupport
fromour
Internal
Departments.
Opportunities:
•Wider Space for
Recruitment.
•New Expansion
isalmost
interlinked.
•Chancetoget
intractedwith
newtalents
Threat:
•Language
barriers.
•Distance
Problems.
•Dropouts.
•Internal
behaviors
FFIIGG..88
21. 21
22..44 RREECCRRUUIITTMMEENNTT&& SSEELLEECCTTIIOONN PPRROOCCEEDDUURREE IINN SSUUPPPPOORRTT::
22..44..11 RREECCRRUUIITTMMEENNTT PPRROOCCEEDDUURREE IINN SSUUPPPPOORRTT DDEEPPAARRTTMMEENNTT::
1. Identify the vacancy.
2. Receipt of requirement of manpower from various department heads.
3. Scrutinize them and take approval from concerned authorities if the position is new.
4. Prepare a recruitment budget and CTC for the employee and take approval.
5. Identify the appropriate Recruitment process.
22..44....22 RREECCRRUUIITTMMEENNTT PPRROOCCEESSSS
1. Prepare Advertisements etc for the recruitment through employee referrals, News papers, HR
Consultancies, Head Hunters and Job Portals.
2. Scrutinize and shortlist the applications received
3. Send interview call letters/mails as required.
4. Conduct written test and interviews through panels.
5. Preparation of offer letters as required.
22..44..33 CCrriitteerriiaa ooff SShhoorrtt LLiissttiinngg ffoorr SSuuppppoorrtt
Short listing of CVs as per the Qualification & requirement.
There is no maximum age bar to apply for the position in support department in case of experienced candidate.
23. 23
2.4.4 SWOT ANALYSIS OF SUPPORT RECRUITMENT :
Strength:
•Different
sourcesuse
Weakness:
•Not usinglatest
technologyof
recruitment
Opportunities:
•Hugeno. Of
applicantat
entry& middle
level
Threat:
• New mfi’s ( staff
retention)
FIG.9
24. 24
2.5INDUCTION
Given below are the processes and the procedures that is followed
while inducting a new joiner in CASHPOR...
1. The new joinee will be taken in as a trainee / probationers and are provided with a joining kit.
2. For fresher, the induction will include the following:
3. Completion of joining formalities
4. Overview and orientation of Departments
5. Field and Departmental Training for the prescribed period for fresher.
6. At the end of the training, trainees will be evaluated based on their performance.
7. The training period could be extended for another 30 days or terminated based on the performance of the
individual.
8. No further training beyond thirty (30) days will be provided.
9. The trainee will be given a trainee’s ID card and during their period of training, the trainee is paid
training allowance.
10. On successful completion of the training, the trainees will be taken on probation for a period of seven
months and will be referred to as a probationer.
11. The management may terminate the period of probation at the end of the prescribed period; or may
extend the period of probation (based on evaluation).
12. On successful completion of the probation period the probationer is employed on a confirmed basis and
given confirmed employee’s identity card.
13. No employee during training, probation or after confirmation; in form or service be engaged in any
business / service outside that of the company.
26. 26
FIG.3
3.1HISTORY OF MICROFINANCE:
The concept of microfinance is not new. Savings and credit groups that have operated for centuries include the
"susus" of Ghana, "chit funds" in India, "tandas" in Mexico, "arisan" in Indonesia, "cheetu" in Sri Lanka,
"tontines" in West Africa, and "pasanaku" in Bolivia, as well as numerous savings clubs and burial societies
found all over the world.
Formal credit and savings institutions for the poor have also been around for decades, providing customers who
were traditionally neglected by commercial banks a way to obtain financial services through cooperatives and
development finance institutions.
One of the earlier and longer-lived micro credit organizations providing small loans to rural poor with no
collateral was the Irish Loan Fund system, initiated in the early 1700s by the author and nationalist Jonathan
Swift. Swift's idea began slowly but by the 1840s had become a widespread institution of about 300 funds all
over Ireland. Their principal purpose was making small loans with interest for short periods. At their peak they
were making loans to 20% of all Irish households annually.
In the 1800s, various types of larger and more formal savings and credit institutions began to emerge in Europe,
organized primarily among the rural and urban poor. These institutions were known as People's Banks, Credit
Unions, and Savings and Credit Co-operatives.
The today use of the expression micro financing has it roots in the 1970s when organizations, such as Grameen
Bank of Bangladesh with the microfinance pioneer Mohammad Yunus, where starting and shaping the modern
industry of micro financing. .
Microfinance can be called a novel approach to provide saving and investment facility to the poor around world.
Improved access and efficient provision of savings, credit, and insurance facilities in particular can enable the
poor to smoothen their consumption, manage their risks better, gradually build their asset base, develop their
business, enhance their income earning capacity, and enjoy an improved quality of life.
In India, microfinance mainly operates through Self Help Group (SHGs), Non Government Organizations
(NGOs), and Credit Agencies. It provides poor people with the means to find their own way out of poverty. It
put the power squarely in their hands, giving them a larger stake in their own success than one –time donation
of food, goods, or cash.The system of microfinance was introduced about 28 years back with an organization of
27. 27
Grameen Bank in Bangladesh by a famous economist Prof. Mohammed Yunus. He observed that most villagers
were unable to obtain credit at reasonable rates. So he began to lend them money from his own pocket, allowing
the villagers to buy materials for projects like weaving bamboo tools and making pots (New York Times, 1997).
Ten years later, DrYunus had set up Grameen Bank as a project in one of the village in Bangladesh in 1976 to
assist poor families by providing credit to them. Today micro-finance has been widely spread all over the world
as an effective tool to poverty eradication.
3.2 MICROFINANCE IN INDIA-
• India is said to be the home of one third of the world’s poor; official estimates range from 26 to 50 percent of
the more than one billion population.
• About 87 percent of the poorest households do not have access to credit.
• The demand for microcredit has been estimated at up to $30 billion; the supply is less than $2.2 billion
combined by all involved in the sector.
• Microfinance has been present in India in one form or another since the 1970s and is now widely accepted as
an effective poverty alleviation strategy
• The microfinance industry has achieved significant growth in part due to the participation of commercial
banks, despite this growth, the poverty situation in India continues to be challenging.
• The Indian Microfinance sector has been rated as one of the fastest growing sectors in the world • There are
1,000 MFIs operating in India (as of March 2009)
• MFIs have reached 234 of the 331 poorest districts identified by the government
• At present lending to the economically active poor both rural and urban is pegged at around Rs 7000 crores in
the Indian banks‟ credit outstanding.
28. 28
• As against this, according to even the most conservative estimates, the total demand for credit requirements
for this part of Indian society is somewhere around Rs 2,00,000 crores.
• MFIs cater to over 55mn people in India, with 90% of them being women
• The total market potential is to have a reach of about 275-300mn people in India
The main features of microfinance are:
Loan given without security
Loans to those people who live below the poverty line
Members of SHGs may benefit from micro finance
3.3RECRUITMENT & SELECTION
Definition:
Edwin Flippo defines Recruitment and selection process as "A process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization."
In simpler terms, recruitment and selection are concurrent processes and are void without each other. They
significantly differ from each other and are essential constituents of the organization. It helps in discovering the
potential and capabilities of applicants for expected or actual organizational vacancies. It is a link between the
jobs and those seeking jobs.
3.3.1 Work by Taher et al. (2000):
Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-value activities in a
recruitment and selection process. The strategic manpower planning of a company, training and development
programme, performance appraisal, reward system and industrial relations, was also appropriately outlined in
the study.
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3.3.2 Work by Korsten (2003) and Jones et al. (2006):
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize on
techniques of recruitment and selection and outline the benefits of interviews, assessment and psychometric
examinations as employee selection process. They further stated that recruitment process may be internal or
external or may also be conducted online. Typically, this process is based on the levels of recruitment policies,
job postings and details, advertising, job application and interviewing process, assessment, decision making,
formal selection and training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or industrial
sector may offer insights into the processes involved in establishing recruitment policies and defining
managerial objectives.
3.3.3Work by Alan Price (2007):
Price (2007), in his work Human Resource Management in a Business Context, formally defines recruitment
and selection as the process of retrieving and attracting able applications for the purpose of employment. He
states that the process of recruitment is not a simple selection process, while it needs management decision
making and broad planning in order to appoint the most appropriate manpower.
3.3.4(Gilmore, and Williams, 2009):
Recruitment and selection forms the foundation of the core activities and processes underlying human resource
management and such activities include the acquisition, training and development, and rewarding performance
of workers
3.3.5Dublin August 7, 2015:
Research has shown that many Australian CEOs believe that 80 per cent of their problems are ‘people issues’
resulting from poor selection, job fit, behaviour and performance. Poor selection can be costly – in terms of
high staff turnover and absenteeism, failed relationships with colleagues and less than satisfactory customer
service and quality. Putting in place effective recruitment, selection and on-boarding processes gives you
significant return on investment.
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4.1METHODOLOGY:
The process used to collect information and data for the purpose of making business decisions. The
methodology may include publicationresearch, interviews, surveys and other research techniques, and could
include both present and historical information.
This chapter explains how the research was conducted. It starts with a brief definition of research, the design,
then followed by the method and procedures that were used in collecting data:, the population, sampling size
and sampling technique, data collection, data analysis, and limitations.
4.2SCOPE: -
The report deals with the recruitment and selection process in terms of theoretical point of view and the
practical use. The study will allow learning about the recruitment and selection issues, importance, modern
techniques and models used to make it more efficient. The study will help to learn the practical procedures
followed by the leading organizations. Moreover the study will help to differentiate between the practice and
the theories that direct to realize how the organization can improve their recruitment and selection process.
4.3OBJECTIVES OF THE STUDY:
To understand the current Recruitment Policies being followed at “Cashpor Micro Credit” conducted this
study and to know how effectively it is being implemented in the organization.
• To study the present Recruitment Policies “Cashpor Micro Credit”
• To study the different methods of recruitment & selection depending on the requirements
of the organization.
• To find the relationship whether jobs offered based on qualification to the employees
in the organization.
• To study the level of job satisfaction in the organization.
• To study the changes of recruitment policy in recent times in the organization.
• To know how the company fulfills its manpower requirements
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4.4 SAMPLE DESIGN:
4.4.1POPULATION:There are total 200 employees in company
4.4.2 SAMPLE SIZE:
The study was conducted with sample size of 55 employees selected at random fromboth supervisory and staff
of “Cashpor Micro Credit”
4.4.3SAMPLING –
A process used in statistical analysis in which a predetermined number of observations will be taken from a
larger population. The methodology used to sample from a larger population will depend on the type of analysis
being performed, but will include simple random sampling, systematic sampling and observational sampling.
Sampling was done using randomly method.
Table no.1
DEPARTMENT NAME EMPLOYEES NO.
HRD 6
FINANCE 10
ACCOUNTING 12
IT 8
GRIEVANCE 5
ADMINISTRATION 4
TRANING & DEVELOPMENT 10
TOTAL 55
33. 33
4.5DATA COLLECTION:
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. Research was carried out atCashpor Micro Credit to
find out the “Recruitment and selection process”.
4.5.1 Primary Data: A detailed and well-structured questionnaire was presented to the managerial staff at
Cashpor Micro Credit “Copies of the questionnaire being distributed to the employees at random to obtain their
views followed this. Further discussions regarding the recruitment policies were held with the HRD manager to
have an in-depth knowledge and future plans of the company for its effective implementation.
4.5.2 Secondary Data: Secondary data was gathered from academic texts and company profile from
company’s website.
4.5.3 Data collection tool:For data collection I used structure tool (QUESTIONNAIRE)
Questionnaire is a series of questions asked to individuals to obtain statistically useful information about a
given topic.
.In this project questionnaire use for knowing about right process of recruitment & selection in company.
4.6DATA ANALYSIS
The required data has to be collected through the Survey conducted so as to evaluate the extent of awareness
among the employees regarding the Recruitment & Selection in the Organization.
4.7STATISTICAL TOOLS USED: -
Pie charts has been used for the analysis and interpretation of the data collection.
34. 34
4.8LIMITATION OF PROJECT STUDY
Every research has its limitation. Following are certain limitation while conducting this project survey
Reliability and authenticity of data totally depends on honesty of the respondents. The findings are based
on the response from the respondents as such they may not be totally authentic.
Due to pressure of work some employee may not give enough thoughts and attention while filling up the
questionnaire.
Survey population is only the on-roll employees who are assigned at the head office not the other
employees working in operations.
Inaccessibility to some of the representatives of the management.
Upper management were not been participated in the survey.
36. 36
Analysis From Employees :
In survey 87% taking participant by male & 13% by female.
2)Does the organization clearly define the position objectives, requirement& candidate specification in the
recruitment process?
According to employees, 63% strongly agree, 11% agree, 13% disagree, 11 % strongly disagree &2% neither
disagrees nor agreesfor organization clearly define the recruitment process.
87%
13%
Employees in survey
Male (48) Female(7)
0%
63%11%
13%
11%
2%
Chart Title
Strongly agree(35) Agree(6)
Disagree(7) Strongly disagree(6)
Neither agree nor disagree(1)
37. 37
3) Is the organization doing timeliness recruitment & selection process?
According to employees,58% strongly agree, 20% agree, 18% disagree, 2 % strongly disagree & 2% neither
disagrees nor agrees for organization doing timeliness recruitment & selection process.
4)Does HR provides an adequate pool of quality applicants?
According to employees, 43% strongly agree, 24% agree, 29% disagree, 2 % strongly disagree & 2% neither
disagrees nor agrees for HR provides an adequate Pool of quality applicants.
58%
20%
18%
2%2%
Chart Title
Strongly agree(32) Agree(11)
Disagree(10) Strongly disagree(1)
Neither agree nor disagree(1)
43%
24%
29%
2%2%
Chart Title
Strongly agree(24) Agree(13)
Disagree(16) Strongly disagree(1)
Neither agree nor disagree(1)
38. 38
5) Rate the effectiveness of the interviewing process & other selection instruments, such as testing?
According to employees they give 69% adequate, 20% poor, 11% excellent rating for effectiveness of the
interviewing process & other selection instruments, such as testing.
6) Rate how well HR finds good candidates from non- traditional sources when necessary?
According to employees they give 69% adequate, 20% poor, 11% excellent rating for HR finds good candidates
from non- traditional sources when necessary.
20%
69%
11%
Chart Title
Poor(11) Adequate(38) Excellent(6)
15%
76%
9%
Chart Title
Poor(8) Adequate(42) Excellent(5)
39. 39
7) The employees competency match with the job specification?
According to employees, 7% strongly agree, 60% agree, 12% disagree, 7% strongly disagree & 1% neither
disagrees nor agrees for .employees competency match with the job specification
8) Morale of the existing employees can be lowered due to poor process of recruitment & selection.
According to employees, 11% strongly agree, 55% agree, 25% disagree, 2% strongly disagree & 7% neither
disagrees nor agrees for morale of the existing employees can be lowered due to poor process of recruitment &
selection.
7%
60%
19%
12%2%
Chart Title
Strongly agree(4) Agree(34)
Disagree(11) Strongly disagree(7)
Neither agree nor disagree(1)
11%
55%
25%
2%7%
Chart Title
Strongly agree(6) Agree(30)
Disagree(14) Strongly disagree(1)
Neither agree nor disagree(4)
40. 40
9) The hiring helps in identifying the competence both visible & hidden aspects?
According to employees, 20% strongly agree, 60% agree, 11% disagree, 4% strongly disagree & 5% neither
disagrees nor agrees for hiring helps in identifying the competence both visible & hidden aspects
10)Is internal hiring helps in motivating the employees?
According to employees, 30% strongly agree, 54% agree, 7% disagree, 4% strongly disagree & 5% neither
disagrees nor agrees for internal hiring helps in motivating the employees.
20%
60%
11%
4%5%
Chart Title
Strongly agree(11) Agree(33)
Disagree(6) Strongly disagree(2)
Neither agree nor disagree(3)
30%
54%
7%
4%5%
Chart Title
Strongly agree(16) Agree(29)
Disagree(4) Strongly disagree(2)
Neither agree nor disagree(3)
41. 41
11) HR department on being result oriented?
According to employees, 7% strongly agree, 62% agree, 13% disagree, 13% strongly disagree & 3% neither
disagrees nor agrees for .HR department on being result oriented
12) Do you think organization look for experienced employees in selection process?
According to employees, 16% strongly agree, 64% agree, 9% disagree, 5% strongly disagree & 3% neither
disagrees nor agrees for .organization look for experienced employees in selection process.
7%
62%
13%
13%
5%
Chart Title
Strongly agree(4) Agree(34)
Disagree(7) Strongly disagree(7)
Neither agree nor disagree(3)
16%
64%
9%
6%5%
Chart Title
Strongly agree(9) Agree(35)
Disagree(5) Strongly disagree(3)
Neither agree nor disagree(3)
42. 42
13) Do you think organization prefers referred candidates?
According to employees, 7% strongly agree, 64% agree, 13% disagree, 7% strongly disagree & 9%
neither disagrees nor agrees for .organization prefers referred candidates.
14) Rate the working relationship between the HR department 7 other department in the organization?
According to employees they give 56% adequate, 22% poor, 22% excellent rating for relationship between the
HR department 7 other department in the organization
7%
64%
13%
7%
9%
Chart Title
Strongly agree(4) Agree(35)
Disagree(7) Strongly disagree(4)
Neither agree nor disagree(5)
22%
56%
22%
Chart Title
Poor(12) Adequate(31) Excellent(12)
43. 43
15) How would you rate the HR department’s performance in recruitment & selection?
According to employees they give63% adequate , 22% poor, 15% excellent rating for HR department’s
performance in recruitment & selection.
16) What should be the best recruitment sources according to your preference?
According to employees they give preference, 85% for both, 11% for external recruitment ,4% for internal
recruitment .
24%
62%
14%
0%
chart
Poor adequate Exellet
5%
11%
84%
0%
chart
Internal resource External resource Both
44. 44
Analysis From HR Manager in support department:
1) Source use in recruitment:
According to hr. manager they use 43% internal sources & 57% external sources for recruitment.
2) Method use in recruitment & selection:
According to hr. manager they prefer 43% direct methid, 21% indirect method , 36% by help of other party.
43%
57%
Chart Title
Internal source(43%) External source(57%)
43%
21%
36%
Chart Title
Direct (43%) Indirect (21%) Third party (36%)
45. 45
3) Prefer to go for manpower planning:
According to hr. manager they prefer 90% yearly, & 10 % without fixed time for manpower planning.
4) Sources for external recruitment:
According to hr. manager they prefer 40% from casual applicants, 40% from data bank , 10% from campus
interview, 10% from placement agencies for external recruitment.
90%
0%
10%
Chart Title
Yearly (90%) Quartly(0%) No fixed time(10%)
10% 10%
40%
40%
Chart Title
Campus interview(10%) Placement agencies(10%)
Data bank(40%) Casual applicants(40%)
47. 47
6.1 FINDING:
1. There are different types of Recruitment& selection steps in “Cashpor Micro Credit”
2. There are different types of recruitment& selection methods use in a micro finance organization.
i. Direct method
ii. Indirect method
iii. Third party
3. Different type of department needs different type of qualification.
Position Qualification
Tcm Intermediate
HR manager Professional qualification
Junior It specialist Software knowledge
Finance manager Tally + PG
Receptionist Graduation
Guard Matriculate
4. Organization uses the different type of sources for external recruitment.
i.) Casual applicant
ii.) Data bank
iii.) Campus agencies
iv.) Placement agencies
5. In cashpor, they prefer to go yearly for manpower planning..
48. 48
6.2PROBLEMS:
1. Throughout the survey I got that some of employees have some issues with the recruitment & selection
process.
2. Some employees want selection should not base on personal relation.
3. Recruitment & selection process should not improve.
4. Vacancy should not disclose to everyone on time.
5. Advertisement should not give.
6.3SUGGETIONS:
1. The information should be clearly passed to the lower level of organisation.
2. Ccandidateshould not select on only relation or referral base ,give to equal chance to every one
3. . Latest technology should be use for recruitment & selection process.
49. 49
CHAPTER ; 7
CONCLUSION:
The conclusion is drawn from the study and survey of the company regarding the recruitment & selection
process carried out from CASHPOR MICRO CREDIT.
1. In company, they recruit the candidates from difference resources. Online portal also use in company.
2. The recruitment process at CASHPOR MICRO CREDIT to some extent is 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.
3. 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.
4. In company, Selection process is good. Difference type of process for difference department. But it
should also be modified according to the requirements & should job profile so that main objective of
selecting the candidate could be achieved.
53. 53
FORMAT OF APPOINTMENT LETTER
CMC/HRD/ DD/MM/YYYY
Mr. ABC (Staff ID- 0000)
S/O Late XYZ
Address: Vill. – Samardihan,Post :- MardanRaiKePipara ,Thana:- Karghar,
, Dist.:- Rohtas, Pin Code:- 221002
Contact. No. XXXXXXXXX
Dear Mr. ABC,
Your appointment as Office Executive
Congratulations!
On the basis of your performance in the interview held at Varanasi, we are pleased to offer you the position
of Office Executive at the rank of Officer on Contract for a period of six months w.e.f DD/MM/YYYY.
At the address is mentioned as below :
Siwan
CASHPOR Micro Credit
C/O Mrs.NituSrivastava
W/O Mr..Vinod Kr. Srivastava
East Of Khurmabad,
Beyand Of Lalit Narayan Bus Stand,Siwan
RM – XXXXXXX
Admin – XXXXXXX
Accordingly, you will report to RM - Siwanfor further instruction regarding your duties on DD/MM/YYYY
at 9:30 am.
54. 54
Duties & Responsibilities for Saving Project
1. You will match the number of forms received from the Branches entered in top sheet with total number
of forms you actually received and if found correct the receiving will be given on register along with
carbon paper. So, the receiving will be imprinted on carbon copy as well.
2. You will keep the carbon copy with yourself for record. And while receiving the SAOCF forms you will
enter the batch number, number of forms and date of receiving in register and will sign thereabout.
3. After receiving the form, You will verify the forms within T+2 means two working days with the help of
provided ICT link (IDBI Saving Client verification) and will enter the mobile number on the Link. It is
important to note here that you will be able to change/enter only mobile numbers of clients on the ICT
Link and nothing else could be changed.
4. You will generate an excel sheet of the verified forms on the basis of the link provided by ICT (IDBI
Saving Client verification) and will ensure that the digitization done matches with the information in
SAOCF form. Also, you will make a call to client and ask whether they are interested to open their
Savings Account or not.
5. Once you receive the information of approved clients for saving from Bank through PM-BC Relations,
you have to get two copies of this printed and will keep one copy with you for record and will send other
copy to branch through BM or CM on coming Wednesday or Saturday and maintaining the records of
receiving properly.
Along with above, you will do the work as instructed by your RM related to services of Admin, HRD,
Accounts, Credit, PFRDA, Insurance and other products.
Terms & Conditions:
1. Extension of contract, renewal or confirmation at position will depend upon your performance, after
completion of six months of your services. In case if your performance is not found satisfactory or your
service is not required any more to company, your contract of employment will automatically be ceased.
2. The Company reserves the right to utilize your services within the Group, anywhere in operational area.
55. 55
3. You will be governed by all the rules, regulations, staff Circulars, Office Order etc. of the company
issued time to time.
4. You will be entitled for one non-encashable leave per month during contract period.
Salary and Benefits:
During the contract period of six months, you will be getting consolidated salary as per company policy.
Exit Clause:
The employment can be discontinued, by either party serving one month notice in writing or making the
payment of one month salary in lieu of such notice to the other party. If you become unauthorized absent for
more than eight days your contract will be ceased automatically.
We wish you all the best and expect that you will continue to perform with excellence.
We look forward for working with you, with the aim “reduction of poverty” in India.
Head HRD
1) Cc:
2) The RM, Siwan
3) The Head Accounts, Siwan
4) The Head, Claims & Bonus, HO.
5) The Head Insurance, HO
56. 56
Format of Exit Interview
Exit Interview for support / Operation Staff
Source of Interview – Telephone (Ph. no)/ Face to face
Date
1.) Name: -
2.) ID: -
3.) Supervisor’ Name: -
4.) Base Station: -
5.) DOJ: -
6) Date of Resignation: -
7)Date of Reliving/Last working day-
8.) Reason of Resignation:
a. Personal reason.
b. Supervisor’s behavior
c. Salary issue
d. Any other
9) What did you like good during your working period?
10) What did you not like good during your working period?
57. 57
11) How is training work in Company?
12) How is the working environment for female staff in Company?
13). Suggestion for Company to do better –
14). Ageing of Employee in Cashpor Micro Credit:
a. More than 5 year
b. Between 1 to 5 year
c. Less than 1year
d. Months
15). Status of the Employee: (from 360* Evaluation)
a. Very Good
b. Good
c. Satisfactory
d .Unsatisfactory
Specific Remark:
Employee Name: Exit interview Taken By:
Date:
58. 58
Questionnaire
Name (optional): Designation: Gender:
Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years
( with reference of chart no. 1)
Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in
the recruitment process ?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 2)
Q3. Is the organization doing timeliness recruitment and Selection process ?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 3)
Q4. Does HR provides an adequate pool of quality applicants ?
a. Strongly Agree
b. Agree
59. 59
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 4)
Q5. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Poor
b. Adequate
c. Excellent
( with reference of chart no. 5)
Q6. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. Adequate
c. Excellent
( with reference of chart no. 6)
Q7. The employees competency match with the job specification ?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 7)
Q8. Morale of the existing employees can be lowered due to poor process of Recruitment &Selection .
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 8)
60. 60
Q9. The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and Hidden
aspects (like behavioral, social role, Self Image, Trait)
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 9)
Q10. Is internal hiring helps in motivating the employees?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 10)
Q11. Rate the H.R. Department on being result oriented?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
( with reference of chart no. 11)
Q12. Do you think Organization look for experienced employees in selection process?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
61. 61
( with reference of chart no. 12)
Q13. Do you think organization prefers referred candidates?
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e.Neither Agree nor Disagree
(With reference of chart no. 13)
Q14. Rate the working relationship between the H.R. Department & other department in the organization?
a. Poor
b. Adequate
c. Excellent
( with reference of chart no. 14)
Q15. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent
(with reference of chart no. 15)
Q16.What should be the best recruitment sources according to your preference?
a. Internal Recruitment
b. External Recruitment
c. Both
( with reference of chart no. 16)
62. 62
BIBLIOGRAPHY
1. H.R. Manual of CASHPOR.
2. Operation Manual of CASHPOR.
3. Report of Human Resource Management in Microfinance Institutions.
4. http://en.wikipedia.org/wiki/Microfinance.
5. http://www.microfinanceinfo.com/history-of-microfinance/.
6. http://www.slideshare.net/vivekthota/recruitment-selection-15721860.
7. http://www.slideshare.net/jyoti_g/ppt-on-recruitment-selection-process.
8. http://www.investopedia.com/terms/m/microfinance.asp
9. www.kiva.org/about/microfinance
10. https://en.wikipedia.org/wiki/Microfinance
11. http://www.businessdictionary.com/definition/research-methodology.html
12. http://www.ukessays.com/essays/business/literature-review-recruitment-and-selection-process-business-
essay.php
13. http://www.investopedia.com/terms/s/sampling.asp
14. http://stattrek.com/statistics/dictionary.aspx?definition=simple_random_sampling
15. https://en.wikipedia.org/wiki/Questionnaire_construction
16. https://www.peterberry.com.au/recruitment-and-selection